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Director, Employee Relations
3 months ago
Work Location: Hybrid
Position Type: Contract (12 months)
Location: Toronto, ON
Compensation Range:
Our global financial client is seeking a Director, Employee Relations for a 12 month contract.
The Director, Employee Relations role leads an Employee Relations team, with primary accountability for effective management of workplace risk, including: compliance with policy, regulatory requirements and applicable federal and provincial employment and human rights legislation; advice and counsel on employee relations matters, processes, procedures and projects; strengthening the company's value of integrity and business ethics practices through ensuring misconduct is addressed appropriately.
Responsibilities:
Employee Conduct & Risk Culture
- Lead management of employee conduct investigations, including Respectful Workplace matters and other Code of Conduct breaches and ethical concerns.
- Cultivate and leverage external network (industry peers and associations, advocacy groups) to obtain information that provides competitive intelligence and details regarding trends.
- Monitor regulatory developments, identify and report trends and emerging issues through data analytics and insights.
- Oversee team's management/resolution of specific workplace issues and incidents, including investigations of employee concerns and escalations.
- Provide guidance to senior leaders to resolve sensitive workplace issues, including in the areas of performance management, attendance management and Respectful Workplace matters.
- Provide Employee Relations advice on restructuring initiatives, role eliminations and terminations, working with the appropriate internal partners as required.
- Develop, implement and manage HR processes and systems to monitor employee conduct, aligning with business conduct monitoring processes to provide integrated insights and identify proactive strategies to prevent misconduct.
- Improve the analysis of employee misconduct identifying and reporting trends and emerging issues including understanding the root cause of misconduct to report insights to the business and functional partners, as required, for additional monitoring.
- Develop employee goals that align to team vision and demonstrates commitment to the Leadership Model, Collective Ambition and Values.
- Provide real-time, constructive performance & behaviour coaching that strengthens employee engagement and enablement.
- Support & monitor employee development/career management to build/grow professional capabilities.
- Foster an open environment that drives a high-performance culture.
Must-have
- Minimum of 8 years direct experience in Employee Relations/Human Resources/Dispute Resolution (ER/HR) and/or employment law.
- Post-secondary education or equivalent experience (preferred focus in human resources.)
- Strong knowledge of Canadian employment law and regulations (both federal & provincial.)
- People management / leadership experience.
- Demonstrated experience in aligning and integrating risk management with business and HR strategy.
- Exceptional ability in establishing and managing relationships with senior level stakeholders.
- Proven ability to drive execution and achieve business results.
- Thought leadership, strategic thinking, analytical and problem solving capabilities.
- Outstanding oral and written communication skills.
- Excellent collaboration capabilities and ability to engage others to work towards a shared vision and common goals.
- Experience in an in-house legal department or law firm.
- Called to the Bar of a Canadian province (or equivalent.)
- Experience managing a team of at least 3 direct reports.
- Significant Experience in conducting and/or managing workplace investigations.
- Bilingual (English/French.)
The indicated pay range for this position is a good-faith estimate based on the qualifications necessary for the position, including experience, training, and other considerations permitted by law. Additionally, it is emphasized that the pay band mentioned herein is the one established by the client company. Factors that may be used when making an offer may include a candidate's skills, experience and geographic location, the expected quality and quantity of work. Most candidates will start at the bottom half of the pay range, with the upper end reserved for candidates with extensive experience and skills and who live in geographic markets commanding a higher starting pay. An employee's pay history will not be a contributing factor where prohibited by local law.
This information is subject to change and serves as a general guideline for compensation discussions. Actual offers may vary based on specific circumstances and company policies. #J-18808-Ljbffr
