Director, Labour Relations & Employee Services
Director, Labour Relations & Employee Services
Toronto Community Housing
Toronto Community Housing (TCH) is the largest social housing provider in Canada and the second largest in North America. It is home to 164,000 low and moderate-income tenants in 58,500 households, including seniors, families, singles, refugees, recent immigrants to Canada and people with special needs. Their tenants come from diverse backgrounds. This diversity includes age, education, language, sexual orientation, mental and physical disability, religion, ethnicity and race as well as increasing diversity in lifestyles and values, and the TCH portfolio includes more than 360 high-rise and low-rise apartment buildings throughout the city. In 2011, TCH was recognized as one of Canada's top 100 Employers, Greater Toronto's Top Employers and Canada's Top Family-Friendly Employers. More information is available at TCH's website at www.torontohousing.ca
Reporting to and working collaboratively with the Chief Administrative Officer (CAO), the Director, Labour Relations & Employee Services will build an effective labour relations and human resources strategy for the organization and will lead an innovative and progressive approach to organizational effectiveness. They will manage and lead a team of human resources professionals in the provision of effective service delivery implementing leading edge practices, policies and procedures in the areas of labour relations, recruitment, workforce planning, compensation and benefits, performance management and coaching.
The Director, Labour Relations & Employee Services will be the chief negotiator and will be responsible for the negotiation, implementation and interpretation of the collective agreements and for the development, implementation and maintenance of labour and employee relations. They will operate at both a strategic and hands-on operational level; particularly as the organization works through comprehensive and complex processes. The Director will also have overall responsibility for compensation and benefits, and as such will also develop and implement strategies for effective and progressive compensation programs.
• Leading the design and development of the overall Labour Relations Strategic Plan and implementation in association with the Chief Administrative Officer (CAO).
• Acting as the chief negotiator at a time of major financial constraint as 2 collective agreements are due to expire (December 2011). In addition, a third collective agreement expires April 2012 and a fourth May 2012.
• Providing strong leadership, vision and direction to a highly motivated team of Human Resources Consultants/Associates, a Labour Relations Consultant/Associate and the Payroll, Benefits and Compensation team.
• Developing and implementing the Corporation's compensation and benefit programs.
• Leading both the technical and non-technical areas of managing change and strategies for creating and controlling change.
• Team responsibility for implementing the detailed HR Strategic Plan that clearly reflects the context of the TCH environment and its goals for the future.
• Developing effective relationships, both internally and externally specifically with the Executive team, staff, unions and other stakeholders of the Corporation.
Corporate Human Resources Responsibilities
• In association with the CAO, providing leadership in the labour relations process, effectively communicating and interpreting the mission, vision, values and the strategic directions of the organization to all stakeholders, particularly as it relates to the labour environment while designing, developing and administering the policies and procedures in a manner that is consistent with their intent.
• Informing the CAO on a regular/urgent basis of areas requiring corporate policy, issues affecting the human services function and/or other service and support areas and the potential impact of external or internal pressures related to TCH.
• Building and maintaining relationships across all business units and providing strong guidance and leadership to a team of human resources professionals who are serving a broad range of employee needs for human resources services, advice and information.
• Keeping informed of the decisions and policies of the Board of Directors and the Executive Management Team through the CAO, and carrying out and supporting these decisions and policies both internally and externally.
• Establishing and leading staffing practices and procedures necessary to recruit and retain an effective workforce.
• Providing strategic advice, counsel and interpretation of collective agreements, corporate policies and practices and applicable legislation as they relate to complex labour and employee relations matters.
Labour Relations Responsibilities
• Working with the CAO to develop short and long term strategies to manage the labour/management relationship.
• Negotiating the renewal and implementation of the Corporation's collective agreements.
• Developing and implementing an appropriate bargaining strategy consistent with the organizations business requirements.
• Developing, implementing and communicating labour and employee relations policies throughout the organization and ensuring consistent implementation.
• Interpreting the collective agreements and directing the process on a day to day basis.
• Negotiating the development and implementation of various plans and initiatives with the unions, which may arise either directly out of the collective agreements, or through political and/or legislative requirements.
• Assisting legal counsel in the preparation and presentation of various legal matters that are to be tabled before various judicial and quasi-judicial bodies.
