SEARCH PROFILE MANAGER, LABOUR RELATIONS & EMPLOYMENT SERVICES

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1 SEARCH PROFILE MANAGER, LABOUR RELATIONS & EMPLOYMENT SERVICES Gord Syme, Market Leader ext 439 Sandra McIsaac, Search Consultant ext 436 Jennifer Huntley, Search Consultant ext 428

2 Athabasca University Mission Athabasca University, Canada's Open University, is dedicated to the removal of barriers that restrict access to and success in university-level study and to increasing equality of educational opportunity for adult learners worldwide. Athabasca University has five faculties (Business, Health Disciplines, Humanities & Social Sciences, Science & Technology and Graduate Studies) committed to excellence in teaching, research, and scholarship and to being of service to the general public. As one of four comprehensive academic and research universities in Alberta, Athabasca University specializes in online distance education. With an enrollment of more than 40,000 students, Athabasca University helps thousands of undergraduate and postgraduate learners every year to accomplish their personal goals and realize their dreams. Athabasca University s approach to post-secondary education is based on four key principles: Excellence: Athabasca University is dedicated to achieving the highest standards in undergraduate and graduate teaching, research, scholarship, and student service. Openness: Athabasca University is committed to their mission of guaranteeing access to post-secondary learning to all who have the ability and desire. Anyone 16 or older is eligible for admission. Flexibility: Athabasca University s flexible learning model adapts to student needs, putting students in the driver's seat. Enrollment in many undergraduate programs and registration for many undergraduate courses is available at multiple times throughout the year and students work at their own pace, studying at home, at work, or wherever they may find themselves. Innovation: Athabasca University continues to adopt and develop new, learner-centred learning models and technology-based alternatives to traditional, classroom-based instructional channels and contexts. Athabasca University applies technology to make learning accessible and to help students achieve their learning goals. Athabasca University governs itself through a bicameral governance structure, as set out in the Alberta Post- Secondary Learning Act and the Athabasca University Regulation. The Board of Governors is the senior governing body, but shares academic governance with the General Faculties Council, the academic governing body. To learn more, visit To learn more about the charming Town of Athabasca that is situated along the beautiful Athabasca River, visit the following local and regional links: PRIVATE & CONFIDENTIAL 2

3 Reports to: Direct Reports: Director, Human Resources Four (4) 3 HR Advisors and 1 Coordinator, LR Indirect Reports: Three (3) Location: Athabasca MANDATE Reporting to the Director, Human Resources (HR), the Manager, Labour Relations and Employment Services (LRES) is a member of the Human Resources (HR) Management Team. The Manager is responsible for ensuring consistent, accountable, and responsive employee and labour relation services to the Athabasca University (AU) community through the provision of effective leadership, direction, advice, and coaching to both the Labour Relations and Employment Services units. Working with the Director of HR, the Manager, LRES participates in the development of strategic and operational plans, HR policies, and relevant documentation that are consistent with the University s Strategic Goals and Mandate as well as overseeing the execution of such. The Manager, LRES is a senior advisor to the Board of Governors, the Executives and the business units on strategic and operational employee and labour relations matters. In this role, the Manager is instrumental in the development of labour relations strategies for the University. The Manager directly impacts the labour relations environment at Athabasca University based on the negotiation of collective agreements and resolution of labour issues. The Manager is responsible for managing complex labour relations cases and is the main liaison between the applicable Unions, Faculty Association, and the University. KEY ACCOUNTABILITIES Labour Relations (60%): Leads labour relations in the University and provides expertise and coaching to all levels of management, Employment Services, and Labour Relations staff; Ensures accurate and consistent application of labour legislation and collective agreements; Establishes a strategy and framework for labour relations (union and non-union) that is aligned with the University s strategic goals and which responds to current and future needs of the University. Spokesperson and main liaison for the University with the Unions and Faculty Association in mediating disputes and grievances; Builds and maintains collaborative labour-union-management relationships using a resolution based approach to issues, in support of the University s strategic goals and mandate; Chairs labour-management meetings; Serves as the Chief Negotiator during collective bargaining; Recommends to the Executives negotiation mandate and strategies, as well as researches and costs proposals; Provides strategic leadership to the Employer s team at the bargaining table to ensure sustainable collective agreements where outcomes are consistent with the University s strategic business objectives; PRIVATE & CONFIDENTIAL 3

