Human Resources

• Support with onboarding documentation for new hires and facilitate a seamless onboarding experience to ensure new employees feel welcomed at Kognitive.
• Maintain accurate and updated employee files and HR databases.
• Track employee attendance, leave, and performance records.
• Prepare and process HR documentation, including offer letters, employment agreements, and other relevant paperwork.
• Ensure compliance with Kognitive's policies and employment laws in all HR operations.
• Assist with payroll processing by gathering employee data and managing time-off records.
• Support the benefits enrollment process and address employee inquiries related to payroll and benefits.
• Coordinate employee leave requests, including vacation, sick leave, and other entitlements.
• Act as a point of contact for employee inquiries and provide guidance on HR-related issues.
• Support HR audits by preparing necessary documentation and records.
• Assist in preparing HR reports and analyzing data related to turnover, recruitment metrics, and employee satisfaction.

Human Resources Coordinator

• Lead labour relations strategy across multiple unionized retail locations.
• Act as the primary advisor on Collective Bargaining Agreement negotiation, renewal, and administration.
• Demonstrate leadership in multi-union environments.
• Align business goals with union obligations and commitments.
• Develop and execute bargaining strategies, including preparation, proposal development, costing, and risk analysis.
• Serve as ER lead support in most Canadian CBA negoitations along with VP HR and Director HR support during negotiations.
• Guide leadership through bargaining decisions and outcomes.
• Interpret Collective Bargaining Agreements.
• Provide clear, practical guidance to operations and HR teams.
• Build strong relationships with union representatives.
• Manage disputes, grievances, and escalations with a solutions focus.
• Lead grievance management processes, including investigation, documentation, and arbitration preparation.
• Design and deliver labour relations training for leaders in unionized environments.
• Train managers on CBA interpretation, progressive discipline, conflict resolution, and investigation practices.
• Drive consistency in labour relations practices across all unionized locations.
• Streamline and standardize processes to manage newly negotiated CBAs.
• Translate agreement changes into operational procedures, templates, and workflows.
• Partner with payroll, operations, and HR teams to ensure accurate implementation of new terms.
• Oversee and support HR Generalists on employee and labour relations matters.
• Act as a liaison between operations and HR.
• Ensure consistent communication and alignment.
• Audit workplace investigations and provide coaching to improve quality and consistency.
• Establish best practices for investigations, documentation, and reporting across regions.
• Maintain HR systems, records, and documentation to support compliance and audits.
• Support internal and external audit requirements with accurate reporting and file management.
• Train and onboard new HR team members.
• Document processes to improve efficiency and clarity.
• Support performance management processes in Dayforce.
• Guide employees and leaders on performance tools and job descriptions.
• Partner with health and safety to lead compliance with OHS requirements in retail and warehouse environments.
• Support development and execution of safety programs and initiatives.
• Prepare reports to support workforce planning and HR initiatives, including attendance, performance, and accruals.
• Draft employee communications including transfers, role changes, disciplinary outcomes.
• Coordinate leadership training, onboarding, and offboarding processes.
• Maintain deep knowledge of employment legislation across Canadian provinces, ensure compliance in all practices.
• Lead adoption and integration of Smartsheet workflows across HR and business teams.
• Improve efficiency and reduce manual work.
• Collaborate across departments to support company-wide initiatives and strengthen HR integration.
• Conduct employee investigations with a high level of confidentiality and accuracy.
• Build strong partnerships with operations leaders, District Managers, and Area Managers.
• Act with integrity, professionalism, and sound judgment in all matters.
• Support system rollouts, access management, and ongoing HR technology improvements.
• Contribute as a key member of the HR team.
• Provide coverage and support across functions as needed.
• Coordinate and facilitate leadership and discipline training sessions including welcome package, lunch invitations, and other on-boarding and off-boarding processes.
• Contribute to the development and maintenance of HR processes, workflows, and documentation as well as the records required for audit purposes and statutory compliance.
• Work with the Specialist to prepare for and support the annual audit process, providing the reporting, files, and documents needed for the external auditors.
• Provide support in the update, development, administration, and tracking of the annual performance review process.
• Act as a liaison for employees, supporting the use of the performance management module in Dayforce.
• Assist employees and managers with updating job descriptions on an annual basis or when changes take place.
• Partner with the Health and Safety Advisor to refresh and lead health and safety policies, procedures, and initiatives.
• Ensure compliance with the OHS Act and site-specific requirements for unionized and non union locations as needed.
• Promote and maintain a safe work environment through shared accountability and consistent execution.
• Any other projects as required by the organization.

