Human Resources Advisor / Generalist

Wyse Meter Solutions Inc. provides turnkey submetering and utility expense management services to property managers, building owners and developers across Canada. Wyse is unique in its ability to provide energy consumption transparency and accountability to its customers.

Job Title: 

 Human Resources Advisor/Generalist 

Reports to: 

 Human Resources Director 

POSITION SUMMARY  

The HR Advisor / Generalist provides day-to-day HR support to managers and employees, ensuring consistent application of HR policies, programs, and employment legislation. This role partners with business units to support talent development, employee relations, payroll, performance, recruitment, and organizational development initiatives.

The successful candidate will bring 2–3 years of progressive HR experience, excellent interpersonal skills, and a strong understanding of Ontario employment law and HR best practices.

KEY RESPONSIBILITIES 

Employee Relations & Advisory Support 

• Frontline HR Support:
  • Serve as the primary point of contact for employee and manager inquiries within the assigned client group, providing clear, timely, and accurate guidance on HR policies, procedures, and employment matters.
• Coaching and Guidance:
  • Partner with managers to address a wide range of employee relations issues, including performance management, attendance, and conduct concerns. Offer coaching and practical advice to ensure effective resolution and adherence to company policies and Ontario employment legislation.
• Conflict Resolution and Investigations:
  • Support investigations related to employee complaints, workplace disputes, or policy violations. Prepare documentation, maintain confidentiality, and ensure fair and consistent outcomes aligned with organizational values and legal standards.
• Employee Engagement and Retention:
  • Conduct Stay and Exit Interviews, analyze feedback to identify trends, and collaborate with HR Director to recommend strategies for improving engagement, retention, and workplace culture.
• Policy Application, Interpretation and Guidance 
  • Advise managers and employees on HR policies and procedures, ensuring understanding and compliance with legislative frameworks such as the Employment Standards Act (ESA), Occupational Health and Safety Act (OHSA), Human Rights Code, and other relevant regulations.
  • Ensure consistent and equitable application of HR policies and practices across departments while maintaining the highest level of confidentiality and professional discretion.

Talent Acquisition & Onboarding 

• Full-Cycle Recruitment:
  • Manage the end-to-end recruitment process for assigned roles, including job posting creation, intake meetings with hiring managers, applicant screening, interviewing, background checks, and offer negotiation and presentation.
  • Partner with hiring leaders to develop recruitment strategies that attract top talent. Provide expertise on job design, interview structure, and competency-based assessments to ensure strong hiring outcomes.
  • Deliver an exceptional candidate experience through timely communication, transparency, and professionalism throughout the recruitment process.
• Onboarding and Integration:
  • Coordinate onboarding and orientation programs to ensure new hires are welcomed, trained, and effectively integrated into the organization. Partner with relevant departments to streamline processes and enhance the new employee experience.

Policy & Compliance 

• Policy Development and Review:
  • Supports HR Director in development, review, research and update of policies and procedures to ensure alignment with legal requirements, best practices, and organizational goals.
  • Identify and recommend enhancements to HR processes, leveraging technology and best practices to improve service delivery and operational effectiveness.
• Audit and Risk Management:
  • Assist with internal HR audits and compliance reviews to ensure HR documentation, processes, and practices meet corporate and legal standards.

Performance & Talent Development 

• Performance Development and Management Support:
  • Coordinate and support the goal development, mid-year and annual performance review process and overall performance development and management, ensuring completion, consistency, and alignment with organizational goals. 
  • Provide guidance on performance documentation, feedback, and best practices.
• Learning and Development:
  • Manage the organization’s LMS, ensuring course availability, compliance tracking, and engagement reporting. Promote ongoing participation in learning programs and development initiatives.
  • Partner with leaders to identify training needs and facilitate opportunities for employee growth and professional development. 
  • Assist employees and managers in creating development plans that align career aspirations with business needs, fostering a culture of continuous learning and advancement. 

HR Operations, Projects & Continuous Improvement 

• Benefits Administration:
  • Manage employee benefits programs, including health, dental, and RRSP enrollment and updates. Act as a liaison with providers to resolve employee inquiries and ensure accuracy of benefits data.
• Leave and Disability Management:
  • Oversee Long-Term Disability (LTD) and other leave-related updates, ensuring timely communication between employees, managers, and third-party administrators.
• HR/Payroll Data and Systems:
  • Maintain accurate employee records and HRIS data to support reporting and decision-making. Generate regular and ad hoc HR reports as needed.
• Project Participation:
  • Contribute to HR projects and initiatives that enhance efficiency, employee experience, and organizational capability, such as process improvements, system upgrades, or policy rollouts. 

Payroll and Analytics 

• Manage Employee Lifecycle in ADP:
  • Oversee all aspects of employee data management in ADP, including setting up new hires, processing terminations, and maintaining accurate employee records for job, salary, and personal information changes. Ensure all updates comply with company policies and legislative requirements.
• Support Payroll Administration:
  • Serve as a backup for payroll preparation and processing, ensuring accurate and timely completion of pay cycles. Review timesheets, deductions, bonuses, and other payroll inputs to maintain accuracy and consistency.
• Compliance and Audit Readiness:
  • Verify that payroll data adheres to employment standards, tax regulations, and internal controls. Assist with payroll reconciliations, audits, and year-end reporting (e.g., T4s, ROEs).
• Collaboration and Issue Resolution:
  • Partner with Finance to resolve payroll discrepancies, employee inquiries, and system errors promptly and professionally. Provide guidance to employees on payroll-related matters such as pay statements, benefits deductions, and time-off balances.
• Process Improvement and Reporting:
  • Contribute to the continuous improvement of payroll and HR processes by identifying efficiencies, updating procedures, and assisting in implementing system enhancements in ADP. Generate regular and ad hoc reports to support HR analytics and business decisions.

REQUIRED EDUCATION & QUALIFICATIONS 

• Post-secondary degree or diploma in Human Resources or a related field.
• 2–3 years of progressive HR generalist or advisory experience.
• Working knowledge of Ontario employment legislation (ESA, OHSA, Human Rights Code, AODA).
• Proficiency Microsoft Office Suite.
• Prior payroll processing experience preferred. 
• Working knowledge of an HRIS and LMS preferred.
• CHRP designation or working toward CHRP/CHRL certification is an asset.
• Strong interpersonal, communication, and problem-solving skills.
• Proven ability to handle confidential information with discretion and professionalism.

OTHER COMPETENCIES 

• Driving for results – highly motivated and works well under pressure; able to adapt to a complex and vastly changing environment
• Active learning - seeking and leveraging opportunities to gain new skills, knowledge, and experiences; quickly assimilating and applying new information and skills to enhance results.
• Communication skills – ability to communicate with all levels of the organization.
• Strong computer skills – strong working knowledge of relevant programs.
• Interpersonal skills – can create and maintain key partnerships between internal departments.
• Planning & Structuring - efficiently allocates or makes use of available resources, act according to plans and establishes priorities, effective organizational and time management skills.
• Excellence – demonstrates commitment to excellence and lifelong learning in business operations.

DIRECT REPORTS 

• None

WORKING CONDITIONS  

• Manual dexterity required to use desktop computer and peripherals.
• Overtime as required.

Wyse welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.

While we value diversity and welcome applications from qualified candidates, please understand that we cannot provide assistance with LMIA-related matters.