Department of Human Resources
Exempt Job Description
Job Title:
Job Number:
Band:
NOC:
Department:
Supervisor Title:
Labour Relations Officer
X-279
6
1121
Human Resources
Associate Vice President, Human Resources
Last Reviewed:
November 13, 2011
Job Purpose
Reporting to the Associate Vice President, Human Resources, the Labour Relations Officer
provides professional, analytical and technical expertise on labour relations matters. The
position is responsible for providing input to a proactive, positive and progressive Human
Resources strategy, working closely with the AVP in providing advice to managers and
employees on the interpretation of policies and collective agreements.
Key Activities
Labour Relations;
1. Reporting to the AVP, Human Resources, assists in addressing labour relations issues
through facilitation, collaboration and effective problem-solving methods.
2. Consults with managers, employees, and HR co-workers, providing guidance and
interpretation on human resources policies and procedures, Collective Agreements and
employment law in a manner that is progressive, compliant and contributes to equitable
practices throughout the organization.
3. Coordinates Joint Committee and other union-related activity including researching and
presenting issue papers, and providing administrative support (meeting planning, note
taking, drafting proposals and briefings). Presents and provides updates on joint
committee items.
4. Coordinates grievance processes including research and documentation necessary to
the University’s position in grievance responses, mediation and arbitration. Prepares
agreements, and ensures outcomes are implemented in an accurate and timely manner.
5. Represents the University’s position in grievance meetings, mediation, and arbitration.
Provides strategic advice throughout the grievance process including off-site
arbitrations.
6. Liaises with Union leaders, Regional Representatives and legal counsel on a variety of
issues including employee terminations, negotiations, attendance and accommodation
issues, and grievances.
7. Responsible for negotiating CUPE 2 Collective Agreement.
Job Number: X-279
Page 1 of 6
Last updated: August 2012
8. Provides strategic advice and support to the AVP, Human Resources for the negotiation
of Collective Agreements. Participates on all Collective Bargaining teams; TUFA, OPSEU,
CUPE 1 and CUPE 2.
9. Responsible for the preparation, coordination and maintenance of union settlements
and memoranda of understanding and is responsible for the development and
maintenance of a labour relations database/library
10. Assists with employee accommodation and return to work planning, meetings, and
follow up.
11. Provides training sessions to various groups on a number of topics including changes
made in bargaining and processes outlined in the Collective Agreements and policies.
12. Responsible for responding to enquiries from other University Labour Relations staff.
Maintaining networks with Labour Relations staff at other institutions for determining
practices at other institutions.
13. Attends annual AOUHRP Director’s Labour Relations conference to network with
colleagues at Ontario institutions, discusses labour trends, legal decisions, and current
practices within the sector.
14. Responsible for maintaining and enhancing the Labour Relations website.
Administration;
1. Coordinates, plans, develops and implements other projects as required, including
drafting and updating employment policies as identified through legislation and
organizational changes.
2. Provides other administrative services for the HR Department; including back-up to the
front desk reception, responds to general inquiries (in person, telephone, or through the
Human Resources email), directs people/questions to the appropriate person, arranges
meetings, arranges room bookings, collects and distributes incoming and outgoing mail,
and handles/orders office supplies.
3. Shares the responsibility for hiring, training, and evaluating 3 student staff for the
department of Human Resources; oversees, directs, and assigns students daily work
activities.
4. Coordinates and administers the Leadership Development Fund; arranges committee
meetings, prepares letters to successful and unsuccessful candidates, responds to
enquiries about the fund.
5. Manages the AVP, HR groupwise calendar. Scheduling grievance meetings, Collective
Bargaining, monthly management meetings, staff meetings, conferences, etc. for a
variety of individuals and union groups.
Other;
1. Provides outstanding customer service by working with all departments to resolve
issues effectively and in a timely manner.
2. Participates as an effective member of the HR team.
3. Updating and improving efficiency of HR processes and functions.
Analytical Reasoning

Responds to labour relations queries from Managers and Directors that can be complex
in nature, and involve collective agreement interpretation, knowledge of past
settlements and case law.
Job Number: X-279
Page 2 of 6
Last updated: August 2012




Asked to research grievance history and case law to assist in preparation for grievance
meetings, mediations and arbitrations.
Responsible for gathering documentation and assisting managers in drafting
restructuring plans.
Takes detailed notes in bargaining, and must understand provisions and processes in the
respective collective agreements to ensure accuracy. Remains highly organized notes
and documentation to Support the AVP.
Understand provisions and processes respective to CUPE Collective Agreement to
ensure bargained changes are consistent with the University’s preference and practices.
Decision Making





Makes decisions as to the interpretation of the CA, and as to which cases are relevant in
advising managers on labour relations and staffing matters.
Has authority to draft briefs subject to Manager and/or Director approval. Determines
what evidence is relevant.
As chief negotiator for CUPE Unit 2 determines what information is important to
present to Union; language and compensation decisions to reach a negotiated
agreement.
Makes decisions on grievance resolutions and Letters of Understanding.
Must decide what content is included in notes and action items.
Impact






