Salary Range: $106,026-$152,413/year. The starting salary for this position would be determined with consideration of the successful candidate’s relevant education and experience, and would be in alignment with the provincial compensation reference plan. Salary will be prorated accordingly for part time roles.

Job Summary:

 

In accordance with the Mission, Vision and Values, and strategic directions of PHSA safety, including both patient and employee safety, is a priority and a responsibility shared by everyone at PHSA’s Agencies/Divisions/Services, and as such, the requirement to continuously improve quality and safety is inherent in all aspects of this position.

 

The Manager, Labour Relations reports to the Director, works in a matrixed human resources environment, and is accountable for leading and supporting a cross-functional team of Labour Relations Consultants to support the assigned agencies and programs of PHSA.  The Manager, Labour Relations is the key contact with senior operational leaders, union representatives, and partners in HR Services. The Manager, Labour Relations drives shared goals; ensures a focus on service, collaboration and integration; provides expert counsel and guidance; enhances capabilities by enabling, supporting and sustaining change; and facilitates solution-based decision making in a complex and evolving unionized work environment in order to provide high quality, timely and adaptable strategic Labour Relations services.  Seeks meaningful connections and builds effective relationships; utilizes considerable leadership, creativity, problem solving, and communication skills including persuasion and negotiation; ensures effective labour management relations; and liaises with local union representatives in a consultative approach. 

 

The Manager recruits staff, assigns work and coordinates action plans, mentors, coaches and engages staff, actively supports employee development, and provides real-time feedback.  Evaluates individual and team performance, investigates and resolves work issues, and collaborates with the Director in the discipline and termination of staff.  Participates in the development and implementation of policies, procedures and programs; manages the planning, implementation and evaluation of projects and process improvement initiatives to deliver on business goals and to align LR practices with the overall goals and objectives of PHSA.

 

 

Duties/Accountabilities:

• Leads the day-to-day operations of the LR team within a collaborative and service based framework that provides consultation on a a variety of complex and escalated LR issues, including issues referred to mediation and/or arbitration. Determines current and immediate business needs, monitors status of work in progress, coordinates action plans, responds to changes in operational partner needs, assigns work and shifts resources, facilitates connections within and across programs, and coordinates priorities with the Executive Director to support organizational operations, initiatives and business plans.
• Models and fosters a safe and supportive team environment that exhibits authentic and sincere behavior based on trust and mutual respect. Recruits and hires staff by identifying vacancies, interviewing applicants, determining suitability, and making hiring decisions. Supervises staff, encourages open dialogue and cooperation, and continuously evaluates individual and team performance. Investigates work and staff issues, clarifies roles and outlines expectations, provides feedback and addresses issues in real-time, determines educational needs and creates learning plans, and makes discipline and dismissal decisions in consultation with Director.
• Provides leadership and expert advice based on business acumen, effective LR practices and processes, and deep expertise in jurisprudence and legal decisions with industry-wide implications.  Fosters and leverages strong relationships with operational partners, colleagues, various levels of leadership, communities of practice, and others including local union representatives in the planning, implementing and assessing of strategic goals, objectives and operational plans for the assigned portfolio in order to achieve results and positively influence the patient and employee experience.  
• Negotiates with both internal partners (operations, HR) and union representatives to achieve timely and satisfactory resolution of complex grievances which have been escalated to advanced stages of the grievance process.
• In partnership with representatives of the Bargaining Agent, achieve timely results aligned with the Employer’s interests for grievances referred to third party hearings.
• Leads a strategic and proactive team by ensuring knowledge of PHSA’s overall mandate and the portfolio’s challenges and goals; working with operations to anticipate problems, determine and evaluate options, and deciding on courses of action, and committing to an integrated and seamless service delivery model; collaborating with HR team members, specialists and communities of practice for consistency, standardization, best practices, contract interpretation and evaluating risk.  Adapts practices and jurisprudence according to portfolio and situation while still complying with collective agreements, arbitration decisions and legislation.  Ensures that self and team make the appropriate connections and engages with centralized specialists when required. 
• Builds a solutions- and knowledge-based agile team by coaching and mentoring, creating space for growth and expression of differing viewpoints, guiding key behaviours and strategies, facilitating cooperative decision-making and exploration of new approaches, supporting staff with identifying business needs and root causes, seeking out information from various sources, as well as learning from others and supporting excellence through knowledge, skills and increased competencies.  Supports team members to define shared and individual goals, resolving issues and removing barriers, meeting target dates and ensuring alignment of team goals with PHSA HR strategy.
• Operates as a change agent,  influencing operations and HR partners to improve LR in the workplace, and builds organizational capacity to enable effective and sustainable change.  Leads and/or provides input into the development and implementation of quality improvement programs and employee experience initiatives.
• Coordinates and monitors requests for vacation, leaves of absences and sick time; approves team’s individual expenses within designated amounts and policies; and develops and monitor’s designated budget

 

Qualifications:

• A level of education, training, and experience equivalent to Bachelor’s degree in Human Resources or a related discipline plus seven (7) to ten (10) years’ of related human resources experience in progressively more senior roles, preferably in a healthcare environment, including a minimum of three (3) years at a leadership level.
• Solid knowledge of current standard human resource practices, legislation, and applicable collective agreements.
• Demonstrates the LEADS competencies.
• Models a commitment to service and being a strategic business partner.
• Leadership skills within a collaborative framework that includes the ability to motivate, develop, evaluate, and supervise staff.
• Superb analytical and real-time conflict resolution skills and able to problem-solve within a global perspective.
• An accomplished communicator and active listener able to facilitate, negotiate, mediate and influence others in achieving shared business objectives.
• Demonstrated ability to build strong, positive relationships and effectively work with various stakeholders and colleagues/staff in a consultative and collaborative manner.
• Proven ability to perform effectively in a complex, changing unionized environment.
• Demonstrated ability to lead/support change.
• Ability to establish courses of action for self and others.
• Commitment to the value of continuous learning.
• Demonstrated ability to respond to the needs of stakeholders supported by an acute awareness of the impact of actions.
• Excellent organizational and time management skills including the ability to plan, prioritize, and meet deadlines.
• Ability to use related equipment including HR information systems, word processing, spreadsheet, database and internet tools.