Senior Director, Labour Relations
Senior Director, Labour Relations
Senior Director Labour Relations
The Sr. director of labour relations is ultimately accountable for the design, development, implementation, and evaluation of the labour relations strategy and framework, as it aligns with the overall business strategy. The Sr. director of labour relations will provide leading and innovative practices within labour relations, including coaching and direction to the broader Human Resource Team and to the labour-relations committee.
This role will act as the lead negotiator on the business’s most critical labour relations contracts and files and take the lead to resolve complex labour relations issues, while ensuring adherence to collective agreements and all relevant legislation. A critical element of this role is to establish an effective relationship with the union to ensure a sustainable business mandate has been established.
The Sr. director of labour relations will establish strategic partnerships with functional department leaders to develop and implement strategies that support the business, organizational needs while influencing the union to support required changes. Managing external legal costs associated with labour relations matters and is the single point of contact with our external legal provider. The role will have a broader mandate across SNC-Lavalin to support other labour relations functions, including, but not limited to union / management relations and strategy development.
Requirements and Responsibilities – directly and through delegation
- Leads the direction of the labour relations process, programs, policies, and procedures
- Lead / directs collective bargaining mandate through consultation, negotiation, conciliation, interest arbitration aligned with the sector and business unit strategy
- Develop and implement forward-looking union-management strategy, develop buy-in and support from the business leaders including the sector leadership team
- Act as chief spokesperson for the organization in mediations and board hearings under labour-relations matters
- Leads in preparation of exhibits, submissions, evidence, briefs etc. for legal proceedings
- Effectively lead and oversee the grievance process by providing consultation and support to the business and to the Human Resources Business Partners (HRBP)
- Responds to queries, complaints, and concerns from union lawyers and union leaders
- Provide analyses and advice to function leaders and HR on a range of labour relations matters such as discipline, collective agreement interpretation, policy implementation, investigations, negotiations, terminations etc.
- Administers grievance process and procedures including arbitrations, and assists all levels of management on labour matters
- Develops budgets and strategies for managing external legal spend, settlements and other labour-related costs
- Strategize best approach and gather required information and evidence related to rights mediations/arbitrations and related legal proceedings
- Conduct effective preparation interviews with managers and witnesses to prepare for legal proceedings
- Lead the labour relations team, providing direction, coaching and support
- 15+ years of advanced labour relations experience ideally in a professional workplace
- Advanced degree / education in labour/industrial relations field
- Highly proficient negotiator, established from negotiating numerous complex collective agreements
- Comprehensive Range of labour relations experience combined with the ability to apply sound investigative, analytical, problem solving skills applied within a business context
- Advanced knowledge and experience of the collective bargaining process, managing budgets and cost modeling scenarios as well as sound grievance/arbitration processes
- Comprehensive knowledge of the Labour-Management principles of the Canada Labour Code and the Canada Industrial Relations Board practices
- Experience working with and presenting to senior-level executives strategies, plans and process
- Ability to work under pressure, manage tight timelines and expectations
What we offer at SNC-Lavalin:
At SNC-Lavalin, you will enjoy competitive compensation, a safe and healthy work environment, and a full range of benefits:
• Opportunity to work on various projects of various sizes
• Competitive salary and bonus
• Motivational financial package & flexible benefits
• Company matching defined contribution pension plan
• Employee Share Ownership Plan (ESOP)
• Employee Assistance Program (EAP)
• Paid time off
• Learning and development programs, training, career opportunities
The masculine gender is used only to simplify the wording.
Appropriate accommodations will be provided upon request throughout the recruitment and hiring process as required by Company policy and the Accessibility for Ontarians with Disabilities Act (AODA).
Successful applicants will be notified about SNC-Lavalin’s accommodation policies at the time the employment offer is extended, and the information will be shared with new personnel during the onboarding process.
At SNC-Lavalin, we seek to hire individuals with diverse characteristics, backgrounds and perspectives. We strongly believe that world-class talent makes no distinctions based on gender, ethnic or national origin, sexual identity and orientation, age, religion or disability, but enriches itself through these differences.
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Founded in 1911, SNC-Lavalin is a global fully integrated professional services and project management company and a major player in the ownership of infrastructure. From offices around the world, SNC-Lavalin's employees are proud to build what matters. Our teams provide comprehensive end-to-end project solutions – including capital investment, consulting, design, engineering, construction, sustaining capital and operations and maintenance – to clients in oil and gas, mining and metallurgy, infrastructure and power. On July 3, 2017, SNC-Lavalin acquired Atkins, one of the world's most respected design, engineering and project management consultancies. http://www.snclavalin.com
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