Broadly describe the
main purpose of the job
in one to two sentences. Indicate
what
is done and
why
(the outcome).
Responsible for delivering support of the HR agenda to the Corporate Functions which includes employee relations, participation in recruitment and onboarding activities, upholding our policies through advisement to leaders and employees relative to HR questions/concerns, providing performance management support, facilitating talent programs, driving positive employee experience and ensuring compliance, and governance while acting as a trusted advisor to mid-level leaders.
- Key Responsibilities (General)
The table below details the
4 to 5 key responsibilities
of the job and the approximate percentage of time spent on each responsibility on an annual basis. These responsibilities represent the
major areas
of work performed (do not list anything that takes less than 5% of your time).
Key Responsibility
% of Time
(Should add to 100%)
1
- Execute HR talent programs to support corporate workforce needs and capability development.
- Collaborate with hiring leaders and Talent Acquisition to recruit, select, and onboard top talent.
- Monitor onboarding, probation, and development plans to ensure successful integration and growth; perform offboarding functions per need.
- Support implementation of performance management, talent reviews, and development planning.
- Perform administrative work including maintaining accurate organizational hierarchy files to support performance management and merit-increase
cycles
.
35%
2
- Provide coaching and guidance to leaders and employees on
policy interpretation
, performance
expectations
, and engagement.
- Build relationships with leaders and employees by participating in social hour initiatives and functional department meetings to maintain visibility with cross-functional teams.
- Coach managers and employees on HR processes, development opportunities, and conflict-resolution.
- Conduct employee investigations and document findings in standardized investigation reports and other related documentation, and recommend appropriate actions in alignment with legislation and company policies.
- Create discipline and termination letters in alignment with policy, ensuring legal oversight to finalize documents; participate in discipline discussions and exit meetings, to support leaders as required.
- Report issues per process (as needed) to MDLZ compliance ethics portal.
- Analyze department employee survey findings to understand insights, and support leaders in translating employee opinion survey insights into targeted engagement actions that elevate the employee experience.
25%
3
- Deliver efficient HR operations and drive continuous improvement of HR systems and processes.
- Ensure HRIS accuracy while managing timely processing of employee status changes including conducting exit interviews, handling leaves of absence, offboarding steps etc.
- Identify and execute improvement opportunities to enhance employee experience and operational excellence.
- Facilitate training and development initiatives, including policy education, leadership programs, and employee learning.
- Own projects assigned each year by meeting with stakeholders, developing project plans, delivering training, and ensuring awareness for execution and post execution evaluation.
20%
4
- Stay current on HR trends, emerging workforce metrics, and best practices in data-driven HR.
- Own and report on designated HR metrics for the department, identifying insights for decision making and agenda prioritization.
- Analyze workforce metrics to identify emerging trends, risks, and opportunities to enhance organizational and talent outcomes.
- Validate HR system entries and employee records to support reliable reporting and compliance.
- Prepare and deliver monthly and quarterly HR KPI insights into actionable recommendations for leaders.
20%
- Key Responsibilities (Safety)
Key Responsibility
1
- Follow company’s health and safety program, rules and procedures and work in compliance with health and safety-related legislation and codes
2
- Report all incidents, injuries, illnesses, and near misses to your Supervisor
3
- Use or wear safety equipment and personal protective equipment required by the company
4
- Report to supervisor any hazardous or unsafe conditions, absence or defects in equipment and any contravention of health and safety legislation
- Food Safety Responsibilities
Indicate any food safety responsibilities as per the local requirements, as well as noting if a trained backup is required.
1
Ensures food safety and food quality programs and procedures and applicable requirements of the SQF system is fully implemented and are followed at all times
2
Ensures there is a trained and competent backup on key personnel position
List the
key
internal and external contacts the job is responsible for communication with on a regular and on-going basis and the purpose of the communication.
Internal / External
Contacts
Purpose
Internal
1
People Leaders
Coach and guide on employee relations, performance management, talent development, and policy application; support execution of HR programs and engagement initiatives.
2
Corporate Employees
Serve as a trusted HR resource; support onboarding, performance, development, and employee experience inquiries; communicate HR policies and programs.
3
Talent Acquisition & Total Rewards
Align on recruitment needs, compensation decisions, onboarding processes, and internal mobility.
4
HR Team
Ensure networking to highlight concerns, maintain consistency across G&G and identify best practices.
5
Payroll & Shared Services
Coordinate payroll actions, employee data changes, compliance requirements.
6
Legal Counsel / External Advisors
Consult on complex employee relations, and employment law and immigration matters
External
1
Regulatory Bodies
Ensure compliance with employment legislation and social compliance audits related to HR activities.
The table below details the
minimum and preferred
education, experience, certifications, designations and job-specific skills required to complete the responsibilities associated with the job.
Qualifications
Minimum
Preferred
Education
- Completion of college diploma in Human Resources Management or a related field
- Completion of university degree in Human Resources Management or a related field
Experience
- 5 years within a related Human Resources role, supporting performance management and policy execution
- Previous experience supporting corporate functions
Certifications / Designations
- N/A
- Certified Human Resources Professional (CHRP)
Job-Specific Knowledge and Skills
- Strong leadership skills to influence, mediate conflict, and coach key stakeholders
- Excellent communication (verbal and written) and interpersonal skills to build relationships and work through people
- Must have sound knowledge of Canadian legislation and organizational practices to develop appropriate/proactive Human Resources interventions
- Must have strong skills with HRIS and MS Office (Excel, Word, PowerPoint)
- Must be able to work in a fast-paced environment, with strong multitasking skills and ability to handle multiple priorities
- Must have discretion to manage confidential information and privacy concern
- Success Factors
The table below details the
key
quantitative and qualitative metrics that are used to measure success.
Financial Metrics
Non-Financial Metrics
- N/A
- Improve employee morale and employee experience as indicated by employee surveys.
- Timely and equitable resolution of employee relations matters with strong documentation and process adherence.
- Meeting time constraints and deadlines on projects and HR initiatives.
- Effective execution of HR programs supporting business productivity and workforce stability.
- Accurate HR data and documentation enabling strong compliance and audit performance.
- Supervision
The table below details the
number of direct and indirect reports
supervised by the job, and titles of direct reports.
of Reports
Direct
0
Indirect
0
Titles of Direct Reports
Indicate any working conditions beyond a normal office environment, including the
type of condition
(e.g. exposure to heat/cold/noise/fumes, restricted movement, frequent travel) and the
frequency
experienced.
- Normal office environment
- Occasional travel beyond normal commute between Give & Go sites
