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Employee Relations Advisor

1 month ago

Burnaby British Columbia, Greater Vancouver, Canada British Columbia Nurses'​ Union Full time

The BC Nurses’ Union (BCNU) is a strong, dynamic voice for nurses and nursing in British Columbia, representing more than 48,000 members. BCNU provides collective agreement negotiation and support to its members, as well as professional and advocacy services in the field of research, clinical practice, leadership and education. As the voice of the nursing profession in the province, we advocate for nurses and patients to ensure safe, quality, public health care for all.


Job Title: HR/Employee Relations Advisor, Excluded Full-Time

Reporting To: Director, HR and Administration

Starting: August/ September 2024

Posting Period: July 26 to August 4, 2024

Salary Band: $93,500 to $126,000 annually


SUMMARY

Working closely with the Human Resources team, as the HR/Employee Relations Advisor, you will play a pivotal role in fostering a positive and productive workplace environment by managing and enhancing relationships between employees, our two staff unions, and the organization. You will be responsible for overseeing employee relations policies, handling grievances, conducting investigations, and promoting fair treatment and mutual respect among all staff members. Your role will be crucial in maintaining employee satisfaction, ensuring compliance with employment laws, and mitigating potential conflicts within the organization.


This position is based out of the BC Nurses’ Union office in Burnaby.


KEY RESPONSIBILITIES

1. Employee Relations:

  • Provides advice and guidance on HR-related issues relating to collective agreement provisions, policy and procedures, relevant employment regulations, and best practices.
  • Manages the grievance process from notification to resolution, ensuring fact finding, strategic handling, tracking and documentation of all grievances.
  • Develop and implement employee relations strategies aligned with the organization's goals and values.
  • Serve as a primary point of contact for resolving employee conflicts and disputes.
  • Conduct investigations into employee complaints, allegations, or grievances, ensuring fair and impartial outcomes.
  • Mediate discussions and facilitate conflict resolution meetings between employees or between employees and management.
  • May lead or facilitate respectful workplace investigations.


2. Policy Development and Compliance:

  • Stay updated on employment laws and regulations to ensure policies and practices comply with legal requirements.
  • Create, update, and communicate policies and procedures that promote a harmonious workplace culture and align with legal requirements.
  • Develop, update, and communicate employee relations policies and procedures to all staff members.
  • Advise and educate Directors and Managers on collective agreement applications and best practices in employee relations and conflict resolution.


3. Employee Engagement and Satisfaction:

  • Implement initiatives to enhance employee engagement, satisfaction, and retention.
  • Monitor employee morale and address issues that may impact job satisfaction and productivity.
  • Conduct surveys or feedback sessions to gather insights and improve employee relations initiatives.


4. Performance Management Support:

  • Assist in performance management processes, providing guidance on disciplinary actions, performance improvement plans, and terminations.
  • Advise Directors and Managers on handling sensitive employee situations effectively and professionally.


5. Recruitment and Retention:

  • Works closely with the team to develop and implement effective recruitment and retention initiatives.


6. Data and reporting:

  • Develops and implements key human resource statistical reporting.


7. Budget and financial:

  • Provides input into the Human Resources budget.


8. Communication:

  • Communicates effectively with employees at all levels to build trust and transparency.
  • As requested, communicates or presents to the Council Board.


CANDIDATE QUALIFICATIONS

An equivalent combination of education and related experience may be considered.

  • Bachelor’s degree in human resources, Business Administration, or a related field; CPHR designation preferred.
  • Proven experience in a senior level HR position (5 years or more), demonstrating expertise in dispute resolution, conflict resolution, policy development, and employment law compliance.
  • Demonstrated experience working effectively with staff unions and collective agreements.
  • Experience conducting workplace investigations and experience ensuring a fair, unbiased process for all complainants and respondents.
  • Demonstrated ability in investigate, interviewing, and summarize issues, using sound judgment, best practices, policy and legislation to make informed decisions.
  • Strong understanding of HR practices and procedures.
  • Excellent communication and interpersonal skills, with the ability to interact effectively with employees, senior staff and Council members.
  • Problem-solving and decision-making capabilities, with a focus on fairness and integrity.
  • Strong technical abilities with high proficiency in MS Office Suite, Zoom, and HR Information Systems (HRIS).
  • Demonstrates a culture of diversity, equity and inclusion.
  • Demonstrates commitment to advancing reconciliation, cultural safety, and re-dressing the harms of indigenous-specific racism. Fair and unbiased approach to handling employee issues.
  • Ability to maintain confidentiality and handle sensitive information with discretion.
  • Ability to manage multiple projects at a time.
  • Strong leadership and mentoring skills.
  • Ability to work well within a team environment, as well as ability to work independently.
  • Analytical mindset with strong attention to detail.
  • Process-oriented and ability to document effectively.
  • Commitment to fostering a positive work environment and promoting employee well-being.


Work Environment:

  • Fast paced and dynamic workplace with opportunities for professional growth and development.
  • Collaboration with cross-functional teams and departments.
  • Occasional travel may be required for meetings, training sessions, or other job-related activities.


Note: This job description is intended to convey information essential to understanding the scope of the HR/Employee Relations Advisor role. Duties and responsibilities may be subject to change based on organizational needs and evolution.