Poor counsel can result in a grievance, and possible arbitration which can be quite costly
to the University.
Poor decisions or advice can result in a labour dispute.
Inclusion or exclusion of inappropriate or inaccurate evidence can result in damage to
reputation or financial loss.
Poor counsel can result in detrimental effects on staff morale, costs to the University,
human rights violations, etc.
Decisions made create precedence on future actions that can be taken.
Important to arrange schedules to ensure timelines are met, important issues are dealt
with in a timely manner so as not to preclude the University from acting on items as
necessary.
Education Required
Honours University Degree (4 year) in a related field with specialization in Human Resources and
formal labour relations training. CHRP designation and M.I.R preferred.
Experience Required
1. 5 years of Labour Relations experience in a unionized environment.
2. Strong facilitation, problem-solving, negotiation, conflict resolution and client service
skills.
3. Strong written and verbal communication skills.
Job Number: X-279
Page 3 of 6
Last updated: August 2012
4. Strong negotiation skills.
5. Strong research and analytical skills.
6. Proficiency in a variety of software applications including word processing, presentation,
spreadsheet software, voice and web technologies; dBase an asset.
Responsibility for the Work of Others
Direct Responsibility for the Work of Others:
 Directly responsible for hiring, supervising, evaluating student employees
Indirect Responsibility for the Work of Others:
 Provides indirect guidance to managers/departments on processes and issues; ensures
processes, policies and collective agreements are being followed by the when
performance managing, engaging in disciplinary action, etc.
Communication
Internal:
 Employees/Grievers across all units of the University - Ranges from responds to routine
queries to explaining more complex messages. Must use tact, diplomacy, persuasion
and negotiation to settle complaints. Must deal with confidential private and medical
information. Significant discretion is required. May facilitate communication between
hostile parties.
 Managers and Directors, Deans - Ranges from responding to routine queries to
explaining more complex messages. Must deal with confidential private and medical
information. Significant discretion is required. Coaching and explanation required on
collective agreement language or legislative requirements.
 Local Union representatives - Written and verbal communication ranging from
responding to routine queries to explaining complex messages, negotiating terms and
conditions of grievance settlements, exceptions to the Collective Agreement.
 Faculty (Chairs/Associate Deans) - Ranges from responding to routine queries to
explaining more complex messages. Must use tact, diplomacy, persuasion and
negotiation to settle disputes. Must deal with confidential private and medical
information. Significant discretion is required. Coaching and explanation required, often
on complex legal issues or collective agreement language.
External:
 Legal Counsel - Covey details of cases. Convey University’s position.
 Union Business Agents - Written and verbal communication ranging from responding to
routine queries to explaining more complex messages.
 Arbitrators and Mediators - Covey details of complex cases. Convey University’s position
and persuade arbitrator/mediator of the University’s argument.
 Labour relations colleagues at other universities, colleges and the municipality - Ranges
from responding to routine queries to explaining complex messages. Solicitation of
labour relations information to inform LR strategy.
Job Number: X-279
Page 4 of 6
Last updated: August 2012

Government agencies (Ontario Labour Relations Board, Ministry of Labour, MTCU etc...).
Ranges from responding to routine queries to explaining more complex messages.
Solicitation of labour relations information to inform LR strategy.
Motor/ Sensory Skills




Fine – Typing, note taking -Must be able to take accurate notes while bargaining
Gross - Using photocopier, filing
Hearing - Answering telephone, receiving clients, exceptional listening skills
Sight - Greeting clients, typing, reading of body language
Effort
Mental:
 Sustained concentration, focus, and sensory effort (seeing and listening) for a period of
time - Note taking in bargaining for long hours (over 12 hours), multiple days in a row.
Leads to fatigue. Mediations regarding sensitive and explosive issues, again for long
hours. Interruptions, in the form of caucuses or competing demands, occur frequently.
Physical:
 Sitting for long hours, carrying and lifting files, materials and equipment for bargaining
(often off campus) - Bargaining for long hours (over 12 hours), multiple days in a row.
Mediations regarding sensitive and explosive issues, again for long hours.
Working Conditions
Physical:
 Confined spaces - Long hours off campus, confined to bargaining location. Often poor air
quality, limited access to sustenance.
 Uncomfortable work environment - Long hours off campus in environments not
designed for sitting, working and bargaining.
Psychological:
 Complaints, public criticism - As first contact in labour relations often the target of
complaints and criticism.
 Changing deadlines, time pressures - Grievance time lines must be complied with. Often
issues are urgent and must be dealt with immediately.
 Dealing with frustrated, angry or confrontational people - Grievances are usually as a
result of very difficult circumstances, resulting in highly emotional, confrontational and
angry responses. Responses can be irrational and can escalate quickly.
 Lack of control over pace of work - As issues are often urgent (e.g. Workplace conflict,
discipline issues), control over the pace of work is limited.
 Multiple competing demands - 3 unions and limited resources results in competing
demands. Bargaining off campus, arbitrations and mediations compete with day to day
demands of the position.
 Conflicting work priorities
 Confinement - Long hours off campus, confined to bargaining location.
Job Number: X-279
Page 5 of 6
Last updated: August 2012
Job Description Approved by Human Resources
Name (print):
Signature:
Date:
Signatures - indicating that the job description has been read and understood:
Incumbent
Name (print):
Signature:
Date:
Immediate Supervisor:
Name (print):
Signature:
Date:
Department Head/ Dean:
Name (print):
Signature:
Date:
Job Number: X-279
Page 6 of 6
Last updated: August 2012