Position Summary The Manager, Employee & Labour Relations (Non‑Acute) is an expert for labour and employee relations within their Long‑Term Care Homes and Post‑Acute Care portfolio. This role provides strategic guidance, operational leadership, and subject‑matter expertise to support constructive labour relations, effective workforce management, and consistent application of employment law and collective agreements.

Drawing on deep knowledge of labour relations, case law, organizational change, and HR best practices, the Manager builds solid partnerships with operational leaders, union representatives, and HR colleagues. The role oversees all employee and labour relations matters for assigned LTC and post‑acute portfolios, ensuring defensible, timely, and values‑based decision‑making that supports exceptional resident and patient care.

The Manager, Employee & Labour Relations oversees all employee and labour relations issues for an assigned portfolio and is the trusted expert and integral contributor to stakeholder’s labour relations strategy.

Key Responsibilities

Strategic Labour & Employee Relations Leadership

- Serve as the primary labour relations advisor, providing expert guidance on collective agreement interpretation, employment law, and organizational policy.
- Build and maintain constructive relationships with union partners to support collaboration, conflict resolution, and mutual gains.
- Lead grievance management, human rights matters, and complex labour disputes, ensuring timely, cost‑effective, and defensible outcomes.
- Prepare and present bargaining proposals; participate on bargaining teams and may serve as Lead Spokesperson.

Workplace Investigations & Issue Resolution

- Lead investigations into workplace complaints, including drafting questions, conducting interviews,



assessing evidence, and recommending resolutions.
- Prepare discipline and termination letters, performance improvement plans, and related documentation to ensure consistency and compliance.
- Provide coaching to leaders on performance, conduct, attendance, and conflict management.

Workforce Planning, Change Management & Organizational Support

- Support organizational transitions such as integrations, restructuring, and program changes using change management principles.
- Provide guidance on accommodation, disability management, and complex placement decisions in collaboration with Occupational Health.
- Contribute to strategic workforce planning, talent management, and employee engagement initiatives.

HR Program Implementation & Advisory Support

- Support implementation of HR programs aligned with the people plan, including training, policy interpretation, and leadership development.
- Conduct research on HR and labour relations best practices and share insights with leaders.
- Provide routine and ad hoc data analysis to support strategic planning and board reporting.
- Promote a transparent culture of staff and client safety, modelling values‑based, service‑oriented partnerships.

Qualifications

Education & Professional Credentials

- University degree in Business, HR Management, Industrial Relations, or related field.
- CHRP/CHRL designation preferred; Master’s degree in Industrial Relations or HR Management an asset.




- Membership with HRPA preferred.

Experience

- Minimum ten (10) years of progressively responsible HR experience in highly unionized environments, with specialization in labour and employee relations.
- Experience in healthcare, long‑term care, or hospital settings strongly preferred.
- Demonstrated experience managing grievances, arbitrations, discipline, performance, attendance, and workplace investigations.

Knowledge & Competencies

- Expert knowledge of labour relations functions, negotiation theory, conflict resolution, and change management.
- Strong understanding of Ontario employment legislation, including ESA, OHSA, HRC, WSIA, LRA, Pay Equity Act, and Hospital Labour Disputes Arbitration Act.
- Ability to interpret and administer multiple collective agreements.
- Exceptional judgment, analytical skills, and ability to manage complex workforce and financial data.
- Superior communication, facilitation, and presentation skills.
- Demonstrated ability to maintain confidentiality, exercise tact, and navigate sensitive matters.
- Strong organizational, project management, and relationship‑building skills.
- Advanced proficiency in MS Office and HRIS systems.
- Ability to travel between Hamilton, Dundas, Brantford, and Guelph sites.

Why This Role Matters

This position is central to ensuring that St. Joseph’s Health System’s Long‑Term Care and Post‑Acute Care programs operate within a constructive, collaborative, and legally sound labour relations environment. By supporting leaders, partnering with unions, and guiding complex HR matters, the Manager helps create workplaces where staff feel supported, residents receive exceptional care, and organizational values are lived every day.

📌 Manager, Employee & Labour Relations (Non-Acute) (Canada)
🏢 St. Joseph's Health System
📍 Canada