Intermediate Generalist, Human Resources

Overview

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Posting Reason:
Replacement of a regular position
Job Type: Employee
Anticipated Duration in Months (for contracts and temporary assignments): N/A
Job Family:
Human Resources Operations
Number of Open Positions: 1
Faculty/Service - Department:
Administration Office, Faculty of Engineering
Campus:
Main Campus
Union Affiliation: N/A
Date Posted (YYYY/MM/DD): 2026/02/09
Applications must be received BEFORE (YYYY/MM/DD): 2026/02/20
Hours per week: 35
Salary Grade:
Non-Union Grade NC7 - 35 hrs
Salary Range: $83,815.00 - $

The Faculty of Engineering strives to provide a learning environment that promotes excellence and innovation, ethical practice and responsibility towards society. Our workplace will challenge, energize and motivate you to be your very best while providing opportunities for career growth and professional development. Our work makes a world of difference in the lives of our students, who will become the next generation of leaders and change makers of our society.

Our dynamic community is dedicated to building innovations that will not only help the advancement of technology, but solutions that will revolutionize the industry. We look forward to making the future TOGETHER!

The HR Generalist provides advisory services to the Faculty of Engineering 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’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.

• Integration of HR Processes:
  Responsible for the integration of human resources management processes and systems in the planning or management framework of the Faculty of Engineering. Develop and maintain an in depth understanding of both legislated and University of Ottawa human resources policies, procedures and practices and their impact on the Faculty’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’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. 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…