HR Generalist

html Job Description

Position: Human Resources Generalist - 1 Full-Time Position

Program: LSCDG - Administration

Head Office: Housing Information Services, 3450 Ypres Avenue, Suite #200, Windsor, ON, N8W 5K9

Start Date: Immediate

Work Week: 9:00 am - 4:30 pm, Monday - Friday

This role requires flexibility in working weekends and holidays as required by the program.

Location: Housing Information Services, 3450 Ypres Avenue, Suite #200, Windsor, ON, N8W 5K9

Rate of Pay: A probationary wage of $28.00 per hour will increase to $30.00 per hour upon successful completion of probation. A signing bonus will also be provided.

Job Summary

Under the direction of the Chief Financial Officer (CFO), the HR Generalist provides leadership and oversight for the organization's human resources and labour/employee relations functions across LSCDG and its programs. This position is responsible for supporting fair, consistent, professional, and compliant HR practices across the employee lifecycle, including:

• Recruitment
• Onboarding
• Performance management
• Employee and labour relations
• Conflict resolution
• Employee complaints
• Workplace investigations
• Progressive discipline
• Terminations
• Workplace risk
• Training and development
• Employee engagement
• Wellness initiatives
• Benefits and compensation administration
• BambooHR and records management
• Employment-related legislative compliance

Qualifications

See Job Specifications outlined below.

How to Apply

Please submit your resume and letter of intent directly through BambooHR on or before July 10, 2026, by 4:30 p.m.

Hiring Managers:

• Sukhman Kullar ([email protected])
• Dana Ransom ([email protected])

HR Generalist Staff Requirements

Reports To: Chief Financial Officer

Job Description

The HR Generalist provides leadership and oversight for comprehensive human resources services across LSCDG and its programs. The position supports organizational compliance, consistency, risk management, and effective employee relations while promoting respectful, professional, and accountable workplace practices.

The HR Generalist provides leadership across key areas of the employee lifecycle, including:

• Recruitment and selection
• Onboarding
• Employee and labour relations
• Performance management
• Conflict resolution
• Employee complaints
• Workplace investigations
• Discipline
• Terminations
• Training and development
• Employee engagement
• Wellness initiatives
• Benefits administration
• Compensation administration
• Leave and accommodation coordination
• Off-boarding

This position supports supervisors, managers, leadership, Administration, and the Board of Directors, as required, with the interpretation and application of workplace policies, employment standards, internal procedures, employment-related legislative requirements, and HR best practices. The role includes coaching managers on employee relations matters, documentation, performance conversations, workplace risk, and appropriate escalation.

The HR Generalist is responsible for maintaining accurate and confidential HR records, overseeing BambooHR and related HR systems, supporting HR reporting and workforce administration, and ensuring employee information is complete, current, and properly maintained.

The role requires discretion, neutrality, professionalism, consistency, sound judgment, and the ability to manage sensitive employee and organizational matters.

Essential Duties and Responsibilities

• Human Resources Leadership, Operations, Compliance, and Records Management:
  • Lead the delivery of human resources services across LSCDG and its programs in accordance with organizational policies, applicable legislation, and HR best practices.
  • Develop, review, implement, and communicate HR policies, procedures, forms, job descriptions, employment templates, and internal HR processes.
  • Maintain accurate, confidential, and organized HR records, employee files, employment documentation, contracts, policy acknowledgements, compliance records, workforce reports, staff lists, organizational charts, position tracking, and related administration materials.
  • Identify HR documentation gaps, compliance concerns, employment risk, process inconsistencies, or matters requiring review, direction, or escalation to the appropriate designate, Administration, or Board of Directors as required.
• Labour and Employee Relations:
  • Provide leadership and guidance on labour and employee relations matters, including employee concerns, workplace complaints, conflict resolution, workplace conduct, attendance concerns, and policy-related issues.
  • Advise supervisors, directors, managers, and leadership on the consistent interpretation and application of workplace policies, employment standards, internal procedures, and HR practices.
  • Provide manager coaching regarding employee relations communication, documentation, follow-up, conflict resolution, and appropriate escalation of workplace concerns.
  • Promote respectful, harassment-free, and professional workplace practices, including appropriate review and follow-up where concerns are raised.
• Recruitment, Hiring, and Onboarding:
  • Lead and coordinate full-cycle recruitment activities, including job postings, applicant tracking, candidate communication, screening, interview coordination, reference checks, selection documentation, and hiring recommendations.
  • Support hiring managers and interview panels with recruitment materials, scoring tools, candidate correspondence, and consistent selection processes.
  • Prepare and/or review offer letters, employment contracts, onboarding documents, job descriptions, and new hire documentation.
  • Coordinate onboarding activities and maintain accurate records related to required documentation, policy acknowledgements, training, certifications, hiring decisions, internal transfers, position changes, and employment status updates.
• Performance Management, Discipline, Terminations, and Workplace Risk:
  • Provide HR leadership and guidance related to performance management, performance conversations, follow-up expectations, performance improvement planning, workplace conduct, attendance concerns, progressive discipline, corrective action, and other employment-related matters.
  • Support termination-related processes, including documentation, risk review, internal coordination, offboarding requirements, and related follow-up in accordance with organizational direction and applicable requirements.
  • Coordinate with leadership, Administration, Finance, supervisors, and/or the Board of Directors regarding employment status changes, payroll-related updates, employee record changes, and workplace risk matters.
  • Maintain complete, neutral, and confidential documentation related to performance management, discipline, terminations, and workplace risk.
• Workplace Investigations and Employee Complaints:
  • Support workplace investigations and employee complaint processes, including intake documentation, file preparation, interview coordination, witness and evidence tracking, follow-up tracking, and related administrative requirements.
  • Support the review and response process for employee complaints or workplace concerns.
  • Maintain accurate, organized, neutral, and confidential investigation-related documentation in the appropriate HR file, with disclosure limited to what is necessary to review the matter, take corrective action, protect employees, or as otherwise required.
• Training, Development, Employee Engagement, and Wellness:
  • Support training and development initiatives, including mandatory training, supervisor and manager training, employee development records, certification tracking, policy acknowledgements, and compliance reporting.
  • Support employee engagement, retention, workplace communication, wellness initiatives, and organizational culture-building activities in alignment with organizational policies, available resources, and operational needs.
• Benefits, Compensation, Leave, Accommodation, and Health and Safety:
  • Support benefits and compensation administration, including employee benefit documentation, staff inquiries, employment status changes, wage or salary updates, position-related changes, and coordination with Administration, Finance, leadership, and external providers as required.
  • Support leave management, workplace accommodation, return-to-work documentation, WSIB-related administration, and workplace health and safety documentation and tracking.
  • Support compliance with applicable employment standards, human rights obligations, workplace health and safety requirements, accessibility requirements, confidentiality requirements, and organizational policies.
• BambooHR and HR Systems:
  • Administer, maintain, and oversee employee information within BambooHR or similar human resources systems.
  • Update and maintain employee records, position information, employment changes, training records, policy acknowledgements, timekeeping information, and related HR data.
  • Support staff, supervisors, and managers with BambooHR processes, documentation, and system-related inquiries.
  • Conduct HR system audits, data accuracy checks, reporting, tracking, and process improvements.
• Organizational Support:
  • Communicate professionally and respectfully with staff, supervisors, managers, leadership, Board members, Administration, external partners, and other stakeholders.
  • Maintain confidentiality, discretion, neutrality, and professionalism when handling employee, organizational, financial, workplace, and HR-related information.
  • Contribute to continuous improvement of HR processes, documentation, filing systems, internal procedures, and organizational practices.