Senior Labour and Employee Relations Advisor

• Serve as a first point of contact for employee questions and HR-related support
• Help coordinate employee engagement initiatives, wellness activities, recognition programs, and team events
• Assist with internal communications and initiatives that contribute to a positive workplace culture
• Support employee relations processes and HR administration as required
• Support recruitment activities, including job postings, screening, interview coordination, candidate communications, and reference checks
• Participate in interviews as appropriate and support candidate evaluation
• Coordinate onboarding activities to ensure new employees have a welcoming, positive experience
• Maintain employee records and HR systems, including BambooHR and other HR-related platforms
• Support HR reporting and maintain accurate employee data and records
• Coordinate learning and development activities, training assignments, and Learning Management System administration
• Maintain health and safety documentation, communication boards, training records, inspection records, and related compliance materials
• Support incident reporting, investigations, documentation, and follow-up activities in partnership with the Human Resources Manager
• Assist with audits, reporting requirements, and legislative compliance activities

• Partner with leaders, providing guidance and coaching
• Contribute to the People & Culture roadmap, driving and implementing key programs and projects
• Work with the business to advise and resolve employee relation issues
• Optimize and manage the annual performance management cycle
• In partnership with legal counsel, focus on reducing legal risk and improve overall compliance
• Partner with the business on corporate programs / processes, such as compensation planning, recruitment programs, internal mobility, etc.
• Help to continue to grow our culture, listening to our employees and turning feedback into action planning

Human Resources Manager

• Drive strategic HR initiatives by partnering with HR specialist teams, such as Talent Development, Talent Acquisition, and Total Rewards.
• Provide support, coaching, and advice to the business on employee relations issues, applicable employment laws, company policies.
• Utilize data driven insights to make informed decisions when providing support to operational leaders across the organization.
• Partner with managers to provide performance management solutions including disciplinary action, performance improvement plans, expectation setting and ensure proper documentation is completed.
• Lead and participate in HR projects, initiatives, strategies, and process/system improvements.
• Lead and participate in meetings, presentations, and training with various levels of the organization.

Senior Human Resource Business Partner

• Quickly establish effective working relationships with internal client groups, including employees, managers, and senior leaders, along with our HR colleagues.
• Proactively partner with clients to identify strategic issues, workforce planning or organizational design challenges and provide advice and expertise to help develop creative solutions.
• Serve as a trusted advisor to leaders by presenting multiple perspectives and challenging the status quo.
• Provide strategic guidance and effectively scale the application of HR disciplines including employee engagement, retention and talent development, succession planning, change, conflict and exit management, employment legislation, employee relations, performance management, investigations, job evaluation, compensation management, internal communication, coaching, data analytics, workforce planning, policy interpretation, and career coaching to positively impact Stantec’s culture.
• Serve as a workforce champion and promote a positive work environment and employee experience.
• Facilitate trainings as needed including planning and delivering sessions with managers and employees.
• Foster a continuous improvement mindset and continually look for opportunities to increase the return on investment of human resources programs for employees and leaders.
• Collaborate within a geographically dispersed team to communicate, facilitate, and/or present HR programs and initiatives to client groups.
• Work collaboratively with other HR functions, such as an HR service centre for accurate completion of employee transactions.
• Enjoy being part of a high performing team that values collaboration, celebrates successes, and knows how to have fun.

