Job Description
Manager, GVLRA
Position Purpose:
This is a complex professional position that provides leadership and hands-on services for the
effective operations and business affairs of the Greater Victoria Labour Relations Association
(GVLRA). Reporting to the GVLRA Board of Directors, and working closely and collaboratively
with the Administrative Committee, the Manager is a senior human resources generalist that
provides competent and effective human resources and labour relations to the membership of
the GVLRA.
Typical responsibilities include providing general expertise, advice, and guidance to the
Members in the areas of: labour relations, including contract interpretation and administration;
employment services; compensation administration; occupational health and safety; employee
performance management; benefits administration; and human resources policy development
and interpretation. The Manager also coordinates negotiation services and administration for
the GVLRA, including acting as the chief conduit between the membership and the Chief
Negotiator, liaises with other employer organizations, participates on member trusts, provides
financial impact and legislative advice on matters pertaining to human resources and labour
relations, and acts as an employer advocate while building and maintaining strong and effective
relationships with employers and unions.
Key Accountabilities/Position Outcomes:
 Is directly accountable to the GVLRA Board for the effective overall management and
coordination of the activities and operations of the GVLRA, and is responsible for ensuring
that the policies and directives of the GVLRA Board are carried out and that the services
rendered are both efficient and effective. Provides advice and guidance to the GVLRA
Board and Administrators, and seeks and takes direction from the Board on matters of the
Association. Works closely and collaboratively with the Administrative Committee, and
seeks, considers and reports on views of the Committee prior to bringing reports to the
Board.

Provides general expertise, advice, and guidance to the Members in the areas of: labour
relations, including contract interpretation and administration; employment services;
compensation administration; occupational health and safety; employee performance
management; benefits administration; and human resources policy development and
interpretation.

Acts as the chief conduit between the membership and the Chief Negotiator for all collective
agreements within the GVLRA. Provides and undertakes expert research in relevant
bargaining trends, and ensures that both a local and regional perspective is taken with
regards to the negotiation and renewal of collective agreements. Provides senior labour
relations services, including guidance to members with grievances, arbitrations, and other
dispute resolution.

Attends Board Meetings to address any matter relating to GVLRA activities and services;
responds to specific requests for policy; provides recommended or alternative courses of
action and ensures effective implementation of decisions; makes recommendations to the
Board regarding staffing levels, capital and operating budgets, individual capital projects and
priorities for long-term development, policies and strategic plans; proposes amendments to
existing and proposed bylaws, policies and procedures as appropriate; reviews and
approves all agendas, and assists the Board during meetings; provides drafts, regulations,
letters, and memos that are required on behalf of the Board.

Oversees the preparation of all budgets and financial reports of the Association, ensuring
such comply with Board and administrative policies and strategies.

Initiates and directs the development of administrative policies and procedures to facilitate
the effective and efficient operation of the GVLRA and ensure the implementation and
execution of Board policy.

Establishes and maintains positive and effective relationships with the Association
Members, Unions, senior governments, benefit carriers, special interest groups, regulatory
agencies, news media, and the general public. Acts as official spokesperson for the
Association when required. Represents the Association in meetings as required.

Ensures a collaborative relationship with Association Administrators/Representatives, and
works diligently to ensure that the members’ interests are best represented.

Participates on member trusts (eg. GVLRA/CUPE LTD Trust and CABT), and takes a
leadership role with regards to the administration of regional benefit plans.

Provides senior leadership to GVLRA staff.
Qualifications:
Degree in Industrial Relations, Human Resources, Commerce, or Law with a minimum of 8 – 10
years of related human resources and labour relations experience. Experience shall include
participating in collective bargaining at a senior level (with preference in leading collective
bargaining), drafting collective agreements, developing and costing strategic bargaining
objectives, providing labour relations advice, and building and maintaining strong and effective
relationships with Employers and Unions. Experience in and understanding of local
government operations is an asset. Professional designation related to the role is an asset.
Role specific knowledge, skills and abilities:
 Exceptional understanding of the principles, practices, procedures and trends in labour
relations and human resources, particularly as such may pertain in a local government
context.

Superior leadership skills, demonstrated by a proven ability to: work effectively with, and
under the general direction of the Board of Directors; establish and maintain harmonious
and productive relationships with both internal and external constituents, including members
of the Association, unions, benefit carriers, and other stakeholders; integrate and mobilize
human, communication, financial and other resources to meet the GVLRA strategic
objectives.

Considerable and progressive managerial experience in a client-focused environment;
proven experience in providing leadership and direction to staff and member stakeholders.

Strong working knowledge of all legislation and regulations that govern GVLRA operations.

Ability to effectively represent the Board’s interests and undertake cooperative efforts and
advocacy on matters important to the Board.

Excellent communications skills - writing, speaking, and listening.

Must be self-sufficient and able to work collaboratively in a small team environment.

Exceptional leadership skills, including:
a) Thinking Strategically
 Taking an organizational perspective
 Ensuring client and stakeholder interests are considered
 Aligning decisions and actions with GVLRA strategic approaches
 Assessing social, economic and environmental trends for opportunities and
challenges
b) Seeing the Big Picture
 Identifying connections, relationships and possibilities between and within different
parts of the Association
 Considering the impact of actions on the whole of the membership
 Helping others to connect current actions with the vision and strategic goals of the
Association
 Reviewing and adapting plans to take advantage of emerging opportunities and to
address challenges.
c) Understanding the Politics
 Communicating relevant and timely information and alternatives to help
stakeholders make decisions
 Anticipating barriers and motivators for stakeholder support
 Balancing the nature of communication between informing and influencing
 Using an understanding of timing to take the right action at the right moment to
gain stakeholder support
d) Building Partnerships
 Using formal and informal networks to identify opportunities for collaboration
 Inviting participation from diverse groups with common interests
 Balancing consensus building skills with negotiation and influencing skills to
achieve outcomes

Empowering others to take joint ownership of outcomes
e) Demonstrating Courage
 Holding others accountable to GVLRA values and business goals
 Challenging established processes and thought patterns that no longer serve the
organization
 Supporting decisions and changes that are in the best interest of the Association,
even when unpopular with some areas/individuals
 Remaining open to critical feedback and constructive dissent
f)
Creating a Common Vision
 Involving others in creating a shared vision that achieves common goals
 Balancing a sense of urgency for change with realistic, attainable outcomes
 Communicating openly about the future explaining the reasons for and impact of
decisions and changes made