HR Business Partner - Federal & Labour Relations

HR Business Partner – Federal & Labour Relations Join to apply for the

HR Business Partner – Federal & Labour Relations

role at

McAsphalt Industries Limited .

About The Role We are seeking a skilled HR Business Partner – Federal & Labour Relations to join our team and provide both strategic and operational HR support across our federally and provincially regulated business segments. This role is responsible for guiding leaders and employees through the full spectrum of human resources and labour relations, including contract administration, grievance resolution, collective bargaining support, compliance, and workforce engagement.

Key Outcomes

Strategic Labour Relations Leadership: Provide trusted advice on unionized workforce matters, support grievance handling, investigations, and bargaining, and maintain collaborative union relationships.

Employee & Manager Support: Act as the first point of contact for HR and LR inquiries, coaching leaders on employee relations, performance management, and policy application.

Operational HR Excellence: Deliver accurate, timely, and compliant administration of payroll inputs, benefits, pensions, onboarding, and employee data.

Compliance & Risk Management: Ensure practices meet all applicable federal legislation, collective agreements, and company policies, with well-documented case management.

Data-Driven Insights: Provide reporting and analysis (turnover, absenteeism, grievances, engagement) that identifies trends and drives actionable solutions.

Business Partnership: Align HR and LR support with business priorities, contributing to strategies that enhance employee engagement, culture, and operational effectiveness.

Duties & Responsibilities Labour Relations

Advise leaders on collective agreement interpretation and application, ensuring consistent practices and compliance.

Lead or support grievance handling, workplace investigations, and dispute resolution, achieving fair and timely outcomes.

Contribute to collective bargaining preparation by analyzing data, costing proposals, and drafting contract language; support negotiations as needed.

Foster constructive relationships with union representatives through professionalism, transparency, and problem-solving.

Monitor LR trends and recommend proactive strategies to strengthen union–management relations and reduce risk.

Human Resources Business Partnership

Serve as a trusted advisor to managers and employees on HR policies, employee relations, and organizational practices.

Coach managers on performance management, progressive discipline, and employee development.

Lead recruitment, onboarding, and workforce planning to ensure the right talent is in place.

Partner with leadership on employee engagement and change management initiatives that build trust and improve culture.

Provide insights and recommendations to leadership by analyzing HR metrics such as absenteeism, turnover, and engagement.

HR Operations & Compliance

Oversee accurate payroll inputs, pension plan maintenance, benefits coordination, and employee data management.

Maintain comprehensive and compliant HR and LR documentation for reporting, audits, and case management.

Ensure all HR and LR practices comply with federal employment legislation, collective agreements, and company policies.

Uphold the highest standards of confidentiality, professionalism, and process integrity in all HR practices.

Qualifications Education & Credentials

Post‑secondary degree in Human Resources, Labour Relations, Industrial Relations, or a related field.

CHRP/CHRL designation (or in progress) strongly preferred.

Experience

Minimum 5 years of progressive HR experience, including at least 3 years in Labour Relations within a unionized, federally regulated environment.

Proven experience in grievance handling, investigations, and collective bargaining preparation (e.g., costing, drafting language, supporting negotiations).

Demonstrated success coaching and advising leaders on complex HR and LR issues.

Experience managing rotational or remote workforce HR challenges, particularly in marine or transportation industries an asset.

Knowledge & Expertise

Strong knowledge of federal and provincial employment legislation (Canada Labour Code, Pay Equity Act, Human Rights Code, OHSA, WSIA, ESA, etc.).

Solid grounding in HR practices, including recruitment, performance management, engagement, and development.

Ability to analyze HR and LR data and convert insights into actionable strategies.

Skills & Competencies

Skilled at building trust and influencing leaders, managers, and union representatives.

Strong consultative, negotiation, and conflict-resolution abilities.

Exceptional communication (written, verbal, presentation) and interpersonal skills.

Highly organized, with the ability to prioritize competing demands in a fast‑paced environment.

Professionalism, discretion, and the ability to handle sensitive and confidential information.

Bilingualism (English/French) considered an asset.

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