Human Resources Advisor – Sault Ste. News Mary
The Human Resources Consultant will be responsible for providing appropriate and effective labor relations services within an assigned client group. The HR Consultant partners with leaders to create and deliver exceptional practical and strategic HR solutions that improve workplace culture and engagement. The HR Consultant exercises independent judgment and initiative in determining and recommending courses of action when dealing with a full range of human resources services, including advice on performance management, disciplinary matters , conducting investigations, facilitating the grievance process, participating in collective bargaining and monitoring. the employer-union relationship. Specific client outcomes of the HR Consultant role include contributing to the management of client operations through improved employee relations and proactive advice and consultation, as well as increasing knowledge of best practices in labor relations within the hospital.
1. Provide advisory and administrative services and support to managers on a variety of HR management issues and policies/procedures to promote and support effective human resource management practices.
2. Provide advice, coaching and support to managers on employee management issues and related programs such as performance issues, disciplinary issues, attendance issues and work accommodations.
3. Provide advice and support to managers on labor relations issues and on the interpretation/application of collective agreements; supports and encourages managers to resolve issues informally before they become formal grievances; advises managers on solutions to resolve Stage 1 and Stage 2 grievances and provides support on the grievance process; liaises with HR manager/director and/or legal counsel to discuss and/or seek advice on employee relations issues and strategies, complex Stage 1 and 2 grievances, management issues of employees, interpretations of collective agreements, case law, etc.
4. Establish and manage the employer-union relationship through effective facilitation and a consultative approach. Serve as a source of expertise regarding the collective agreement, bargaining history, etc.
5. Support the development of labor relations skills of bargaining unit managers through active participation in the processing of grievances at all stages of the grievance and arbitration process; provide hands-on training in labor relations matters, including discipline, grievance handling and general administration of collective agreements.
6. Demonstrate leadership in the preparation and conduct of collective bargaining; act as coordinator of the management negotiating team or the advisory negotiating team; Lead post-trade deployment and training initiatives with assigned clients.
7. Ensure the uniform application of applicable collective agreements.
8. Support facilitation, mediation and employee conflict/problem resolution.
9. Chair the Labor Management Relations Committee and raise relevant discussion topics to prevent future labor relations issues.
10. Consult and provide advice to management on organizational structure changes to support the achievement of their operational plans.
11. Monitor HR matters such as complaint activity and collect appropriate HR data.
12. Contribute to the review, revision, introduction and implementation of new or updated human resources policies, guidelines and processes for clients.
13. Assist managers in preparing new job descriptions and participate in job evaluation.
14. Support the integration of company initiatives and objectives into the bargaining unit and monitor compliance with company HR policies and procedures.
15. Ensure that the union is informed of company initiatives.
16. Participate in company-wide HR initiatives and support the development of better employee relations across HR.
17. Identify and implement administrative efficiencies in labor relations services provided to clients.
18. Represent Human Resources on various committees as required.
19. Other Assigned Duties.
1. Bachelor’s degree in human resources management and/or certificate in human resources management.
2. Minimum of 3 to 5 years of recent and relevant work experience at the labor relations consultant level, preferably in a multi-unionized environment.
KNOWLEDGE, SKILLS AND ABILITIES
1. Analytical and problem-solving skills to assess sensitive and complex HR issues/problems and develop and recommend effective solutions and/or interpret and apply policies and procedures to specific management situations; and to analyze jobs, advise on job design and assist in the preparation of job descriptions.
2. Ability to work effectively and efficiently as a member of a team in a fast-paced environment in stressful situations.
3. Ability to prioritize and manage multiple priorities in a rapidly changing environment and organizational skills to prioritize numerous activities, including constantly changing and conflicting priorities.
4. Superior customer service and interpersonal skills.
5. Ability to establish and maintain productive working relationships with the interdisciplinary team to achieve positive results.
6. Experience in influencing organizational leaders and advocating human resource management practices.
7. Negotiation skills to participate in collective bargaining, Stage 1 and Stage 2 grievance process.
8. Oral and written skills, to prepare various human resources documents such as job descriptions, correspondence and reports, responses to Stage 1 and 2 grievances, disciplinary letters, etc., and to provide verbal information and advice and articulate complex issues clearly and clearly. convincingly.
9. Knowledge of established theories, principles and practices of human resource management and organizational development.
10. Thorough knowledge of applicable legislation with respect to labor law, human rights, health and safety, recruitment practices, Ontario Labor Relations Act and any other relevant legislation regarding the HR function.
11. Thorough knowledge of labor relations principles, contract administration and collective agreement provisions.
12. Thorough knowledge of dispute resolution principles.
13. Good knowledge of arbitral jurisprudence related to workplace issues.
14. General knowledge of specialist areas of human resources management such as accommodation, recruitment, security and welfare, in order to provide advice and assistance to managers on specific HR issues.
15. Knowledge of effective management techniques and practices, in order to understand the issues and actions of managers and to provide appropriate advisory services.
16. Behavior consistent with the mission, values and performance standards of the hospital.
17. Knowledge of HRIS and related databases and software.
18. Computer skills in a Microsoft environment.
Note: Due to the changing nature of the job and the work to be performed, other responsibilities and duties may be assigned and qualifications may be adjusted from time to time.
To apply for this exciting opportunity, please submit a cover letter and CV outlining how your knowledge, experience and skills match the requirements of this position.