Human Resources Generalist Job at GATX
OUR COMPANY
GATX Corporation, founded in 1898, is the leading global railcar lessor. Our competitive advantage is our full-service leasing business model, including a world-class railcar maintenance network. One of 8 maintenance facilities across North America, our Moose Jaw, Saskatchewan Service Center provides a full array of services, including repairing, qualifying, painting, cleaning, and blasting railcars. GATX searches for extraordinary individuals who are creative, intuitive, driven, intellectually curious, and eager to join a dynamic organization where high-quality work, collaboration, and dedication are vital parts of our corporate culture.
POSITION PURPOSE
Reporting to the Sr. HR Manager – Operations, the Human Resources Generalist supports the planning and delivery of organizational Human Resources (HR) initiatives in the areas of employee and labor relations, policy and procedure development, performance management, and training, that support the Company’s business objectives and strategies for the Moose Jaw Service Center. This position gives support and guidance to facility personnel in all aspects of the human resources function. Ensures that plans and objectives are clearly communicated, fair and competitive, and in compliance with federal and provincial laws. Handles administrative responsibilities for HR at the location.
AT GATX WE TAKE CARE OF OUR PEOPLE
- Competitive salaries and growth opportunities
- Yearly bonus - 7.5% of your salary
- Good working environment, stability and a good work/life balance
- Fringe Benefits (Medical, Dental, Vision, Life Insurance) at zero cost to the employee and their eligible dependents
- Retirement Saving (RRSP) and Profit Sharing
- Paid Sick leave and paid vacation
- Continuous training and development
KEY ACTIVITIES:
1- Labor and Employee Relations
1- Labor and Employee Relations
- With guidance from the Sr. HR Manager, manages the relationship with the local union. First point of contact for employee relations issues. Involvement includes: problem solution and avoidance, and counseling the staff and supervisors on all labor-related matters.
- Assists with investigations of complaints regarding grievances and breaches of company policies.
- Assists in providing guidance on the collective bargaining agreement, plant rules, and attendance policy.
- Promote positive employee relations company-wide, ensuring fair and equitable treatment for all employees.
- Administer provisions of company policies and guidelines; counsel management to ensure compliance.
- Manage the separation process, including conducting exit interviews to determine the underlying reasons for termination of employment, drafting separation letters, and ensuring communication of final pay/final work data to other HR/Operations functions.
2- Talent and Performance Management/ Organizational Development
- Assist with management of programs that ensure professional development of employees across the organization.
- Provide support for initiatives that promote employee engagement and diversity, equity, and inclusion.
- Manage the hiring process by creating job postings, reviewing resumes and applications, performing telephone interviews, and coordinating other interviews.
- Develop and maintain professional relationships with university and community college placement offices as a source to generate qualified applicants.
- In consultation with Sr. HR Manager, prepare offer letters and make offers of employment.
- Partner with the Service Center Manager, hiring managers, and Talent, Learning & Development to manage the new hire onboarding process, including facilitating Learning Path supervisor and mentor activities, management reviews, and survey completion; documenting Learning Path completion through PeopleSoft data entry; and conducting HR components of Learning Paths.
- Provide support, feedback, and coaching for employees and managers with regard to jobs and performance. Partner with business leaders to provide ongoing performance management support and guidance.
- Assist in analyzing work issues, personnel placement, and other strategic issues with site managers and salaried staff. Ask pertinent questions, and offer alternative solutions.
- Assist in the development and implementation of training initiatives, policies and procedures that support the business.
3- Administration / MRU (Mobile Repair Unit) / Payroll Support
- Serves as back-up and assists Office Supervisor with all aspects of creating / maintaining / closing car files for the Moose Jaw Service Center and MRU involving: car file creation; opening work orders; printing/adding required paperwork from all systems; preparing binders;
- entering/reviewing estimates; submitting approval requests; managing related emails; verifying approvals; timecard entry/verification; payroll submission; finalizing work orders from all systems; updating various regulatory systems; reviewing/updating all necessary/required reports
4- Operational Excellence
- Responsible for overseeing all aspects of administration for employees, employee counseling, insurance and pension coordination, recruiting and hiring, Employee Assistance program (EAP), tuition aid, time entry, etc.
- Manage and track completion of new hire performance reviews.
- Manage employee files.
- Works with Sr. HR Manager, leave coordinator and site management to manage and track all leaves of absence. 10%
Scope of Work and Interaction:
This position will interact with all employees including maintenance facility management and staff; corporate HR, safety, quality, and payroll departments; and potential job candidates. The impact of this position on the business is very important as it plays a key role in acquiring, developing and retaining talent, and ensures functional HR excellence. The decisions made by the person filling this position are complex and clear, unbiased, and independent judgment is crucially important. This person will have a direct reporting relationship to the Sr. HR Manager – Operations, and a dotted line reporting relationship to the Service Center Manager.
Education and/or Experience Required (including certifications):
- Bachelor’s in Business Administration/Organizational Behavior/ Human Resources, or equivalent, or an equivalent combination of education and experience
- A minimum of 2 years Human Resource generalist experience; experience in a unionized facility (preferable in manufacturing or related industry) preferred.
- Computer literate in a variety of applications, particularly Word, Excel, and PowerPoint; experience with applicant tracking systems a plus.
- CPHR Certification a plus.
Key Competencies (non-technical behavioral skills, i.e. presentation, negotiation, customer service skills), in priority order. Select from “key competencies for job descriptions” list:
- Foster a respectful and inclusive work environment
- Strong interpersonal skills, including active listening skills
- Strong written and oral communication skills
- Ability to influence managers, supervisors and employees
- Conflict management skills
- Negotiation skills
- Strong customer service orientation
- Strong organizational skills with a high level of attention to detail
- Must possess strong time management skills, with the ability to effectively prioritize multiple, competing priorities
- Ability to management conflict, and remain composed during stressful situations
- Ability to work in a fast-paced environment
- Ability to work independently and to establish rapport and positive working relationships with department and organizational leadership
- Must be able to handle sensitive and confidential information
Other (i.e., physical requirements, travel, etc. that is not covered above):
- Some travel required
- Ability to work in a plant environment safely and effectively
NOTE: The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
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