Position Summary:

As a key member of the local DC team, this position recommends, implements, and coordinates various company-wide Human Resources/Industrial Relations initiatives to assigned locations. This position is also responsible for advising on courses of action related to daily issues with employees that include but are not limited to discipline, attendance management, injury/collision investigations, and WSIB/WCB claims.

Position Responsibilities may include, but not limited to:

1. General Human Resources
   1. Recruitment:
      • Develop and implement recruitment and staffing strategies
      • Assist in the full-cycle recruitment process at the DC while ensuring adherence to the policy
      • Partner with operations to ensure appropriate staffing levels throughout the year
   2. Onboarding:
      • Ensure that new employees have a positive impression of Martin-Brower by being proactive in the implementation of the program
      • Ensure that all relevant paperwork is completed by the new employee and forwarded to appropriate parties promptly
      • Maintain accurate and current information in orientation packages
      • Monitor consistency of delivery to new employees
   3. Compensation/Benefits:
      • Liaise with payroll to resolve employees' payroll and benefit issues in a timely manner
      • Identify relevant industry salary surveys and make recommendations to Regional Manager of HR with respect to participation
      • Assist Managers as required to ensure that the Talent Management process is viewed as a positive tool to aid in the growth of the employee's career
      • Ensure consistent and timely deployment of the employee review process
   4. Talent Development & Engagement:
      • Coordinate local training and development programs with the support of the Regional Human Resources Manager and Director
      • Lead the Employee Engagement Process in respective locations
2. Labour Relations
   1. Contract Negotiations/Administration:
      • Conduct all necessary research for negotiations
      • Provide advice to the supervisors and managers on the interpretation & administration of the Collective Agreement
   2. Grievances/Arbitration:
      • Provide interpretation of the contract
      • Provide advice regarding the handling of grievances
3. Employee Relations
   1. Employee Ombudsman:
      • Provide an impartial forum for employees to raise issues (that they may not want to discuss with their supervisor)
      • Facilitate resolution of issues before they become grievances
   2. Communication:
      • Assist DC management in adhering to the Corporate Communications Plan to ensure that communication of relevant corporate information is disseminated in a timely and consistent manner

And so on...

Required Skills and Experience:

University Degree or College Diploma in Human Resources or equivalent work experience. Minimum three to five years related Generalist experience. Strong work ethic. Excellent time management skills, ability to manage multiple priorities. Strong, interactive team player. Strategic thinker and excellent problem-solving skills. Excellent communication and presentation skills (verbal and written). High initiative, self-motivation, and strong leadership qualities. Ability to produce accurate and timely reports. Intermediate computer software skills (Microsoft Word, Excel, PowerPoint, Outlook, etc.). This position must pass a post-offer background check.

Preferred Skills and Experience:

Certified Human Resources Professional. Project Management experience. Familiarity with working within a unionized working environment. Experience with various HRIS, ATS, and Performance Management Systems.

Physical Demands and Work Environment:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Due to the nature of our business in regard to such things as delivery schedules, order inputs, selection, and Department of Transportation Hours of Service, overtime, attendance, and punctuality are essential job functions. Should an individual in this classification not be able to adhere to this requirement due to a disability, they should contact their Human Resources department to see what, if any, reasonable accommodation may be made.

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