Global HR Generalist: Strategy, Talent & Growth

Armstrong Fluid Technology; Toronto; On-site; CAD 65,000 - 90,000; Full time

Job summary

Armstrong Fluid Technology in Canada seeks an experienced HR Generalist to partner with senior leaders across manufacturing, engineering, product, and commercial teams. The role focuses on workforce planning, talent management, leadership development, and performance enhancement to support Armstrong's global operations.

Responsibilities include advising on employee relations, organizational design, and compensation decisions, while collaborating with HR to implement process improvements and

Qualifications

• Bachelor's degree required in HR, business, organizational psychology, or related discipline.
• 4+ years of progressive HR experience in a complex, multi-functional organization.
• CHRP, SHRM, or equivalent certification is an asset.

Responsibilities

• Serve as a trusted HR advisor to senior leaders and functional leadership teams.
• Translate business strategy and growth plans into actionable people strategies.
• Lead workforce planning for assigned business units and align headcount with business plans.
• Support organizational restructuring, role realignment, reporting-line changes, and organizational redesign.
• Identify leadership capability gaps and develop targeted interventions with Talent & Development.
• Partner with HR Operations to continuously improve HR processes and digitize workflows.
• Provide guidance on employee relations, policy application, and performance management.

Education

Bachelor's degree in Human Resources, Business, Organizational Psychology, or related discipline

Job description

Armstrong Fluid Technology in Canada seeks an experienced HR Generalist to partner with senior leaders across manufacturing, engineering, product, and commercial teams. The role focuses on workforce planning, talent management, leadership development, and performance enhancement to support Armstrong's global operations.

Responsibilities include advising on employee relations, organizational design, and compensation decisions, while collaborating with HR to implement process improvements and