JOB SUMMARY:

We are seeking a highly skilled and empathetic Manager, Employee Relations to lead and enhance our workplace complaint resolution and investigation processes. This role is pivotal in fostering a respectful, inclusive, and high-performing work environment. The ideal candidate will bring deep expertise in conflict resolution, employee engagement, and human behavior, ensuring fair and consistent handling of employee concerns while promoting a culture of trust and accountability.

QUALIFICATIONS:

• 8+ years of progressive experience in HR with a focus on employee relations, conflict resolution and investigations in a unionized environment. Ideally coupled with an educational background in human behaviour.
• Strong understanding of Canadian labour, human rights, occupational health and safety, ideally specifically as it relates to the marine industry.
• Demonstrates deep understanding of others’ perspectives and emotions, fostering trust and psychological safety.
• Exceptional ability to communicate clearly, compassionately, and persuasively in complex situations.
• Ability to identify and address interpersonal and organizational disconnects.
• Facilitates understanding and collaboration between individuals with differing communication styles, values or conflict approaches.
• Uses analytical and intuitive reasoning to resolve complex employee relations issues.
• Maintains impartiality and consistency in handling sensitive matters.
• Promotes equity and respect in diverse workplace settings.
• Ability to travel within Canada and the US and spend extended time on board vessels (up to 50% of the year), including during investigations, policy training, and employee engagement initiatives.
  The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.
  Algoma Central Corporation encourages application from designated group members identified under the Federal Employment Equity Act. Algoma Central Corporation is committed to the full inclusion of all qualified individuals. As part of this commitment, Algoma will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, please contact recruitment@algonet.com.

Employee Relations & Investigations

• Lead and manage the end-to-end process for workplace complaints.
• Conduct or coordinate thorough, impartial workplace investigations (informal and formal) and outcomes ensuring consistency with company policies and regulatory requirements.
• Prepare detailed investigation reports and communicate outcomes to stakeholders while ensuring integrity and confidentiality is maintained.
• Spend time on board vessels, as required, to support investigations, policy training, and employee relations initiatives.

Conflict Resolution & Mediation

• Facilitate conflict resolution sessions between employees and/or managers.
• Provide coaching and guidance to leaders on managing interpersonal conflicts and sensitive employee issues.
• Develop and implement proactive strategies to minimize workplace conflict.

Behavioural Insights & Analysis

• Review and analyze trends in available data drawing insights into employee experience, workplace culture, and leadership practices to identify opportunities for training, policy updates, or cultural interventions.
• Apply principles of human behavior to understand root causes of workplace issues and recommend systemic improvements.
• Design and deliver engagement initiatives that foster psychological safety and inclusion.

Policy & Compliance

• Ensure company practices comply with Canadian labour, marine occupational health & safety, and human rights legislation as it relates to employee relations.
• Advise on updates to policies or procedures based on emerging employee relations issues and regulatory changes.
• Serve as a trusted advisor on sensitive employee matters.