Employee & Labour Relations Business Partner at Bayshore Specialty Rx

Mississauga, Ontario, Canada -

Full Time

Start Date

Immediate

Expiry Date

31 Jul, 26

Salary

0.0

Posted On

02 May, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee relations, Labour relations, Collective agreement administration, Grievance management, Conflict resolution, Workplace investigations, Employment legislation, Performance management, Risk assessment, Change management, Advisory services, Documentation, Data analysis, Communication skills, Relationship management, De-escalation

Industry

Hospitals and Health Care

Description

Bayshore HealthCare is one of the Canada’s leading providers of home and community health care services and is a privately owned company. Bayshore HealthCare is proud to showcase its achievement as a Platinum member of Canada’s Best Managed Companies Program every year since 2006. Bayshore Healthcare is also recognized as Canada’s Best Employers in Forbes 2023 list. The Employee & Labour Relations Business Partner (ER/LR BP) supports the National Director, Labour & Employee Relations by providing employee and labour relations advisory services to designated client groups and cross functionally. The role contributes to the consistent application of ER/LR governance, sound judgment, and defensible decision making across the organization, particularly in challenging, contentious, or precedent setting matters. The ER/LR BP provides trusted advisory support to leaders and HR partners on employee and labour relations issues, including collective agreement administration, grievance management, union management relations, and compliance with applicable employment and labour legislation. The role operates within the divisional mandate to promote consistency, manage risk, identify emerging or systemic issues, and escalate matters appropriately to support informed organizational decision making. Key Accountabilities Percentages may vary year to year depending on Annual Strategic Priorities. 1. 35%25 Advising Provide Employee and Labour Relations advisory services to designated internal clients on complex ER/LR matters, including providing expert ER/LR advice to HR and leaders on challenging, contentious, or precedent setting issues such as terminations, performance management, work environment concerns, accommodations, grievance handling, and union related matters. 2. 35%25 Employee & Labour Relations Matters (resolution, mitigation, governance) Support the resolution and mitigation of complex employee and labour relations matters, including oversight or direct involvement in challenging, contentious, or precedent setting situations. Apply ER/LR governance, identify patterns and emerging risks, and escalate sensitive or precedent setting issues to support consistent, defensible decision making. 3. 15%25 Training and Enablement Develop and deliver targeted ER/LR training and guidance aligned to identified organizational risks, recurring issues, or strategic priorities, to support effective decision making. 4. 15%25 Other duties as required Provide support in collective bargaining preparation and execution as needed, ER/LR reporting, documentation, data reporting and analysis, and process improvement. Contribute to the development of tools, metrics, and reporting that enhance ER/LR governance, trend visibility, and decision support Accountabilities (Description) 1. Risk and Compliance • Ensure adherence to organizational policies and procedures related to employment standards, human rights, and occupational health & safety. • Identify, assess, and report compliance risks related to employee and labour relations matters. • Provide recommendations to leaders and HR to address identified risks and strengthen policy adherence. • Ensure defensible documentation and reporting for challenging, contentious, or precedent setting matters. 2. Consulting and Employee & Labour Relations Advisory • Provide Employee and Labour Relations subject matter expertise grounded in applicable legislation, jurisprudence, and evolving case law, translating legal and regulatory developments into practical guidance for leaders and HR. • Provide ER/LR advisory support and act as an escalation point for challenging or contentious employee related issues. • Provide oversight and, where appropriate, direct involvement in contentious or precedent setting matters referred by leaders or HR Business Partners. • Advise leaders and HR on the interpretation and application of employment and labour legislation, collective agreements, and ER/LR policies. • Counsel leaders and HR on workforce trends, systemic issues, and emerging risks; escalate unresolved or recurring issues as appropriate. • Conduct or provide guidance to HR teams on workplace investigations involving allegations of unfair treatment, harassment, discrimination, workplace violence, or hostile work environment concerns, and provide defensible recommendations aligned with legal and organizational considerations. • Build and maintain effective working relationships with leaders and HR to support appropriate use of ER/LR advisory services. 3. Change Management • Monitor employee relations practices across assigned client groups to ensure alignment with legislative requirements and ER/LR governance standards. • Act as a liaison between operational leaders and the National Director, Labour & Employee Relations to identify emerging risks and opportunities for policy, practice, or cultural improvements supporting organizational change. Authorities • Provide ER/LR concurrence and advisory approval on employment decisions within prescribed organizational authorities, including terminations and separation arrangements. • Exercise delegated authority, as applicable, in the review and execution of separation agreements and employment transitions, in alignment with divisional and organizational protocols. • Advise leaders and HR on the application of ER/LR policies, legislative obligations, and risk considerations to support defensible decision making. • Determine when employee and labour relations matters require escalation and raise issues of concern to appropriate senior leadership within the ER/LR governance framework. Scope and Impact • Provide ER/LR governance and advisory support across a large, distributed Canadian home and community care organization with extensive national operations and service lines. • Influence decision making on challenging, contentious, and precedent setting matters within a complex, regulated care environment, where workforce decisions directly affect service continuity and client experience. • Contribute to enterprise improvement through trend based insights, defensible documentation, and decision support aligned with ongoing operational and digital modernization initiatives. . Cross Functional Relationships: • Director, Employee and Labor Relations • Senior HR Business Partners • LOBs Senior Leaders • LOB senior managers and managers • National Development Centre Functions • Payroll and Shared Services Working Conditions This role performs in a normal business environment with minimal needs for physical effort. The working environment has minimal discomfort with little safety risk. High sensory attention and mental stress is inherent in this role. Some projects and deadlines may increase the sensory attention and mental stress to a higher level due to the increased focus and additional hours required. Travel will be required to provide ER expertise to LOB. Work Location : Bayshore Healthcare, National Office, Mississauga ON Hybrid – At least 2 days onsite weekly Knowledge and Skills a. Knowledge i. University or College degree or equivalent business experience required ii. ADR professional designation highly desired iii. Law degree considered a strong asset iv. 7-10 years of Employee/Labour Relations, Human Resources or equivalent business experience (strong exposure and knowledge of employee and labour relations required) v. Working knowledge of collective agreement administration and grievance resolution processes within a unionized environment b) Skills: • Strong written and verbal communication skills, including the ability to clearly distill and frame issues and provide concise, defensible advice supported by sound documentation. • Strong relationship management skills with credibility across all levels of the organization, including senior leaders. • Ability to advise, influence, and appropriately challenge leaders on sensitive employee and labour relations matters. • Strong collective agreement interpretation and application skills, including grievance handling and dispute resolution. • Strong conflict resolution and de escalation skills in high conflict or emotionally charged situations. • Demonstrated capability to conduct objective workplace investigations, including human rights and occupational health & safety matters, with sound documentation. • Demonstrated matter ownership and execution discipline across multiple concurrent ER/LR issues, including prioritization, documentation, and appropriate escalation. • Able to adapt approach and communication style to the situation while maintaining ER/LR governance, consistency, and disciplined execution. • Identifies patterns and emerging themes across ER/LR matters and surfaces insights to support proactive action and governance improvement. • Exercises escalation discipline—flags sensitive, challenging, contentious, or precedent setting matters early and keeps leaders appropriately informed.

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Responsibilities

The Employee & Labour Relations Business Partner provides expert advisory services on complex labour and employee relations matters, including grievance handling and collective agreement administration. The role also supports organizational governance by identifying systemic risks, conducting workplace investigations, and delivering targeted training to leadership.