Employee Relations Consultant

Found in: Talent CA C2 - 2 weeks ago

Kelowna, Canada Interior Health Authority Full time
Interior Health is hiring a term-specific full-time Employee Relations Consultant who is passionate about making a different in healthcare. This position has an approximant end date of March 2025 and is flexible within the Interior Health region

What we offer:
•An attractive remuneration package
•Excellent career prospects
•Employer paid training/education
•Employer paid vacation
•Medical Service Plan
•Employer paid insurance premiums
•Extended Health & Dental coverage
•May be eligible to contribute to MPP
•Work-life balance

Salary range for the position is $86,398 to $124,197. Interior Health establishes salaries within the minimum and maximum of the salary range based on consideration of the qualifications, experience of the applicant, and an internal equity review of the salaries of other employees.

How will you create an impact:
The Employee Relations Consultant (ERC) provides advice, guidance, consultation coaching, facilitating, and co-coordination of a wide range of operational Human Resource matters within the assigned portfolio.

The ERC promotes and fosters a consultative and problem-solving employee/labour relations approach that contributes to the achievement of the goals and objectives of IH. Participating on leadership teams, HR special assignments, projects, and events that have geographic/portfolio/IH application. The ERC works closely with the Corporate HR departments for program direction, professional guidance, and expertise.

To fulfill the role as described, the ERC must be knowledgeable both in the full scope of business of HR within IH and business objectives of the assigned portfolio – providing consultation to the manager from a systemic perspective to address operational HR matters. The ERC leads HR practices and objectives that will provide an employee-oriented, high performance culture that emphasizes quality, empowerment, productivity and standards, goal attainment, and the ongoing development of a superior workforce.

In alignment with IH’s Occupational Health & Safety Program, employees shall adhere to all Occupational Health and Safety policies and procedures at all times and attend all required training. Employees are responsible to report any identified hazards, unsafe conditions or incidents to the manager or supervisor immediately.

What will you work on:
Labour Relations
•Assists in the development of performance improvement plans, consults and coaches on performance management issues, and provides or arranges for mediation services where appropriate.
•Provides consultation, advice and assistance in the interpretation and administration of the various collective agreements, HR policies, and other relevant legislation.
•Advises on disciplinary issues; identifies difficult / complex /high risk labour relations issues and consults with Labour Relations when deemed necessary.
•Develops and maintains effective working relationships with local and district union representatives.
•Represents the employer by engaging union representatives in the advocacy, mediation, and negotiation of local issues and grievances.
•Collaborates with managers and Labour Relations to identify issues in preparation for bargaining.
•Facilitates, coordinates, and /or conducts training and education sessions with individuals and groups on topics as appropriate.

Investigations
(i.e. bullying and harassment, discrimination, abuse, professional misconduct, conflict of interest)
•Guides and supports managers in conducting complex investigations according to accepted guidelines; based on findings, supports managers in implementing day-to-day mitigation strategies; consults with Labour Relations and other appropriate HR team members when complex investigation issues or specific expertise is required.
•In partnership with Labour Relations, coaches, advises, and educates department managers / supervisors on mitigation and continuous improvement strategies.
•Provides mediation and facilitation towards resolution of complex workplace environment and conflict issues.

Attendance management
•Provides coaching, consultation, advice, and support to managers in the management of excessive/complex employee absenteeism.
•Facilitates effective communication between all partners to support the attendance management process.
•Ensures appropriate linkages with Managers, Workplace Health & Safety Service Centre, union representatives, and employees to facilitate complex options such as return to work strategies and evaluation for same, opportunities for employment, and training requirements as required.
•Disability Management and Duty to Accommodate
oWorks in conjunction with the HR Service Partners / Job Search Coordinator to identify job placements for complex Duty to Accommodate, based on functional medical restrictions and limitations provided by the Disability Management office.
oIn accordance with collective agreement provisions, IH policies, and legislation, provides advice, consultation, and negotiation around complex Duty to Accommodate agreements, monitoring agreements and complex return to work strategies with LR implications.

Workplace Health and Safety – Injury Prevention
•Provides consultation and advice on complex accident investigations that require a proactive intervention.
•Advocates and promotes various health and safety programs to achieve compliance with legislation and IH policy (such as the annual Influenza Campaign, WHMIS, Safe Patient Handling, Violence Intervention Program, etc.)
•When complex organizational deficiencies are identified regarding Worksafe BC regulation and / or opportunities for improvement arise, consults with WH&S for advice and evidence-based recommendations and refers same to site management for implementation and follow-up. In collaboration with the WH&S, guides managers on development of complex compliance plans in response to Worksafe BC orders. Liaises with Worksafe BC as needed to support this process.

Recruitment
•Coaches and supports managers on difficult / complex / high risk recruitment issues and consults with the appropriate HR resources when deemed necessary.
•Guides managers on the application of selection criteria and processes within the collective agreements.
•Alerts External Recruiters to any significant change to recruitment needs in their areas.

Compensation, Classification, and Work Design
•Works collaboratively with Non Contract Compensation and Work Design & Classification to ensure managers are aware of and adhere to standardized processes and practices.

Organizational Development
•Works with Managers to identify and diagnose issues and provides coaching and facilitation expertise to Managers on day-to-day issues management. Coaches Managers in team development activities including conflict resolution.
•Identifies difficult / complex / high risk situations requiring further intervention by OD Consultants and engages such resources as needed.
•Represents, promotes, and, where necessary, supports programs and initiatives offered through Organization Development.

Interior Health strives to create an environment where you enjoy the work you do, the place where you work, and the people around you. Together, we create great workplaces.

Honouring Interior Health’s commitment to Truth and Reconciliation and the Declaration on the Rights of Indigenous Peoples Act (DRIPA), and Pursuant to Section 42 of the BC Human Rights Code, preferential consideration and/or hiring will be given to qualified applicants who self-identify as Indigenous (First Nations, Métis, or Inuit).

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