Labour Relations Manager

The Labour Relations Manager is a leadership role within the Human Resources team and provides support to the Labour Relations Specialist and Advisors on labour relations (LR) issues, to assist in promoting positive labour relations at both the local, regional, and corporate levels. The Labor Relations Manager responsibilities comprise of overseeing and guiding the implementation of labour policies, overseeing the management of industrial labour relations, supporting, or negotiating collective bargaining agreements with the union, managing grievance procedures and handle complaints from unionized employees.  Acting as an advisor to the human resources staff and operations to ensure compliance with our collective agreements.

Key Responsibilities:

• Provides advice to employees, management, operations, and to the HR community on a broad range of employee relations and labour relations issues, including performance management, discipline, investigations, case law, and staff relations problems. Recommends actions/approaches and promotes effective and consistent application of corporate ER/LR policies/practices and of collective agreement provisions within and across national operations.
• Provides expert advice and assistance on Stage 3 grievances with potential cross-regional or national implications. Provides direction or guidance regarding existing jurisprudence and precedent-setting awards and effective grievance management practices.
• Oversee the collective bargaining procedures, including drafting, reviewing, and modifying proposals, verifying legal contract terminology, and suggesting additional rules and regulations, as necessary.  Duties include representation of the management team during the negotiation process, in part or fully throughout the process.
• Assists with the coordination and the management of grievances beyond stage 3;  will assist the Manager, Labour Relations with the process of mediation and negotiation of settlements; provides advice and recommendations; assesses and applies alternative dispute resolution mechanisms to ensure effective grievance management and to minimize organizational and financial costs; assists with preparing cases for presentation at arbitration including research of jurisprudence and identification of witnesses and liaises with regional and/or corporate representatives in determining case presentation and the regional and/or company position on grievances.
• Identifies and analyzes general LR issues and trends such as systemic issues and policy/process concerns and recommends management strategies/positions to the Branch to promote positive labour relations at the regional and corporate levels.
• Will assist in the researches and analyzes new case law, arbitration awards and labour arbitration cases to determine trends in arbitral jurisprudence, identify precedent-setting awards and arbitral opinions, and recommend action and/or prepare case law summaries.
• Provides input into the development of training programs e.g., to ensure the effective management of grievances, Human Rights complaints, labour relations issues, etc., to promote consistency across regional and corporate levels.   Will assist in the deliverance of training, as it relates to both Labour and Employee Relations programs. 
• Participates in the implementation of new initiatives, collective agreements, settlements/arbitration awards, contingency planning, etc.  Promotes effective coordination with appropriate corporate program areas (e.g., Employee Health, Safety and Wellness), will assist in the deliverance or monitoring the effectiveness of the program.
• Will be required to participate and occasionally lead local Joint Labour Management Meeting (JLM).  
• Provide oversight, mentorship and guidance to direct reports

Education

• A minimum of 3-5 years of experience in Labour Relations and Management, preference to have this experience working in a unionized environment.
• A minimum of 5-7 years of experience in Human Resources, preference to have this experience working in a unionized environment.
• Post Secondary Education in Human Resources or Labour Relations or equivalent work experience.

Knowledge, Skills, and Abilities

• Employee relations, including principles and best practices, current theories, and trends, as it is relevant to corporate policies and applicable legislation.
• Experience working within federal jurisdiction, is ideal.
• Proven experience of working with collective agreements or arbitral jurisprudence.
• Interpretation methods for a variety of collective agreements and voluntary recognition agreements to provide accurate, consistent advice and recommendations.
• Negotiation and dispute resolution methods and techniques to facilitate or persuade the settlement/resolution of difficult grievances and disputes with bargaining unit representatives and other stakeholders; and to assist with the representation of management in mediations and arbitration situations.
• Proven ability in providing advice and support to employees, operations, and management to address/resolve routine labour or employee relations issues and situations.
• Capable effective management of all grievance cases up to stage 3 including settlement negotiations, or withdrawal.
• Responsible for promoting a positive employee relations environment and effective employee relations strategies and practices that meet both corporate and regional interests and requirements.
• Responsible for participating in special corporate or regional projects involving employee relations/labour relations, as assigned.

Competencies 

• Team Building and Communication: must be able to support the development of a healthy internal culture that retains vital employees and holds individuals accountable to company or regulatory standards. Facilitate coordination and communication between departments and functions.
• Work Standards – Sets and maintains high performance standards. Pays close attention to detail, accuracy, and completeness. Shows concerns for all aspects of the job and follows up on work outputs.
• Problem Solving – Analyses problem by gathering and organizing all relevant information. Identifies cause and effect relationships. Comes up with appropriate solutions and ensures follow through.
• Initiative – Takes action to influence events. Generates ideas for development, takes advantage of opportunities, suggests innovations.  Does more than is required.
• Communication: Communicates clearly and concisely.

 Working Conditions

• 20% to 30% of this position is travel-based, within Canada. Higher travel requirement during collective bargaining negotiations.
• Most of the time is spent in an office environment with frequent opportunity to move about. Occasionally, moves/lifts light objects.
• Physical Environment Work is performed in a closed office for 50% of the time; the remaining time is spent in meetings
• Work is performed in a typical office environment or in combination with telecommuting. 
• Requires visual attention and concentration when working with employees to determine and understand employee relations issues, while analyzing data and information, reviewing case files, or creating/drafting case law summaries. In meetings or hearings, the incumbent must listen, watch, and record observations and other information.
• Long periods of reading and concentration required when doing research on case law, reading case files, and going over collective agreements.
• The incumbent regularly encounters unpleasant social interactions with individuals who are angry or frustrated. The incumbent may also experience stress from the long-term implications of their recommendations and the impact on their credibility from making the correct recommendation