Human Resources Advisor

Who we are

Recognized as one of Greater Toronto's Top 100 Employers and under the long established and respected name of Dufferin Construction, a CRH Company, we operate a multi-million construction business which provides construction services throughout Southern Ontario and on key projects across Canada. Founded in 1912, Dufferin Construction has built a solid reputation for market excellence, drawing on a rich history and a strong heritage of quality, stability and innovative leadership in the marketplace. Dufferin Construction is one of the largest heavy civil engineering contractors in the industry, employing over 1000 people.

Position Summary

Reporting to the Human Resources Manager, the Human Resources Advisor contributes to business success through leadership in human resources, including employee relations, compensation and benefits, training and development, performance management, employment legislation and policy interpretation. 

Position Responsibilities (key duties, scope of position, goals, expectations, skill requirements, travel requirements):

Human Resource Excellence
•    Develop and implement proactive HR strategies and processes to support the overall Company objectives, including employee retention, development, performance management and compensation/ benefits management. 
•    Strategies will be driven partially through detailed data mining and report development.
•    Provide guidance and support to management and employees on the interpretation and application of HR policies, procedures and business processes.
•    Build effective partnerships with other organizational units and shared services to maximize best practices to achieve human resource excellence.
•    Monitor and report on HR issues and Key Performance Indicators; Recommend and implement appropriate action to achieve business objectives and targets.
•    Facilitate the execution of organizational development and change management initiatives.

Recruitment and Onboarding
•    Assists and support management with recruitment requirements and selection criteria; work with Regional Managers & Recruitment to source and select exceptional talent. 
•    Coordinate employee onboarding and conduct new hire orientations and follow up 

Performance Management Process
•    Ensure Annual procedures are communicated internally; evaluations are completed in line with schedule and meet quality requirements
•    Provide guidance and support to management with cascading objective setting, evaluation criteria, performance evaluation and development planning
•    Provide follow up discussions, coaching, and feedback to employees and management to strengthen the process
•    Emphasize the importance of regular feedback and coaching to develop employee performance 
•    Encourage employees to take ownership of their personal development and career advancement opportunities

Training and Development
•    Conduct training needs analysis to recommend and design training and development programs.
•    Plan, organize and implement internal training programs and information sessions
•    Seek feedback from participants to evaluate training programs; identify ways to enhance learning, ensure that content is current, and that training activities are engaging and effective.
•    Facilitate meetings and workgroups with employees and management

Compensation and Benefits
•    Administer compensation programs, including base salary and benefits, employee incentive plan, management incentive plan 
•    Coordinate annual salary review and Engineering progression Ladder /mid year salary review; provide management with recommendations to ensure internal equity.

Employee Relations
•    Engage employees in a high performance culture, encourage open communication, team focus and implement employee rewards/recognition programs (ie. Service Awards, network events etc.)
•    Foster positive employee relations; coach, counsel and advise both employees and management on various personal and professional related matters, provide EFAP referrals as required. 
•    Work with employees and management to identify and resolve complex and sensitive issues, disagreements and conflicts (e.g. employee complaints and harassment allegations).
•    Seek to encourage employees to correct unacceptable behaviour and performance through application of progressive discipline guidelines.
•    Effectively manage the termination process and separation meeting; 
•    Conduct effective exit interviews and provide management with analysis and recommendations.
•    Review existing and forthcoming legislation to determine HR impact on the organization; advise management on pertinent legislations; make recommendations regarding legislation; and ensure adherence to requirements.
•    Provide support to management in lawsuits, grievances, and complaints as required.
•    Provide assistance to management with preparation of documentation for litigation. 

Experience & Educational Requirements: 
•    3-6 years progressive Human Resources experience, preferably as a generalist
•    University degree or College diploma, preferably in business specializing in Human Resources
•    CHRP designation an asset

•    Construction industry experience an asset

•    Strong computer skills working with SAP, Success Factors and Microsoft Office
•    Knowledge of Employment Legislation (Employment Standards, Human Rights Code, Pay Equity, Employment Equity, Privacy Legislation, OH&S Act etc.)