Senior Human Resources Generalist

Who We Are

We’re not your typical non-profit. We bring swagger to everything we do. That means we move with purpose in every step, driven by our commitment to putting our community at the centre of our work. Every day, we ask ourselves to see possibilities where others see limits. Because people with Parkinson’s and care partners deserve better. Better care, more inclusive research and access to treatment and support that make living well possible.

Our mission is to empower and inspire people living with Parkinson’s and their care partners to live fully and courageously. Through community support, advocacy, and research, we encourage others to see a diagnosis not as a dimming of light, but a spark for a new beginning.

Move forward. Together. On Mission.

The Role

The Senior Human Resources Generalist is the senior practitioner within the Human Resources function, providing independent employee relations advice, recruitment from shortlisting through offer, accommodation and return-to-work management, and delivery of people programs across a national workforce.

The role supports a fully remote organization of approximately 69 employees across multiple provinces, including Quebec.

This position leads recruitment from shortlisting onward, works with a third-party disability management provider on absence and accommodation files, and engages an outsourced recruitment provider when hiring volume requires it.

The position resolves most matters without escalation, exercising judgement grounded in employment legislation, organizational policy, and the organization’s values and core competencies.

What You Bring:

• Post-secondary education in human resources.
• CHRP or CHRL designation preferred.
• Six to eight years of progressive human resources experience, including independent carriage of employee relations matters.
• Demonstrated knowledge of employment standards, human rights, and privacy legislation in more than one Canadian jurisdiction; familiarity with Quebec requirements is an asset.
• Comfort working without established systems, and sound judgement about what should be documented and how.
• Experience in a small or mid-sized organization, working independently with limited HR support.
• Written and spoken fluency in French is an asset.
• Charitable or not-for-profit sector experience is an asset.

Employee Relations and Labour Relations Advisory

• Serves as the first-line advisor to people leaders on performance management, attendance, conduct, accommodation, and workplace conflict, resolving matters independently within policy and legislation.
• Conducts workplace investigations, documents findings, and recommends outcomes.
• Manages performance review and performance management processes.
• Manages voluntary and involuntary departures, including exit interviews and analysis of departure themes.
• Interprets and applies employment standards, human rights, and privacy requirements across all jurisdictions in which the organization employs staff.
• Identifies patterns in employee inquiries and escalations and recommends policy, training, or process responses.

Talent Acquisition and Workforce Planning

• Owns the judgement-based stages of recruitment for all departments, from intake and screening criteria through shortlisting, interviews, and offer and acceptance, supported by the Human Resources Coordinator, who handles requisition administration, posting, initial screening, scheduling, and offer paperwork.
• Advises hiring managers on role requirements, selection criteria, interview design, and candidate assessment, and challenges requests that do not align with the approved structure or compensation ranges.
• Sets screening criteria with the hiring manager, receives the screened candidate pool from the Coordinator, conducts formal interviews with hiring managers, and completes reference checks.
• Maintains all contact with finalist candidates and makes selection recommendations.
• Extends offers and negotiates within approved parameters.
• Applies the recruitment and selection policy, including internal candidate provisions.
• Determines when recruitment volume warrants engaging the organization's outsourced recruitment provider, scopes the assignment, manages the relationship, and remains accountable for the quality of the outcome.
• Monitors hiring activity against the approved headcount plan in partnership with Finance.
• Interprets recruitment metrics maintained by the Coordinator and recommends adjustments to sourcing and process.

Human Resources Programs

• Delivers the annual performance review and individual planning cycle, including manager coaching.
• Owns recognition programs and recommends changes based on participation and feedback.
• Supports learning and leadership development programming and follows through with participants.
• Advances equity, diversity, and inclusion commitments through program delivery and employee engagement activities.
• Contributes content to and facilitates staff Human Resources sessions.

Accommodation, Return to Work (RTW) and Compensation

• Leads return-to-work and accommodation planning on absence files, working with managers on functional abilities, restrictions, and expected duration.
• Manages accommodation requests through to resolution, including ergonomic and duty-to-accommodate matters, and advises leaders on their obligations.
• Resolves escalations from the Human Resources Coordinator on matters that require interpretation rather than a lookup.
• Supports the annual compensation cycle.

HR Operations, Compliance and Policy

• Drafts and updates policies, the employee handbook, and departmental standard operating procedures.
• Monitors legislative changes across jurisdictions and recommends required updates.
• Supports compliance obligations, including safeguarding and sector standards.
• Participates in Parkinson Canada's EOS operating framework, including regular meeting rhythms, quarterly priorities (Rocks), and defined role accountabilities.

Special Projects

• Leads special projects as assigned.

All Parkinson Canada roles are expected to demonstrate the organization's four core competencies: Evidence Before Action, Solution Focused Problem Solving, Own the Outcome, and Mission in Every Decision. Expectations at each level are set out in our Core Competency Framework.

Compensation: At Parkinson Canada, we believe that compensation should be fair and supportive of your experience and growth. For this role, the salary is between $85,000 - $95,000 per annum. Our salary ranges reflect progression from learning in the role to excelling, with each offer based on skills, experience, and role complexity. We strive for equitable, consistent pay, though rates may vary within the same role based on performance, specialized knowledge, and impact.

Parkinson Canada is firmly committed to diversity within its community and welcomes applications from racialized persons/persons of colour, Indigenous People of North America and the world, persons with disabilities, 2SLGBTQIA+ persons, and those who may contribute to the further diversification of ideas. We are committed to providing equitable opportunities in employment and to providing a workplace which is free from discrimination and harassment. We are equally committed to providing an inclusive and accessible workplace. If you require accommodations, please reach out to us.

Originally posted on Himalayas