HR Generalist

Closing Date: October 8, 2026

Start Date: ASAP. Permanent position.

Job Purpose

Under the direction of the Human Resources Director, the HR Generalist supports the organization in the areas of recruitment and selection, onboarding, coaching, staffing, labour relations, policy and organizational development. This position leads the development, implementation, and assessment of HR initiatives.

Duties and Responsibilities

Recruitment & Selection

· Oversees full-cycle recruitment process, including posting jobs, screening, conducting interviews and reference checks, and onboarding paperwork: contracts, benefits, and payroll.

· Updates screening exercises and interview questions, as needed, in collaboration with unit directors to ensure appropriate, viable, and measurable candidate evaluations.

· Organizes and attends career/job fairs to promote Saskatoon Open Door Society as an employer of choice.

· Conducts job analysis, including collaborating with internal staff, collecting data, and updating job descriptions to ensure accurate and up-to-date descriptions of all positions across the organization

Onboarding

· Manages the development and implementation of the onboarding process for newly hired employees.

· Continually assesses the onboarding process and incorporates new knowledge and ideas into training and development, policy or process improvements, as applicable.

· Conducts orientation for new employees, updating the information frequently and adjusting the delivery methods.

· Collaborates with directorss and supervisors to deliver meaningful ways to welcome new employees to the organization and the culture.

· Liaises between supervisors and employees to ensure performance meetings are purposeful and effective.

Staffing and Administration

· Develops and maintains employment contracts, ensuring accuracy and compliance with company policy and collective agreements.

· Answers employee inquiries on topics such as job postings, benefits, vacation, and interpreting organizational policies.

· Maintains up-to-date employee information and files.

· Ensures accurate and timely entry of new employee information, changes, and other relevant data into the HRIS and other internal systems.

Training and Development

· Develops and coordinates pragmatic learning and development initiatives for employees.

· Assess training needs and develops training curricula to deliver relevant and appropriate courses.

· Ensures professional development aligns with the organization’s strategic direction and philosophy.

· Selects teaching aids to assist with training such as the SODS handbook, multimedia visual aids, webinars, and computer tutorials, among others.

· Considers feedback from employees regarding the effectiveness of training methods and adjust to the various demands of different work groups.

· Plans and coordinates staff administration days; combine the efforts of unit directors and supervisors to allocate strict scheduling minutes and topics.

Labour Relations

· Assesses employee experience and engagement

· Assists with workplace investigations: asking questions, transcribing notes from witnesses, and case management.

· Assist with the facilitation of the grievance processes and steps, in accordance to the Collective Bargaining Agreement.

· Make recommendations on changes and updates to policies in Collective Bargaining Agreement (CBA) and participates in CBA negotiations, as applicable.

Communications and Reports

· Prepares internal and external communications such as letters, status changes, and employment verifications

· Drafts and sends internal memorandums and notifications regarding employment opportunities and policy updates.

· Contacts various unit directors for performance evaluations, training, and staffing requests.

· Produces and submits reports on HR activity such as monthly staffing reports, annual department reports, and ad hoc reports.

Policy

· Analyzes policies, processes, practices, and additional sources of relevant information and provides recommendations to increase alignment with organization’s strategic direction

· Annually reviews and updates organizational policies and procedures, mitigating inconsistencies and/or gaps.

Other duties as assigned.

Education and Experience

· Degree in Human Resources Management, Business Administration; OR,

· Post-secondary training in Business Administration or Human Resources and two years of relevant work experience.

· Prior experience in Human Resources required.

· Basic knowledge of labour law.

· Knowledge of unionized workplace would be an asset.

Required Licenses and/or Certifications

· Criminal Occurrence Security Check – Must complete a Criminal Record and Vulnerable Sector Check in good standing and within three months prior to first day of employment.

· Proof of English proficiency by obtaining a completed Canadian education, minimum CLB level 8, or IELTS 6.5.