Senior Lead, Labour and Employee Relations

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Position Purpose

The role is accountable for supporting the strategic vision for labour and employee relations by managing and providing leadership in the development of labour and employee relations programs, facilitating the development and implementation of labour and employee relations policy, managing the consultation processes with local and national union representatives, negotiating and managing collective bargaining, managing complaint and grievance investigation and resolution processes. Provides labour and employee relations guidance to senior human resources directors and management at all levels on labour and employee relations' matters including implications of their strategic initiatives and University wide initiatives. The Senior Lead works with all stakeholders including senior management, union representatives and human resources employees to foster a positive labour and employee relations climate. The Senior Lead is a trusted advisor and an escalation point for the Human Resources Managers and Human Resources Business Partners. Contributes to an interactive Human Resources Service Delivery Model by providing expert advice on employee and labour relations matters and by building organizational capacity through working collaboratively with Human Resources Business Partners and Human Resources Managers and others.

In this job, your responsibilities will include

Negotiations: Negotiates as lead spokesperson with non-academic bargaining unit groups (e.g., OSSTF, PIPSC, IUOE 772a, IUOE 772b, OPSEU, CUPE). Leads a collective bargaining team comprised of directors from the faculties and/or services. Under the direction of the Director of Labour and Employee Relations leads the collective bargaining process, including conducting legal research, comparative studies, data gathering and analysis and develops collective bargaining mandates which support the University's

strategic direction and address operational concerns that emerge through the life-cycle of collective agreements. Benchmarks with universities and other comparator organizations for compensation and labour relations information and trends for the adoption of improved language and operational practices. On a frequent basis, negotiates, prepares and approves special agreements with unions and employees and ensures implementation.

Strategy Development: Develops and oversees the implementation of strategies for labour and employee relations which align with the University's objectives and addresses trends, issues, and concerns proactively. Ensures effective translation of strategies into operations, with the objective of establishing clear directives and performance indicators to ensure success, and to mitigate risk. Supports the strategic business role of the Labour Relations sector. Reviews emerging jurisprudence and assesses trends which could affect University practices and impact the University's liability and risk.

Grievances/Litigation: The incumbent reports to the Director, Labour and Employee Relations who ls responsible for non-academic bargaining unit groups and non-unionized employees and needs to be knowledgeable in labour and employee relations but also have the expertise to deal with complex and highly sensitive issues. As such is responsible for managing the first and second level grievance process, and arbitration. The Senior Lead has the authority to resolve grievances at the second level. Works with internal and external legal counsel as needed.

Subject Matter Expertise: Provides expert advice to all levels of management and coaching on labour relations matters regarding collective agreements and employee relations matters regarding University policy. Represents the University at various circumstances and supports management in responding proactively to issues raised by unions/ associations. Builds capacities by working in tandem with Human Resources Business Partners, Managers and Generalists, on a range of strategic and operational issues (e.g., major restructurings and priority placements) ensuring that University and Faculty/Service strategic objectives as well as legislation, collective agreements and policy parameters are respected and navigated. This requires creativity and an intuitive understanding of how to flex within the applicable legal and collective agreement frameworks. Ensures adherence to collective agreements and relevant legislation, such as: The Employment Standard Act 2000, Ontario Labour Relations Act, Human Rights Code, WSIB, etc.

What you will bring

• Baccalaureate degree in Business Administration with a major in human resources or industrial relations or labour/employment law required. Master of Industrial Relations or law degree would be preferred.

• A professional certification in Human Resources is required (ClRC/CHRP).

• Minimum of ten (10) to fifteen (15) years' experience in labor relations, including and employee relations experience.

• Significant knowledge and experience with the collective bargaining process and experience as chief spokesperson in collective bargaining.

• Experience in a large multi-union organization required, preferably in a university (or similar knowledge• based environment). Familiarity with and respect for collegial organizational cultures is paramount, as is the demonstrated ability to lead in an inclusive, collaborative and consensus

• Significant knowledge and experience with the interpretation and administration typical collective agreement provisions and employment legislation.

• Critical thinking and sound problem-solving skills are essential.

• Strong analytical and quantitative skills; strong communication, interpersonal and listening skills; consulting, mediation and facilitation skills; strong presentation and training capabilities; excellent judgment and relationship management skills; strong ability to persuade and gain consensus; a proactive service orientation; and awareness of and sensitivity to diversity.

• Ability to influence others to adopt best practices in labour and employee relations, and ability to create buy-in.

• Ability to work under pressure since situations are often complex and/or conflictual.

• Experience with conflict resolution processes and approaches.

• Strong data analysis competencies and proficiency in using software tools.

• Bilingualism in French and English (written and oral expression).

Key Competencies at uOttawa:
Here are the required competencies for all or our employees at uOttawa: 

Planning: Organize in time a series of actions or events in order to realize an objective or a project. Plan and organize own work and priorities in regular daily activities.
Initiative: Demonstrate creativity and initiative to suggest improvements and encourage positive results. Is proactive and self-starting. Show availability and willingness to go above and beyond whenever it is possible.
Client Service Orientation: Help or serve others to meet their needs. This implies anticipating and identifying the needs of internal and external clients and finding solutions on how to meet them.
Teamwork and Cooperation: Cooperate and work well with other members of the team to reach common goal(s). Accept and give constructive feedback. Able to adjust own behaviour to reach the goals of the team.

The University of Ottawa embraces diversity and inclusion in the workplace. We are passionate about our people and committed to employment equity. We foster a culture of respect, teamwork and inclusion, where collaboration, innovation, and creativity fuel our quest for research and teaching excellence. While all qualified persons are invited to apply, we welcome applications from qualified Indigenous persons, racialized persons, persons with disabilities, women and LGBTQIA2S+ persons. The University is committed to creating and maintaining an accessible, barrier-free work environment. The University is also committed to working with applicants with disabilities requesting accommodation during the recruitment, assessment and selection processes. Applicants with disabilities may contact [email protected] to communicate the accommodation need. All qualified candidates are encouraged to apply; however, Canadians and permanent residents will be given priority.

Note: if this is a union position: The hiring process will be governed by the current collective agreement related to the union affiliation noted above; you can click here to find out more.

If this is a front-line position with responsibilities to interact with students, selected candidates must be rated at the Low Advanced proficiency level or higher for both oral comprehension and reading comprehension in their second official language. The rating is determined by a proficiency test designed by the Official Languages and Bilingualism Institute.

Prior to May 1, 2022, the University required all students, faculty, staff, and visitors (including contractors) to be fully vaccinated against Covid-19 as defined in Policy 129 – Covid-19 Vaccination. This policy was suspended effective May 1, 2022 but may be reinstated at any point in the future depending on public health guidelines and the recommendations of experts.