4 Is the subject matter expert on the Collective Agreements and ensures accurate and consistent application of labour legislation such as the Alberta Human Rights Act, Employment Standards, the Labour Relations Code, the Public Service Employee Relations Act, and the Post-Secondary Learning Act; Serves as the University/employer representative at grievance and appeal hearings which includes the preparation of arguments, witnesses, and documentary evidence that support the Employer s position and subsequently makes recommendations on strategies for arbitration; Acts as the University s lead on legal matters and partners with external legal counsel to prepare and present at arbitration boards, quasi-judicial hearings, and court proceedings; Leads investigations in all matters related to employee complaints and misconduct and makes recommendations to the Vice President, Finance on appropriate action; Creates unique performance improvement strategies and leverages the use of progressive discipline to help business units maximize employee performance and operational flexibility; Leads initiatives in downsizing and exit strategies that support organizational change; Together with the Human Resource Management Team, develops an attendance management program to promote optimal and consistent attendance at work while minimizing costs and lost productivity; Advises the Ability Consultant on complex accommodation and disability management issues and return to work programs, which encourage timely and safe employee returns; Advises the Director of Human Resources and the business units on workforce and organizational design strategies impacted by accommodations, disability management, downsizing, and employee exits; Monitors emerging issues and trends in labour relations and researches initiatives to develop tailor made strategies that align with the University business objectives; Develops and analyzes Labour Relations metrics and reporting; and Initiates and ensures the completion of Labour Relations related projects as they arise, ensuring policies, procedures, and process documents remain current, efficient, effective, and adhere to applicable collective agreements, legislation, and industry best practices and trends. Employment Services Management (30%): In conjunction with the Director, Human Resources, manage the Employment Services Team in employment services functions including, but not limited to; Recruitment and Retention, Performance Management, Employee Relations, Organizational Development, Employee and Leadership Training and Development, and Succession Planning; Ensures Employment Services unit provides service in an efficient, proactive, positive, constructive, and confidential manner in accordance with relevant collective agreements, legislation, case law, policy, and/or best practices and trends; Identifies training and development needs based on applicable collective agreements, legislation, or industry practice and trends; Participates in the creation of staff development and succession plans and programs to address these needs, providing opportunity for AU employees and managers to advance their professional competency and capacity; Together with the Director, Human Resources, develops, manages, and coordinates the University s performance improvement strategies and Performance Management Program, to help business units maximize employee performance and operational flexibility; Oversees the execution of Employment Services related projects as they arise; Responsible for the development and analysis of Employment Services metrics and reporting as required; and In conjunction with the Director of Human Resources, ensures Employment Services related policies, procedures, and process documents remain current, efficient, and effective, while adhering to applicable collective agreements, legislation, and industry practices and trends. PRIVATE & CONFIDENTIAL 4

5 Strategy and Transformation (< 10%): Establishes and demonstrates a professional, client-centered service vision; Educates clients on University strategies, policies, and processes related to Labour Relations and Employment Services; Assesses client requirements and the impact to the organization; and Manages and supervises HR Advisors and the Employment Services team to ensure a consistent application of policies, legislation, and the Collective Agreement. Strategic Planning (<10%): Establishes and maintains effective relationships with internal stakeholders and clients; Collaborates with senior management and Executives to proactively identify and meet their Labour Relations and Employment Services needs; Represents the University and develops good working relationships with clients, internal stakeholders, the Unions, the Faculty Association and legal counsel; Participates in the development and implementation of Human Resources strategic goals and mandate that support the overall Human Resources and University strategic goals and mandate; Provides sound advice to the Director, HR, the VP Finance and Administration, and other Directors and Senior Managers. Team Management (<10%): Leads and develops a proactive, accountable unit that engages and informs its clients, adds value, and provides prompt and flexible services; Participates as a key member of the departmental management team and supports and contributes to the team s goals and objectives; Fosters and maintains a spirit and practice of high-quality customer service; Determines the distribution of projects and work assignments within the LRES team; Identifies training and developmental needs and how best to address them; Monitors performance and progress of direct reports, conducts evaluations, and determines if coaching or corrective action is required; and Prepare and monitor the Labour Relations and Employment Services budget. OPPORTUNITIES AND CHALLENGES The Manager is a high profile role within the University and is the primary face of labour relations; Coaches the HR Advisors and the Labor Relations Coordinator to ensure they understand the Collective Agreements and are able to advise clients appropriately; Fosters an honest, integrity-based relationship with Faculty Association/union representatives; and Leads negotiation of collective agreements, making recommendations that can readily influence the labor relations environments and collective bargaining process. PRIVATE & CONFIDENTIAL 5

6 FIRST YEAR KEY PERFORMANCE INDICATORS Success in the first year will be determined by the Manager s ability to: Confidently demonstrate a firm grasp of all labour relations issues within the University environment; Provide strong leadership while developing the capacity, skills and engagement of the LRES team; and Demonstrate a proactive approach in anticipating labour relations issues and implementing preemptive and creative solutions. CANDIDATE PROFILE The successful candidate will have the following qualifications: Education and Experience Four year undergraduate degree in Human Resources and/or Labour Relations plus 7 years progressive and increasingly complex responsibilities in the areas of Labour Relations and Employment Services within a unionized environment, and designation as a Certified Human Resources Professional (CHRP). A Law Degree and public sector experience would be an asset; Strong leadership, communication, and negotiation skills with demonstrated written, verbal, facilitation, and presentation skills; Supervisory and leadership experience required; An equivalent combination of education and experience may be considered; Demonstrated ability to manage organizational changes, employment contracts, and negotiations; Experience with labour relations and unions and in leading union negotiations; Demonstrated knowledge of and the ability to comply with applicable employment laws and legislations as well as collective agreements; and Proven ability to work effectively with key stakeholders at every level of the organization. Competencies & Attributes: Exhibits an in-depth knowledge of a wide spectrum of labor relations areas of practice, including human rights, labor code, and attendance management; A strategic, decisive, seasoned, and confident leader who can read the environment and develop innovative solutions; Exceptional communication and interpersonal skills with particular emphasis on leadership, facilitation, change management, and relationship building; Strong analytical skills, a proactive problem solver with sound judgment and with a keen attention to detail; A high degree of emotional intelligence and integrity; able to handle delicate and sensitive situations effectively; Demonstrated commitment to and a strong belief in high standards of customer service; and High ethical standards demonstrated while supporting the principles of human rights, adherence to statutes, and protection and maintenance of confidential information. PRIVATE & CONFIDENTIAL 6

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