Human Resources Generalist

Job Description

Job Description

Job Description

Position Summary

The Human Resources Generalist provides mid-level HR support across recruitment, employee relations, HR compliance, attendance and disability management, health and safety coordination, payroll support, and HRIS data integrity. This role partners with supervisors and managers to promote consistent application of HR policies, support investigations, coordinate health and safety requirements, and enhance HR operations across all locations.

The HR Generalist builds HR capability by providing guidance on HR practices, supporting compliance with employment legislation, and contributing to the continuous improvement of HR programs and processes.

Key Responsibilities

1. Recruitment & Selection

Pre-Hiring

·       Conduct intake meetings with hiring managers to clarify job requirements, competencies, and selection criteria.

·       Draft and update job descriptions in collaboration with the hiring Manager.

·       Screen candidates for skills, experience, competencies, and cultural fit.

·       Conduct HR interviews using structured methods, and evaluate overall suitability.

·       Recommend candidates to hiring managers and support final hiring decisions.

Post-Hiring

·       Deliver HR orientation, including policies, expectations, attendance rules, code of conduct, benefits overview, and reporting requirements.

·       Guide new hires on HR processes and organizational expectations.

·       Coordinate with hiring managers to ensure department-level onboarding is completed.

·       Track recruitment metrics and identify opportunities to improve hiring processes.

2. Employee Relations & Investigations

·       Serve as a point of contact for employee relations concerns and escalate high-risk issues to the HR Manager.

·       Conduct workplace investigations including interviews, documentation, and preparation of findings.

·       Advise managers on corrective action and performance management.

·       Support conflict resolution and documentation and ensure consistent application of HR policies.

3. Disability & Leave Management

·       Manage employee disability and leave cases, including short-term disability (STD), Long-term disability (LTD), and statutory leaves.

·       Interpret and apply employment legislation and Human Rights obligations related to disability and accommodation.

·       Collaborate with the Senior HR Administrator to review medical documentation and support managers in determining and implementing appropriate workplace accommodations.

·       Escalate complex leave cases including medical documentation review, accommodation processes, and return-to-work coordination to the HR Manager.

·       Liaise with benefits providers and WSIB on escalated or complex matters.

·       Ensure documentation and records are accurate, complete, and legislatively compliant.

4. Health & Safety & Compliance Support

·       Support administration and coordination of the Joint Health & Safety Committee (JHSC), including scheduling, documentation, and follow-up actions.

·       Participate in incident investigations together with supervisors and the HR administrator.

·       Support safety training requirements.

·       Ensure HR processes align with OHSA and internal safety policies.

·       Review polices, procedures, and programs to ensure compliance with the OHSA and applicable legislations.

·       Provide recommendations for updates, revisions, or corrective actions to support legislative compliance and best practices.

·       Work collaboratively with the HR Manager and Senior HR Administrator on WSIB-related documentation and follow-up.

5. HR Policy, Programs & Reporting

·       Interpret and apply HR, Health & Safety, and company policies in compliance with applicable employment legislation (e.g., ESA, OHSA, AODA, Ontario Human Rights Code), and provide guidance to supervisors and employees, including in complex or non-routine situations.

·       Support the development, revision, implementation, and communication of HR policies, including participation in policy rollouts and related training initiatives.

·       Assess employee relations and compliance risks and recommend appropriate, practical courses of action.

·       Support performance management processes, including documentation requirements, coaching guidance, and adherence to established timelines.

·       Prepare and maintain HR reports and metrics (e.g., turnover, attendance, recruitment, compliance tracking) to support operational and management decision-making.

·       Identify opportunities to improve HR processes and workflows and recommend efficiencies or enhancements.

6. Payroll Support (Non-Processing)

·       Maintain accurate and timely employee data in ADP WFN to ensure correct payroll integration.

·       Review and verify HR-related payroll changes (e.g., new hires, terminations, job changes, wage adjustments) before submitting updates to Payroll.

·       Collaborate with Payroll to resolve discrepancies and ensure alignment between HRIS and payroll records.

·       Review timecard entries for accuracy of HR-related elements, update notes as required (e.g., job codes, approved schedules, leave entries) and communicate discrepancies to supervisors and Payroll for correction.

·       Ensure attendance, leave, and benefit-related documentation is accurate and forwarded to Payroll in a timely manner.

·       Support Payroll with audits and year-end activities.

·       Maintain strict confidentiality and ensure compliance with payroll policies and legislative requirements.

8. General Support

·       Provide reception coverage during lunch periods and in the absence of the receptionist.

·       Coordinate and support company events, employee engagement activities, and recognition initiatives

·       Participate in HR projects and support compliance activities across all sites.

·       Provide support to the Senior HR Administrator as needed for coordination of administrative HR tasks.

·       Occasional travel to the United States is required.

Qualifications

Education & Experience

• Diploma or bachelor’s degree in Human Resources, Business Administration, or related field.
• Minimum of 5 years of experience in the HR field, with at least 2- 3 years in an HR Generalist role in a manufacturing environment.
• CHRP or CHRL designation (or active progression toward designation) considered an asset.
• Experience working in a manufacturing or multi-site environment preferred.

Skills & Competencies

·       Strong working knowledge of employment legislation, including the Ontario Employment Standards Act (ESA), Occupational Health and Safety Act (OHSA), Accessibility for Ontarians with Disabilities Act (AODA), and the Ontario Human Rights Code.

·       Demonstrated ability to interpret and apply legislation and HR policies to real-world workplace situations.

·       Proven experience handling employee relations matters, including performance management, attendance, discipline, and workplace conflict.

·       Experience supporting or leading workplace investigations, including fact-finding, documentation, and recommendations.

·       Experience managing disability and leave cases, including STD/LTD coordination, accommodation, and return-to-work planning.

·       Strong advisory and consultation skills, with the ability to coach managers and provide practical, compliant HR guidance.

·       Sound judgment and critical thinking skills to assess risk, identify issues, and recommend appropriate solutions.

·       Working knowledge of payroll processes and HR’s role in validating payroll-related changes (non-processing).

·       Experience working with HRIS systems (e.g., ADP Workforce Now) and maintaining accurate employee records.

·       Strong communication, professionalism, and discretion when handling sensitive and confidential matters.

·       Highly organized, adaptable, and able to manage multiple priorities in a fast-paced environment.

VDG is an equal opportunity employer committed to an inclusive, barrier-free recruitment and selection process. Accommodation for candidates with disabilities will be provided in all parts of the hiring process. If such accommodation is required, applicants are requested to make their needs known in advance.