Manager, Employee Relations and Strategic Initiatives

Career Opportunities: Manager, Employee Relations and Strategic Initiatives (2283)

Requisition ID 2283-Posted - Sir George Williams (Downtown) - HR POLICIES - Full-Time

Position Number: 50001355
Department: Employee And Labour Relations
Campus: Sir George Williams (Downtown)

Salary: $122,554.00- $142,141.00 per annum
Union/Association/HR Policy: HR POLICIES

Applicants are strongly encouraged to include a cover letter expressing their interest and how their profile aligns with the role.

NOTE: This posting represents a full-time contract position for the duration of five years.

SCOPE
Reporting to the Executive Director, Employee and Labour Relations, the incumbent affects virtually every department, and has a significant effect on the organisation, individual employees and unions. Knowledge and skills developed through pertinent labour relations experience and an excellent understanding of internal dynamics, including the interpersonal relationships, structures and organizations (formal and informal) are necessary to ensure positive union-management relations and carry out this work effectively.

PRIMARY RESPONSIBILITIES

• Lead and oversee the planning, preparation and coordination of collective bargaining for staff employee groups, this includes planning, providing guidance to management, coordinating the preparation of collective bargaining mandates, including being a key resource for the costing of the collective agreements.
• Provide guidance to University Community and to colleagues in the other units of Human Resources in interpreting and applying the collective agreements and liaise with the latter in handling various labour relations cases.
• Interact with Union representatives representing different bargaining units with different needs, interests and approaches to labour relations, in matters of collective agreement interpretation and administration and other personnel management issues.
• Act as a Spokesperson in collective agreement negotiations. Propose changes to the collective agreements, analyse, develop and recommend the financial mandate (which has a significant effect on the operating and ancillary budgets), prepare formal mandate documents for the senior management and the Board of Governors, and brief senior management on the status of negotiations.
• Communicate with managers throughout the University before negotiations, to gather their proposals for change, and their reaction to union proposals. Once negotiations are finalized, advise them of the results and changes to the collective agreement.
• Provide strategic advice to managers who must hear grievances of employees. Investigate grievances which reach the Executive Director, advise Administrators, recommend settlement as appropriate, negotiate settlements within approved mandate, prepare grievance replies, draw up agreements for signature. Brief the Executive Director on the events or interpretation of collective agreements which led to the grievance and possible resolutions to the grievance, as well as brief the Employer’s counsel when a grievance proceeds to arbitration.
• Provide authoritative advice to senior management on specific labour relations issues. Provide counsel and guidance to management on the handling of a variety of labour relations issues, including the interpretation and application of the collective agreements and personnel policies and procedures.
• Make recommendations on cases to proceed to arbitration/labour commission or settlement to be negotiated. Prepare files for hearings. Liaise with the Office of General Counsel to ensure appropriate preparation and presentation of any case referred to arbitration or to an administrative tribunal.
• Prepare arbitrations or cases before administrative tribunals and attend arbitration hearings.
• Work with union representatives to develop creative problem-solving initiatives.
• Conduct information sessions for faculties/departments/units on a variety of labour relations issues. Draft and review special communiqués for distribution to the University community.
• Mentor, train and support development of staff, including the development and coaching of Advisors and Senior advisors in taking on negotiations as university spokespersons. Supervise and provide guidance to professional ELR staff.
• Oversee the Sodales suite and make recommendations for use and enhancements based on technical information provided by team members. Work in close collaboration with the HRIS team when issues are raised and work towards resolution. Act as a point person for all union leaders in addressing Sodales-related issues and concerns, in collaboration with the Advisor.
• As assigned by the Executive Director, Employee and Labour Relations and/or AVP Human Resources, research and participate in the preparation of policy papers on Human Resources matters, such as the University’s Harassment Complaint Procedure. In addition, work with other members of the department, as appropriate, to set departmental policy (for example, the Human Resources Policies).
• Provide assistance with administrative reorganization processes, by advising Administrators of the applicable terms of the collective agreements and ensuring compliance thereto, preparing calculations on termination allowances and the appropriate termination documents.
• Support disciplinary meetings by providing advice and coaching to management staff to ensure best practices are adhered to. Provide advice and support to managers on appropriate approaches to employees in matters of work performance, behaviour and discipline. May attend disciplinary meetings to support the manager, as well as act as a mediator between employees and managers who are in conflict, to reach agreement on performance and behavior standards. As assigned by the Executive Director, Employee and Labour Relations, represents the Employer at termination meetings of employees.
• Participate in the development, co-ordination and implementation of university personnel policies and procedures and their dissemination to the University community.

