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The Manager of Labour Relations (EEPF) is responsible for providing advice and guidance to both managers and staff in all areas of human resources and ensure compliance with all applicable human resources laws, policies, rules, regulations and procedures. More specifically, the incumbent is responsible for providing expert level consultation in Employee/Labour Relations matters, including but not limited to collective agreement administration, grievance administration, performance management, employment/human rights legislation and investigations.
- Support organizational objectives in implementing strategies on key initiatives such as attendance management, wellness, progressive discipline, absenteeism, and performance management.
- Develop, evaluate, and recommend modifications on human resources policies and ensure the implementation of such policies.
- Provide reliable and compliant advisory on human resources policies, guidelines, rules, and procedures.
- Ensure coherent and consistent application of human resources practices.
- In conjunction with managers, take steps to institute on a timely basis any disciplinary measures when required.
- Conduct thorough, objective workplace investigations and recommend corrective actions to supervisors.
- In collaboration with the Director of Human Resources and the Manager of Workforce Planning and Recruitment, design, develop and implement competitive compensation, reward strategies for civilian staff and ensure the implementation of such policies.
- Determine health and safety goals and strategies ensuring that the organization meets all fiscal, strategic, and legislative requirements.
- Provide guidance on health and safety matters.
- Develop, evaluate, and recommend modifications to the performance management system (Dayforce) and ensure its implementation.
- Following the annual performance review cycle, evaluate employee comments relating to learning needs to feed into the annual training plans, in collaboration with the Manager of the Manager of Training and Development.
- Manage and implement special projects when requested by the Director.
- Continually assess and communicate risk. Document, control and mitigate identified risks.
- Seize process improvement opportunities to streamline workflows and improve accuracy.
- Implement and maintain an effective Employee Assistance Program and healthy workplace strategies.
- Facilitate communication among employees and managers by providing guidance and consultation regarding problem-solving, dispute resolution, regulatory compliance and if needed, act as a facilitator to resolve internal conflict through appropriate conflict management and mediation techniques.
- Provide guidance and training to managers and staff on performance management.
- Counsel and train managers on policy/procedural issues including but not limited to salary, benefits, and overtime compensation administration.
- Write clearly articulated documents that are required to administer a variety of disciplinary matters, including but not limited to incident reports, corrective actions, and disciplinary measures.
- Use a variety of reporting methods to ensure compliance with relevant laws, regulations, standards, best practices, and policy.
- Prepare reports as required and participate in drafting the human resources annual report.
- Supervise and lead direct reports.
- Assist with development of team objectives, as well as individual objectives for direct reports by ensuring that performance is aligned with those objectives. Ensure that supervisors within team are establishing objectives that are in alignment with departmental objectives, in collaboration with the Department Director.
- Identify training needs, recommend solutions, and support training and development.
- Conduct periodic performance evaluations for direct reports and assist supervisors through formal performance evaluations and regular one-on-one meetings.
- Promote ongoing, effective and open communication with employees. Keep staff members informed of decisions that impact them and/or their department.
- Maintain up-to-date knowledge and skills in area(s) of responsibility.
- Perform other duties as required.
- Bachelor’s degree in Administration, Industrial Relations, Human Resources or related field.
- CHRP (Certified Human Resources Professional) or CIRC (Certified Industrial Relations Counsellor) designation is an asset.
- Three to five years of relevant work experience.
- Fluency in English.
- Fluency in verbal Cree is an asset.
- Fluency in French is an asset.
Knowledge and Abilities:
- Advanced knowledge of labour laws and human resources management best practices.
- Customer-focused and service-oriented.
- Proven success in maintaining strong communication, including the ability to facilitate effectively.
- Proven ability to be discreet and maintain confidentiality.
- High attention to detail and accuracy.
- Strong organizational skills and the ability to manage multiple projects.
- Proven ability to demonstrate strong judgment in complex situations.
- Proven ability to problem-solve, to think strategically, and to take initiative.
- Demonstrated ability to work under significant pressure and to adapt to a changing environment.
- Proficiency in Microsoft Office products.
- Typical office setting where there are no unusual physical demands.
- Willing to travel frequently.
The Cree Nation Government may, at its discretion, waive any or all of the aforementioned requirements if a suitable candidate who is a JBNQA beneficiary accepts to follow a training plan determined by the Cree Nation Government as a condition of employment.
Your application must be sent by email or fax with the competition number: Req #119