Acting Manager, Employee and Labour Relations

The Peel District School Board (PDSB) is a racially, culturally and linguistically diverse board that serves 155,000+ students and approximately 17,000 employees. In PDSB, 87% of students are racialized, non-white, representing 162 different ethnic backgrounds. Students in Peel have 121 different first languages. Student diversity also exists in terms of gender and gender expression, sexuality and in terms of ability and faith. A responsive and empathetic understanding of the lived experiences of the students and communities we serve is vital to those who will take on leadership roles within the PDSB. The workforce consists of teachers, office staff, custodial staff, education assistants and professional staff. The workforce is largely unionized through PDSB’s numerous affiliated bargaining agents.

Temporary, full-time position (one year with the possibility of extension)

In alignment with HR Service Delivery strategies, Ministry directives and Peel District School Board (PDSB) strategic goals, the manager we seek for this pivotal role will be deeply committed to equity, inclusion, and anti-oppression, and to dismantling racism, and be prepared to contribute to the fulfillment of the mandate set out within The Ministry of Education’s Report on the Peel District School Board released March 13, 2020.

Reporting to the Lead, Service Delivery and Partnerships, you will manage operational strategies, the implementation of new policies, systems, and processes, and continuous improvement of service delivery initiatives to ensure a high level of employee satisfaction and engagement, while acting in the best interest of PDSB to mitigate and reduce employment risk or liability related to employment matters. As Acting Manager, Employee and Labour Relations, you will support and lead all employee and labour relations issues, maintaining strategic relationships as a trusted SME and integrated contributor to labour strategy, and employee relations. You will also lead a number of processes, from negotiating collective agreements pertaining to the terms and conditions of employment for all business and teaching bargaining units, to providing direction on performance management and progressive discipline matters, and resolving conflict in an assigned portfolio. Your leadership and proven abilities in coaching and developing the team will support service excellence.

Additionally, by keeping current with labour relations trends and issues in the education sector, you will be equipped to:
provide direction, professional expertise and guidance in the management of the day-to-day labour and employee relations functions;
create/develop and implement solutions to address concerns/problems raised by unions and employees;
attend and chair labour management/union liaison meetings, and act as spokesperson at the table during collective bargaining;
provide expertise to the bargaining process;
direct post-negotiations implementation processes, including all policy/procedure impacts and costing implications;
attend arbitration and grievance processes; and

provide direction and support to the Senior Partners, Employee and Labour Relations in coaching Superintendents, Controllers, Principals, Managers and Supervisors and team members

The Board and the Department will benefit from your professional expertise, direction and guidance concerning all employee and labour relations matters for our business and academic areas of human resources. Your skills as a communicator will also prove invaluable, as you liaise with Superintendents, Principals, Managers, Supervisors and employees on employee relations and human resources matters.

EXPERIENCE AND QUALIFICATIONS

With your university degree in business, human resources or labour relations, or equivalent related education and directly related experience, combined with a professional designation such as Certified Human Resources Professional (CHRP), Certified Human Resources Leader (CHRL) or equivalent, you have a solid foundation for success as Acting Manager, Employee and Labour Relations. These credentials are complemented by the following experience, knowledge, and skill set:
A minimum of five (5) to seven (7) years of experience in progressively responsible positions in labour and employee relations in a multi-union environment.

Comprehensive knowledge of, and demonstrated experience in, labour relations, employee relations, strategic human resources practices and processes, negotiations, grievances, arbitration, and collective agreements.

A proven track record identifying and driving philosophies and programs to foster constructive employee relations and ensure the Board’s approach to its employees is fair, respectful, and consistent.

Well-developed skills in gathering, analyzing, and interpreting data and metrics to develop recommendations and strategies to facilitate positive employee relations and engagement.

Experience in evaluating and improving existing practices to mit