Develop strong working relationships and establish appropriate communication channels while providing proactive human resources management support in relation to overall operational objectives. This position will be responsible for managing various HR projects, in addition to assisting with the direct HR tasks and employee relations issues, escalating more complex issues to HR Director. May be responsible for an assigned territory or division, working directly with the business leaders and HRDs as a strategic partner providing strong leadership to the organization.
Key Job Activities:
Interpret and assists in developing human resources policies and procedures for consistency, compliance and efficiency.
Leads talent management initiatives, including employee reviews and performance based compensation adjustments. Advises and coaches employees and managers on development of performance related issues. Drives Annual Goal Setting and Performance Management Process, Succession Planning, 9 Box Model, and related talent management activities.
Supports communications of HR and business initiatives including benefit plans and plan changes, legal requirements, staffing, and compensation, as appropriate.
Collaborates with managers and employees to resolve employee relations issues; investigates and guides to wise decisions, prepares/helps prepare corrective actions, facilitates involuntary terminations. Monitors employee relations throughout assigned area for development or in analyzing actual trends, issues and problems, and assists local management with addressing issues.
Investigates and resolves external and internal charges/complaints of discrimination or harassment, recommends corrective action, if appropriate. Prepares position statement and response package for external agency charges.
Facilitate various trainings such as Leadership Academy and other compliance or developmental related trainings. Confers with HR Directors and Sr. Managers to determine training and development needs and assisting in the development of long-range programs accordingly.
Works with Talent Acquisition and Compensation Department in developing job documentation criteria for new and evolving positions.
Assists in the development and facilitation of programs to promote positive employee relations. Provides guidance to management and team members on issues, complaints, or concerns, educating supervisors to routinely audit workplace environment. Keep management informed regarding current issues, regulations, etc.
Analyze data that may include turnover reporting headcount summaries, exit interview data, internal/external market data and makes recommendations to management based upon analysis.
Provides assistance on leave administration and coordination.
May assist in managing the labor relations and contract administration responsibilities including facilitating a partnership with the union bargaining committee, sitting at the table for labor contract negotiations, and administering 2nd and 3rd step grievances (at union facilities).
Performs other related duties as required or requested.
Preferred Education: Bachelor's or equivalent
Required Years of Experience: 7+ years
Prior experience in working with multiple work locations and union experience a plus, demonstrating the ability to handle sensitive, confidential information on a regular basis.
Prior experience in working across most Canadian provinces and sound knowledge of their respective employment related legislations.
Demonstrated ability facilitating various trainings.
Demonstrates good knowledge of Microsoft Office including Word, Excel, and PowerPoint.
Demonstrates familiarity with SAP SuccessFactors, ADP HRIS/Payroll system or other HRIS Systems a plus.
Demonstrates the ability to provide technical and work direction to lower level Human Resource Representatives/Generalists.
Fluency in both English and French
Preferred: HRPA Certification
The above description is meant to provide a summary of the nature and level of work being performed; it should not be construed as an exhaustive list of all responsibilities, duties and requirements of the job or person. This document does not create an employment contract, implied or otherwise. Stericycle will consider requests for workplace accommodations for protected physical or mental limitations in accordance with its human resources policies and local laws.To the extent permissible under local law, and consistent with business necessity, Stericycle reserves the right to modify the content formally or informally, either verbally or in writing, at any time with or without advance notice.
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