Director, Employee Relations

at  British Columbia Institute of Technology BCIT

BCIT’s Human Resources department is seeking a regular, full-time (1.0 FTE) Director, Employee Relations. This position provides strategic direction to the delivery of a wide range of employee programs and services. Develops department strategies and plans aimed at promoting a positive employee/labour environment; strategic advice to business leaders; strategic talent acquisition and retention; and mitigated risk to the Institute. Drives strategic initiatives that support HR goals and objectives. Acts as strategic advisor to the Vice President, People, Culture & Inclusion, Executive Team and seniors leaders on complex employee relations matters.

KEY ACCOUNTABILITIES:

• Participates as a member of the VP’s leadership team, providing input to development of Human Resources’ over-arching strategies and sharing responsibility for achievements and success.
• Develops department strategies and plans aimed at promoting and supporting a positive employee/labour environment; strategic advice to business leaders; strategic talent acquisition and retention; and mitigated risk to the Institute. Drives strategic initiatives that support HR goals and objectives.
• Acts as strategic advisor to the VP, Executive Team and senior leaders on the Institutes’ most critical employment and labour relations matters. Delivers reports and presentations on program achievements and status of key initiatives.
• Works collaboratively with the VP and other HR leaders to ensure a strategic, integrated, and broad approach to all program planning, development and delivery. Fosters a collaborative and supportive team approach for all reporting areas, and with all other HR departments.
• Provides strategic direction to development and delivery of employee programs and activities, including workforce planning, succession planning, talent acquisition/recruitment, retention, diversity, career management, performance management, and recognition.
• Provides strategic direction to the delivery of advisory services that ensure effective people management practice. Fosters development of strategic, collaborative business partnerships between the HR advisory team and their client groups.
• Provides strategic direction to development of bargaining strategies; leads the institute’s bargaining committees in collective bargaining and acts as chief spokesperson.Provides strategic direction to the development of an effective employee/labour environment, leading the way to productive, collaborative relationships between management, employees, unions, and other partners.
• Provides strategic direction to conflict resolution processes and legal proceedings, including those related to grievances, disputes, job action, mediation, arbitrations, and investigations, as well as board, tribunal, and provincial court matters.
• Directs the research of best practice, trends and methods, and determines appropriate application to department programs, services and initiatives.
• Develops a framework of policies, practices and processes, ensuring the necessary controls are in place to identify and mitigate risks and leverage opportunities as they emerge. Ensures all reporting areas practice in compliance with policy, collective agreements, legislation and jurisprudence.
• Manages directly and indirectly reporting staff, overseeing and participating in selection, coaching, mentoring, development, performance management and all other people management practices.

QUALIFICATIONS:

• Bachelor’s degree in a relevant discipline.
• Chartered Professional in Human Resources (CPHR) designation preferred.
• Minimum 10 years’ experience in strategic HR with emphasis on employee/labour relations in a large, complex, multi-union environment.
• Strong leadership skills and ability to manage a team of reporting HR practitioners in multiple disciplines; ability to build a strong team-based environment.
• Expert knowledge of the concepts, theories, practices and techniques of employee/labour relations, with emphasis on workforce planning, succession planning, talent acquisition/recruitment, retention, diversity, performance management, recognition, conflict resolution and related legal proceedings, collective bargaining, and collective agreement interpretation.
• Expert knowledge of the relevant employment, labour, and human rights legislation.
• Expert relationship management skills with ability to develop productive, collaborative relationships between management, employees, unions, and other internal/external partners.
• Expert communication, interpersonal, negotiation, and conflict resolution skills, with ability to lead collective bargaining.
• Excellent analytical skills and ability to apply sound judgment in problem solving, evaluating courses of action, and making decisions on complex employment and labour relations matters.