Employee Relations Business Partner

Bayshore HealthCare is one of Canada's leading providers of home and community health care services and is a privately owned company. Bayshore HealthCare is proud to showcase its achievement as a Platinum member of Canada's Best Managed Companies Program every year since 2006. Bayshore Healthcare is also recognized as Canada's Best Employers in Forbes 2023 list.

The Employee Relations Business Partner (ERBP) is responsible for the delivery of Employee and Labour Relations governance and consulting services to designated internal clients and cross-functionally on high-risk ER matters such as complex employee related matters, accommodations, harassment investigations, terminations (including cause), and compliance. The incumbent is responsible for managing such cases with a view to resolving matters in a fair, equitable, and efficient way within company policies and procedures. The ERBP also provides subject matter expertise and consultative advice to leaders as it pertains to labour relations, including collective bargaining, grievance handling, and union-management relations.

To ensure employee voice and sentiment remain at the heart of our people strategies, the ER Business Partner will play a key role in facilitating employee listening tours across the organization and co-creating action plans with business leaders and HR Business Partners to address employee experience gaps.

Key Duties and Responsibilities

Risk and Compliance

1. Ensure adherence to Bayshore's policies and procedures related to employment standards, human rights, and occupational health & safety.
2. Identify and report compliance risks related to employee relations and labour relations matters.
3. Provide recommendations to clients and HR leadership to address identified risks and improve policy adherence.
4. Ensure appropriate documentation and reporting of all high-risk cases.
5. Partner with HR leadership to review and enhance ER-related policies and procedures in alignment with legislative changes.

Consulting and Case Management

1. Responsible for the delivery of Employee and Labour Relations consulting services to HR Business Partners and HR Generalists on lower-risk ER matters. Assist in building and sustaining an effective team of HR professionals to facilitate client self-sufficiency on a broad spectrum of HR issues, including employee relations, performance management, leave of absence, work environment, and change management support.
2. Responsible for management of high-risk case referrals from leaders and/or HR Business Partners.
3. Proactively counsel and educate managers across the business on all aspects of labour relations, including relevant HR policies, procedures, legislation, regulations, and ER-related training and learning opportunities.
4. Counsel leaders, managers, and HR Business Partners regarding critical trends and issues in their workforce. Escalate unresolved or pervasive issues when necessary.
5. Investigate internal employee complaints of unfair treatment, harassment, discrimination, workplace violence, or hostile work environment. Recommend solutions to management, including possible corrective action or termination, based on legal risk factors to the organization. Document the investigation, recommendations, and resolution.
6. Review and ensure steps have been taken for employee terminations in assigned areas to ensure the organization is reacting in an appropriate, fair, and equitable manner.
7. Ensure areas have the training, tools, and support required to facilitate client self-sufficiency on a broad spectrum of HR issues.
8. Assist with the development and proper implementation of HR tools through coaching and training.
9. Seek opportunities to enhance the credibility and importance of Employee and Labour Relations consulting services within the organization.
10. Develop and expand relationships with key leaders and HR Business Partners to ensure effective use of Employee and Labour Relations services.

Change Management

The ER Business Partner monitors employee relations practices across assigned clients, ensuring alignment with compliance requirements and evolving labour and employment legislation. As a key liaison between operational divisional and the National Director, Labour & Employee Relations, the ER BP identifies potential risks and opportunities for culture and policy improvements supporting the organization's ongoing adaptation to the changing workplace landscape.

Percentages may vary year to year depending on Annual Strategic Priorities:

1. 25% Facilitate Employee Focus Groups across Bayshore HealthCare to connect in real-time with front-line staff on issues that matter most to them. In collaboration with business leaders and HR Business Partners, create action plans that lead to meaningful outcomes for employees.
2. 15% Manage employment and labour relations disputes, including conducting workplace investigations of high-risk situations where deemed necessary.
3. 35% Consulting: Responsible for the delivery of Employee and Labour Relations consulting services to designated internal clients on high-risk ER matters, including legal case management, negotiations, harassment investigations, grievance handling, and union-related matters. Provide expert ER consultation and concurrence to HR Business Partners with respect to terminations, performance management, work environment, and leaves of absence for client areas.
4. 15% Training & Development: Develop and deliver training programs based on identified organizational needs, ensuring managers are equipped with the knowledge and skills to handle employee and labour relations matters effectively.
5. 10% Other tasks, including administrative duties: Provide support in reporting, documentation, process improvement, and other related administrative functions to enhance Employee and Labour Relations operations.

Authorities

1. Signing Authorities on Separation Agreements up to Senior Manager level.
2. Advise managers regarding HR policies and legal risk to reduce liability to the organization.
3. Counsel managers, review documents, and authorize employee terminations within the prescribed limits.
4. Escalate issues of concern to Senior Leader and Senior ER Business Partner/ HR Business Partner.
5. Responsible for executing separation agreements/ employment transitions.

Scope and Impact

1. Consult on agreements, transitions, investigations, and terminations ensuring minimal risk and legal repercussions to the organization.
2. Provide expert ER consulting to Canadian client areas of 18,000 employees and managers.

Cross Functional Relationships

1. Director, Employee and Labor relations.
2. Senior HR Business Partners.
3. LOBs Senior Leaders.
4. LOB Senior Managers and Managers.
5. National Development Centre Functions.
6. Outplacement Vendors.
7. Outside Legal Counsel.
8. Payroll and Shared Services.

Working Conditions

This role performs in a normal business environment with minimal needs for physical effort. The working environment has minimal discomfort with little safety risk. High sensory attention and mental stress is inherent in this role. Some projects and deadlines may increase the sensory attention and mental stress to a higher level due to the increased focus and additional hours required. Travel will be required to provide ER expertise to LOB.

Work location: Bayshore Healthcare, Mississauga, Ontario (Hybrid)

Travel requirements: Travel to branch locations across Canada, as per business requirements.

Education & Experience

1. ADR Professional designation highly desired.
2. Law degree considered a strong asset.
3. 7-10 years of Employee/Labour Relations, Human Resources or equivalent business experience (strong exposure and knowledge of employee and labour relations required).
4. Experience with Employee listening tools/techniques.

Other skills

1. Strong communication skills (verbal, written, presentation).
2. Excellent inter-personal relationship skills.
3. Ability to connect with and engage front-line staff.
4. Strong relationship management skills – must be able to relate to all levels of the organization, including senior leaders.
5. Ability to deal with high-stress and crisis situations.
6. Above-average de-escalation and facilitation skills.
7. Above-average conflict resolution capabilities.
8. Strong understanding of collective agreements and grievance resolution processes.
9. Ability to handle multiple and varying complex tasks.
10. Expert at conducting Workplace Investigations pertaining to Human Rights and Occupational Health & Safety violations.

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