New Job Employee & Labour Relations Consultant (Hybrid) In Ontario
|Employee & Labour Relations Consultant (Hybrid)|
Employee & Labour Relations Consultant (Hybrid)
Company : Jobssummary / Indeed
Salary : Details not provided
Location : Ontario
Provides consultation and creative human resources solutions to management in various clients/business areas. Advises all levels of management on HR solutions related to employee and labour relations matters.
Provide expert advice and opinions to Human Resources and management on the administration, interpretation and application of Collective Agreement(s), labour legislation and related Human Resources (HR) policies.
Collaborate with other HR areas in the design, development and delivery of programs, policies, processes and products which support HR initiatives and align with business goals and objectives.
Handle escalated calls and inquiries from different business areas that cannot be resolved at the first level of contact on labour and employee relations matters.
Major Duties & Responsibilities:
- Act as the primary point of contact for Labour and Employee Relations issues, not resolved at the HR operations team level, from assigned clients/business groups and provide day to day advice and counsel on Labour and Employee Relations related matters. This includes:
- Advise all levels of management on the interpretation of relevant policies, collective agreements, legislation (e.g. Human Rights Code, Employment Standards Act, Labour Relations Act, etc.) and other terms and conditions of employment and legislation, ensuring that all relevant legislated, collective agreement and policy driven obligations of the WSIB are met.
- Provide coaching and advice to all levels of management on issues related to employee performance, attendance, discipline or dismissal, ensuring managers have the tools and training necessary to handle employee issues.
- Foster an environment that supports constructive relationships with labour and employee groups through effective, appropriate, consistent, and collaborative administration of relevant policies, terms and conditions of employment, collective agreements, and employment legislation.
- Provide advice and manage the resolution of complaints and grievances, including arbitration and negotiation of settlements.
- Conduct workplace investigations including Code of Business Ethics, recommending and facilitating appropriate resolutions.
- Participate and collaborate with others within the HR division in the development, design and implementation of corporate best practices, HR policies, guidelines, processes and programs to ensure changes are responsive to the operating needs and requirements of the business/client groups and their programs. Participate in projects or committees which may include management, union and other representatives from across the organization relating to HR and organizational initiatives.
- Monitor trends/issues within the business environment to proactively identify, analyze and develop options/solutions for Labour and Employee Relations matters including, performance and attendance issues, manager capabilities, and leadership training.
- Prepare, design and deliver labour relations communications, consistent labour relations practices and training. Lead or conduct research and analysis on labour relations trends, data and best practices. Support collective bargaining by conducting research, investigation, and analysis.
- Post-secondary education specializing in the Human Resources Management field
- 5 years of experience in applying HR policies related to key human resources disciplines including, grievances and arbitration, employee relations, collective agreement consultation and employment law. At least one year of experience must be within a unionized environment.
- CHRP is an asset
Our commitment to equity, diversity and inclusion
We respect and value the diversity of our people. We strive to create an environment where employees can be themselves and where our differences are celebrated.
The WSIB is committed to being accessible and inclusive, and following barrier-free and accessible employment practices in compliance with the Accessibility for Ontarians with Disabilities Act (AODA). Should you require accommodation through any stage of the recruitment process, please let us know when we contact you and we will work with you to meet your needs.
Disclosing conflicts of interest
As public servants, employees at the WSIB have a responsibility to act in an ethical way at all times to create a respectful workplace and maintain public trust. Job applicants are required to disclose any circumstance that could result in a real, potential or perceived conflict of interest. A conflict of interest is any situation where your private interests may impair or be perceived to impair the decisions you make in your official capacity. This may include: political activity, directorship, other outside employment and certain personal relationships (e.g. with current WSIB employees, customers and/or stakeholders). If you have any questions about conflict of interest obligations and/or how to make a disclosure, please contact the Talent Acquisition Centre at [email protected].
We collect personal information from your resume, application, cover letter and references under the authority of the Workplace Safety and Insurance Act, 1997. The Talent Acquisition Centre and WSIB hiring parties will used this information to assess/validate your qualifications, determine if you meet the requirements of vacant positions and/or gather information relevant for recruitment purposes. If you have questions or concerns regarding the collection and use of your personal information, please contact the WSIB’s Privacy Office at [email protected]. The Privacy Office cannot provide information about the status of your application.
As a precondition of employment, the WSIB requires that prospective candidates undergo a criminal records name check any time before or after they are hired.
To apply for this position, please submit your application by the closing date.