Labour Relations Advisor

CAE•Montreal, QC

2d•Onsite

About The Position

The Labour Relations Advisor supports a group of approximately 550 employees in a unionized manufacturing environment. They oversee day-to-day labour relations matters and ensure the consistent application of collective agreements. Acting as a key resource for managers and employees, the Advisor provides guidance on all labour relations issues and contributes to implementing HR policies and best practices within the sector.

Requirements

Bachelor’s degree in Industrial Relations or a related field.
Minimum of three (3) to five (5) years of relevant experience in labour relations.
Experience in a unionized manufacturing or plant environment.
Strong knowledge of grievance procedures, disciplinary processes, and workplace investigations.
Excellent interpersonal and communication skills.
Strong organizational abilities with the capacity to manage multiple cases simultaneously.
Ability to prioritize and manage urgent or sensitive situations.
Demonstrated autonomy, rigor, and proactivity in a fast-paced and evolving environment.
Solid understanding of applicable legal and contractual frameworks.
Fully bilingual in French and English (spoken and written).

Nice To Haves

Experience with unionized environments such as large manufacturing operations.
Strong conflict resolution, mediation, and influencing skills with managers and unions.
Previous participation in arbitration processes.
Experience supporting managers in environments undergoing transformation or organizational change.

Responsibilities

Managing labour relations cases, including investigations, disciplinary measures, and grievance handling.
Advising and supporting managers in applying collective agreements and HR policies.
Participating in the preparation and negotiation of collective agreements.
Collaborating with HR teams to develop initiatives that foster a positive and constructive work climate.
Supporting managers in handling disability cases, return-to-work plans, and reasonable accommodation requests.
Conducting or supporting investigations involving harassment, interpersonal conflict, or sensitive workplace issues.
Participating in arbitration processes when required.
Coaching PCLs to increase their autonomy by ensuring they effectively use available tools (e.g., accommodation request forms) instead of relying directly on HRBPs.
Guiding managers through the grievance meeting process, ensuring they understand their role and responsibilities.