QUALIFICATIONS

• Bachelor’s degree in Industrial Relations or in a field related to the primary responsibilities and over eight years of relevant experience in managing, advising and negotiating collective bargaining agreements, supporting arbitrations.
• Member of l’Ordre des conseillers en ressources humaines agréés du Québec (CRHA) or Barreau du Quebec.
• Member of l’Institut de médiation et d’arbitrage du Québec (IMAQ) is an asset.
• Very good knowledge (Level 5) of spoken and written French and English.
• Excellent interpersonal skills and proven ability to work in a team environment using a collaborative approach.
• Excellent organizational skills and a demonstrated ability to multi-task in order to bring objectives and goals to a successful completion within stipulated deadlines.
• Critical thinker with the ability to use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
• Very good analytical and mathematical skills in order to provide accurate costing scenarios.
• Good knowledge (Intermediate level) of MS office suite (Excel, Word, PowerPoint).
• Ability to deal with problems, and solving conflicts at a senior management level.
• Strong communication and relationship building skills with all levels of management and proven ability to provide meaningful recommendations to leadership in a variety of employee and labor-related areas.
• Strong leadership skills, demonstrated by the ability to build strong relationships to achieve positive employee and labor-management relations.
• Strong knowledge of labour and employment law.
• Experience in a University environment is an asset.

Due to the volume of applications, only selected candidates will be contacted by our Talent Team.

Concordia University is an English-language institution of higher learning at which the primary language of instruction and research is English. Since this position supports academic and administrative functions of the university, proficiency in English and French, as indicated, is required.

IMPORTANT: The language and computer skills of short-listed candidates will be tested.

Territorial Acknowledgement

Concordia University is located on unceded Indigenous lands. The Kanien’kehá:ka Nation is recognized as the custodians of the lands and waters on which we gather today. Tiohtià:ke/Montreal is historically known as a gathering place for many First Nations. Today, it is home to a diverse population of Indigenous and other peoples. We respect the continued connections with the past, present and future in our ongoing relationships with Indigenous and other peoples within the Montreal community.

Employment Equity

Concordia University is strongly committed to employment equity within its community, and to recruiting a diverse faculty and staff. The University encourages applications from all qualified candidates, including women, members of visible minorities, Indigenous persons, members of sexual minorities, persons with disabilities, and others who may contribute to diversification; candidates are invited to self-identify in their applications.As part of your application, you will be asked to complete a diversity survey. This information is voluntary and any information collected for this purpose is confidential and cannot be accessed by search committees or human resources employees. Results will be aggregated and used to help Concordia achieve its goal to see all members of our community not only reflected, but welcomed, included and supported in their efforts to contribute to all areas of university life.

Accessibility

Concordia desires to increase diversity among its community members and we strive to make our recruitment processes as accessible as possible and provide accommodations as required for applicants. If you are contacted for an interview and anticipate needing accommodations during the process, please contact, in confidence, hr-employment@concordia.ca

Immigration Status

All qualified candidates are encouraged to apply; however, Canadian and Permanent Residents will be given priority. To comply with the Government of Canada’s reporting requirements, the University is obliged to gather information about applicants’ status as either Permanent Residents of Canada or Canadian citizens.

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