All Manitoba Liquor & Lotteries employees may apply. Manitoba Liquor and Lotteries is committed to Diversity, Equity and Inclusion. We strive to hire a workforce that reflects the community we serve. Employment equity will be considered therefore applicants who identify as women, Indigenous people, members of racialized groups, and persons with a disability are encouraged to apply.

PRIMARY QUALIFICATIONS

• Completion of post-secondary degree or diploma in Human Resources Management, Labour Studies, Labour Relations or related field, or an equivalent combination of education and experience.
• A minimum of five years’ progressive experience in Human Resources with a minimum of two years experience in Labour Relations.
• Demonstrated experience conducting complex investigations, preparing reports and documents that are legally defensible and leading grievance hearings.
• Must demonstrate excellent written and verbal communication skills, facilitate meetings, and effectively handle sensitive discussions with tact and diplomacy.
• Ability to proactively build and maintain collaborative relationships/ partnerships with management, unions, employees, union and external parties.
• Working knowledge of applicable Manitoba labour legislation: Human Rights Code, Employment Standards Code, Labour Relations Act, Employment Equity Act, and Liquor, Gaming, and Cannabis Control Act.
• Experience and proficiency in Microsoft 365 (Word, Excel, Outlook, OneDrive, and Teams).
• Strong analytical and organizational skills with the ability to exercise sound judgement and prioritize and meet deadlines while maintaining a high level of accuracy and attention to detail.
• Experience in a unionized environment, preferably with multiple unions, with the ability to interpret and administer collective agreements
• Must be resilient to deal with highly emotional and confrontational situations.
• Thorough knowledge of Manitoba Liquor & Lotteries collective agreements, employee benefits and policies & procedures.
• The core competencies for this position include achieving quality results, adaptability/managing change, communication, customer service, decision making and problem solving, integrity and building trust, teamwork and cooperation and valuing diversity. These competencies are deemed important for the success of the position and organization.

SECONDARY QUALIFICATIONS

• A Chartered Professional in Human Resource (CPHR) designation is an asset.
• Mediation Certification is an asset.
  *All Manitoba Liquor & Lotteries employees may apply. Testing may form part of the screening/selection process. Employment Equity will be a factor in the recruitment process. Circumstances may arise where the bulletin may need to be withdrawn or the number of positions may need to be increased.
  We thank all interested applicants, however, only those selected for interviews will be contacted.

JOB PURPOSE

Reporting to the Manager, Employee and Labour Relations, the Labour Relations Consultant is responsible for providing expert and strategic guidance and consultation to all levels of management and employees on a variety of labour relations matters. The position is responsible for reviewing and resolving labour and employee issues. The Labour Relations Consultant also administers and provides interpretation of the various collective bargaining agreements and organizational policies and procedures.

JOB RESPONSIBILITIES

• Provide consultation, guidance, and recommendations to management regarding performance management and staff discipline.
• Provide consultation and interpretation to managers and employees on various collective agreements, legislation, corporate policies and its impact.
• Provide coaching and advice to management and team members regarding non disciplinary actions, including return to work, accommodation and performance.
• Provide ongoing monitoring and guidance to management on organization wide initiatives.
• Ensure the application of consistent and fair practices across the organization regarding progressive discipline to reduce or limit liabilities to MBLL.
• Compose, review, and revise highly sensitive documents which include, but not limited to, disciplinary letters, grievance responses, and employee contact letters and ensure consistency, quality, impartiality, and accuracy.
• Leadhighly complex and sensitive investigations into allegations of employee conduct for example: respectful workplace violations, theft and fraud, and human rights complaints. Coordinate investigations with Corporate Security as required.
• Lead grievance hearings and provide support, guidance, and recommendations on potential resolutions to management.
• Correlate evidence for matters referred to arbitration and assist in those hearings. May be called to testify at any proceeding arising from their function.
• Create comprehensive reports regarding investigations and grievances including credibility assessments, disciplinary history, and policy breaches that are legally defensible.
• Provide informed recommendations and expert advice, including identifying and assessing the risks associated with the termination of employment to senior management. Conduct research into past precedent, legislation, case law as supporting documentation.
• Provide guidance and support to management during termination meetings and ensure all organizational obligations are met.
• Participate in collective bargaining and act in a support role by maintaining accurate and detailed notes on proceedings.
• Facilitates discussions and mediate disputes which may include management, employees, and union representatives.
• Mediate sensitive employee matters and resolve issues fairly and impartially in accordance with the applicable collective agreements and all legislation.
• Manage employee relations, including issues such as workplace conflict, employee engagement and workplace restoration.
• Design and facilitate customized labour relations training to management on critical aspects of labour relations, such as investigations, discipline, grievances, performance, attendance support, respectful workplace, and labour relations practices.
• Develop, revise, and maintain employee conduct related procedures and policies as required.
• Build and maintain positive relationships with the Union to support professional and fair resolution of issues.
• Lead Labour Management meetings.
• Stays abreast on all relevant legislation and related trends related to Human Resources, Labour Relations.
• Analyze absenteeism data to identify employees who should be included in the Attendance Support Program (ASP), or who require further follow-up meetings; including who will be removed from the program.
• Meet with employees to provide guidance, options, and assistance to remedy absenteeism issues and provide ongoing monitoring throughout the ASP steps.
• Recommend employee terminations related to absenteeism in consultation with department management as well as human resources management.
• Provide advice and guidance to management as well as support to employees while navigating highly emotional situations in which employees may require immediate intervention regarding serious mental and physical health conditions and addictions, as required.
• Coordinate meetings with Health & Wellness as required as it relates to ASP.
• Maintain accurate and complete investigation/grievance files in anticipation of referral to arbitration.
• Other related duties as assigned.