Employee Relations Advisor

Interior Health is hiring a permanent full-time Employee Relations Advisor who is passionate about making a difference in healthcare. This position’s location is flexible within the Interior Health region.

Location: This position 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
•Work-life balance
•May be eligible to contribute to MPP

Salary range for the position is $67,861 to $97,550. 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.

Posting Job Summary:

How will you create an impact:
The Employee Relations Advisor (ERA), under the guidance and/or collaboration of the Operational Employee Relations Consultant (ERC) and direction of the Employee Relations Manager, provides HR advice and guidance to clients on operational Human Resource matters including but not limited to general Collective Agreement and policy issues, workplace health and safety issues, and investigations.

As a partner to client-managers, the ERA focuses on providing advice, guidance, and support through effective consultation, including coaching, facilitating, and co-coordinating a wide range of HR services within the assigned portfolio. The ERA may also participate on leadership teams within the assigned portfolio and participates in Human Resources special assignments, projects and events that have site, portfolio, and health authority wide applications. The ERA is a primary link between the services provided by the Corporate HR Departments and the managers and employees within the portfolio. The ERA works closely with the Corporate HR Departments for program direction, professional guidance, and expertise.

To fulfill the role as described, the ERA must have general knowledge both in the full scope of business of HR within IH and the manager’s business – providing consultation to the manager from a systemic perspective to address operational HR matters.

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
•Collaborates with other HR professionals to provide advice, guidance, and problem-solving assistance to managers on employee relations and general human resources matters.

•Advises managers/supervisors on general Collective Agreement and HR policy issues with an emphasis on employee relations.

•Facilitates, coordinates, and /or conducts training and education sessions with individuals and groups on topics as required.

•As a partner to client-managers, the ERA focuses on a proactive approach to support managers/supervisors with their human resource obligations.
•Advises on disciplinary issues of a general nature; consults with ERC and Labour Relations as appropriate.

•Assists Managers with grievance handling and other general employee relations issues by:
oStrategizing employer position
oGuiding meeting preparation and facilitating meetings
oCorresponding with local union representatives
oNegotiating resolve to local issues
oPreparing documentation as required

•Develops and maintains effective working relationships with local and district union representatives.

•Assists Managers in the development of performance improvement plans, consults and coaches on performance management issues.

Investigations (i.e., bullying and harassment, discrimination, abuse, professional misconduct, conflict of interest, WH&S incidents)
•Guides and supports managers in conducting 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.

•Coaches, advises, and educates department managers / supervisors on mitigation and continuous improvement strategies.

•Provides mediation and facilitation towards resolution of workplace environment and conflict issues.

Attendance Management
•Provides coaching, consultation, advice, and support to managers in the management of 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 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 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 Duty to Accommodate agreements, and return to work strategies with LR implications.

Workplace Health & Safety
•Consults on components of IH Workplace Health and Safety (WH&S) programs for a designated geographic area/site/portfolio to achieve compliance with standards set out in legislated requirements and IH policy.

•Provides consultation and advice on 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 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 compliance plans in response to Worksafe BC orders. Liaises with Worksafe BC as needed to support this process.

Recruitment
•Coaches and supports managers on 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.

•Represents, promotes, and, where necessary, supports programs and initiatives offered through People, Organization and Culture Development.

Other related duties as required may be assigned.

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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