FT Manager, Employee and Labour Relations

at  Manitoba Liquor and Lotteries

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

• A 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’ experience as a HR professional, with a focus on labour relations, in a strongly unionized environment, complemented by 2 years supervisory experience.
• Excellent written and verbal communication skills and able to be persuasive using both methods. Must be able to facilitate meetings and effectively handle sensitive discussions with tact and diplomacy.
• Demonstrated management experience with the ability to analyze and solve problems independently using good judgment, strong leadership and organizational skills, adoption of best practices, strong initiative and ability as a self-starter, excellent human resource management and labour relations skills.
• Excellent interpersonal skills and professionalism to liaise and build positive relationships with staff, management, internal and external stakeholders.
• Strong skills and experience in investigation, decision making and problem solving with the ability to conduct business in a confidential manner.
• Strong understanding of Manitoba labour legislation is essential, specifically, the Human Rights Act, Employment Standards Act, Labour Relations Act, and Liquor, Gaming, and Cannabis Authority.
• Thorough knowledge of Manitoba Liquor & Lotteries collective agreements, employee benefits and policies & procedures.
• Experience and proficiency in Microsoft 365 (Word, Excel, PowerPoint, Outlook, OneDrive and Teams).
• Must be business driven with strong financial acumen and an understanding of the realities of publicly funded organizations for sustainable bargaining and LR program management.
• Continuous on the job learning is required to stay current with changes in the industry.

SECONDARY QUALIFICATIONS

• Previous experience with strike preparation, avoidance and contingency planning is an asset.
• Have and maintain a valid Manitoba Class 5 drivers’ license is an asset.
• Designation as a Certified Professional in Human Resource (CPHR) is an asset.
• Experience with recruitment and selection is an asset.

JOB PURPOSE

Reporting to the Director, Employee Relations, Safety and Wellness, the Manager, Employee and Labour Relations is responsible for providing consultation, support and guidance for a wide range of human resource (HR) services to management and employees Corporate wide. This includes employee relations, labour relations, attendance management, and performance management. The incumbent provides strategic and operational leadership in the development, assessment, execution, communication and implementation of employee and labour relations. This position ensures timely operation and that all activities are operating in accordance with policies, practices, contracts, legislation and collective agreements, while maintaining a strong focus on customer service, employee relations, process improvement and risk mitigation.

JOB RESPONSIBILITIES

• Manage and develop the employee and labour relations (LR) program, and ensure it is in alignment with our strategic objectives and reflective of our core values, for the corporate offices, casinos, distribution centre and retail stores.
• Execute employee and labour relations activities for MBLL, directing and coordinating activities for the employee relations team.
• Ensure that activities in these areas adhere to HR policies and procedures, collective agreements, practices, guidelines, and legislation.
• Ensure consistency and fairness in the administration of progressive discipline and the attendance management program as outlined in the collective agreement(s).
• Ensures consistency in the treatment of all employees.
• Provide consultation, guidance, analysis, and recommendations on complex employee and labour relations issues or problem resolution.
• Ensure timely delivery of employee and labour relation program including resolution and communication of any issues.
• Lead the ongoing development and implementation of departmental initiatives, process improvements, and best practice approaches to improve employee relations.
• Develop, review and administer LR policies, practices and processes and provide management on interpretation and administration. Ensure communication, interpretation, and consistency in application of policies and procedures.
• Oversee and conduct investigations into allegations of employee misconduct in matters ranging from respectful workplace to charges such as theft and fraud.
• Review completed investigation reports and in consultation with management, provide recommendations for resolution, disciplinary action. As well, acts as an escalation point for complex files.
• Provide consultation, clarification, interpretation, application and formal LR opinions regarding collective agreement administration.
• Coordinate investigations and collaborate with Corporate Security as well as review investigations findings for the purpose of a recommendation, as required.
• Oversee the delivery and ongoing development of the Attendance Management Program.
• Provide guidance and advice regarding attendance management program to management and LR team.
• Provide reports on absenteeism statistics monthly, quarterly and annually.
• In consultation with management, recommend employee terminations related to absenteeism in consultation with senior human resources management.
• Liaise with unions on a variety of labour management issues.
• Chair labour/management meetings.
• Participate in grievance hearings and provide support and assistance to management.
• Oversee progress of current investigations, ensuring regular follow-up with the HR Consultants and provide guidance.
• Lead investigations involving complaints that may be severe, highly sensitive, and of higher organizational hierarchy as required.
• Correlate and review evidence for matters referred to arbitration and assist in those hearings. May be called to testify at any proceeding arising from their function.
• Review and write reports regarding investigations and grievances as well as provide feedback and respond to disciplinary issues.
• Investigate and deal with human rights complaints/issues received through the Manitoba Human Rights Commission, as needed.
• Provide recommendations to senior management regarding disciplinary action up to, and including, termination of employment.
• Provide formal and informal training to management teams, as required, on collective agreements, disciplinary processes, legislation, etc.
• Chair or co-chair the collective bargaining process as required and ensure negotiations are properly documented. Assist in preparing negotiation strategies and prepare and review drafts of collective agreement language
• Negotiate and mediate with the appropriate bargaining unit representative on a variety of matters such as but not limited to grievances, policies, etc.
• Assesses files and offers expert advice to management when preparing for grievance hearings or arbitration. Leads the options available for settlement and negotiates the same on behalf of MBLL.
• Identify work imbalances within the team, supports the transition and adjustment of portfolios to ensure that management receives a consistent level of support.
• Establish and maintain positive working relationships with internal and external stakeholders.
• Liaise with external organizations, unions, businesses, and other jurisdictions.
• Advise and seek guidance from the Director regarding sensitive labour relations situations.
• Work with the Security department to gather evidence in support of new and ongoing investigations.
• Provide guidance regarding drafting or reviewing of written correspondence with employees.
• Liaise with legal counsel (external or internal) on employee relations matters and provide opinions, as needed.
• Educate Managers and HR on the application of collective agreements and various HR policies in order to ensure a consistent application.
• Provide primary representation for employee and labour relations within the HR Division. Consult and collaborate on a regular basis various departments within HR. Provide guidance and expertise to ensure all decision making is within current practices, CBAs, regulations and MBLL policies.
• Perform other duties as assigned.