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Human Resources Advisor - Oakville, ON

Oakville, ON, CA

Dufferin Construction - a division of CRH Canada

Job ID:  205940 

Work Type:  Full Time Permanent 


It is a great time to join the CRH Canada team! CRH Canada is going through an exciting business transformation which demands first-class Talent Management support to drive results.

We are building a world- class team. Make your mark!

You will be a successful addition to our team if you look at change as an opportunity to develop and contribute to the business. You will be successful in your role if you like partnering with the business, presenting new ideas and providing excellent customer service.

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:


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


Success Factors- 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 behavior 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.


Position Requirements:


  • 3-5 years progressive Human Resources experience, preferably as a generalist
  • Experience administering HR Policies and Procedures
  • 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.)




  • Post-Secondary Education in Human Resources Management or in an appropriate discipline including an equivalent combination of post-secondary education and acquired work experience. 
  • CHRP designation an asset



Visit our website for more information: http://www.crhcanada.com

CRH Canada Group Inc. recognizes Canada’s diverse landscape. Accommodation is available upon request for applicants with disabilities throughout the recruitment and selection process.

Date Posted: 

Job Segment: Engineer, ERP, HR, Performance Management, Data Mining, Engineering, Technology, Human Resources