Manager, Labour Relations

Manager, Labour Relations

HR Labour Relations

Vancouver, BC

The Manager, Labour Relations reports to the Director, works in a matrixed human resources environment, and is accountable for leading and supporting a cross-functional team of Labour Relations Consultants to support the assigned agencies and programs of PHSA.  The Manager, Labour Relations is the key contact with senior operational leaders, union representatives, and partners in HR Services. The Manager, Labour relations drives shared goals; ensures a focus on service, collaboration and integration; provides expert counsel and guidance; enhances capabilities by enabling, supporting and sustaining change; and facilitates solution-based decision making in a complex and evolving unionized work environment in order to provide high quality, timely and adaptable strategic Labour Relations services.  Seeks meaningful connections and builds effective relationships; utilizes considerable leadership, creativity, problem solving, and communication skills including persuasion and negotiation; ensures effective labour management relations; and liaises with local union representatives in a consultative approach. 

The Manager recruits staff, assigns work and coordinates action plans, mentors, coaches and engages staff, actively supports employee development, and provides real-time feedback.  Evaluates individual and team performance, investigates and resolves work issues, and collaborates with the Director in the discipline and termination of staff.  Participates in the development and implementation of policies, procedures and programs; manages the planning, implementation and evaluation of projects and process improvement initiatives to deliver on business goals and to align LR practices with the overall goals and objectives of PHSA.

What you’ll do

• Leads the day-to-day operations of the LR team within a collaborative and service based framework that provides consultation on a a variety of complex and escalated LR issues, including issues referred to mediation and/or arbitration. Determines current and immediate business needs, monitors status of work in progress, coordinates action plans, responds to changes in operational partner needs, assigns work and shifts resources, facilitates connections within and across programs, and coordinates priorities with the Executive Director to support organizational operations, initiatives and business plans.
• Models and fosters a safe and supportive team environment that exhibits authentic and sincere behavior based on trust and mutual respect. Recruits and hires staff by identifying vacancies, interviewing applicants, determining suitability, and making hiring decisions. Supervises staff, encourages open dialogue and cooperation, and continuously evaluates individual and team performance. Investigates work and staff issues, clarifies roles and outlines expectations, provides feedback and addresses issues in real-time, determines educational needs and creates learning plans, and makes discipline and dismissal decisions in consultation with Director. 
• Provides leadership and expert advice based on business acumen, effective LR practices and processes, and deep expertise in jurisprudence and legal decisions with industry-wide implications.  Fosters and leverages strong relationships with operational partners, colleagues, various levels of leadership, communities of practice, and others including local union representatives in the planning, implementing and assessing of strategic goals, objectives and operational plans for the assigned portfolio in order to achieve results and positively influence the patient and employee experience. 
• Negotiates with both internal partners (operations, HR) and union representatives to achieve timely and satisfactory resolution of complex grievances which have been escalated to advanced stages of the grievance process.
• In partnership with representatives of the Bargaining Agent, achieve timely results aligned with the Employer’s interests for grievances referred to third party hearings.
• Leads a strategic and proactive team by ensuring knowledge of PHSA’s overall mandate and the portfolio’s challenges and goals; working with operations to anticipate problems, determine and evaluate options, and deciding on courses of action, and committing to an integrated and seamless service delivery model; collaborating with HR team members, specialists and communities of practice for consistency, standardization, best practices, contract interpretation and evaluating risk.  Adapts practices and jurisprudence according to portfolio and situation while still complying with collective agreements, arbitration decisions and legislation.  Ensures that self and team make the appropriate connections and engages with centralized specialists when required. 
• Builds a solutions- and knowledge-based agile team by coaching and mentoring, creating space for growth and expression of differing viewpoints, guiding key behaviours and strategies, facilitating cooperative decision-making and exploration of new approaches, supporting staff with identifying business needs and root causes, seeking out information from various sources, as well as learning from others and supporting excellence through knowledge, skills and increased competencies.  Supports team members to define shared and individual goals, resolving issues and removing barriers, meeting target dates and ensuring alignment of team goals with PHSA HR strategy.
• Operates as a change agent,  influencing operations and HR partners to improve LR in the workplace, and builds organizational capacity to enable effective and sustainable change.  Leads and/or provides input into the development and implementation of quality improvement programs and employee experience initiatives.
• Coordinates and monitors requests for vacation, leaves of absences and sick time; approves team’s individual expenses within designated amounts and policies; and develops and monitor’s designated budget

What you bring

Qualifications

• A level of education, training, and experience equivalent to Bachelor’s degree in Human Resources or a related discipline plus seven (7) to ten (10) years’ of related human resources experience in progressively more senior roles, preferably in a healthcare environment, including a minimum of three (3) years at a leadership level.

• Solid knowledge of current standard human resource practices, legislation, and applicable collective agreements.  Demonstrates the LEADS competencies.  Models a commitment to service and being a strategic business partner.  Leadership skills within a collaborative framework that includes the ability to motivate, develop, evaluate, and supervise staff.  Superb analytical and real-time conflict resolution skills and able to problem-solve within a global perspective.  An accomplished communicator and active listener able to facilitate, negotiate, mediate and influence others in achieving shared business objectives.  Demonstrated ability to build strong, positive relationships and effectively work with various stakeholders and colleagues/staff in a consultative and collaborative manner.  

