Supervisor, Labour Relations & Employment Law - Haldimand County


POSTING #: NU-2021-06

Posting Period: February 24 – March 8, 2021


POSITION STATUS: Permanent Full-Time

Hours worked per week: 35

Position: Supervisor, Labour Relations & Employment Law

Grade: 8

Wage Range: $84,330 - $94,859 / annum (Jan 2021)

Department / Division: Corporate & Social Services, Human Resources

Location: Cayuga, ON


Reporting to the Manager, Human Resources, the incumbent will:

• be a strategic and tactical advisor, a coach and counsellor to front line employees, supervisors and managers, and will be responsible for providing consulting services, representation, support and advice for all labour and employment related matters;

• Act as the first point of contact in Human Resources for employees, supervisors, managers and union

representatives as it relates to employee relations issues, disputes, concerns and support leaders in carrying out investigations, researching alternatives and/or recommending resolutions as necessary;

 • Develop and strategically implement Human Resources policies, procedures and programs to ensure compliance with all employment-related/labour legislation and collective bargaining agreements, while championing a continuous improvement mind-set that enables the business to achieve results;

• Provides leadership and support to a direct report as it relates to employee relations, HR law, employee engagement and continuous improvement measures.


• University degree relative to area of responsibility (Human Resources management, Labour Relations, Business), combined with up to 5 years current related experience, including direct experience with workplace investigations and/or dispute resolution;


College diploma relative to area of responsibility, combined with 10 or more years current related experience, including direct experience with workplace investigations and/or dispute resolution.

• Certified Human Resources Leader (CHRL) is strongly desired.

• Courses or certification related to mediation and/or alternative dispute resolution is desirable.


• Prior supervisory experience would be an asset.

Or equivalent to the above.


• Demonstrated knowledge of human resources, labour relation and dispute resolution;

• Effective interpersonal skills to: establish and maintain relations with others; enhance staff morale, manage conflict proactively; and, through the use of tact, diplomacy and conflict resolution skills, resolve issues

• Demonstrated research, analytical, problem solving and decision-making skills to assess issues, develop options and make recommendations;

• Analytical, problem solving and decision-making skills to enable the assessment of multiple issues, the development of options and implementation of decisions.

• Demonstrated listening, written and verbal communication skills to provide information and work effectively in a team environment; to negotiate resolutions to complex employment issues and to encourage and sustain consensus building to make decisions

• Demonstrated time management and organizational skills to identify priorities, plan and re-arrange work to meet deadlines;

• Sound knowledge of human resource related legislation, including Employment Standards Act, Ontario Labour Relations Act, Workplace Safety and Insurance Act and payroll.

• Basic understanding of municipal government, its operations and services;

• Valid Ontario Driver’s license and access to a reliable vehicle.


Level 3 - The incumbent must possess introductory and intermediate level computer skills scored at 65% or higher for

Outlook and at least one of Word / Excel / PowerPoint to ensure their

• proven ability to apply essential functions of desktop software to create simple spreadsheets, documents,

• send and receive emails,

• use Internet for research,

• file management

• and/or require introductory to intermediate knowledge of department or division-specific software to accomplish job tasks.

Accountabilities / Tasks

Include, but are not limited to, the following:

• Assist with the development of a Labour Relations strategy for the County and coordinate the delivery of corporate human resources programs and services.

• Provide advice, guidance and direction to the leadership team, staff and union representatives to foster a fair and equitable work environment that nurtures the development of the Corporation’s human resource talent, including the promotion of best practices related to labour relations and performance management.

• Monitor and oversee grievance activities, chairing grievance and mediation meetings, preparing written and verbal

responses on behalf of the corporation, and where delegated by the Manager, be authorized to sign binding

grievance settlements at the first or second step.

• Provide consultation, conduct workplace investigations and facilitate the resolution of disputes including but not

limited to workplace employee conduct, allegations of harassment or discrimination or other rights based

complaints, as required.

• Conduct workplace mediation between parties experiencing conflict within the workplace, promoting amicable

relations with the public and staff.

• Assist the collective bargaining team(s) and/or participate in the collective bargaining process, by providing or

coordinating research into best practices and data based comparative information.

• Act on behalf of the Manager, Human Resources, including as alternative Chief negotiator, when required and


• Through research and sound understanding of case law and arbitral jurisprudence, identify opportunities for

improvement and/or provide advice to guide resolutions related to labour relations, working conditions, or

inconsistent/outdated policies.

• Collaborate with the Manager, senior management team and union representatives to facilitate and promote

respectful workplace policies and programs, promote the County’s inclusivity initiatives, and enhance awareness

through training/education in matters relating to emerging human rights case law or legislative changes.

• Assist management in identifying any barriers that may impede positive relations amongst work groups and make recommendations as required.

• Oversee the activities of, and serve as a resource to direct report as it relates to their areas of responsibility, being:

the County’s job evaluation policies and programs, pay equity obligations and compensation strategy, analysis and compliance.

• Manage the performance of direct report, including recruitment of vacancies, technical training, and performance.

• Prepare reports and presentations related to collective bargaining trends, labour relation best practices, policy development and/or other human resources issues as necessary.

• Participate on Labour / Management Committees as assigned;

• Provide input to the development of the Division budget and monitor expenditures of assigned accounts;

• Participate on teams as a representative of the Human Resources Division as assigned

• Provide / practice effective public relations to sustain a positive image for the Corporation in Haldimand County.

• Establish and maintain relationships with peers and counterparts in other organizations.

• Perform other duties as required.

All Haldimand County employees are expected to:

• work safely and respect others in the work place

• maintain confidentiality

• work within policies and procedures determined by Haldimand County and / or legislation relative to the function

This position requires:

- a current (within the past 6 months) Police Check YES – OPP LE 219

- a pre-hire physical NO

County employees who are interested in applying for this position must complete the EMPLOYEE

APPLICATION FORM and submit the completed form together with a resume and covering letter as appropriate in confidence to Human Resources by 4:30 p.m. on the last day of this posting.


Accommodation is available for any applicant with a disability, as it relates to the recruitment process of this position.

Upon request, Haldimand County will consult with the applicant and provide, or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.

As per current Legislation, if it is determined that those employees with priority placement status are suitable for this job, before a selection decision has been made, this competition may be cancelled.