Human Resources

• Process end-to-end payroll for salaried and hourly populations, including shift-based workforces in Canada, the US, and future international operations
• Maintain and audit payroll data in Dayforce, including employee profiles, pay types, and shift configurations
• Investigate and resolve payroll issues related to system configuration and integrations
• Reconcile payroll and benefits and accurately record information in the general ledger
• Assign costs to appropriate accounts and cost centres
• Ensure compliance with payroll regulations and tax requirements in all operating regions
• Process quarter-end accounting tasks, including accrual journal entries, WCB and EHT filings
• Assist with payroll-related year-end tasks, including tax forms and reporting
• Monitor the payroll inbox and respond to employee payroll and benefits inquiries
• Partner with the Talent team to review and validate employee changes impacting payroll
• Support audits and maintain documentation for compliance purposes
• Support accounting and office services, compliance reporting, financial reporting, and team projects

Payroll & Benefits Specialist

• Plan, direct, and ensure the delivery of services related to compensation, payroll, HR information systems, employee record operations, data integrity, and HR analytics
• Supervise, coach, and evaluate staff; establish priorities, allocate work, and support team development
• Participate in developing strategic directions, budgets, projects, and HR deliverables
• Establish and maintain governance, internal controls, quality assurance, and risk management
• Lead or contribute to institutional and cross-functional projects related to compensation, payroll, HR systems, data, and process improvement
• Plan, administer, and evaluate compensation programs
• Lead and oversee the entire payroll cycle, including controls, reconciliations, remittances, filings, and tax slips
• Establish and lead the HR information systems roadmap, particularly Workday
• Oversee hiring transactions, configurations, testing, validation, deployment, change management, and systems documentation
• Ensure the integrity, confidentiality, security, and interoperability of HR data and systems
• Oversee reports, dashboards, and analyses on workforce, compensation, turnover, absenteeism, recruitment, diversity, training, and performance
• Prepare and present decision-support reports and make recommendations to senior leadership and relevant governing bodies
• Oversee verification of employees’ eligibility to work in Canada and coordinate work permit and immigration-related processes
• Collaborate with Labour Relations, Finance, IT, auditors, vendors, and other stakeholders

Manager – HR Operations, Compensation and Payroll

• Serve as the first point of contact for HR-related inquiries and requests
• Respond to inquiries according to service level agreements and established guidelines
• Address inquiries regarding HR policies, programs, and practices, including pay, benefits, and team member changes
• Prepare and process approved team member changes, employment contract amendment letters, and employment verification letter requests
• Escalate and triage inquiries and requests to appropriate stakeholders
• Input and maintain team member data in the Human Capital Management System
• Verify and upload team member file documents in the Human Capital Management System
• Liaise with stakeholders in support of the employee lifecycle
• Support and facilitate new-hire general orientation
• Research and prepare responses for HR issues
• Support organizational projects and coordinate activities as required

Human Resources Coordinator

• Investigate workplace issues and concerns raised through internal Company channels and some externally filed complaints, including employment discrimination, harassment, retaliation, and other policy violations
• Recommend investigation outcomes using sound judgment
• Partner with Human Resources to handle and dispose of cases involving salaried employees
• Work with Company functions, operating committee members, the Office of the General Counsel, and outside counsel
• Prepare, track, and maintain investigation documentation
• Develop and implement investigation plans
• Drive timely closure of open cases and concerns
• Manage employee data and statements confidentially
• Draft concise and clear investigation reports
• Partner cross-functionally on investigations, discipline, performance management, and employee relations
• Promote ethical and compliant behavior aligned with Company policy and government regulations
• Coach, counsel, and educate employees on HR policies, performance management, processes, programs, position eliminations, and strategies
• Support grievance, arbitration, and litigation processes arising from investigations
• Analyze case activity and determine trends and recommendations for proactive action
• Foster an effective, inclusive work environment and relationships while balancing employee advocacy with company goals and values
• Perform other duties as necessary in alignment with local regulations and internal and external policies and directives

Senior Specialist, Employee Relations

• Interpret and apply labour laws, collective agreements, RCMP policies, and procedures
• Provide timely advice, technical guidance, representation, and procedural support to NPF Members, Local Area Representatives, and Regional Directors
• Analyze Member-specific circumstances and identify issues requiring further legal or policy interpretation
• Refer complex matters to Legal Counsel, LR Team Leads, Program Managers, and NPF Directors
• Respond to and support critical incidents involving NPF Members
• Advise Members on their rights and responsibilities during investigations by external bodies and the RCMP
• Ensure Members have access to medical and mental-health support
• Liaise with the Employer regarding Member support and information
• Gather information and provide updates to NPF staff, Directors, and Local Area Representatives
• Write legally sound or policy-driven submissions for grievances and Codes of Conduct and present them at hearings or meetings
• Mentor Local Area Representatives
• Negotiate and problem-solve labour issues with Employer counterparts
• Conduct legal and policy research and stay current on labour-relations jurisprudence and developments
• Participate in labour-relations education, coursework, conferences, online learning, meetings, and team knowledge sharing
• Support training for Local Area Representatives and new Labour Relations Officers
• Lead major files involving multiple Members or multiple intakes
• Liaise with assigned Directors on major events
• Develop policy grievances with NPF Legal for bargaining-unit-wide matters
• Provide progress updates on major files
• Apply the NPF Representation Policy and duty of fair representation requirements
• Gather information and documentation for Member complaints
• Maintain accurate records in NPF systems such as Galexy

