Human Resources Manager

2 weeks ago

Brockville, Canada St. Lawrence Lodge Full time

In support of the vision, mission, values, philosophy, safety policy, and customer service principles of St. Lawrence Lodge, the Human Resources Manager is responsible for the strategic development of the corporate human resources functions. These include recruitment, human resources planning and metrics, employee and labour relations, client services to operating departments, compensation, pension and benefits administration, disability claims management and occupational health and safety. Leads collective bargaining for the employer. A member of the Senior Leadership Team responsible for inter-departmental cooperation, corporate policy development and implementing the strategic plan. Follows all guidelines for employees and employers as legislated under the Ontario Occupational Health and Safety Act and corporate/departmental policies and procedures.

**Requirements**:

- Degree in Human Resources Management, Industrial Relations, Business or related field or equivalent, along with a CHRL or CHRE designation (or are eligible to achieve)
- Minimum eight (5) years of experience in progressively responsible, related positions including five (3) years of management/leadership experience in a large, unionized complex organization within the public and/or private sectors
- Experience in a unionized environment developing and interpreting policies, collective agreements and relevant legislation, leading strategic dispute resolution and grievance/ mediation/arbitration proceedings required

**Key Responsibilities and Role Expectations**
- Sets the recruitment strategy to attract, hire and retain new employees
- Creates a high performance environment by setting clear, realistic goals and work plans and providing open and consistent feedback and coaching
- Monitors and evaluates performance of directly reporting staff; holds staff accountable for goal achievement and results, promoting learning, and personal growth
- Mentors directly reporting staff, and provides an engaging environment where team members are motivated to achieve goals
- Works to build an inclusive and productive continuous improvement environment that promotes collaboration, teamwork; setting performance standards and providing relevant feedback

**Strategic Human Resources Management**
- Provide expert human resources advice and counsel related to all facets of the human resources function to ensure management and employees receive timely and professional advice and services.
- Develop and implement strategic human resources programs, services and initiatives.
- Lead the negotiation of collective agreements and participate in labour/management committees.
- Responsible for the implementation of new and revised corporate HR policies and procedures.
- Ensures legal compliance in all areas of HR including the Employment Standards Act, Human Rights Code, Labour Relations Act, Occupational Health and Safety Act, Pay Equity, etc.
- Acts as a liaison, and coordinates related information flow, working with external stakeholders as required.

**Employee and Labour Relations**
- Acting as Chief Negotiator, manages the collective bargaining process including formulating the employer negotiation strategy; conducts necessary internal and external research and data collection; conducts demand setting with applicable Directors; drafts collective agreement language; develops management’s proposal
- Manages complaint/grievance process including providing professional advice to Directors through formal complaint stages; facilitates grievance meetings; conducts related case law research, and; negotiates and drafts settlements
- Leads investigations into complex or critical allegations of employee misconduct
- Works collaboratively with Senior Leadership to ensure effective workforce planning strategies including any restructuring and termination activities
- Guides Directors and assists in the facilitation/mediation of discussions with and between employees to address performance issues
- Works directly with central and local executive members of bargaining agents to proactively resolve disputes, problem solve issues, negotiate terms and conditions of settlements and to collaborate on major change initiatives
- Acts as management chair on labour-management committees, collecting information, conducting research, presenting information and coordinating management guests as required
- Contributes to the ongoing development and evolution of the department services by proactively bringing best practice, emerging trends and analysis of relevant jurisprudence to department practices

**Attendance Management**
- Oversees the administration of the attendance management framework in cases where significant attendance problems exist including determining parties required at each stage of the process to contribute to the development of individual case management strategies and, leading attendance related meetings or investigations
- Researches best practices in attendance a

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