HR Generalist

Toronto Parking Authority•Toronto, ON

23d

About The Position

The HR Generalist provides professional human resources advisory and operational support across the employee lifecycle, delivering day-to-day HR services accurately, consistently, and in compliance with legislation, collective agreements, and Toronto Parking Authority (TPA) policies and process. Working within established policies, procedures and precedents, under the overall direction of the Director, HR, the HR Generalist manages assigned HR files end-to-end. This includes recruitment, onboarding, disability management administration, and HR programs and employee support as required. The role exercises professional judgment and escalates matters based on risk, complexity, or organizational impact. The HR Generalist contributes to a positive employee experience through responsive service, sound judgment, and strong attention to detail, and operates in a unionized environment supporting labour relations as required.

Requirements

Diploma or degree in human resources, industrial relations or related discipline or equivalent combination of education and experience
Minimum 5 years’ progressive HR experience, preferably in a generalist role within a unionized environment
Working knowledge of employment-related legislation, collective agreements and HR policies
Proficiency with HRIS and standard business software
Sound professional judgement with the ability to operate independently within defined scope and authority
Strong interpersonal, communication and stakeholder management skills
Ability to manage sensitive, confidential and high-risk matters with discretion
Strong analytical, organizational and problem-solving skills
Pragmatic, solutions-oriented approach balanced with compliance and risk awareness
Highly organized and detail-oriented, with the ability to manage competing priorities
Internal candidates: Employees must have at least one (1) year of continuous service in their current role to be eligible for application.

Nice To Haves

Certified Human Resources Professional/Leader (CHRP/CHRL) or working toward designation is an asset

Responsibilities

Manages recruitment process for assigned roles, including writing job descriptions, job postings, candidate screening, interview participation and supporting selection decisions.
Advises hiring managers on recruitment processes, policy requirements and compliance considerations.
Coordinates onboarding activities to ensure a positive, consistent and compliant new-hire experience.
Provides guidance to managers and employees on routine employee relations matters, including performance management, attendance management, application of policies and collective agreements, and routine corrective action and discipline, attendance management, workplace conflict, human rights, and employment standards.
Drafts employee relations documentation, including disciplinary correspondence, in accordance with established policies and under HR management guidance as required.
Interprets and applies employment legislation, HR policies and collective agreements, escalating complex, sensitive or high-risk matters to HR management.
Provides first-level support for Step 1 grievances, including preparation of documentation and tracking outcomes under the direction of HR management.
Completes HR transactions and maintains accurate, timely and up-to-date employee records and tracking in HRIS and employee files.
Assists with audits, compliance reporting, policy acknowledgements, and information requests.
Provides operational support for disability management and accommodation processes, including documentation, coordination, and tracking, and escalating complex cases as required.
Supports employee engagement initiatives and internal communications.
Collaborates with HR colleagues and TPA stakeholders to deliver integrated HR services and consistent application of HR policies, programs, systems, and initiatives.
Identifies opportunities for continuous improvement in HR or systems practices, bringing forward recommendations for process or practice changes for implementation, under the guidance of HR management.
Supports the design, development and delivery of talent programs including performance management, talent management, management and employee development and engagement activities.
Prepares workforce metrics, dashboards, reports and analysis to identify trends, risk and improvements opportunities.
Exercises independent judgment within defined scope and authority, referring matters with significant legal, reputational, financial, or organizational risk to senior HR leaders.
Participates in department or cross-functional projects, committees, and organizational initiatives as required.
Performs other related duties as assigned.