Manager, Employee and Labour Relations

POSITION PURPOSE:
Reporting to the Vice President, Human Resources, the Manager, Employee and Labour Relations is responsible for partnering with business leaders providing expert, effective and proactive advice and guidance on a wide range of employee and labour relations issues at all levels of the organization. The Manager advises on the interpretation and application of the collective agreement, employment-related laws and regulations, investigations, disciplinary action and grievances, and pragmatically guides the effective deployment of employee and labour relations processes at the Toronto Parking Authority (TPA).

MAJOR RESPONSIBILITES:
Employee and Labour Relations (Union & Non-Union)

1. Participates in the collective bargaining process, acts as chief spokesperson; analyzes trends, formulates and evaluates proposals, recommends ongoing strategies throughout bargaining, and updates contract language, with communication and training of collective agreement changes to stakeholders.
2. Working with the VP HR and TPA leadership, develops the TPA’s collective bargaining direction.
3. Partners with and provides expert, effective and proactive advice and guidance on a wide range of issues to all levels of management and HR on the interpretations, implementation and administration of collective agreements, practices, jurisprudence and other employment-related legislation and/or TPA policy.
4. Provides advice and guidance in the areas of complaints and/or grievances, arbitrations, mediations, corrective actions, performance issues/progressive discipline, employment dismissals, accommodations, return to work, attendance management and human rights issues.
5. Makes knowledgeable recommendations to proactively identify and mitigate employee and labour relations issues; refers complex inquiries to the Vice President, as appropriate.
6. Develops protocols and conducts or facilitates employee investigations, prepares investigation reports, develops recommendations for resolution-based findings in compliance with policy and legislation; implements recommendations.
7. Facilitates timely resolution of all employee and labour relations issues while maintaining an appropriate balance between parties to the issue(s).
8. Leads, participates, supports and documents labour management committees and meetings.
9. Oversees the union grievance process and facilitates proactive solutions to ensure good labour relations in compliance with the Collective Agreements and the Ontario Ministry of Labour. Tracks, monitors, analyzes grievance trends and reports on grievances.
10. Researches, prepares, develops strategy and negotiations resolution in mediation and interest arbitration hearings, in collaboration with the VP HR and legal representation. Corporate representative at mediation and interest arbitration hearings.
11. Along with the VP HR, represents the TPA in employee legal actions against the organization. Researches and develops strategy and with the VP HR, negotiates resolutions, in consultation with legal representation as appropriate.
12. Reviews and makes recommendations for policies, procedures, and program implementation changes; executes these changes as appropriate, including writing policies and procedures.
13. Develops and maintains databases and files of internal employee and labour relations information, including employee relations files, investigations, grievances letters of understanding, memoranda of settlement, collective agreement interpretations, legal counsel and other relevant matters for use by the department.
14. Develops and manages HR employee information records management processes.
15. Develop and deliver training and coaching based on organizational needs, ensuring managers and HR team are equipped to handle employee and labour relations matters effectively.
16. Collaborates with HR team members, performing HR business partner responsibilities as required.

Other

1. Represents the Toronto Parking Authority on task forces, corporate initiatives and committees.
2. Promotes a collaborative work environment, supporting colleagues to ensure optimal team functioning; provides coverage for team members as needed.
3. Other duties as assigned.

QUALIFICATIONS, EDUCATION AND EXPERIENCE

1. Diploma or degree in human resources, industrial relations or related discipline from a recognized educational institution or equivalent combination of work experience.
2. Certified Human Resources Professional/Leader (CHRP/CHRL) an asset.
3. Minimum 5 years’ progressive and related experience within an operations, HR or labour relations advisory capacity in a unionized environment.
4. Sound working knowledge of employment law including OHS Act, Ontario Human Rights Code, ESA, Ontario Labour Relations Act.
5. Experience with employee and labour relations in a unionized public or private sector organization including experience with grievances, arbitrations and mediations, or related hearings and advising on disciplinary action.
6. Experience interpreting, applying and administering collective agreements and relevant legislation.
7. Demonstrated experience supporting and/or leading labour negotiations.
8. Demonstrated experience counselling management in employee and labour relations techniques, best practices and the resolution of workplace issues.
9. Experience identifying business needs and opportunities for change/improvement as well as initiating, coordinating and managing the implementation of solutions and preventive measures to potential issues.
10. Proficiency with Word, Excel, PowerPoint, Outlook and HRIS.

SKILLS:

1. Excellent presentation, verbal and interpersonal communication skills. Demonstrated written communication skills to draft clear and concise correspondence and formal reports.
2. Strong business acumen – an ability to understand the business and a partnership approach with stakeholders.
3. Exceptional influence, negotiation and relationship building skills.
4. Strong analytical skills and able to think strategically.
5. Ability to effectively develop productive working relationships with stakeholders at all levels of the organization.
6. Strong conflict management skills to resolve complaints and disputes, in controversial, stressful and/or confrontational situations; able to coach others.
7. Developed decision-making, critical thinking and problem-solving skills, is resourceful, pragmatic and able to work under pressure.
8. Detail-oriented with the ability to handle competing priorities.
9. Able to work independently and in a team environment.