• Analyzing and evaluating various and diverse employment-related legislation for the purpose of advising of all departments of their rights and obligations.
• Planning and directing the provision of labour relations and employee relations training for all staff throughout the organization, in accordance with corporate policies, objectives and legislation.
Compensation and Benefits Responsibilities
• Reviewing and creating new compensation structures for management and exempt staff, complete wage harmonization for Unions and resolving outstanding WSIB liabilities through effective return to work programs and/or other options.
• Planning, developing and implementing sound and effective compensation policies, systems and procedures as a whole in agreement with applicable legislation.
• Developing and administering incentive pay plans, job analyses, job evaluations and wage surveys.
• Developing and administering company policies, retirement, recognition awards, employee assistance and workers compensation.
Core Competencies Required
• Committed to the organization as dynamic, political, economic and social system that has multiple goals - uses this larger systems perspective as a framework for understanding and influencing events and changes
• Dedicated to creating an environment that builds diversity and supports multiple perspectives by setting organizational policy and direction to reflect a commitment to the value of diversity among employees and customers.
• Has the ability to remain functional, flexible and adaptive in working to assist all members of the organization to accomplish goals and to benefit the organization by continuous quality improvement and efficiency and customer service.
• Visionary and strategic in thinking and approach - demonstrates strong leadership in supporting change initiatives and leading an organization through them.
• Dedicated to creating an environment that is results driven, maximizes opportunity and rewards success.
• Post graduate education in a relevant discipline preferred
• Commitment to continuous learning
• CHRP designation or comparable experience an asset
Skills and Experience:
• 8 - 10 years experience in a successful labour relations management position within a large complex, public sector organization.
• Able to demonstrate management and leadership of both labour relations processes and human resources practices.
• Advanced knowledge, skills and experience of the principles and theories of labour and employee relations, advanced collective bargaining techniques, grievance and arbitration administration, recruitment and selection, occupational health and safety and worker compensation.
• Extensive knowledge of the Occupational Health & Safety Act, Employment Standards Act, Labour Relations Act, Workers Compensation Act and Pay Equity Act.
• Extensive experience in policy development and implementation, negotiation strategy development, problem solving, team building and employee communications.
• Ability to represent TCH as a senior official and maintain effective relations with community councils/groups, citizens, elected officials, internal clients and other stakeholders
• Expert knowledge and demonstrated experience in leading effective labour relations and negotiation initiatives.
• Management experience at a broad level that includes both strategic and operational experience.
• Able to view the organization from a broad context, while understanding the complexity, complementary and interdependent nature of social housing processes.
• Recognizes and is experienced in the requirements for public and financial accountability within financial and resource constraints.
• Maintains up to date knowledge of external trends and conditions.
Personal Characteristics Desired
Interpersonal, Leadership Characteristics and Abilities
• Successful at leading, motivating and empowering individuals, staff groups and project teams to help others to perform in ways consistent with change goals.
• Ability to link change activities and discussion to business necessity and is driven primarily by corporate goals and customer orientation rather than technological, process or functional interests.
• Ability to use a variety of concepts to facilitate change in different areas, particularly in labour relations.
• Highly developed conceptual, analytical and negotiation skills.
• Builds cohesion within and between work groups by influencing members to "buy in" to the values, goals and proposed changes of the organization.
• Exceptional communication skills that reflect that information, opinions and observations are understood and acted upon.
• Extensive experience with senior level decision making and able to make the tough decisions and move forward.
• Leadership ability that supports and balances collaboration and consensus building with effective decision making.
• Demonstrated ability to manage a number of complex initiatives and problems concurrently.
• High degree of personal and professional integrity skillfully conveyed to all TCH staff and community partners.
• Leads through example and has an ability to work at both a strategic and operational level with all staff.
• Leads through a coaching, mentoring and development style.
• Has flexibility and a tolerance for ambiguity in a constantly evolving organization and municipal environment.
• Self directed with a capacity for managing many complex, competing projects and initiatives at once.
• A calm and confident director who works well in evolving, changing and stressful environments.
For further information and consideration, contact/email your resume to:
Patrick Rowan, Partner
Feldman Daxon Partners, Inc.
45 St. Clair Avenue West, Suite 700
(416) 515-7600 ext. 254
Resume submission deadline: August 22, 2011