Job Title

Overview Direct message the job poster from Calgary Board of Education The Calgary Board of Education (CBE) is the largest school board in western Canada with over 144,000 students and 16,000 employees. Our mission: Each student, in keeping with their individual abilities and gifts, will complete high school with a foundation of learning necessary to thrive in life, work and continued learning. We pride ourselves in the values we hold. Students come first. Learning is our central purpose. Public education serves the common good. The CBE encourages an inclusive and equitable workplace, which supports our diverse student and employee community. We encourage all applicants to join our dynamic, diverse, and collaborative culture and welcome applications from all qualified individuals. When you apply to the CBE, you can feel good about serving our future leaders and contributing to student success. Competition Info Calendar: 12 Month Salary: Exempt Grade SP1 $118,200 - $144,100 annually FTE: 1.0 - 35 hours per week Role snapshot In this role, you are eligible to participate in a flexible work program that allows you to work remotely for up to three days a week. A minimum of two days must be in the office. At certain times, you may be required to work in the office more than 2 days per week based on operational requirements. Purpose The purpose of this job is to provide strategic and operational advice to leaders and employees on all aspects of labour relations. This includes leading collective bargaining and union negotiations, fostering strong management-union relationships, and ensuring the consistent interpretation and application of collective agreements. The role also involves advising on grievance resolution, arbitrations, and other labour disputes, while working collaboratively with leaders, legal counsel, and internal partners such as HR and Senior HR Advisors to support effective and aligned labour relations practices. Accountability This job is accountable for leading collective bargaining, managing grievances, and preparing for arbitration within a complex unionized environment. It serves as the primary liaison on labour relations matters, fostering constructive relationships with union representatives. The role ensures expert interpretation and application of collective agreements, labour legislation, and organizational policies, while working closely with HR and Senior HR Advisors to maintain aligned and consistent labour relations practices. Additionally, it supports the development of labour strategies, contributes to policy design, and plays a key role in identifying and mitigating labour relations risks. What will you do? Major Responsibilities Key Strategic Business Partner: Lead collective bargaining, grievance management, and arbitration preparation in a complex unionized environment; serve as the primary liaison on labour relations issues and interpret and apply collective agreements, legislation, and internal policies; collaborate with HR and Senior HR Advisors to ensure consistent labour practices; support development of labour relations strategies and policy design; mitigate risks. Plan, coordinate, and execute collective bargaining processes, including strategy development, proposal drafting, and negotiations. Serve as primary liaison with union representatives, supporting constructive relationships and timely resolution of labour relations matters. Interpret and advise on collective agreement provisions, employment legislation, and organizational policies, working with HR and Senior HR Advisors. Manage the grievance process, including early resolution, formal stages, and arbitration preparation and representation, in consultation with HR partners and legal counsel. Collaborate with HR and COEs to provide integrated labour and employee relations support, especially in complex or high-risk matters. Coach leaders in understanding their labour relations responsibilities and navigating unionized environments. Support capacity building by contributing to the development and delivery of training for leaders and HR teams on labour relations topics. Provide expert advice on the labour relations implications of HR initiatives, investigations, performance matters, and policy changes. Maintain current knowledge of relevant labour laws, arbitration decisions, and sectoral trends to inform strategy and risk management. Contribute to policy and program development with a labour relations lens to ensure alignment with collective agreements and legal requirements. Prepare timely and accurate documentation, including briefing notes, issue summaries, and reports for internal and external audiences. Collaborate on proactive labour relations strategies to support positive workplace culture and effective union-management collaboration. Assignment may change as organizational needs evolve; accountable activities include: lead bargaining preparation, interpret collective agreements and arbitration jurisprudence, coach leaders, represent the organization in grievance meetings and arbitrations, build relationships with union representatives, train on labour relations topics, and collaborate on policy implementation. Identify and mitigate emerging labour relations risks; provide proactive advice. Provide labour relations input into performance management, discipline, and termination matters. Remain current on changes to labour law and sector trends. Organizational Effectiveness: Provide strategic labour relations advice on organizational change initiatives, including impacts to bargaining units, classification, and notification obligations under collective agreements. Employee and Labour Relations: Lead the organizations response to complex labour relations matters, ensuring practices align with legislation, precedent, and collective agreement obligations. Leadership and Learning: Design and deliver training to leaders on managing in a unionized environment, including conflict resolution, collective agreement interpretation, and managing grievances and investigations. Health & Wellness: Partner with EHRC on accommodation cases with potential labour relations implications, ensuring consistency and duty to accommodate obligations in union environments. What are we looking for? Qualifications Education and Experience Undergraduate degree in Human Resources, Labour / Industrial Relations or related discipline. 5-7 years of progressively responsible experience in HR, including significant exposure to labour relations. Certification as a Human Resources Professional (CHRP) strongly preferred. An equivalent combination of directly related post-secondary education and experience may be considered. Advanced knowledge of employment law, collective agreements, and conflict resolution techniques. Experience in complex unionized environments and managing union relationships; training in conducting workplace investigations. Proven leadership and mentorship skills with a focus on developing HR/LR talent. Excellent presentation skills with the ability to present to senior leadership. Ability to manage competing demands and adapt to changing priorities as an LR Advisor. Seniority level Mid-Senior level Employment type Full-time Job function Human Resources Industries: Primary and Secondary Education Note: This refined description preserves core information while ensuring proper formatting and accessibility. #J-18808-Ljbffr