HR Planning and Staffing Consultant

Niagara Casinos•Niagara, BC

15d•CA$60,000 - CA$68,000•Onsite

About The Position

This role supports the business in areas of recruitment, effective workforce planning and staffing solutions, skills testing, reporting, analysis and strategic planning. We are looking for an individual who can research, recommend, develop, implement and monitor innovative solutions and identify opportunities to improve the efficiency and effectiveness of the recruitment process to ensure top talent. If you would like to be on a team of Great People delivering great service, we may have just the opportunity for you.

Requirements

University degree or college diploma in Human Resources or Business Administration.
Minimum 5 years of experience in a strategic Human Resources role.
Minimum 2 years of experience with Workday.
Expert knowledge of the Ontario Human Rights Code.
Superior communication skills (verbal and written) and consultative style.
The ability to cultivate positive and productive working relationships.
Strong leadership skills with the ability to achieve outcomes through influence and negotiation.
Strong analytical ability and use of metrics to determine Recruitment strategy and assess results.
Ability to work independently, self-motivator.
Ability to handle multiple projects and meet deadlines as required.
Proficient use of various applicant tracking systems and computer knowledge (Excel, Word & PowerPoint).
Ability to deal with confidential and sensitive issues.

Nice To Haves

CHRP or CHRL designation an asset.
Etre bilingue est un atout.

Responsibilities

Identifies current and anticipated gaps in the workforce and finds the fix by researching, recommending, developing and implementing strategic solutions designed to leverage human capital and increase workplace diversity and inclusion.
Monitors social, economic, legal and cultural developments and trends to determine impact on talent attraction and retention; develops strategies to mitigate potential talent risks.
Builds productive working relationships with the organization’s leaders to identify talent and skill gaps; shares findings with other key stakeholders on the Human Resources team and works with Learning & Development to identify potential succession planning needs.
Audits FTE reports, headcount reports, time off accruals, and schedules to ensure the optimal use of human resources; escalates identified gaps and works collaboratively with leaders to find the solution, working with other areas of the Human Resources team accordingly.
Monitors key performance indicators to determine if recruitment strategies, programs and initiatives are delivering intended results and alters the course of action as needed.
Develops and maintains all HR metrics reporting – measuring time to hire, cost to hire, methods used and their success rate, number of applicants per job opening, and quality of hire (6 and 12 months after hire).
Uses best-practices when completing full-cycle recruitment for business units across the organization; monitors trends and updates practices accordingly.
Establishes service standards for the recruitment cycle and tracks on-going performance.
Provides consultation and coaching to the organization’s leaders on effective practices, appropriate approaches and methodologies to achieve optimal business results.
Ensures a talent pipelines by creating talent pools and building effective candidate sources
Identifies and leverages opportunities for talent development through apprenticeships, internships and other staffing programs.
Works closely with all areas of HR.
Partners with local organizations and institutions and maintains positive relationships.
Flexibility to support a 24/7 operation.