The HR Generalist reports directly to the Senior Human Resources Business Partner. A strategic business partner and internal advisor with assigned business units, drives initiatives that impact employee engagement, organizational effectiveness, organizational change, talent management, talent acquisition, performance, operational efficiency, and culture. As a trusted advisor, the HR Generalist provides coaching and guidance to supervisors and managers on human resources solutions that contribute to the goals of the business unit and supports a high performing and engaged working environment. Duties And Responsibilities The duties and responsibilities of the HR Generalist are detailed below, but not limited to the following: Proactively partners with leaders to identify and understand the strategic people issues specific to the business unit and provides advice and expertise, through new and innovative HR ideas, to develop short-term and long-term business strategies, solutions and action plans that support the achievement of current and changing needs and objectives of the business and organization. Acts as an advisor by providing guidance and/or coaching on sensitive confidential and complex HR issues, ensuring compliance with Almag’s policies, Employment Standards and other regulatory employment and human rights requirements. Maintains an awareness of emerging trends and best practices in HR and liaisons with HR peers to ensure policies and procedures stay current and market competitive. Partners in the execution and management of a variety of programs in the areas of Talent Acquisition, Uniform, Social Committee, Talent Development and Succession Planning, Leadership Development, Annual Goal Setting and Performance Review Process, Performance Management, Employee Engagement, Compensation, Rewards and Recognition, Organization Effectiveness and Design etc. Supports recruitment needs, events and functions as required. Develops and facilitates a variety of training, including new employee onboarding, performance management, progressive discipline, AODA, Workplace Harassment, etc. Supports employee engagement efforts and enables employee feedback through a variety of sources, including employee surveys, focus groups, and employee meetings/town halls. Supports supervisors and managers with investigations and resolves sensitive employee issues and complaints. Champions change by partnering with business leaders and other internal departments to develop timely and appropriate communication and action plans. Effectively manage employee relations practices to facilitate communication between managers and employees through standardized performance management and effective coaching. Participate in various health and safety activities, including the Joint Occupational Health & Safety Committee, to ensure a high awareness of employee safety. Leads and/or participates in key projects that support business goals and objectives Administers functions related to the HR department related to own business unit such as filing of documents, organizing and preparing for meetings, and review/sort/respond to incoming correspondence. Prepare, distribute, input, edit and proofread correspondence, memos, invoices, presentations, publications, reports and related material as needed. Develop and update SOPs and RACIs to ensure internal alignment. Update HR relevant communications, PowerPoint television slides and lunchroom communication boards. Responsible for full cycles of orientation, new hire, termination, WSIB packages, disability management, probations etc. Update KPIs and analyze data to foster continuous improvements. Coordinate and schedule all mandatory internal and external training. Create and update training matrix and maintain training documents for all employees. Maintain performance review matrix for all new and current employees. Other miscellaneous duties and projects as assigned by Senior Human Resources Business Partner or Director.