Education & Skills

• Post-secondary education from an accredited Canadian college or university in Human Resources, Business Administration, Labour Relations, or a related discipline is required.
• A current CHRP designation is required.
• CHRL designation, or active progress toward CHRL designation, is considered an asset.

Work Experience

• A minimum of 3–5 years of related human resources experience is required, including direct experience in employee relations, workplace investigations, performance management, progressive discipline, termination-related documentation, recruitment, onboarding, employment documentation, policy administration, and employment-related compliance.
• Experience providing HR advice, manager coaching, and support to supervisors, leadership, Administration, or Boards on workplace matters is required.
• Related experience in benefits administration, compensation administration, leave management, accommodations, WSIB administration, return-to-work documentation, and HR reporting is considered an asset.

Knowledge

• Strong working knowledge of applicable employment legislation, HR best practices, and compliance requirements is required, including the Employment Standards Act, Human Rights Code, Occupational Health and Safety Act, Accessibility for Ontarians with Disabilities Act, workplace accommodation, and confidentiality obligations.

Certifications and Other Requirements

• A satisfactory Criminal Reference Check and Vulnerable Sector Check are required.
• Reliable transportation is required for work-related duties, including attendance at meetings, program locations, or other organizational commitments as needed.

Work Related Abilities

• Policies, Procedures, and Compliance: Demonstrates sound knowledge of and adherence to organizational policies, internal procedures, employment-related legislation, confidentiality requirements, and HR best practices.
• Prioritization and Workload Management: Able to manage frequent changes, competing priorities, deadlines, sensitive workplace matters, and a high volume of requests while maintaining accuracy, discretion, professionalism, and timely completion of HR documentation and follow-up tasks.
• Communication and Professional Engagement: Communicates clearly, respectfully, and professionally with employees, supervisors, managers, leadership, Board members, Administration, external providers, community partners, and other stakeholders.
• Confidentiality, Neutrality, and Judgment: Demonstrates discretion, neutrality, sound judgment, and professionalism when handling sensitive employee, workplace, financial, and organizational information.
• Organization, Planning, and Documentation: Able to organize and maintain HR files, employee records, recruitment materials, onboarding documentation, training records, compliance records, investigation files, tracking lists, and follow-up timelines.
• Critical Problem Solving and Risk Assessment: Able to assess workplace situations, identify documentation gaps, employee relations concerns, compliance risks, workplace risk, or process inconsistencies, and bring forward practical solutions or recommendations.
• Conflict Resolution and Manager Coaching: Able to support respectful conflict resolution, employee relations communication, workplace documentation, and manager coaching.
• Data Accuracy and HR Systems Management: Able to enter, review, maintain, and audit HR data accurately within BambooHR or similar systems.

Relevant Work Environment

The role involves regular computer and database work, phone and email communication, document preparation, meetings, filing, HR system administration, and confidential employee record management. The position may also involve attending meetings, workplace reviews, investigations, training sessions, program sites, community meetings, or other work-related appointments as required.

The role may involve exposure to sensitive, confidential, or emotionally charged workplace matters, including employee complaints, conflict, workplace investigations, performance management, discipline, terminations, and workplace risk matters. The incumbent is expected to maintain professionalism, neutrality, confidentiality, and sound judgment at all times.