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HR Generalist - Manufacturing in Oakville, Ontario at Virox Technologies

NewSalary: $67500 - $82500
Virox Technologies
Oakville, Ontario, L6H 6R1, Canada
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Job Description

About the Company

Virox Technologies Inc. is a leading chemical engineering and manufacturing company dedicated to providing the entire spectrum of global markets concerned with infection control and biosecurity with our safe, effective, sustainable, and patented disinfectants technologies.

If you are a self-starter that values teamwork, thinks outside the box, and is passionate about safety, biosecurity, infection control, sustainability and education, keep reading. This could be a great partnership for both of us.

The HR Generalist, Manufacturing

As a member of our Human Resources (HR) team, the HR Generalist, Manufacturing supports the HR Department in performing the day-to-day execution of HR functions for the Manufacturing Team.


A day in the life of the HR Generalist might include…

HR Operations:

  • Serving as the primary point of contact for manufacturing managers and employees on HR-related matters.
  • Developing and maintaining Standard Operating Procedures (SOPs) to support business continuity.
  • Supporting the Executive Director with tracking HR costs and KPIs.
  • Supporting staff and management by ensuring accurate employee records are maintained in ADP Workforce Now.
  • Supporting payroll inputs, schedule changes, and time and attendance inquiries across the organization, while acting as a back-up for payroll processing as required.
  • Assisting with the performance review cycle and compensation changes for manufacturing employees.
  • Generating Direct Labour reports to support workforce planning.
  • Generating ad hoc reports for Corporate Affairs to support employee engagement activity planning.
  • Generating reports to track compliance initiatives and partnering with manufacturing management to schedule training and maintain compliance.
  • Activating and deactivating temporary hires in ADP Workforce Now and informing manufacturing management once set-up has been completed.
  • Providing first-level support in responding to employee and management inquiries related to policies, employee benefits, ADP Workforce Now, recruitment and selection, and training activities.
  • Performing address, dependent, and beneficiary updates in the NexGenRx benefits system.
  • Following up with staff each August to obtain annual overage dependent in-school status information.
  • Providing ad hoc support to other departments by setting up surveys and responding to requests for information such as job descriptions, building counts, and employee lists.
  • Ensuring all offboarding activities are completed and saved in the employee’s file, including access deactivation, benefits deactivation, and termination in ADP Workforce Now.
  • Generating and circulating monthly absence reports to the EVP Team, while highlighting amounts taken in excess of entitlements.
  • Working with the Head of HR, managers, and the EVP Team to address and correct paid absence overages when discovered.
  • Working with managers and the EVP Team to ensure staff have used or booked all vacation entitlements by November 30 to minimize carryover or vacation payouts.


Talent Acquisition & Onboarding:

  • Maintaining and reviewing job descriptions and job postings to ensure they are professional and comply with Human Rights legislation.
  • Hosting recruitment kick-off meetings with hiring managers to align on candidate requirements, expectations, and timelines.
  • Training managers on conducting effective interviews and understanding prohibited grounds under Human Rights legislation when needed.
  • Supporting hiring managers in developing effective interview questions.
  • Screening candidate resumes and making recommendations to management on advancing candidates through the process.
  • Scheduling and attending interviews and updating candidate status in ADP as changes occur.
  • Supporting the Executive Director with developing interview guides and candidate assessment documents to improve quality of hire.
  • Providing weekly recruitment updates to the Executive Leadership Team to keep them apprised of recruitment progress.
  • Ensuring candidates who have been contacted receive updates within 45 days of their last contact with the Company to maintain legislative compliance.
  • Ensuring job requisitions are legally compliant.
  • Ensuring salary benchmarks have been completed in ADP Workforce Now for new positions.
  • Following up with the Executive Director and ELT to ensure requisitions are approved before posting.
  • Keeping teams and management informed of recruitment progress as updates occur.
  • Conducting telephone reference checks before finalizing offer letter details with management.
  • Conducting background checks using Britton Management Profiles.
  • Drafting offer letters in ADP Workforce Now.
  • Extending verbal offers to candidates before releasing the formal offer in ADP Workforce Now.
  • Informing management of the background check process and giving managers the go-ahead to begin onboarding set-up.
  • Reviewing recruiter licence status on a monthly basis and ensuring all changes are recorded on the Staffing Agency Licence Smartsheet Tracker.
  • Initiating the new hire process in ADP.
  • Following up with new hires and their managers to ensure all new hire documents have been submitted and training has been completed.
  • Completing temporary employee set-up and deactivation in ADP Workforce Now.
  • Ensuring new hire payroll information is complete, policies are signed, and mandatory training activities are coordinated for new employees, including WHMIS, AODA Customer Service and Human Rights Training, and Workplace Violence and Harassment Training.


