Labour and Employee Relations Officer​/Business Partner

Requisition Details

Employment Status: Regular, Full-time (1.0 FTE)
Program Name: Labour and Employee Relations
Number of Hours Bi-Weekly: 75
Work Schedule: Day
On Call: No
Existing Vacancy: Yes – we’re currently hiring candidates for an existing vacancy in this position.

The Labour and Employee Relations Officer/Business Partner (LERO/BP) supports the development and implementation of a labour relations strategy and leads various labour relations functions including grievance administration, collective agreement interpretation, employee relations, investigations and response in support of the operational and strategic objectives. This role provides strategic and tactical counsel to all levels of management on labour relations matters within a multifaceted unionized and non‑unionized environment to deliver value‑added service that reflects the strategic goals of VON.

The LERO/BP is responsible for developing collaborative strategic relationships with unions and VON leadership, advising on collective agreement administration, employee relations matters and providing training, education and support to VON managers and HR colleagues.

• Provide subject matter expertise regarding all labour and employee relations matters.
• Provide guidance, advice, coaching, and support to HR Business Partners and leaders regarding complex and escalated performance and attendance management, return to work, accommodation, collective agreement and policy interpretation, legislative, and labour and employee relations files.
• Act as a valued and proactive partner to understand and assess impacts to VON’s business, processes, and policies resulting from developments in the Labour Relations (LR) field, changes in collective agreements, negotiation outcomes, and the results of various LR approaches.
• Collaborate with leaders to recommend appropriate strategies and mitigations.
• Provide advice, guidance, and recommendations concerning complex labour and employee relations issues to minimize risk and financial exposure.
• Interpret multiple collective bargaining agreements and provide proactive, strategic advice and counsel on the interpretation of those agreements and the implementation of its contents.
• Provide coaching, guidance, and advice to the HRBP‑General to support the provision of HR services.
• Provide LR advice and guidance to the HRBP‑General for grievances below Step 2 for discipline and termination, as needed.
• Liaison between the HR Business Partners – General and the unions.
• Lead the grievance process including, but not limited to, being responsible for matters progressing beyond Step 2, leading grievance and dispute resolution management, representing the organization at mediations, and partnering with the Director/Senior Director Labour and Employee Relations and Legal Counsel on matters proceeding to arbitration.
• Provide support, guidance, and recommendations to the HRBP‑General and leaders regarding progressive discipline and terminations, workforce planning and restructuring matters, in a timely and consistent manner aligned with the relevant collective agreement and/or legislation.
• Analyze trends in grievances to advise the Director/Senior Director of Labour and Employee Relations of issues requiring attention.
• Act as a key member of all Collective Bargaining teams to achieve bargaining outcomes.
• Lead the rollout of new or revised policies and collective agreements.
• Lead various workplace investigations as appropriate.
• Attend legal proceedings such as hearings at the Human Rights Tribunal and the Labour Board and lead preparation for the same.
• Lead, participate, and support union‑management committees and meetings and labour‑management meetings.
• Consult with the external legal consultants on complex collective agreement interpretation and application as well as other legal matters.
• Participate in knowledge transfer and collaborative decision‑making with other LERO/BPs across the organization.
• Collaborate with partners both within and outside of Human Resources to appropriately collect and consider all information related to matters being pursued, and to ensure the provision of advice/direction is…