Labour Relations Officer

• Track state-by-state law changes and draft and implement policy updates across employee classifications and pay ranges
• Lead the annual compliance audit and handbook refresh from start to finish within the first 90 days
• Handle escalated payroll, benefits, and leave questions
• Review and unblock the work of Payroll and HR Administration team members
• Rearchitect HR operations processes with an AI-native mindset
• Grow into ownership of day-to-day HR operations management
• Help manage increasingly complex HR operations as the company expands across states and employees

HR Generalist

• Perform HR Administrator I responsibilities as required
• Respond to and resolve complex employee and manager inquiries related to employee data and HR operational processes
• Investigate employee data discrepancies and identify root causes to support issue resolution
• Conduct audits and reviews to ensure the accuracy, integrity, and completeness of employee information
• Analyze employee data and identify recurring issues, trends, and opportunities for process improvement
• Prepare, validate, and support mass employee data updates and organizational changes
• Generate, reconcile, and analyze HR reports to support operational and compliance requirements
• Support HR system testing, upgrades, implementations, and continuous improvement initiatives
• Develop and maintain HR procedures, work instructions, and process documentation
• Act as an informal resource to team members by providing guidance on HR systems, processes, and data management practices
• Support HR projects and operational initiatives as assigned

HR Administrator II

• Work with the Executive Director, Workplace/Employee Experience, to develop and implement cohesive programs supporting the employee lifecycle
• Lead planning and execution of HR programs aligned with legislation, corporate policies, organizational goals, best practices, and collective agreements
• Lead labour relations activities, including union negotiations and issues management
• Plan recruitment strategies aligned with corporate goals and the BCER Workforce Plan
• Provide senior leadership to geographically dispersed HR professionals and foster a collaborative, high-performing HR culture
• Oversee core HR functions including labour relations, recruitment and retention, performance management, job evaluation, payroll, and benefits administration
• Develop and implement HR policies, procedures, standards, service standards, and compliance practices
• Implement organizational design initiatives supporting evolving business needs, service delivery, and talent strategies
• Manage the unit's budget and oversee contracts and agreements
• Lead or contribute to cross-functional projects and initiatives

Executive Director, Human Resources – Labour Relations

• Serve as a day-to-day HR partner for an assigned client group across the employee lifecycle
• Coach managers on performance management, employee relations, talent decisions and team effectiveness
• Develop business and organizational context to provide practical HR recommendations
• Support talent reviews, compensation cycles, organizational changes, workforce planning and other key people processes
• Partner with Talent Acquisition, Total Rewards, HR Operations, HRIS and other HR teams
• Analyze hiring, attrition, performance, compensation, mobility and organizational workforce data
• Identify why trends occurred, what they mean and what actions the business should consider
• Use quantitative data and employee or manager feedback to identify patterns and emerging issues
• Partner with engineering and HRIS teams to use generative AI and AI-enabled tools
• Identify and test practical AI use cases in HR
• Share effective AI practices and increase AI fluency across the team
• Map HR processes and recommend opportunities to simplify, standardize, automate or eliminate work
• Partner with HR Operations, HRIS and internal AI or technology resources on automation opportunities
• Measure whether new processes and tools improve efficiency, quality and employee or manager experience

Associate HR Business Partner

• Provide strategic HR coaching and advice to a regional business group in Ontario
• Advise on people practices, trends, legislation, and Intact Financial Corporation values
• Participate in leadership meetings and align decisions and practices with business strategies, change management, and company values
• Manage employee relations and performance matters end-to-end, ensuring fair and consistent outcomes and risk management
• Coach leaders to build confidence and capability
• Build employee engagement plans using engagement results, attrition, and employee-relations trends
• Support organizational transformations and propose effective change-management approaches
• Drive talent, succession, and leadership-development strategies
• Participate in workplace integrity or respect investigations and coach leaders on conflict resolution
• Lead and facilitate workshops, round tables, and information sessions
• Lead or participate in national and strategic HR projects and HR process improvement
• Use market research and internal data analysis to anticipate business needs and develop proactive HR strategies
• Build strong relationships with national HR team members in other locations while working independently

Human Resources jobs in Canada