Human Resources Generalist

Reporting to the Director of Finance, the HR Generalist serves as CRAFT’s primary human resource professional, working independently while receiving support and guidance from finance leadership. This is a hands-on, in-office role that requires the ability to think strategically while executing HR tasks with precision. From high-level planning to the smallest details, this role demands an individual who can drive HR initiatives forward while staying deeply involved in daily operations.

This position is well-suited for a self-sufficient, results-driven HR professional who thrives in an environment where they can work autonomously while maintaining strong relationships across the organization. The HR Generalist plays a critical role in supporting senior team leaders, assisting in hiring, onboarding, training, compliance, and employee development. Success in this role depends on the ability to proactively engage with employees, foster a positive workplace culture, and ensure that HR initiatives align with the company’s operational and growth strategies.

While working closely with the Director of Finance, the HR Generalist ensures compliance, audits training programs, and drives process improvements. Additionally, this role will collaborate with company executives to company initiatives and requires a high level of organization, adaptability, and attention to detail—executing HR processes effectively, no matter how minor the task. The HR Generalist must be hands-on, proactive, and capable of thinking at a strategic level while also managing the day-to-day realities of HR operations. Their ability to lead by example, remain detail-oriented, and uphold the company’s “hands-on” philosophy is essential to success in this position.

Human Resources Activities:

• Manage the onboarding and offboarding processes, ensuring a smooth transition for employees, including paperwork, system access, and exit documentation.
• Oversee compliance with employment laws and company policies, ensuring all HR processes align with regulatory requirements.
• Maintain and update employee records, track performance reviews, and manage documentation for managers.
• Ensure payroll accuracy by supporting year-end processing (T4s, WCB filings, T5 summaries, etc.) and coordinating with Finance.
• Administer and optimize group benefit plans, liaising with providers and assisting employees with enrollment and inquiries.
• Track vacation and time-off policies to ensure compliance and proper reporting.

Talent Acquisition & Employee Development

• Support recruitment efforts, including job postings, applicant screening, and interview coordination.
• Conduct new hire orientations and training, ensuring seamless integration into the company.
• Develop and maintain training materials, ensuring alignment with company policies and business needs.
• Support leadership in team development initiatives, helping to identify opportunities for employee growth.

Employee Relations & Culture

• Act as a resource for managers and employees, providing HR guidance while escalating complex issues when needed.
• Track employee milestones (e.g., birthdays, anniversaries) and administer recognition programs.
• Assist in developing and implementing staff incentives and engagement initiatives to foster a positive workplace culture.
• Support diversity, equity, and inclusion initiatives, helping create an inclusive work environment.

Process Improvement & Business Support

• Identify opportunities to improve HR processes, enhancing efficiency in hiring, training, and compliance tracking.
• Work with the COO on growth initiatives, including hiring and training for new store openings.
• Review and update HR policies and procedures, ensuring alignment with business needs.
• Stay informed on industry best practices and labor law updates, implementing necessary adjustments.

Philanthropy & Community Engagement

• Manage employee fund initiatives and create related policies.
• Coordinate and oversee the company’s charitable activities.

Additional Responsibilities

• Attend industry-relevant seminars to inform HR practices.
• Take on ad hoc projects as directed by the COO or President.

Competencies:

• Attention to Detail & Accuracy – Ensures precise execution of payroll, benefits, and compliance tasks to maintain operational integrity.
• Time Management – Manages multiple tasks and deadlines efficiently.
• Proactive Problem-Solving – Identifies and addresses routine HR challenges with practical solutions.
• Confidentiality & Integrity – Handles sensitive employee information with discretion and professionalism.
• Collaboration & Support – Works closely with managers and team members to ensure seamless HR operations.
• Adaptability – Adjusts to changing priorities and responds effectively to day-to-day HR demands.
• Service-Oriented Communication – Provides clear, responsive communication to employees and managers.

Qualifications & Experience

• 4–5 years of HR experience in a generalist capacity.
• Hospitality industry experience preferred (restaurant, food service, retail, or similar).
• Strong understanding of Canadian employment law and HR best practices; US experience is an asset.
• Experience in onboarding, compliance, benefits, employee relations, and payroll support.
• Strong organizational skills, ability to prioritize in a fast-paced environment, and exceptional attention to detail.
• High level of integrity and confidentiality in handling sensitive employee matters.
• Strong communication and relationship-building skills, able to collaborate effectively with employees and leadership.