Senior Employee Relations Advisor

Staff - Non UnionJob CategoryM&P - Excluded M&PJob ProfileXMP - Human Resources, Level D2Job TitleSenior Employee Relations AdvisorDepartmentEmployee Relations | Strategic Staff Relations | Central Human ResourcesCompensation Range$9, $14,932.75 CAD Monthly

The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Posting End DateJune 13, 2024

Note: Applications will be accepted until 11:59 PM on the Posting End Date.

Job End Date

At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career.

Job Description Summary
The University of British Columbia is one of the largest universities in Canada, and one of the largest employers in the province of British Columbia, employing more than 6,000 faculty members and approximately 19,000 support staff (including student employees) spread across more than 10 bargaining units or employee groups. One of the key functions of Human Resources is to be responsible for the negotiation, administration and maintenance of collective agreements, conflict management and dispute resolution, and to provide direction and consultation to client departments in the interpretation of legislation governing employment practices.

Reporting to the Executive Director, Employee and Labour Relations and working within the Employee Relations team, this position is responsible for developing labour relations strategies and policies affecting staff at the University; acting as counsel or instructs counsel for the University at arbitration and other hearings; interpreting and administering collective agreements and other agreements and handbooks governing conditions of employment of support staff at the University; providing coaching and advice to the Human Resources Advisors, Human Resources Associates and client departments on all matters relating to labour relations management; and developing working relationships with various union and employee representatives.

Organizational Status
Reports to the Executive Director, Employee and Labour Relations. Works closely with other Employee Relations team members. Provides coaching, consultation and advice to the Human Resources Advisors, Human Resources Associates, and client departments. Acts as a liaison with union and employee representatives. Provides work to the Legal Assistant (Law Student) and the Employee Relations Coordinator.

Work Performed
Identifies significant issues, conducts research and prepares recommendations and position papers regarding labour relations policies and procedures.

Investigates, researches and analyzes labour relations and employment issues as they relate to individual cases, grievances or collective bargaining preparation.

Acts as counsel or instructs counsel for the University at arbitration and other hearings. Researches case law, past practice, assesses impacts/exposures, and identifies solutions. Prepares cases by developing strategies, preparing/interviewing witnesses and preparing opening and closing statements. Negotiates with union and association representatives to resolve disputes prior to formal hearings where possible.

Drafts and signs Letters or Memorandums of Agreement in settlement of issues. Interprets and administers collective agreements and other agreements governing conditions of employment of employees at the University.

Acts as the University representative in Step 3 grievance meetings. Researches and prepares case in conjunction with the Human Resource Advisor. Presents case on behalf of client Department and attempts to reach settlement of grievance. Attends various informal meetings with union and employee representatives, departmental representatives and employees to resolve disputes or matters.

Provides consultation, coaching and advice to Human Resources Advisors, Human Resources Associates and, where required, client departments on all matters relating to employee relations management and labour and employment law. Provides interpretations of current agreements and policies on more complex employee or labour relation issues. Recommends strategies to support client departments.

Provides direction to Human Resources Advisors and client departments in the interpretation of University policies, procedures, and practices and their application to the work place; and in the interpretation of legislation governing employment practices at the University (e.g. Employment Standards Act, Human Rights Code and Freedom of Information and Protection of Privacy Act).

Provides direction to Human Resources Advisors and client departments engaged in grievance, layoff, termination, or internal placement processes which are particularly complex or which have far reaching legal or financial implications for the University.

Develops effective working relationships with Human Resources Advisors and colleagues and various employee and union representatives.

Creates educational materials and delivers seminars and workshops relating to employee relations.

Maintains current knowledge and awareness of labour and employment law, human resource best practices, labour relations standards and practices and legislative changes to ensure the University's compliance.

Performs other related duties as required.

Consequence of Error/Judgement

Poorly conceived recommendations provided to the members of the University community, the Executive Director, Employee and Labour Relations or to Human Resources which may have a negative impact on the development of sound labour relations strategies and policies.

Inadequate preparation or ineffective negotiation during settlement discussions may undermine the University's success in meeting its objective to achieve a satisfactory agreement or result in long term negative consequences and significant financial implications.

Inadequate presentation of argument at an arbitration or mediation may jeopardize the University's position and result in the loss of a case and consequently financial burden and loss of reputation for HR.

Failure to provide satisfactory labour relations advisory support to Human Resources Advisors or to provide timely advice to client departments may result in a disruption of operations in client departments. Unsatisfactory advisory support may result in an increase in the frequency of arbitrations and consequently an increase in the financial commitment of client departments.

All of these errors would negatively impact on relations with unions or employees and/or contribute to an unfavourable public image of the University.

Supervision Received
Reports to the Executive Director and Associate Director, Employee and Labour Relations. Assigned work directly by the Senior Employee Relations Manager, the Executive Director, and the Associate Director of Employee and Labour Relations. Wide latitude for the exercise of independent judgment in problem solution. Performance evaluated in terms of attainment of set objectives.

Supervision Given
Provides work and direction to the Employee Relations Coordinator and the Legal Assistant. Provides coaching, advice and guidance to the Human Resources Advisors all matters relating to employee relations.

Minimum Qualifications

Undergraduate degree in a relevant discipline. Minimum of five to seven years of related experience, or the equivalent combination of education and experience.

- Willingness to respect diverse perspectives, including perspectives in conflict with one's own

Demonstrates a commitment to enhancing one's own awareness, knowledge, and skills related to equity, diversity, and inclusion

Preferred Qualifications
University degree with a specialization in labour relations, or an equivalent combination of education and experience. Postgraduate training in labour and employment law preferred. Experience in labour relations in a complex, unionized environment.

Proven track record in hearing and responding to grievances, negotiating settlements, preparing for and presenting at arbitrations, and establishing effective relationships with unions and associations. Thorough knowledge of current human resource management practices and specifically those pertaining to employee relations. Thorough knowledge of provincial and federal legislation governing employers' human resource practices.

Flexible, innovative, and creative. Intuitive, confident, self-motivated, and able to work independently.

Excellent oral and written communication skills.

Excellent organizational skills.

Excellent analytical and problem-solving skills.

Ability to take the lead in case management by thoroughly exploring options to support Advisors in meeting their University-wide client needs.

Ability to influence others.

Ability to establish and maintain supportive working relationships with client departments and partnerships with Advisors and colleagues.

Ability to work collaboratively.

Ability to develop and implement strategies to meet the needs of departments or units within the University.

Ability to establish and maintain effective working relationships with union representatives.

Ability to negotiate and to deal with issues involving conflict effectively. Ability to solve complex problems.

Ability to work under pressure and to meet deadlines.

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