HR Business Partner

• Oversee HR initiatives and employee and labour relations for the assigned portfolio group
• Serve as a trusted advisor to management and employees on all HR matters
• Assist in resolving workplace conflicts and fostering positive relationships
• Lead global HR projects and continuous improvement efforts
• Ensure compliance with local labour laws and internal governance
• Drive organizational change management initiatives
• Use HR analytics to measure program effectiveness
• Collaborate with payroll departments on employee matters
• Adhere to confidentiality and privacy regulations

• Assess business needs and develop HR strategies
• Provide consultative HR support to drive business growth
• Collaborate with HR partners and functions
• Guide business leaders on HR practices
• Manage complex change management issues

HR Business Partner – TD Asset Management

• Manage the strategic rollout and results for all annual HR activities
• Lead and report on workforce management activities including recruitment, retention, and workforce balance
• Participate in identifying and implementing people-related strategic initiatives
• Partner with Leaders to ensure alignment to our compensation philosophy
• Manage the rollout and results for talent management strategies
• Drive engagement & culture initiatives to foster a positive work environment
• Participate in organizational design efforts to optimize structure, succession, and efficiency
• Serve as a workforce champion and promote a positive work environment and employee experience
• Support Leaders through the business planning processes
• Influence excellence and results across all HR programs through effective and easy programs and strategies
• Foster a continuous improvement mindset and continually look for opportunities to increase the impact and return on investment of human resources programs
• Develop and maintain a trusted advisor relationship with senior leaders and their teams by presenting multiple perspectives and challenging the status quo
• Strategic partner to leaders providing counsel on business strategies
• Offer dynamic and transformative solutions on workforce issues to meet the business need and create an inspired culture
• Provide sound counsel that upholds Stantec’s culture, vision, and values and safeguards Stantec and its team members
• Collaborate with partners across HR functions to harness the collective knowledge and work of our expert teams including – talent acquisition, compensation, immigration, learning and organizational development, engagement and employee experience, and benefits and wellness
• Guide leaders in constructive ways to model behavior to drive engagement and retention of top talent and develop a high performing team
• Collaborate within a geographically dispersed team to communicate, facilitate, and/or present HR programs and initiatives
• Establish and maintain credibility through a robust understanding of the business strategy, competitors and peer firms, and HR best practices

Senior HR Business Partner

• Advise and provide coaching to first-time managers on employee relations, systems implementation, compensation, performance management, HR policies and other related topics
• Partner with your function’s HR Business Partner(s) on larger projects and org changes
• Identify and recommend continuous improvements to HR programs and processes to drive efficiencies and enhance the employee experience
• Manage all new hire onboarding logistics for client groups
• Conduct exit interviews and support administration of employee offboarding
• Stay up to date on state HR laws and practices (payroll, benefits, compliance, terminations, leave of absences, etc.)
• Manage employee relations and respond to all questions regarding benefits, systems, performance, company programs and policies

Associate HR Business Partner

• Act as the primary point of HR contact to all managers and employees in the areas of employee relations, change management, performance management, employee engagement, and best practices.
• Develop, implement and monitor HR strategies and initiatives aligned with the overall business strategy.
• Partner with management on workforce planning, organizational design, and talent strategies.
• Support hiring managers in executing the full-cycle talent acquisition process including recruitment, interviewing, developing employment contracts for hiring of qualified job applicants and their subsequent on-boarding.
• Support employee relations matters, including conflict resolution, investigations, performance management, and terminations.
• Bridge management and employee relations by developing and maintaining human resource policies and procedures, health & safety, addressing requests, grievances or other issues.
• Manage off-boarding – voluntary and involuntary terminations of employment.
• Foster strong cross-functional relationships with Payroll, Finance and IT, Legal and other stakeholders to drive the effective delivery of HR programs and services.
• Support current and future business needs through the development, engagement, motivation and preservation of human capital.
• Oversee and manage a performance management system that drives high performance.
• Administer benefits, reconcile payroll reports, and advise and recommend on compensation, benefits and rewards programs.
• Assess training and professional development needs to apply and monitor training programs.
• Analyze HR trends and metrics to support decision-making and continuous improvement initiatives.
• Report to management and provide decision support through HR metrics including employee performance, compensation standards relative to market benchmarks, and other metrics.
• Implement attendance management, performance management and disability management plans as required.
• Manage employee records and ensuring legal compliance with all regulations including health and safety and worker’s compensation.
• Ensure compliance with COVE’s policies and procedures, including human resources, safety, and operational standards.
• Take on additional responsibilities as required to support the success and growth of COVE’s programs and strategic initiatives.

