Human Resources

Human Resources Manager:  The Human Resources Manager role requires a minimum of 5 years of progressive, human resources experience.  In addition, this person should also have strong leadership skills, with comprehensive knowledge of human resources policies.  Many companies prefer candidates who possess a professional designation such as chartered professional in human resources (CPHR)

Responsibilities:

• Developing and maintaining human resources policies and procedures
• Managing the compensation, benefits, recognition, training, performance management, and employee relations
• Handles investigation and resolution of employee issues, concerns and conflicts
• Ensures all employment practices comply with federal, provincial and local regulations
• Keeps job descriptions up-to-date, accurate and compliant with relevant federal, provincial and local laws for all positions
• Manage and oversee Human Resources team

Human Resources Director:  The Human Resources Director role requires a minimum of 10 years of progressive, human resources experience.  In addition, this person should also have strong leadership, direction, and coaching communication skills, with comprehensive knowledge of human resources policies.  Many companies prefer candidates who possess a professional designation such as chartered professional in human resources (CPHR).

Responsibilities:

• Developing and maintaining human resources policies and procedures
• Overseeing the payroll, benefits, recruitment, employee engagement, occupational health and safety, and employee wellness teams
• Advise and counsel all levels of the organization
• Aid with implementing any HR related software systems
• Conduct performance reviews with department managers & monitor employee productivity, attitudes, and performance results

Human Resources Advisor:  The Human Resources Advisor role requires a minimum of 3 years of progressive, human resources experience.  In addition, this person should also have strong leadership skills, communication skills, with comprehensive knowledge of human resources policies.  Many companies prefer candidates who possess a professional designation such as chartered professional in human resources (CPHR).

Responsibilities:

• Develop, plan and implement various HR initiatives such as compensation, benefits and performance management programs
• Advise managers on organizational policy issues and recommend needed changes
• Analyze HR practices, and recommend employee relations, employment, compensation and benefit policies to establish competitive programs and ensure legal compliance
• Process, verify and maintain documentation relating to HR activities such as staffing, training and performance evaluations

Human Resources Assistant:  The Human Resources Assistant role requires a minimum of 3 years of related administrative experience plus an associate degree in HR-related field.  In addition, this person should also be detail oriented and organized, communication and customer service skills, with comprehensive knowledge of human resources policies.  Familiarity with applicant tracking database is also an asset.

Responsibilities:

• Perform administrative work for the Human Resources department including scheduling, maintaining files, etc.
• Enter employment data and information into computer database
• Track and update hourly employee leaves of absence
• Assist HR supervisors with the hiring process, including developing online job descriptions and scheduling candidate interviews
• Coordinate logistics for new hire orientations and employee training sessions

Benefits Administrator:  The Benefits Administrator role requires a minimum of 3 years of related administrative experience plus working knowledge of benefits enrollment. In addition, this person should also be detail oriented and organized, have strong interpersonal and communication skills, and have strong Excel skills.

Responsibilities:

• Reconciliation of benefits, 401K and ESPP
• Administration of 401K, ESPP, FSA and COBRA benefits
• Problem solving with internal team members as well as brokers and vendors on group benefits and retirement plan inquiries/problems
• Special projects and reporting assignments as required

Benefits/Compensation Manager:  The Benefits Manager role requires a minimum of 5 years of related Benefits/Compensation Management experience or in a relatable position.  In addition, this person has experience planning, directing and coordinating how employees are paid. 

Responsibilities:

• Set the organization’s pay structure and benefits offerings
• Determine competitive wage rates and develop or modify compensation plans
• Evaluate employee benefits policies to assess whether they are current, competitive, and legal
• Choose and manage outside partners such as benefits vendors and investment brokers
• Coordinate and supervise the work activities of specialist and support staff
• Oversee the distribution of pay and benefits information to the organization’s employees
• Ensure that pay and benefits plans comply with federal and provincial regulations
• Develop a program budget

Recruiter:  The Recruiter role requires a minimum of 3 years of related recruitment experience.  In addition, this person should also be detail oriented, organized, have strong project management skills, and have previous knowledge of HR related policies and procedures. Familiarity with an applicant tracking system is an asset.

Responsibilities:

• Review and analyze resumes
• Post job descriptions on job boards and organizations website
• Scour job search websites for potential recruits (LinkedIn Recruiter experience is an asset)
• Liaise with external recruitment firms and staffing agencies to identify new talent
• Onboarding new hires and walk them through the hiring and training process
• Serve as an employee advocate for new hires as well as established employees

Recruitment Manager:  The Recruitment Manager role requires a minimum of 7 years of recruitment experience and 3 years of management experience.  In addition, this person should also have an HR academic background and is a strong leader that can make effective decisions.

Responsibilities:

• Develop and implement recruiting policies and procedures such as; job application and onboarding processes)
• Supervise and manage the recruitment team and report on its performance
• Tracking of recruitment metrics
• Implement new sourcing methods, and research job advertising options
• Advise hiring managers on interviewing techniques and forecasting future hiring needs
• Stay up to date on labor legislation and advise Managers about changes in legislation
• Participate in job fairs and career events

Compensation Analyst:  The Compensation Analyst role requires a minimum of 5 years of related human resources experience plus an associate degree in HR-related field.  In addition, this person should also be detail oriented and organized, have great communication skills and able to communicate with all levels of the organization, strong evaluation skills, and the ability to convey information in legible reports to the human resources and executive groups.

Responsibilities:

• Conduct analysis on internal and external salary statistics
• Recommend, develop, and implement an appropriate employee compensation structure
• Configure pay grades and evaluating new employee titles and ongoing reclassification
• Create and apply employee incentive plans to maintain and attract talent
• Understand and have experience with human resources policies and procedures