General Manager, Labour Relations

Job Description

Our client, an established Non-Profit organization in Toronto, is seeking a full-time permanent General Manager, Labour Relations, to join their team. This role offers a hybrid work environment and the chance to join a fantastic company culture!

Roles and Responsibilities

-Oversee the creation and execution of labour relations strategy, promoting a proactive and cooperative approach that aligns with organizational objectives and fosters constructive union-management relationships.
-Advise senior leadership and HR staff on labour and employee relations
-Manage and interpret various collective agreements to ensure adherence to contractual terms, support effective dispute resolution, and provide expert guidance aligned with operational requirements.
-Act as the main point of contact for union representatives, building positive relationships through consistent communication and problem-solving to prevent conflict.
-Oversee and manage the entire grievance process from intake to resolution.
-Contribute to collective bargaining efforts by formulating negotiation strategies, analyzing historical trends and comparators, drafting proposals, and actively participating at the bargaining table, including serving as lead spokesperson when assigned.
-Monitor and evaluate emerging labour relations trends and risks, delivering strategic insights and recommendations to strengthen employee engagement, minimize conflict, and enhance workplace relations.
-Work with other teams to make sure HR practices match the organization’s goals, especially when planning staff changes, restructuring, or any updates affecting unionized employees.
-Create and provide training and coaching for leadership to help them feel confident and skilled in handling labour relations.
-Make sure HR policies and procedures follow collective agreements, employment laws, and industry standards, and take the lead in creating and updating policies with a focus on labour relations.
-Help plan and carry out company projects including updating workforce practices, making sure labour relations issues are taken into account and handled properly.
-Guide and support HR team members, especially those working in employee and labour relations, to help them build good decision-making skills and a consistent way of handling labour relations across the organization.
-Manage records and case files
-Foster a positive workplace by encouraging early problem-solving, coaching, and respectful communication throughout the organization
-Help leaders with difficult HR decisions like company changes, terminations, planning for employees returning to work, and other important issues involving union staff.
-Other related tasks as needed

Qualifications and Skills

-Must have completed a post-secondary education in HR, Labour Relations, or a related field
-Must have strong knowledge of employment law and labour relations
-Must have experience working in Non-Profit or Social Services
-Must have a minimum of 7 years of HR and Labour Relations experience in a multi-union environment
-Must have either a CHRP or CHRL designation
-Must be highly organized and detail oriented
-Must be able to multi task and prioritize in a fast-paced, deadline-driven environment
-Must have strong problem-solving skills
-Must have excellent verbal and written communication skills
-Must be proficient in MS Office and HRIS, experience in Workday is strongly preferred
-Must have strong knowledge of Ontario employment legislation and labour laws
-Must have experience managing all stages of the grievance process and representing the employer at mediation proceedings
-Must have experience serving as lead contributor in collective bargaining
-Strong teamwork and relationship building skills, with proven experience working well with different departments, resolving conflicts, and fostering a supportive and safe work environment.
-Must have experience managing sensitive information with a strong sense of discretion
-Skilled at coaching and guiding managers in managing hard conversations, following HR policies, and understanding their duties under the collective agreement.
-Deep dedication to diversity, equity, inclusion, and anti-racism, with proven experience applying these principles in HR processes, resolving conflicts, and interpreting policies.