Employee Relations & Workforce Support:

  • Providing guidance to manufacturing management on attendance management, discipline, disciplinary processes, investigations, and conflict resolution.
  • Supporting performance improvement plans and progressive discipline recommendations in alignment with policy and legislation.
  • Conducting exit interviews and analyzing trends specific to manufacturing turnover.
  • Handling employee relations issues with discretion and professionalism, while escalating complex matters such as workplace violence, investigations involving management, and human rights issues to the Executive Director, Human Resources.
  • Drafting disciplinary letters and ensuring all required sign-offs are received.
  • Developing in-house, policy-specific training to improve manufacturing staff understanding of policies and procedures and support compliance with existing legislation.
  • Supporting employees and managers in connecting goals to performance reviews and making updates to performance reviews.
  • Supporting production and warehouse staff who do not have access to computers in completing their reviews.
  • Following up with people managers to ensure reviews have been completed and acknowledged in ADP Workforce Now.

Compensation, Benefits, and Compliance:

  • Supporting the Manufacturing Team with salary benchmarking for manufacturing roles.
  • Maintaining current knowledge of and compliance with Ontario employment legislation, including the ESA, OHSA, and Human Rights Code.
  • Ensuring HR documentation, policies, and procedures are up to date and compliant.

C-TPAT Compliance Support:

  • Coordinating the annual C-TPAT background check process.
  • Following up with staffing agencies to ensure temporary associates have completed the annual background check process.
  • Supporting the PMO team in ensuring compliance with C-TPAT and Bill S-211 training requirements.
  • Ensuring C-TPAT training records are maintained in ADP Workforce Now.
  • Ensuring all files contain a completed new hire checklist to support C-TPAT auditing.
  • Ensuring all aspects of the departure checklist are completed and retained in the employee’s file.
  • Gathering C-TPAT-related policies and updating them on the PMO tracker to support the annual compliance process.

Legislative Compliance:

  • Supporting the Executive Director, Human Resources in ensuring mandatory compliance posters and policies are posted in the workplace, on the intranet, and in ADP Workforce Now.
  • Developing, coordinating, and delivering policy update training to plant staff.
  • Attending Health and Safety inspections and meetings and supporting the team with OHSA-related questions and requirements.
  • Ensuring First Aid and CPR certificates are maintained.
  • Supporting the Director of Production in ensuring the Safety Board is kept up to date.

ISO Compliance:

  • Ensuring all employee inquiries and responses are documented on the AskHR Smartsheet to support consistency and care.
  • Ensuring SOPs for all responsibilities have been developed and are maintained.

Health & Safety:

  • Partnering with manufacturing leadership on WHMIS, safety training, incident reporting and safety investigations.
  • Tracking and following up on mandatory training compliance.
  • Participating in investigations, return-to-work planning, and safety-related training coordination.
  • Supporting the JHSC with legislative compliance and promoting a healthy and safe work environment.
  • Supporting the Executive Director, Human Resources with WSIB reporting and documentation.
  • Other duties, projects, and responsibilities, as required.


Do you have what you need to succeed?

  • College or university degree in Business Administration, Commerce, Communications, Political Science, Governance or Human Resources.
  • CHRP designation.
  • 3 years of HR experience at the generalist level, preferably in a manufacturing or industrial environment.
  • Proficient in Microsoft Office Suite, especially Excel, Word and Co-Pilot.
  • Intermediate-level proficiency with ADP Workforce Now – including set-up, administration, recruitment, payroll, reporting and AI tools.
  • Strong working knowledge of Ontario ESA, OHSA, AODA, Human Rights Code, and other relevant employment laws.
  • Excellent interpersonal, problem-solving, conflict management and time management skills.
  • Strong attention to detail, professionalism and discretion with confidential information.
  • Critical thinking and organizational skills.
  • The ability to understand and deliver on stated and unstated requirements.
  • The ability to manage shifting priorities, self-manage, and self-regulate.
  • Process and service oriented.

What’s in it for you?

  • This position is required to work onsite.
  • Paid time off between December 25th and January 1st each year, for all permanent full-time staff.
  • 4-day summer schedule from Mid-May to Labour Day each year.
  • Comprehensive benefits program for permanent full-time staff, which includes an Employee and Family Assistance Program, upon successful completion of the probationary period.
  • A generous tuition reimbursement program in support of continuous learning and development for all permanent full-time staff, with 1 year of service.
  • The Best Social Events Ever!!!

Accommodation & Accessibility

Virox Technologies Inc. is committed to providing accommodation for individuals with disabilities. Accommodation will be provided upon request in all parts of the hiring process as required in accordance with the Virox Technologies Inc. Accommodation Policy. Candidates requiring accommodation are asked to make their needs known in advance.

Use of Artificial Intelligence

Virox Technologies Inc. may use artificial intelligence to screen, assess, and/or converse with applicants.


Monday to Thursday 8:00am to 4:00pm, Friday 8:00am to 1:30pm, less 30 minutes unpaid lunch.
Summer Hours - Monday to Wednesday 8:00am to 5:30pm, Thursday 8:00am to 4:30pm, less 30 minutes unpaid lunch.
35 hours per week

Job Location

Oakville, Ontario, L6H 6R1, Canada

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