Position Overview

The Employee Engagement Specialist reports to the Executive Director and in collaboration with the Director of Care, Department Heads and the Director of Talent Management. The Employee Engagement Specialist conducts a wide range of support functions to implement talent management strategies and plans for workforce needs. This role considers immediate and long-term staffing requirements. In alignment with the organization's talent management strategies and vision, the Specialist lead the TM function in the Home in areas such as recruitment & onboarding, retention, culture & employee engagement, wellness & absenteeism, performance management, talent development and workforce planning. The Specialist will provide monthly metrics and analyze trends, gaps and best talent management practices in the Home.

Essential Duties

• Supports all human resources initiatives at the Home level including but not limited to: recruitment & onboarding, retention, culture & employee engagement, wellness & absenteeism, performance management, talent development and workforce planning
• Measures and tracks outcomes of all HHR initiatives at the Home level.
• Supports the HHR Team and other key stakeholders to explore and implement future enhancements to talent management initiatives and programs
• Acts as the Home's internal expert in HRIS in order to be a resource for the optimum use and benefits of the software system
• In partnership with operations, ensures optimal employee utilization during shifts
• Supports and implements recruiting processes, tools, resources and training
• Coordinates recruiting efforts within the Home by sourcing candidates using traditional posting sites, educational institutions, co-op, student or subsidized programs, local media, social media, industry specialty sites to obtain candidates for postings
• Supports managers in coaching, mentoring and developing employees through the talent development and succession planning processes
• Manages the employee engagement survey process in the Home, assesses trends, gaps and outcomes and partners with operations to create action plan
• Supports operations in the management of the wellness and absenteeism program, addresses concerns with management and employees as necessary and aligns with the collective agreement in the Home
• Aligns home priorities with overall organization's HHR strategy

Qualifications

• Certification in HR (Minimum of a Degree/Diploma or equivalent in Human Resources, Business, Development)
• CHRP designation (Certified Human Resources Professional) an asset
• Minimum of 2 – 3 years of human resources generalist experience
• Minimum of two (2) years of experience working in Long Term Care and /or in the healthcare industry an asset
• Well-developed interpersonal skills and demonstrated ability to interact efficiently and courteously (with residents, management, employees, volunteers and external providers)
• Strong consultative skills
• Labour relations experience an asset
• Strong analytical and organizational skills
• Works well under pressure and in stressful situations
• Ability to work independently and within a team
• Must have the ability to be flexible to work days, evenings, nights and weekends to meet with employees as necessary
• Good understanding of HR platforms, software and G-Suite/Microsoft Office
• To show evidence of being focused on people's feelings when interacting and knowing how to turn a task into positive social interaction.
• To undertake and meet all legal requirements within a context of promoting individuals' rights and measuring/reducing elements of risk.
• Must provide a complete and current (within six months) Vulnerable Sector Check (including a Criminal Background Check) or be willing to obtain one
• As a condition of employment, candidates are required to submit documented results of TB testing (within the last six months or within 14 days upon hire) or a chest X-ray (within the last year), as per Public Health requirements
• Two supervisory references required
• COVID-19 vaccination is a condition of employment

Work Environment

We are committed to maintaining a safe and healthy work environment, in accordance with industry standards and in compliance with legislative requirements, which includes taking steps to prevent/minimize occupational injury and illness.

We are also committed to meeting the accessibility standards set out in the Accessibility for Ontarians with Disabilities Act, 2005, including making accessibility an integral part of recruiting, hiring and supporting employees with disabilities.

Physical Demands

A physical demands analysis is required by an employer to determine whether an employee has the medical ability, critical strength, and mobility to safely work in a specific job. It provides the information to compare the abilities of an employee with what is required to safely perform the tasks of the position. Please refer to the Health and Safety Manual for position specific physical demands analysis.