The HR Generalist will manage the full HR function for the company. This includes talent acquisition, performance management, staff engagement, compliance, and HR policy development. The role requires someone who is proactive, strategic, and compassionate, able to balance empathy with accountability, and policy with people. The ideal candidate is a strategic, self-driven HR professional who thrives in a fast-paced, service-oriented environment and has experience supporting both internal (remote) teams and external workers. They are highly organized, emotionally intelligent, and committed to building strong, people-centered systems that support business growth.
Key Responsibilities
Talent Acquisition & Workforce Planning
- Lead full-cycle internal recruitment for roles such as recruiters, account managers, credentialing staff, and operations.
- Support the external hiring team in sourcing and credentialing healthcare workers.
- Forecast workforce needs and create agile hiring plans aligned with business goals.
- Organize and attend job fairs to promote the company in high-priority regions.
Employee Engagement & Performance
- Build engagement strategies for both internal and external staff.
- Implement feedback mechanisms that ensure team members feel heard, seen, and valued.
- Manage and enforce performance expectations using KPIs, coaching, and feedback loops.
- Balance empathy and accountability when supporting staff through personal or performance-related challenges.
Remote Work Policy & Culture Development
- Develop and communicate clear remote work policies tailored to a fully remote internal team.
- Design initiatives to build connection and collaboration across remote workspaces.
- Address underperformance or disengagement in remote environments with compassion and clarity.
HR Compliance & Risk Management
- Ensure legal compliance for internal team and healthcare contractors.
- Oversee external staff credentialing before placements.
- Maintain and update HR policies, SOPs, and employee handbooks.
- Lead internal & support external investigations and conflict resolution as needed.
Compensation & Benefits
- Work with finance to manage payroll, commissions, and incentive plans.
- Ensure external staff compensation aligns with contracts and client budgets.
- Recommend competitive benefits packages to retain and attract talent.
HR Technology & Analytics
- Leverage HRIS and ATS platforms to streamline hiring and onboarding.
- Use data insights to optimize hiring timelines, retention strategies, and productivity.
Strategic Partnership
- Act as a strategic HR advisor to the leadership team.
- Drive people-first initiatives that support company’s growth, mission, and profitability.
- Propose continuous improvements across all HR functions and lead with initiative, not just instruction.
Required Skills & Experience
- 2+ years of HR experience, preferably in staffing, healthcare, or a fast-paced service business.
- Formal HR education or RPR (Registered Professional Recruiter) designation is an asset.
- Experience with recruitment, engagement, compliance, and HR systems.
- Deep understanding of Ontario labor laws and healthcare credentialing.
- Strong interpersonal skills with emotional intelligence, leadership maturity, and business acumen.
- Entrepreneurial mindset and proactive approach to solving problems before being asked.
What You Bring
- A passion for people and service excellence.
- The ability to see around corners and address needs before they become problems.
- A balance of compassion and structure—you're just as comfortable coaching as you are enforcing.
- A mindset of continuous improvement and innovation in HR practices.
