Manager, Employee Relations

North Island College

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le Jul 21, 2021
Courtenay, Canada
Type d'emploi
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People are at the heart of North Island College’s success and the Human Resources Department supports this success and the goals of our strategic plan, BUILD2026, though the planning, development, implementation and management of a broad range of human resource services.

Reporting to the Associate Vice President, People, Equity and Inclusion the Manager, Employee Relations is a senior subject-matter expert on employee and labour relations, with a focus on faculty relations.  The Manager will also oversee the development, revision and application of human resource policies and procedures, the terms and conditions of employment that apply to exempt employees and the collective agreements that apply to bargaining unit employees, with a focus on faculty bargaining unit employees.
The Manager facilitates the maintenance of effective employee & union-management relationships and assists Deans and other managers in effectively fulfilling their roles. The Manager works with the AVP and Manager, Human Resources and Employee Services in fostering continuous improvement in human resources services, products, systems and procedures, and a customer-focused team approach within the HR division.
The Manager leads, manages, plans, designs, implements, oversees and participates in human resource initiatives and the administration of a wide range of comprehensive programs  and activities to support and impact positively on the College’s overall performance and the achievement of its objectives consistent with the strategic plan and key directions.

Connaissances et compétences

1.   Proven skills in negotiating, interpreting and administering collective agreements.
2.   Demonstrated abilities in conflict resolution, change management, and HR service and program planning.
3.   Excellent interpersonal skills and judgment.
4.   Ability to deal tactfully and diplomatically with internal and external contacts.
5.   Demonstrated leadership and management skills.
6.   Excellent research skills with ability to synthesize and analyze data/information and develop/deliver findings and recommendations.
7.   Strong written and verbal communication skills.
8.   Ability to plan and think strategically.
9.   Ability to manage a high work volume and conflicting priorities in order to meet deadlines.
10. Demonstrated innovation and change management skills which include supporting and encouraging new ideas and approaches to build organizational efficiency.
11. Demonstrated knowledge of business process management and human resource planning and principles.
12. Remains current in professional practice, contract language evolution, legal decisions, applicable legislation and regulations, trends and best practices, and makes recommendations based on data.
13. Demonstrated ability to work in a highly automated HR environment with integrated HR and Payroll information systems. Proficient ability to conduct statistical analysis, generate reports and apply data analysis.

Tâches et responsabilités

1.  Works collaboratively with the AVP and other College Administrators to develop and maintain an effective and consultative relationship with executive members of bargaining units, with particular emphasis on the North Island College Faculty Association.
2.  Provides direction and guidance at all levels of the organization on the interpretation, application and administration of exempt terms and conditions policies, collective agreements, human resource policies, procedures and practices, and related employment legislation and regulations.
3.  Participates in contract negotiations by identifying areas for change, drafting and compiling bargaining proposals and counter-proposals, letters of understanding and contract language in collaboration with the AVP and the negotiating teams. Orientates bargaining committee members to government mandates, their roles and responsibilities and the bargaining process. Prepares costing/salary calculations.  May act as bargaining spokesperson on behalf of the College and/or participate as the College’s representative at bargaining tables with the Post- Secondary Employers Association (PSEA). Oversees the ratification and implementation of collective agreements.
4.  Engages in issue management; gathers facts, interviews managers, supervisors, employees and others and identifies relevant documents, policies, collective agreement provisions and relevant legislation; assesses information and potential impacts to guide effective management and resolution.
5.  Conducts grievance, harassment and other workplace investigations. Establishes the facts, draws conclusions and, makes recommendations on appropriate actions. Prepares background information and responses to grievances and acts as a designated representative of the College within the grievance procedure as  assigned.
6.  Engages managers, supervisors, union representatives and employees in the management and resolution of grievances and other workplace disputes. Negotiates and prepares documents that identify the resolution of disputes with employee representatives.
7.  Represents the employer on joint union-employer committees such as Joint Union Management Committees; chairs or participates on other committees as required. May represent the College on sectoral Committees as assigned.
8.  Reviews and audits labour relations and human resource practices, identifies anomalies, discrepancies and departures from policy, the proper interpretation and application of collective agreements and other terms of employment and makes recommendations for improvement and rectification.
9.  Provides input into the development of short and medium range plans and annual operating budget for the responsibility area in keeping with division requirements.
10.  Manages or provides direction on the management of workforce change initiatives. Coaches managers and supervisors on change and transition processes in relation to re-organizations. Works or provides direction on consultation with bargaining agents to minimize the impact of workforce reductions, through examining alternatives to layoff in accordance with collective agreements.
11.  Advises on effective performance and attendance management/evaluation.  Specifically supports Deans and Directors with the faculty evaluation processes outlined in collective agreements.  Provides advice on performance and attendance management including corrective action up to and including dismissal.
12.  Maintains records of collective agreements, negotiations, legal opinions and arbitration decisions.
13.  Works with legal counsel in representing the employer at arbitration and other third-party hearings.
14.  Ensures a quick and appropriate response to complaints, concerns and suggestions from employees at all levels.
15.  Develops and maintains effective communication both within the Human Resources Department and between the Human Resources Department other departments, divisions, portfolios, and the College community.
16.  Participates in College committees and various ad hoc committees, teams, and task forces.
17.  Develops or contributes to the development and delivery of training programs and resource material for managers and supervisors to ensure that they have the knowledge and skills they need to effectively manage the employees under their supervision.
18.  Supports and engages in Human Resource team initiatives, projects and meetings; develops policies and procedures related to departmental and organizational goals and objectives.
19.  Ensures that Freedom of Information and Protection of Privacy Act requests to the department are addressed in accordance with legislation and in consultation with the College’s Freedom of Information Officer.
20.  Performs other duties as assigned.


- University degree in Human Resources, Law, Business Administration, Commerce, Public Administration, or equivalent.
-  A minimum of seven years’ progressive work experience in human resources with a minimum of five years’ experience in a labour relations specialist/consultant/management role, preferably in the post-secondary sector.
-  Proven experience working within a complex multi-union environment considered an asset.
-  Training in conflict resolution and CPHR designation is an asset.

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