Senior Manager, Human Resources Partnerships

Providence Healthcare • Vancouver, BC

1d • CA$118,923 - CA$170,951

About The Position

Reporting to the Director, People & HR Partnerships, the Senior Manager, Human Resources Partnerships manages the HR Partnerships portfolio ensuring the highest level of human resources and labour relations advice and service for PHC's leadership and staff. This role leads the management of significant human resources and labour relations issues affecting the organization, including major collective agreement changes, labour relations board and arbitral decisions, legislation changes, corporate restructuring, transfers, and amalgamations. The Senior Manager works collaboratively across People teams to ensure timely dissemination of information and coordinated initiatives. They support the Director by taking on negotiation of major agreements, managing projects, leading proposals to HEABC, and coordinating essential services and job action activities. The role also involves participating in industry forums to shape provincial labour relations policy and building cooperative relationships with union representatives and other health authorities.

Requirements

• A Master's Degree from an accredited university in Labour Relations or Human Resources Management plus seven (7) to ten (10) years of progressively senior labour relations experience in a large, complex unionized environment, including experience at the supervisory level, or an equivalent combination of education, training and experience.
• Comprehensive knowledge of current employment and labour regulations, statutes, collective bargaining and collective agreements and jurisprudence.
• Knowledge of current issues and trends in the health care industry, particularly as these pertain to labour relations and human resource management.
• Ability to communicate effectively, both verbally and in writing and too present information clearly and decisively, both on a one-to-one basis as well as in group settings.
• Demonstrated decision-making skills.
• Effective project management skills and ability to organize and manage multiple concurrent projects.
• Effective facilitation and mediation skills and the ability to analyze and problem-solve complex issues towards creative solutions.
• Ability to lead effectively, supervise, coach and mentor staff.
• Ability to build effective and meaningful working relationships with others, both internal and external, including those with different perspectives.
• Understanding of the dimensions of equity, diversity and inclusion and the ability to identify structural barriers with the organization.
• Demonstrated commitment to valuing diversity and promoting an inclusive working environment.
• Ability to develop effective and well-reasoned written submissions such as briefs and arguments.
• Ability to serve as counsel in the context of third party disputes such as arbitrations and labour relations hearings.
• Ability to work effectively, both independently and as part of a team.
• Ability to lead change and manage conflict.
• Ability to anticipate and respond to changing priorities or unforeseen opportunities.
• Ability to operate related equipment including relevant computer software applications.

Responsibilities

• Leads the management of significant human resources and labour relations issues affecting the organization including major collective agreement changes, labour relations board and arbitral decisions, legislation including human rights and labour law changes, corporate restructuring, transfers and amalgamations.
• Ensures consistency of practice and interpretation in human resources and labour relations service.
• Works collaboratively across People teams to ensure timely dissemination of information and to implement coordinated initiatives across teams.
• Supports the Director/Executive Director by taking on negotiation of major agreements and memoranda; managing projects; leading and/or contributes to PHC proposals to HEABC including those for collective bargaining; and coordinating PHC Essential Services and Job Action activities.
• Participates in industry forums and task groups that contribute to the establishment of provincial labour relations policy and direction.
• Builds respectful and cooperative relationships with local and provincial union representatives.
• Maintains effective working relationships with representatives of the Health Employers Association of British Columbia (HEABC), Vancouver Coastal Health (VCH), Provincial Health Services Authority (PHSA) and other industry employers and groups.
• Leads PHC HR Partnership Services teams by providing guidance, advice, and training to Managers/HR Partners and other staff and ensuring clarity of roles and responsibilities, adherence to standards of quality, and effective and timely service delivery.
• Provides overall coordination, consistent application and expert advice on collective agreement interpretation legislation, case law, industry practice, and PHC organizational policies and practices.
• Ensures the timely dissemination of information related to changes in human resources and labour relations interpretation, policy and advice to all partners.
• Provides input into the development and implementation of the overall strategic plan, policies, and departmental goals for People & HR Partnerships that support the organization's mission, vision, values and strategic directions.
• Recruits, mentors, coaches and provides professional development for team members.
• Promotes cooperative working relationships within the People department and across other PHC departments.
• Sets performance expectations and conducts regular staff performance reviews, identifying areas requiring improvement and taking follow up action as required to address performance problems.
• Negotiates, facilitates consensus and influences on behalf of PHC with external parties such as provincial union representatives, HEABC and other employers on collective agreement changes, disputes and process changes with organizational wide implication as well as grievances, collective agreement and legislation implementation, and interpretation issues.
• Oversees PHC activities at Labour Relations Board of BC or the BC Human Rights Tribunal.
• Oversees and if required presents at 3rd party hearings.
• Oversees or may takes conduct of files or related cases that are complex and/or politically-sensitive with significant cost/risk for PHC and/or industry implications.
• Takes a leading role in the analysis of the current situation including the history, fact-patterns, organizational and industry precedents, and the future requirements of the area, initiating the development of specific goals and objectives and setting priorities for planning and implementing LR strategies.
• Contributes to and/or leads the development of PHC management proposals for collective bargaining; oversees the establishment of essential services levels and strike contingency plans and related activities.
• Builds cooperative relationships with local and provincial union representatives to develop a consultative approach and enhance effective working relationships to mutual problem solving, enhancing communication, proactively anticipating and resolving issues, and implementing required changes.
• Develops and maintains effective working relationships with other Directors/Managers within the People department, providing consultation and advice on related matters as required and ensuring coordination of activities and interpretative matters that cross multiple teams.
• Holds regular meetings with staff to keep abreast of issues and provides regular and timely updates to Director and/or Executive Director on emerging issues and trends, and staff activities.
• Develops and implements appropriate employee relations training and developmental programs in conjunction with Director to meet PHC objectives and to educate line management and the People teams on the human resources issues, practices, standards, and trends.
• Manages approved budget for the assigned and provides input into the overall department budget to the Director.
• Monitors expenditures, and investigates and reports on variances.
• Coordinates, researches and completes reports on specific subjects such as employee relations trends, arbitral jurisprudence and organizational human resource issues as required, or as assigned.
• Promotes continuous learning and maintains knowledge of people relations developments by reviewing industry materials such as arbitration awards, reports and journals, attending approved seminars or conferences, and summarizing and sharing information as appropriate.
• Manages and provides a safe and healthy workplace for patients/ clients and staff and ensures that health and safety requirements for the operational area are met.
• Reports unsafe situations; investigates and takes corrective action and /or notifies appropriate personnel.
• Performs other related duties as required.

Benefits

• A competitive salary: $118,923 - $170,951 per annum, depending on experience.
• State-of-the-art facilities: The new St. Paul’s Hospital and health campus will be the most innovative approach to the delivery of integrated care in B.C. and Canada, designed to appropriately address the future health needs of patients, families and our communities. From hospital care to primary and community health solutions, the new St. Paul’s Hospital and health campus will continue to lead innovations in care, research, and teaching. The new St. Paul’s Hospital is expected to open in 2027.
• Inclusive culture: We respect the diversity, dignity and independence of all person. We value the cultural richness that our diverse workforce brings to the care of our equally diverse population of patients and residents.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior