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Added 7 mins ago
Customer Care Advisor (Client Experience Centre) Halifax NS - January 2027
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The empowered specialist and passionate advocate of our “customers’ right to become better off.”
Added 7 mins ago
Customer Processing Representative (Bilingual)
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Integration Manager - GO Rail Expansion (ONxpress)
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Specialist, Accounts Payable, Accounts Receivable & Billing
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Quality Specialist
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Added 51 mins ago
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Added 1 hour ago
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Added 1 hour ago
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Added 1 hour ago
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Added 1 hour ago
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Medical Affairs Specialist
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DM Lyons Consulting

Human Resources Generalist

Toronto, ON, Canada

$80,000 to $95,000 CAD / year · Full-time

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Job details

Pay: $80,000 to $95,000 CAD / year
Job type: Full-time
Apply by: Dec 5, 2026
Posting language: English
Posted: Nov 5, 2026

Original job description

HR Generalist

Toronto East

$80,000-95,000

Our client is seeking an HR Generalist to help leaders connect business goals with practical people solutions. Working with office and production teams, you will combine day-to-day HR advice with workforce planning, organizational improvement and talent development.

The position supports a broad mix of technical, commercial, operational and corporate functions. You will work closely with managers and HR specialists to address current needs and prepare teams for future demands across a geographically dispersed business.

What you will do

Advise leaders and plan workforce needs

Build effective relationships with senior leaders and managers, turning operating plans and growth priorities into clear HR actions.
Use workforce data, financial context and professional judgment to guide decisions, challenge assumptions and identify risks involving talent, leadership and team effectiveness.
Assess staffing levels, future skill requirements, hiring priorities and succession exposure; work with leaders on headcount plans and workforce budgets.
Help shape team structures during reorganizations, role changes and business transformation. Review reporting relationships, management capacity, organizational layers, responsibilities and decision-making authority.
Carry out or contribute to job analysis, role evaluation, position mapping and job-level alignment. Recommend structures that reduce overlapping work, improve productivity and accommodate growth.
Adapt recommendations to the different needs of professional, technical and production employees.

Build talent pipelines and strengthen performance

Coordinate talent discussions to identify essential positions, strong contributors, employees with advancement potential and gaps in leadership or specialist succession.
Create practical succession and internal movement plans. Work with learning and development colleagues on development priorities for potential successors and emerging talent.
Help establish career routes and internal opportunities across locations and functions, building pipelines for technical, operational, commercial and management positions.
Guide managers through goal setting, regular feedback, performance reviews and calibration discussions. Coach them on recognizing different levels of contribution and addressing ongoing performance concerns.
Identify patterns in team performance and skill gaps, and connect review outcomes with development, career progression and succession decisions.
Assess management and technical learning needs with business leaders. Support leadership training, functional learning, technical development, knowledge transfer and graduate or early-career programs as applicable.
Coach managers to improve their leadership approach, develop employees and build accountable, effective teams. Anticipate specialist skills needed for future business and product requirements.

Support employee matters and reward decisions

Advise managers on workplace concerns, investigations, policy interpretation and individual performance matters, promoting consistent and fair treatment.
Help resolve sensitive employee situations with consideration for employee experience, business needs and organizational risk. Involve senior HR colleagues and legal counsel when matters are complex or carry greater risk.
Review recurring workplace issues and recommend steps to prevent similar concerns.
Work with compensation and benefits specialists on pay recommendations, promotions, organizational changes and internal pay equity, providing relevant business context.
Contribute to annual salary reviews, incentive cycles, promotion decisions and talent reviews. Identify retention concerns affecting essential expertise and support workforce cost decisions that preserve key capabilities.

Improve HR services and systems

Collaborate with HR service teams, systems specialists and subject-matter experts to improve how HR work is delivered.
Find ways to simplify processes, introduce consistent practices and make appropriate use of automation and digital tools.
Help employees and managers use HR systems and processes effectively. Share feedback on their experience and contribute to broader HR change initiatives.

What you bring

A bachelor’s degree in human resources, business, organizational psychology or a related field.
At least four years of progressively responsible HR generalist experience, including support for leaders across multiple business functions in a complex organization.
Experience in manufacturing, industrial operations or another technical business is strongly preferred, including engineering, technology or building-related equipment and systems.
Practical experience with workforce planning, organizational design, talent and succession planning, performance management and employee relations.
Experience helping implement restructurings, organizational transformation or other substantial changes.
An understanding of both office-based and production workforces, together with strong commercial awareness and financial understanding.
The ability to collaborate across locations and work effectively in an international organization.
CHRP, SHRM or a comparable professional designation would be an asset.

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More about this job

Responsibilities

Advise leaders on workforce planning, organizational design, talent and succession, performance, learning, employee relations, and compensation across office and production teams. Improve HR processes and systems while supporting organizational change, effective leadership, and workforce capability across locations and functions.

Requirements

Requires a bachelor’s degree in human resources, business, organizational psychology, or a related field, plus at least four years of progressively responsible HR generalist experience in a complex organization. Practical experience in workforce planning, organizational design, talent and succession planning, performance management, employee relations, and organizational change is required; technical or industrial experience is strongly preferred, and a professional designation is an asset.

Skills

Workforce Planning
Organizational Design
Talent Planning
Succession Planning
Performance Management
Employee Relations
Workplace Investigations
Job Analysis
Job Evaluation
Change Management
Leadership Coaching
Learning And Development
Compensation And Pay Equity
HR Systems And Process Improvement
Workforce Budgeting
Commercial And Financial Acumen

Visa sponsorship

Not detected in the job text

Keywords

Human Resources
HR Generalist
Workforce Planning
Organizational Design
Organizational Transformation
Talent Management
Succession Planning
Performance Management
Employee Relations
Workplace Investigations
Job Analysis
Job Evaluation
Position Mapping
Headcount Planning
Workforce Budgets
Leadership Development
Learning And Development
Career Development
Compensation
Pay Equity
Salary Reviews
Incentive Cycles
HR Systems
Process Improvement
Automation
Digital Tools
Manufacturing
Industrial Operations
Engineering
CHRP

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