HR Partner

• Serve as the primary HR contact for all Canadian business operations, providing comprehensive support across talent acquisition, employee relations, compliance, and day‑to‑day HR services.
• Ensure that all HR practices align with Canadian employment legislation and support employees and leaders across Sales, Service, and corporate functions.
• Lead full‑cycle recruitment for all Canadian roles, including sourcing, screening, interviewing, and selection.
• Develop creative and effective recruitment strategies tailored to the Canadian talent market.
• Oversee onboarding and orientation processes to ensure a seamless experience for new hires.
• Act as the primary resource for employee relations matters across Canadian teams.
• Partner with managers to assess team health, anticipate challenges, and implement proactive solutions.
• Provide guidance on conflict resolution, performance management, and policy interpretation.
• Build strong, collaborative relationships with employees and leaders at all levels.
• Apply deep knowledge of Canadian employment law, provincial regulations, and HR best practices.
• Interpret and administer HR policies, employee handbooks, and benefits programs within the Canadian context.
• Ensure HR processes align with federal and provincial legislation, including Québec requirements where applicable.

HRBP

• Monitor and enhance platform performance to optimize end-user experience and improve overall business process workflows.
• Collaborate with business stakeholders to gather requirements, assess platform capabilities, and convey system limitations and opportunities for improvement.
• Design, configure, and document platform enhancements, ensuring alignment with business objectives and adherence to best practices.
• Oversee development and testing processes, including unit testing, user acceptance testing, integration testing, and regression testing, to ensure successful implementation.
• Identify and implement system and process improvements to enhance efficiency, effectiveness, and data quality.
• Troubleshoot user requests, addressing technical issues related to workflows, security, and interfaces to support problem resolution.
• Create test scripts, participate in user acceptance testing, and develop training materials to assist with end-user training and adoption.
• Share expert functional and technical knowledge to improve team competence and ensure smooth platform operations.

HR Specialist – Global HR Systems

• Liaises with managers to provide HR input on company strategies and initiatives, and makes recommendations to enhance HR programs and outcomes.
• Implements HR strategies and initiatives, and establishes processes to track and measure effectiveness.
• Support employee engagement activities such as engagement surveys, recognition programs, communications and other social events.
• Partners with department leaders to support full-cycle recruitment, including job postings, sourcing, screening, interviewing, reference checks, and the offer process.
• Coordinates and facilitates new employee orientation programs to promote engagement and alignment with organizational objectives.
• Advises management on applicable legislation, including human rights, employment standards, and labour laws, particularly as they relate to employment practices and terminations.
• Supports employee retention initiatives, including compensation reviews, market analysis, employee surveys, culture and engagement programs, and recognition initiatives, and provides recommendations for improvement.
• Collaborates with Vice Presidents and Division Managers to review and enhance the performance management process annually, ensuring alignment with best practices.
• Monitors compliance and provides coaching to managers on performance-related matters.
• Provides guidance and support to managers on employee relations matters, including hiring, performance, conduct, attendance, and progressive discipline.
• Maintains strict confidentiality and ensures employee information is handled in accordance with privacy legislation and company policies.
• Maintains accurate and up-to-date employee records, including HRIS data (BambooHR), digital files, and HR documentation (SharePoint).
• Supports system troubleshooting, training, payroll updates, and continuous improvement of HRIS functionality.
• Coordinates and organizes FRPD’s participation in career fairs and campus recruitment events at universities and colleges across the Greater Vancouver area, promoting the company to students, alumni, and the broader public to support employer branding and talent attraction.
• Develops, maintains, and updates HR policies, procedures, and health and wellness programs.
• Builds strong working relationships by demonstrating and promoting FRPD’s core values.

