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Why Work for Okanagan College:

Okanagan College has been embedded in the social, cultural, and economic fabric of the region for over a half-century. The institution provides post-secondary education and training to the Okanagan, Shuswap and Similkameen regions and has a strong reputation for excellence in learning and teaching through its wide range of academic, career, continuing education, developmental, trades and vocational programs.

Being a valued team member of Okanagan College offers you the chance to be part of a dynamic and forward-thinking community where you can make a real impact, grow both personally and professionally, and be supported in achieving your aspirations. Join us in shaping the future of education and making a difference in the community and in the lives of our employees and students.

Our Current Opportunity:

Okanagan College is looking to add a Manager, Employee & Labour Relations to our People Services team.

The People Services Department is restructuring to better support current and future organizational needs. This is a new role that is being implemented as part of the restructuring.

The Role, and where it fits in the new structure:

Under the limited direction of the Associate Director, People Services, the Manager, Employee & Labour Relations oversees the Labour Relations, Recruitment & Selection, Job Design & Job Evaluation (BCGEU Support Staff), Performance Management & Change Management strategies & operations for Okanagan College. This Position plays a critical role in maintaining positive labour-management relations. The Manager leads a team of generalist People Services Business Partners (providing services in the areas of Labour Relations, Recruitment & Selection, Job Design & Job Evaluation, Performance Management & Change Management) and provides operational leadership in key labour relations activities across the organization. Key operational leadership responsibilities for this role include managing the grievance process, managing union-management consultation processes, and supporting the development of human resources-related policies and collective bargaining strategies. Through the People Service Business Partners, the Manager, Employee & Labour Relations also indirectly oversees the work of 3 People Services Associates (each reporting directly to one of the People Services Business Partners). Finally, the Manager, Employee & Labour Relations will work directly with the Associate Vice President of People Services, the head of the Department, and the People Services lead for the College, on select projects and initiatives.

Functions and Duties

The general areas of responsibility for this role are listed below. Highlights of the specific duties and functions that the incumbent will be expected to undertake are included under each heading / area.

Leadership & Management:

• Manage delivery of the following programs and services: Labour Relations, basic Recruitment & Staffing functions, Job Design & Job Evaluation (BCGEU Support Staff), Performance Management and Change Management. Develops and implements annual operational plans and a service delivery model to anticipate and meet evolving client needs and deliver value added services.
• Provide leadership and supervision for a team of generalist People Services Business Partners, providing services in the above noted areas. Supervision includes recruitment and selection, orientation, training and staff development, performance management and supporting employee health, safety and wellbeing.
• Provide technical expertise and operational guidance to Business Partners and clients on labour relations matters.
• Cultivate a high-performance team environment by empowering staff, driving engagement, and fostering a culture of accountability, collaboration and service excellence.
• Conduct regular reviews of programs and services and identifies opportunities for continuous improvement in program design, delivery, and employee experience.

Collective Bargaining / Collective Agreement / Labour Relations Management:

• Support the Associate Director, People Services in preparation and execution of Collective Bargaining. Preparation activities include: compiling data, drafting proposals, and identifying strategic priorities. Participates in negotiations as required, acting as a subject matter expert and advisor.Supports the development and execution of college-wide labour relations strategies and initiatives.
• Provide advice and guidance to leaders in support of management and resolution of complex labour relations cases.
• Provide timely direction at all levels of the organization on the interpretation, application and administration of exempt terms and conditions policies, collective agreements, employee and labour relations policies, procedures and practices, and related employment legislation and regulations.
• Maintain records of collective agreements, negotiations, legal opinions, interpretations and arbitration decisions.
• Review and audit labour relations and employee practices, identifies anomalies, discrepancies and departures from policy, the proper interpretation and application of collective agreements and other terms of employment and makes recommendations for improvement and/or rectification.
• Be responsible for ensuring that the labour relations issues associated with attendance management, disability management, accommodations and return to work processes are addressed consistently and proactively.

Grievance Management:

• Lead the grievance management process across the organization.
• Support People Services Business Partners in investigating, responding to, and resolving grievances at Step 1 of the grievance processes.
• Provide expert guidance and support to leaders on addressing grievances at Step 2 of the grievance processes.
• Represent the employer in complex grievance discussions, mediations, and arbitrations.
• Track grievance trends and develop strategies to reduce disputes.

Union-Management Consultation Committees:

• Lead and coordinate regular union-management consultation committee meetings on behalf of the College.
• Work closely with internal partners in conducting union-management meetings and addressing issues raised through these forums.
• Promote open communication and foster a collaborative labour relations environment.

Policy Development and Interpretation:

• Provide expert input and leadership to support the development, review and implementation of policies and procedures related to Labour Relations. Collaborates with other members of the People Services team on the development, review, and implementation of other People Services policies and procedures.
• Provide expert advice on policy interpretation and ensure alignment with collective agreements and employment legislation.
• Assist in educating leaders and staff on policy changes and labour relations best practices.

Recruitment & Selection:

• In support of the work of the Manager. Talent Management & AI Integration, oversees the provision of guidance to hiring leaders on effective assessment and selection techniques and processes and the development and implementation of effective assessment selection tool.
• Provide direction and guidance to Business Partners on Recruitment and Selections services and support.
• Oversee the onboarding of senior managers.

Job Design & Job Evaluation:

• Oversee the provision of guidance to leaders on effective job design techniques and processes.
• Provide direction and guidance to Business Partners on Job Design and the management of the BCGEU Support Staff Job Evaluation services and support.
• Lead the development and implementation of effective job design tools for all positions.
• Oversee job design and job evaluation administration for BCGEU Support Staff.
• Liaise with the Manager, Disability Management, Benefits and Wellbeing on the Exempt classification processes, ensuring that job design supports consistent exempt classification.

Performance Management:

• Oversee the provision of guidance to leaders on effective performance management, including corrective disciplinary action up to and including dismissal.
• Lead the development and implementation of effective performance evaluation and performance management tools.
• Develop or oversee the development and delivery of training programs and resource material for managers and supervisors to ensure that they have the knowledge and skills they need to effectively manage their employees.

Education and Experience

• Bachelor's degree in Human Resources, Industrial Relations, Labour Studies, or related field; advanced degree or professional designation (e.g., CHRP) preferred.
• Minimum 5–7 years of progressive experience in labour relations or HR, with at least 2 years in a leadership or supervisory role.
• Demonstrated experience handling grievances, union consultations, and labour negotiations.

Skills and Abilities that candidates should possess:

• Strong leadership and management skills.
• Ability to develop and maintain positive relationships across diverse stakeholder communities.
• Proven ability to build effective relationships with unions, leaders, and staff at all levels
• Possess strong strategic thinking, planning analytical, negotiation, and problem solving skills.
• Strong written and verbal communication skills.
• Extensive knowledge of labour relations, including relevant legislation, collective bargaining frameworks grievance processes, and dispute resolution.
• Solid working knowledge of Recruitment & Selection, Job Design & Job Evaluation, Performance Management and Change Management.
• Ability to work independently and handle sensitive and confidential information.
• Proficiency in MS Office and HRIS software.Ability to manage a high work volume and manage many competing projects, issues and initiatives.
• Professional demeanor, with a proactive and solutions-focused approach.