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, absenteeism, and performance management.
- Oversee the recruitment of Police Officers.
- Advise and assist management in the application and interpretation of the collective agreement and other work contracts.
- Determine health and safety goals and strategies for the Cree Nation Government to meet all fiscal, strategic and legislative requirements.
- Implement and maintain an effective Employee Assistance Program and healthy workplace strategies
Policy Administration and Advising Responsibilities:
- Ensure implementation of Human Resources policies and working conditions within the Eeyou Eenou Police Force (EEFP) department.
- Develop, evaluate and recommend modifications on Human Resources (HR) policies and working conditions.
- Ensure the implementation of all EEPF-HR policies including supporting initiatives on health and safety.
- Provide reliable and compliant advisory on By-laws (working conditions), EEPF-HR policies, guidelines, rules and procedures.
- Make recommendations regarding the interpretation of and provide guidance to managers and employees regarding laws, regulations, policies, procedures and practices related to employee relations matters.
- Facilitate communication among employees and managers by providing guidance and consultation regarding problem solving, dispute resolution, and regulatory compliance, and strive to resolve internal conflict informally through appropriate conflict management and mediation techniques.
- 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
Labour Relations Responsibilities:
- Ensure the implementation of decisions and agreements; negotiate and draft grievance settlements and letters of agreement.
- Coordinate collective bargaining research activities and provide administrative support to the collective bargaining teams.
- Write briefing notes, reports, information items, decision papers and procedural guidelines to explain, recommend and/or implement actions, pertaining to changes in employment contracts and compensation policies.
- Contribute to the development and implementation of labour relations training for manager and human resource practitioners.
- Ensure proper management of complaints, grievances and arbitrations and other recourses in labour law.
- Ensure all communications on grievance, arbitration, human rights and civil action cases are tracked; processes are logged; files are opened/ closed appropriately.
- Assemble and carry out initial review of all related documents; outcome is logged for statistical reporting to Manager, Senior Management, and the Police Commission.
- Coach management regarding staff complaints and grievances as well as assist managers to investigate complaints/grievances.
- Ensure grievance administration, conduct research and gather information in preparation for conducting grievance meetings, mediation and/or arbitration matters.
- Ensure the Police Director and Director of Human Resources are kept informed of risk and employee relations activities
Compensation and Working Conditions Responsibilities:
- In collaboration with the Director of Human Resources, design, develop and implement competitive compensation, reward strategies and working conditions.
- Assist the Director of Human Resources in the application of the Cree Nation Government’s Compensation Policy to EEPF civilian staff and EEPF’s Working Conditions By-laws to non-civilian (Police Force) staff.
- Counsel and train managers on policy/procedural issues including but not limited to salary, benefits and overtime compensation administration.
- Review employee or professional service contracts to ensure compliance with contract terms.
Health and Safety Responsibilities:
- In accordance with existing laws, develop and review policies and procedures ensuring that all health and safety measures are being taken.
- In collaboration with the Manager of Employee Relations, track performance of the EEPF with regards to health and safety and make recommendations as required.
- Provide guidance on health and safety matters.
Performance Management Responsibilities:
- Ensure implementation of the performance management system within the EEPF department.
- With the support of the Human Resources professionals, ensure Senior Officers complete periodic assessments of employees’ performance and use appropriate forms for this purpose.
- Provide guidance and training to managers and staff on performance management (initial probation process and annual evaluations).
- In conjunction with managers, take steps to institute on a timely basis any disciplinary measures when required.
- Ensure the team is aligned with the departmental objectives and human resources services, procedures and policies.
- Establish, with the team, procedures and guidelines to be more efficient and organized.
- Establish and maintain effective communications and collaboration with direct reports, the HR team, and with other departments.
- Coach and support the team members in their responsibilities.
- Assist in various in-depth research needs and HR data analysis.
- Use a variety of reporting methods to ensure compliance with relevant laws, rules, regulations, standards, best practices and policy.
- Continually assess and communicate risk. Take action as assigned to document, control and mitigate identified risks.
- Seize process improvement opportunities to streamline workflows and improve accuracy.
- Prepare reports 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.
- Manage and implement special projects.
- 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.
- Five to eight years of relevant work experience.
- Fluency in English.
- Fluency in verbal Cree is an asset.
- Fluency in French is an asset.
Knowledge and Abilities:
- 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.
- Willingness to travel.
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.
Pay Type: Salary
Min. Hiring Rate: $77,938.00
Max. Hiring Rate: $104,046.00
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