Senior Human Resource Generalist

• Examine Canadian and international perspectives on women and girls' struggles for equality
• Pay special attention to how women’s efforts shaped and were shaped by cultural mores and regulatory frameworks

HR – Women, Rights & Equality

• Act as a confidential and supportive resource for employees by responding to questions and concerns in a timely and professional manner.
• Maintain accurate employee records, HR files, and documentation within the HRIS, ensuring information is up to date and handled in accordance with company policies and applicable legislation.
• Support the preparation, tracking, and organization of HR documents, forms, reports, and employee communications.
• Assist with other HR programs and day-to-day administrative tasks that support the overall employee experience and HR operations.
• Support the recruitment process by assisting with candidate sourcing, resume screening, interview scheduling, candidate communication, and applicant tracking.
• Coordinate background checks, reference checks, and other pre-employment requirements, ensuring timely completion and proper documentation.
• Contribute to recruitment-related initiatives aimed at improving the candidate experience, including candidate surveys and employer branding platforms such as Glassdoor.
• Collaborate with the HR team to identify opportunities to improve recruitment coordination, process efficiency, and overall hiring support.
• Coordinate onboarding requirements, timelines, and logistics in collaboration with hiring managers and the HR team.
• Organize and facilitate new hire orientation and onboarding activities, including introductory meetings and presentations.
• Prepare new hire documentation and ensure all required paperwork is completed accurately and on time.
• Ensure a smooth, welcoming, and consistent new hire experience by maintaining onboarding materials, tracking completion of onboarding tasks, and identifying opportunities for process improvements.

HR Coordinator

• Provide local expertise to guide best practices and ensure legal compliance in support of people programs and processes
• Lead internal communications for Canada, acting as a focal point for people announcements, policies and procedures
• Proactively manage legal risk and continually ensure compliance with local labor laws
• Build and maintain effective partnerships to educate HR Partners, managers and associates on employee related issues
• Serve as a trusted advisor to business leaders and associates, providing guidance on HR best practices

Country HR Manager – Canada, French Speaking

• Provides strategic business partnership, thought partnership, and coaching to all levels of the organization.
• Serves as the first point of contact for people-related questions and concerns ensuring outstanding customer focus by delivering value-added, best in class Human Resources support.
• Integrates and partners with HR COEs in Talent Acquisition, Learning & Development, and Compensation to implement solutions and help scale the business.
• Provides rigorous data analysis and reporting solutions based on business needs.
• Interprets and advises on human resources policies and procedures to ensure that employment laws, standards, or regulations to are followed and applied accordingly.
• Manages and facilitates performance management reviews and employee engagement surveys throughout the year.
• Works with managers to identify training needs, partners with centralized HR teams to leverage resources, and identifies opportunities to localize content and delivery.
• Coaches supervisors and managers on how to effectively address internal employee relations issues.
• Organizes and maintains compliance policies in preparation for investigations.
• Leads complex employee relation investigations including harassment and ethics complaints, and works with leaders to resolve issues.
• May lead a team of Human Resources employees.
• Performs other duties as assigned.
• Leads the strategy around employee experience and employee relations, including creating and implementing Human Resources standards, practices and policies.

HR Manager

• Providing labour relations advice to members on a range of labour, employment law, privacy law, workplace health and safety and human rights law issues.
• Interpreting collective agreements, legislation, and policy, and utilizing established interpretations and guidelines to ensure consistent application of the collective agreement and legislation and continuity in the provision of advice within the health sector.
• Establishing and maintaining effective working relationships with member organizations, health sector unions and outside agencies; fosters effective working relationships within HEABC.
• Representing HEABC and its member organizations at meetings to resolve disputes prior to formal third-party hearings and addressing employer specific issues or industry issues.

Labour Relations Consultant

• Maintain and update employee information in our HRIS (BambooHR), organizational documents, policies and reports
• Serve as a primary point of contact for employee requests and inquiries, ensuring timely and accurate support across HR-related matters
• Work with hiring managers during the recruitment process on a need’s basis and keep information updated in our ATS
• Generate offers letters/employment contracts, conduct background checks, and ensure a smooth and positive onboarding experience for new hires
• Help organize group and individual training sessions based on development needs and generate surveys
• Keep accurate record of training expenses for year-end reporting
• Generate comprehension view of the overall performance review results
• Manage the payroll processing on a bi-weekly basis and group benefits onboarding/offboarding
• Communicate company news, organize activities to promote culture and engagement

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