• Proven ability to perform effectively in a complex, changing unionized environment.  Demonstrated ability to lead/support change.  Ability to establish courses of action for self and others.  Commitment to the value of continuous learning.  Demonstrated ability to respond to the needs of stakeholders supported by an acute awareness of the impact of actions.  Excellent organizational and time management skills including the ability to plan, prioritize, and meet deadlines.  Ability to use related equipment including HR information systems, word processing, spreadsheet, database and internet tools.
• Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples within social and health contexts. This includes significant understanding of Indigenous-specific mandates and a commitment to addressing and mitigating Indigenous-specific racism and discrimination. The role involves actively embedding Indigenous Cultural Safety and Humility into daily practices and fostering a diverse and inclusive team environment. Additionally, it requires practical expertise in engaging with diversity, promoting equity, and advancing inclusion (DEI) initiatives.
• Demonstrated practical knowledge and understanding of legislative obligations and provincial commitments relevant to [insert name of Program Area], based on foundational documents such as the Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place: Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, Anti-Racism Data Act, and the BC Human Rights Code. This includes understanding how these obligations intersect across the healthcare system and applying this knowledge to support team compliance and operational effectiveness.

Core Competencies

• Possesses a strong understanding of Indigenous-specific racism and broader systemic racism within the colonial health care structure. Demonstrates practical leadership in identifying and addressing barriers, promoting an environment of belonging, and ensuring Indigenous Cultural Safety. Actively engages in action-oriented practices to address Indigenous-specific racism and dismantle systems of oppression, while also confronting broader issues of racism and discrimination. Exhibits strong DEI and anti-racism skills to lead by example, fostering a culture of continuous learning, equity, inclusion, and belonging within their team.
• Knowledge of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (the Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).

Skills & Knowledge

• Demonstrated deep understanding of their personal learning/unlearning journey in relation to Indigenous-specific racism and dismantling systems of oppression, as well as addressing racism more broadly. Able to articulate and share this journey to motivate and inspire others enhancing a culture of learning/unlearning and self-reflection.
• Demonstrated knowledge of the social, economic, political realities of settler-colonialism and impacts on Indigenous peoples in social and health contexts as well as knowledge and understanding of, and commitment to upholding legislative obligations and provincial commitments in the foundational documents: Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, and the Distinctions Based Approach.

What we bring

Every PHSA employee enables the best possible patient care for our patients and their families. Whether you are providing direct care, conducting research, or making it possible for others to do their work, you impact the lives of British Columbians today and in the future. That’s why we’re focused on your care too – offering health, wellness, development programs to support you – at work and at home.

• Join one of BC’s largest employers with province-wide programs, services and operations – offering vast opportunities for growth, development, and recognition programs that honour the commitment and contribution of all employees.
• Access to professional development opportunities through our in-house training programs, including +2,000 courses, such as our San’yas Indigenous Cultural Safety Training course, or Core Linx for Leadership roles.
• Enjoy a comprehensive benefits package, including municipal pension plan, and psychological health & safety programs and holistic wellness resources.
• Annual statutory holidays (13) with generous vacation entitlement and accruement.
• PHSA is a remote work friendly employer, welcoming flexible work options to support our people (eligibility may vary, depending on position).
• Access to WorkPerks, a premium discount program offering a wide range of local and national discounts on electronics, entertainment, dining, travel, wellness, apparel, and more.

Job Type: Regular Full-Time
Salary Range: $106,026 - $152,413. The starting salary for this position would be determined with consideration of the successful candidate’s relevant education and experience, and would be in alignment with the provincial compensation reference plan. Salary will be prorated accordingly for part time roles.
Location: 1333 W Broadway, Vancouver, BC V6H 4C1
Closing Date: Applicants accepted until position is filled
Hours of Work: 0800-1600, Monday to Friday
Requisition #: 185978E

What we do

The Provincial Health Services Authority (PHSA) plans, manages and evaluates specialized health services with the BC health authorities to provide equitable and cost-effective health care for people throughout the province. Our values reflect our commitment to excellence and include: Respect people – Be compassionate – Dare to innovate – Create equity – Be courageous.

Learn more about PHSA and our programs: jobs.phsa.ca/programs-and-services

PHSA is committed to anti-racism and equity in our hiring and employment practices. With learning and compassion, we are addressing existing inequities and barriers throughout our systems. PHSA is seeking to create a diverse workforce and to establish an inclusive and culturally safe environment. We invite applications and enquiries from all people, particularly those belonging to the historically, systemically, and/or persistently excluded groups identified under the B.C. Human Rights Code.

One of PHSA’s North Star priorities is to eradicate Indigenous-specific racism, which includes ongoing commitments to Indigenous recruitment and employee experience as well as dismantling barriers to health care employment at every level. We welcome Indigenous individuals to apply and/or contact the Sanya’k̓ula Team (Indigenous Recruitment & Employee Experience) for support at indigenous.employment@phsa.ca.

Indigenous-specific anti-racism initiatives are rooted in addressing the unique forms of discrimination, historical and ongoing injustices, and exclusion faced by Indigenous peoples. These initiatives align with an Indigenous rights-based approach, recognizing the inherent rights and title of BC First Nations and self-determination of all First Nations, Inuit and Métis communities. PHSA is mandated to uphold legislative obligations and provincial commitments found in the foundational documents including the Truth & Reconciliation Commission’s Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study.