Labour Relations jobs in Canada

Posted Friday, February 6, 2026 at 11:00 AM | Expires Saturday, February 28, 2026 at 10:59 AM

LEGAL AID BC EXEMPT POSTING

TO: LABC STAFF

FROM: HUMAN RESOURCES DEPARTMENT

POSITION: MANAGER, HUMAN RESOURCES & ORGANIZATIONAL DEVELOPMENT

COMPETITION NO: M056 - 25

DATE POSTED: February 06, 2026

CLOSING DATE: February 27, 2026

STARTING DATE: ASAP

SALARY: $122,930 to $164,873 (As per the Excluded Management Salary Scale)

HOURS OF WORK: 35 hours per week, Monday to Friday

Legal Aid BC is in the early stages of, and committed to a transformative journey to embedding Truth and Reconciliation, and Equity, Diversity, and Inclusion in all aspects of our work. We seek talent from equity-seeking groups, including but not limited to individuals who self-identify as First Nations, Inuit, or Métis descent, persons with disabilities, gender diverse, racialized, and members of the 2SLGBTQIA+ community be a part of this exciting stage of Legal Aid BC’s growth. We care deeply about the culture we are building and are looking for staff members who not only excel in their respective areas but are also passionate about supporting the people we serve and each other. If this resonates with you, we encourage you to apply. All interested and eligible applicants will be considered with due consideration to all protected grounds under the BC Human Rights Code. If we can do anything to make your application experience a positive and equitable one, we want to hear from you on what we can do better.

PRIMARY FUNCTION: Reporting to the Vice President, Corporate Services & Chief Financial Officer, the Manager, Human Resources and Organizational Development provides strategic leadership for all people-related functions at Legal Aid BC (LABC). As a key advisor to the Executive Management Committee (EMC), this role is instrumental in shaping the organization’s people strategy, strengthening leadership capability, and supporting a healthy workplace aligned with LABC’s mission and values.

The Manager is responsible for advancing a comprehensive HR and organizational development mandate, including employee engagement, change leadership, workforce planning, recruitment, organizational design, compensation, learning and development, and labour relations. This role champions a positive and inclusive workplace culture and ensures that human resources practices enhance organizational effectiveness, support equity and fairness, and contribute to an exceptional employee experience.

The following job duties are illustrative examples, and shall not be construed as an exhaustive description of all the work requirements that may be inherent in the job.

VALUES STATEMENT:

Our commitment to the principles of fundamental justice embedded in the Charter of Rights and Freedoms, and to Truth and Reconciliation, and Equity, Diversity, and Inclusion is ambitious and foundational. It informs everything we do, as we defend liberty, equality, autonomy, and dignity; as we dismantle colonization, racism, sexism, ableism, transphobia and homophobia, and all discrimination. These are our values, and they inform our hiring practices too. Our business is aiding people in severe legal distress and necessitates internal and external alignment of practicing these values. Integrating Truth and Reconciliation, and Equity, Diversity, and Inclusion throughout every aspect of Legal Aid BC is critical to building that culture, and we prioritize ongoing resources to achieve that goal.

KEY ACCOUNTABILITIES:

Leadership and Communications

• Leads the development of a people-focused strategy that contributes to LABC’s strategic goals and objectives.
• Provides overall leadership and management of the Human Resources Department, ensuring alignment with organizational goals and strategic priorities.
• Serves as a member of the Managers’ Forum, contributing to cross-organizational leadership, planning, and decision-making.
• Makes presentations to internal committees, leadership groups, and cross-organizational teams as required.
• Leads a team of Human Resources Advisors, providing coaching, guidance, and direction to ensure the effective delivery of HR programs and services across the organization.
• Establishes departmental programs, resources, and operational priorities; develops and implements plans and strategies to meet current and emerging HR and organizational needs.
• Contributes to LABC’s budget development, business planning, and inter-divisional initiatives; represents HR on internal committees.
• Develops and oversees the HR Department’s annual budget, with responsibility for planning, monitoring, controlling, and authorizing expenditures.
• Leads organizational development initiatives, including change management, leadership development, workforce planning, and succession planning.
• Leads or contributes to HR and organization-wide projects, providing subject-matter expertise to support cross-functional initiatives.
• Coordinates and delegates HR-related work projects, ensuring effective delivery of priorities and monitoring progress to completion.
• Fosters effective communication between employees and management and, in collaboration with union representatives, facilitates early conflict resolution and problem-solving.
• Provides leadership and mentorship to the HR team: hires, trains, supervises, and evaluates staff; sets goals and objectives; manages scheduling, overtime, and vacation; oversees job classifications and salary reviews; and manages external consultants and contractors.
• Provides strategic HR leadership within a complex, unionized environment, fostering effective, collaborative relationships with union partners.
• Provides strategic HR consulting and advice to leaders across the organization, supporting effective decision-making and people leadership.
• Acts as a trusted advisor and coach to senior leaders on organizational development, performance management, and change initiatives.
• Collaborates with senior leadership to drive continuous improvement, best practices, and modernization of HR practices, systems, and processes.

