Intermediate Generalist, Human Resources

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Posting Reason:
Temporary replacement of a regular position

Job Type:
Employee

Anticipated Duration in Months (for contracts and temporary assignments):
24

Job Family:
Human Resources Operations

# of Open Positions:
1

Faculty/Service - Department:
Human Resources and Faculty Payroll

Campus:
Roger Guindon Hall

Union Affiliation:
N/A

Date Posted (YYYY/MM/DD):
2026/09/17

Applications must be received BEFORE (YYYY/MM/DD):
2026/09/28

Hours per week:
35

Salary Grade:
Non-Union Grade NC7 - 35 hrs

Salary Range:
$85,910.00 - $107,388.00

Position Purpose:

The HR Generalist provides advisory services to corporate or strategic HR Managers within a designated faculty or service on matters involving recruitment and selection, classification, performance and development management, labour relations, training and development, benefits, health and safety and other HR functions. This position provides input to integrate HR related policies and processes with the faculty/service's strategic direction and initiatives. The HR Generalist analyzes problems and issues to identify and recommend appropriate intervention and implement solutions. As a trusted consultant, the HR Generalist works with the management team to address their human resources needs through an analysis of short, medium and long term requirements, the implementation of best practices, recommendations, developing plans to address issues and monitoring results. Acts as the primary point of contact between central Human Resources and the faculty/service.

Specific Accountabilities:

• Integration of HR Processes: Responsible for the integration of human resources management processes and systems in the designated faculty/service planning or management framework. Develop and maintain an in depth understanding of both legislated and University of Ottawa human resources policies, procedures and practices and their impact on faculty/service's operations. Participates in the development of local HR processes and practices and ensures their contribution to the achievement of faculty objectives.
• Advisory Services: Provide consulting services and support to Directors, Managers and Supervisors on complex issues related to all areas of human resources management. Identify human resources management problems/issues/implications associated with operational plans and recommend solutions that meet the faculty/service's needs.
• Recruitment and Selection: Coordinate all aspects pertaining to the posting and selection process in accordance with relevant human resources policy and procedures and collective agreements.
• Labour Relations: Provide advice and support to HR management on all areas of employee relations, including matters involving discipline, performance, attendance, and other conflict situations. May conduct investigations to recommend appropriate actions including disciplinary/administrative measures and probation extensions. In support to the management team, may participate in grievance resolution processes at stage one (1). In collaboration with the management team and central Labour Relations, address and resolve issues related to accommodation, disability management, harassment and other health and safety issues. May participate in collective bargaining and in negotiation committees.
• Orientation and On-boarding: Promote understanding and acceptance of University HR policies, programs, processes and practices by providing information during new employee orientation sessions and by providing information to staff on the need and reasons for specific policies/procedures and how they can contribute to the achievement of faculty/service objectives.
• Training and Development: Support managers in their evaluation of employees' needs in relation to training and professional development and monitor training activities. Collaborate with managers to develop training plans to address shortfalls, review the adequacy of selected delivery mechanisms and recommend adjustments to training schedules, priorities and mechanisms. Prepares reports on training activities within the faculty.
• Classification and Job Evaluation: Provide advice to management on organizational structure and job design. Provide advice and support to management on job description writing and job evaluation process.
• HR and Succession Planning: In collaboration with central HR, provide human resources planning advice to the management by researching and developing demographic data, developing plans outlining anticipated turnover, developing succession plans and integrating these into overall faculty/service plans. Analyze demographic and HR planning data to identify the root causes of particular problem areas (e.g. excessive turnover) and make recommendations on possible interventions to address underlying problems and issues.
• Performance Management: Provide advice and support to management and staff on matters related to the University's performance appraisal program. Recommend actions which may enhance individual employee performance, commitment and personal growth. Act as primary contact person for questions related to the Performance Management program and software.

Knowledge, Experience and Skills:

Essential qualifications:

• Knowledge of human resources (recruitment and staffing, classification, job evaluation, compensation and performance evaluation) normally acquired through postsecondary education or equivalent experience
• Minimum 3 years of experience in human resources
• Experience in at least 3 of the following HR disciplines: staffing, classification, employee relations, organizational development and career development

Other qualifications:

• Knowledge and experience in the application of practices and laws governing human resources
• Knowledge of HRM challenges, trends and practices
• Knowledge and experience in the application and interpretation of collective agreements
• Experience using computer systems and software such as Windows, word processors, spreadsheets, databases, e-mail and the Internet
• Experience in analysis and problem-solving
• Ability to work with minimal supervision, in a team environment, under pressure with firm deadlines
• Ability to work under pressure, to meet firm deadlines and to work in a team environment Initiative, leadership, judgment and autonomy
• Strong organizational skills
• Proven ability to work with discretion and tact
• Bilingualism - French and English (spoken and written)

#LI-Hybrid

Key Competencies at uOttawa:
Here are the required competencies for all or our employees at uOttawa:

Planning: Organize in time a series of actions or events in order to realize an objective or a project. Plan and organize own work and priorities in regular daily activities.
Initiative: Demonstrate creativity and initiative to suggest improvements and encourage positive results. Is proactive and self-starting. Show availability and willingness to go above and beyond whenever it is possible.
Client Service Orientation: Help or serve others to meet their needs. This implies anticipating and identifying the needs of internal and external clients and finding solutions on how to meet them.
Teamwork and Cooperation: Cooperate and work well with other members of the team to reach common goal(s). Accept and give constructive feedback. Able to adjust own behaviour to reach the goals of the team.

If this is a front-line position with responsibilities to interact with students, selected candidates must be rated at the Low Advanced proficiency level or higher for both oral comprehension and reading comprehension in their second official language. The rating is determined by a proficiency test designed by the Official Languages and Bilingualism Institute.

Prior to May 1, 2022, the University required all students, faculty, staff, and visitors (including contractors) to be fully vaccinated against Covid-19 as defined in Policy 129 - Covid-19 Vaccination. This policy was suspended effective May 1, 2022 but may be reinstated at any point in the future depending on public health guidelines and the recommendations of experts.