REF: #001

• Minimum five years of Human Resources experience, ideally in a generalist or business partner role with an emphasis on employee relations and recruitment.
• Undergraduate degree in Human Resources, or other discipline with a certificate in Human Resources, or equivalent mix of experience and education. CHRP or CHRL designation is preferred.
• Strong knowledge of employment legislation with a focus on Ontario and Québec, and a demonstrated interest in market trends and best practices.
• Advanced level knowledge of the MS Office suite (Excel, Word, Power Point) and knowledge of an HRIS system.
• Excellent analytical skills and attention to detail.
• Ability to work autonomously in a fast-paced environment; setting and managing own priorities and deliverables based on client need.
• Advanced communication skills, preferably in both English and French. Ability to communicate and present with/at all levels within the organization.
• Must be able to obtain and maintain a Government Secret Clearance.

• Partners with client group leaders to provide trusted advice and solutions in all areas of Human Resources with an emphasis on employee relations, employee engagement, performance management, succession planning, and workforce planning.
• Supports the client group's recruitment plan by either actively recruiting for positions and/or supporting the Recruiter with new hires through to onboarding.
• Provides advice and support to management in the roll-out of corporate programs and policies. Ensures that management are provided with knowledge and tools to respond to employees.
• Establishes themselves as a resource for employees within their client group. Offering career development and management advice as well as help in interpreting company policies and practices.
• Reviews HR policies and procedures and makes recommendations based on emerging employment legislation and/or trends. Identifies, researches, writes, and implements new policies and procedures.
• Supports Human Resources through internal and external audits; ensuring all policies and procedures are reviewed and up to date.
• Collaborates with the Human Resources team and DE&I Committee to expand and improve internal employee communication and HR intranet site.
• Develops metrics and analytics for client group; ensuring that management has baseline data.
• Supports the progress and implementation of an advanced Total Rewards program.
• Participates in the development of HR strategy and future state.

Work-Life Balance

We strongly support a healthy and productive work-life balance. This starts with a flexible approach to work, and policies designed to support employees through their day-to-day routines and major life events. For example, we offer a Maternity/Parental Top-Up (up to 52 weeks) and a Reservist Leave Top-Up (up to 180 days).

Belong@ADGA

ADGA continuously strives to integrate advanced Diversity, Equity & Inclusion (DEI) approaches and practices into our work culture. Our employee-based DEI Committee explores activities and invites discussions that foster an environment where all employees feel valued, respected, and heard.

Compensation

Above and beyond our commitment to offer a competitive base salary, ADGA has a company-wide profit-sharing plan for all full-time and part-time employees.

Comprehensive Benefits and Total Rewards

We offer a comprehensive benefit program, providing employees with the choice between base or enhanced plans. Depending on the plan, ADGA pays for Health & Dental, a Health Spending Account, Short-Term Disability, an Employee Assistance Program, and a Telemedicine service. Also offered: discounts on gym memberships, 5,000+ perks through Perkoplis, a Deferred Profit Sharing Plan, and access to a wide range of other employee-centric services and savings programs.