People Operations, Programs & Compliance

• Provides direction and strategic oversight of recruitment, job evaluation, classification, compensation, benefits administration, and payroll administration.
• Develops, implements, and maintains HR policies, procedures, and systems that support a fair, respectful, and effective workplace.
• Ensures compliance with employment and labour legislation, human rights, occupational health and safety requirements, privacy legislation, and organizational policies.
• Leverages the HRIS (Dayforce) to support accurate employee data, reporting, process efficiency, and analytics to inform workforce-driven decision-making and continuous improvement.
• Leads organization-wide learning, training, development, and performance management programs, including design, implementation, evaluation, and continuous improvement.
• Provides orientation, coaching, training, and guidance to managers and staff on people leadership, performance, policy, and HR practices.
• Champions workplace health and safety initiatives and supports the Joint Occupational Health & Safety Committee.
• Leads workforce planning initiatives to ensure HR strategies anticipate and respond to evolving organizational needs.
• Leads employee-focused diversity, equity, and inclusion initiatives aligned with organizational goals and legislative requirements.
• Leads efforts to enhance employee engagement, retention, and strengthen workplace culture across the organization.
• Acts as the key liaison between the organization and HR, ensuring seamless integration of HR programs, policies, and services.
• Leads disability management and accommodation (including return-to-work) in collaboration with leaders and applicable stakeholders, ensuring timely, fair, and legislatively compliant outcomes.

Labour Relations & Employee Relations

• Builds and sustains a positive labour and employee relations environment within a unionized workplace, grounded in collaboration, trust, and procedural fairness.
• Leads joint consultation activities and supports constructive labour-management relationships.
• Leads the collective bargaining process with LABC’s two unions, including research, preparation, strategy development, and executive approval on bargaining plan/mandate.
• Oversees employee benefits and recognition programs, ensuring they are administered effectively, align with collective agreement obligations, and support employee engagement and retention.
• Oversees grievance administration, investigations, and the consistent interpretation and application of collective agreement provisions.
• Provides advice and guidance to leaders on labour relations matters, workplace issues, and risk mitigation.
• Supports managers in resolving employee concerns, promoting effective working relationships, and ensuring consistent, fair application of policies and collective agreements.
• Oversees the resolution of complex employee relations matters and partners with internal and external stakeholders (including legal and compliance, as appropriate) to support effective outcomes.
• Provides strategic advice and coaching to leaders on risk mitigation, conflict resolution, and the application of policy and collective agreement provisions.
• Represents the employer in mediations and arbitrations, as required, and provides strategic guidance to leaders on dispute resolution processes.

QUALIFICATIONS:

• Undergraduate degree in a related field, supplemented by post-graduate training in human resources preferred; CPHR designation (or eligibility) is considered an asset; and a minimum of six years of progressively responsible experience in human resources, ideally within a public service, unionized, or service-focused environment; or an equivalent combination of education and experience.
• Considerable knowledge of human resources principles, practices, techniques, including the integration of equity, diversity, inclusion, and accessibility principles, and the technical aspects of HR program delivery, including recruitment, classification, compensation, benefits, performance management, learning and development, and organizational development.
• Considerable knowledge of labour relations practices, the role and function of unions, and the interpretation and application of collective agreements.
• Considerable knowledge of relevant employment legislation, organizational policies, and administrative and financial management principles applicable to departmental operations.
• Strong skills in planning, organizing, coordinating, and administering HR programs and initiatives, and in analyzing information to support effective decision-making.
• Excellent communication, facilitation, negotiation, and change management skills, with the ability to provide guidance to leaders and staff on workplace issues and conflict resolution.
• Ability to make sound, timely decisions that consider both departmental and organizational impacts, exercising judgment, discretion, and tact in sensitive situations.
• Ability to lead, coach, and develop staff; build effective working relationships; and foster a culture grounded in equity, diversity, inclusion, and psychological safety.
• Ability to interpret, apply, communicate, and support the development of organizational policies, procedures, and collective agreement provisions, and to participate effectively in program planning, implementation, and evaluation.
• Genuine commitment to LABC’s mandate.

We offer (based on your employment status and affiliation):

• Four weeks paid vacation to start that grows the longer you are with LABC
• An excellent employee benefits package, where premiums are 100% paid by LABC
• Support for training and development
• An Employee and Family Assistance program
• The opportunity to participate in various Employee programs (Employee Wellness, etc.)
• Support for a healthy work/life balance
• Generous leave provisions (sick time, special leaves)
• 13 paid statutory holidays
• An opportunity for a flexible hybrid work arrangement for some positions (LABC reserves the right to change this policy at any time)
• Transit friendly employer for eligible staff to have their commute subsidized
• Dog-friendly offices
• Dedicated Cultural Leave provisions for Indigenous employees
• An Equity, Diversity and Inclusion Council, and Indigenous employees Council and Accessibility Committee of employees from equity-seeking groups that advises on ongoing improvements and investments in Equity, Diversity and Inclusion at our workplace

We would like to thank all external applicants for their interest but regret that only those shortlisted will be contacted.