OPPORTUNITY PROFILE EMPLOYEE RELATIONS SPECIALIST

Transcription

1 OPPORTUNITY PROFILE EMPLOYEE RELATIONS SPECIALIST

2 the right people BC LIQUOR DISTRIBUTION BRANCH EMPLOYEE RELATIONS SPECIALIST CONTENTS THE ORGANIZATION BC LIQUOR DISTRIBUTION BRANCH 1 THE OPPORTUNITY EMPLOYEE RELATIONS SPECIALIST 3 Nature of Work 4 Specific Accountabilities / Deliverables 5 THE PERSON 7 Education and Experience 7 Knowledge 8 Skills and Abilities 8 Competencies and Personal Characteristics 9 COMPENSATION 9 APPLICATION INSTRUCTIONS 10

3 THE ORGANIZATION BRITISH COLUMBIA LIQUOR DISTRIBUTION BRANCH The Liquor Distribution Branch (LDB) is one of the largest distributors and retailers of beverage alcohol in Canada, generating a net income of approximately $1.08 billion on annual sales of approximately $3.3 billion in fiscal 2016/17. The LDB is also confirmed as the sole wholesaler of Cannabis products in British Columbia, and will be opening Cannabis retail operations and e-commerce operations beginning in The LDB has a workforce of over 4,000 full and part-time employees, operates 198 retail stores across the province, oversees the operations of approximately 220 Rural Agency Stores and has the role of wholesaler to approximately 700 private liquor retail outlets and 10,000 licensed establishments. One of BC s Top Employers since 2009, the LDB is a unique government entity that operates with similar independence to a Crown Corporation under the direction of a General Manager and CEO. To best serve the interests of its customers and stakeholders, the LDB manages the importation, warehousing, and distribution of beverage alcohol to outlets throughout BC; promotes the safe and responsible use of beverage alcohol; and establishes sound policies to ensure the LDB develops and implements programs and services aimed at deterring the sale of beverage alcohol to minors. The LDB contributes more than $1 billion annually in revenue to the Province, providing financial support for a variety of vital public services such as health care, education, and social services. 1 Page

4 BC Liquor Distribution Branch s Mission, Vision, and Values Mission: To be a responsible wholesaler and retailer of liquor that contributes funds to vital BC public services. Vision: Service. Relationships. Results. Values: Service - The BC LDB strives for excellence in serving customers, coworkers, and stakeholders. Social Responsibility - The BC LDB supports responsible consumption, the environment, and charitable giving. Integrity - The BC LDB is ethical and accountable. Respect - The BC LDB treats all people with fairness and dignity. People - The BC LDB recognizes people as its greatest asset. Continuous Improvement - The BC LDB seeks out new ideas in its pursuit of excellence. To learn more, please visit the BC Liquor Distribution Branch s website. 2 Page

5 THE OPPORTUNITY EMPLOYEE RELATIONS SPECIALIST Reporting to the Director, Employee Relations and Occupational Health & Safety, the Employee Relations Specialist ( ERS ) is a managerial position providing expertise, leadership, and direction to and on behalf of the Liquor Distribution Branch with respect to the interpretation and administration of collective bargaining agreements, compliance with labour, employment and human rights laws, policies and procedures, workplace accommodation matters, and managing in a unionized environment. The ERS is responsible to lead major workplace investigations, completing related documentation and reports pertaining to these matters, and making recommendations regarding outcomes. Options are developed to resolve employee relations issues for costly and/or precedent-setting contentious matters and significant policy proposals. This position is also responsible for providing supervision and direction to Labour Relations Advisors ( LRAs ), and for the development and for the implementation of workplace initiatives designed to support the management team at the LDB with a goal of continuously enhancing the services provided by the department. The ERS may also represent the Branch with respect to arbitration cases, Labour Relations Board inquiries, human rights matters, and union-management committees. This is a newly-created management role as part of the LDB s strategic corporate evolution process to modernize the organization and improve workplace dynamics. To manage key tasks and duties such that the Director can spare focus on and lead more senior-level HR strategic initiatives, the LDB will hire three candidates to fill these new ERS roles. Each ERS will partner with and manage one LRA, acting as a two-person unit to focus on a respective segment of the LDB s business operations. 3 Page

6 Nature of Work The ERS works in a fast-paced, multifaceted environment that deals with a variety of concerns related to the day -to-day management of employees. To fulfil his/her responsibilities, the ERS will engage and collaborate with: Labour Relations Advisors the ERS will each work closely with one of the LDB s team of three LRAs in managing day-to-day grievance files and workplace issues arising within the business, and to support the advice and recommendations in managing labour and employee relations matters at the LDB; Senior Public Service Agency Labour Relations Specialists to discuss and determine action on LR issues, for case conferences with the union, and for the purpose of preparing for arbitration hearings; LDB Management provides direction and consultative services on contract administration/interpretation, legislative, policy interpretation, and general management advice in all areas of labour relations, occupational health and safety, and human rights issues; LDB Employees provides information on LDB and PSA policy and procedures; collective agreements; Occupational Health & Safety Team collaborates and works closely with the Manager, Occupational Health & Safety and the Disability Case Management Advisors on grievances and human rights claims that involve both areas of the department; External Legal Counsel work collaboratively to resolve disputes related to LDB Labour Relations matters; Union (BCGEU) collaborate, maintain clear communication, and resolve disputes. 4 Page

7 Specific Accountabilities / Deliverables Employee Relations Responsible for the timely, accurate, and efficient provision of advice pertaining to grievance management, managing underperforming employees, collective agreement interpretation and application, terms and conditions of employment, LDB and PSA policy and procedure, and relevant labour, employment, and human rights legislation; Offers strategies and advice on discipline and performance matters to avert or resolve workplace conflict; Provides adaptive options to clients to maintain operational flexibilities and/or enhance operations while maintaining a common employment experience; In consultation with Director, Employee Relations and Occupational Health & Safety, oversees the processing of formal grievances, workplace disputes, or other workplace-related complaints with union representatives relating to disputes as well as questions that arise between union and management; responses to union information requests; discipline of bargaining unit members and compliance with applicable labour and employment laws. Responsible for providing initial response and clear direction on matters pertaining to workplace accommodations; specifically, employee accommodation requests submitted on the grounds of religion and family status; Consults with the PSA Senior Labour Relations Advisors to prepare grievance files for case conferences with the union; assists the Director, Employee Relations and Occupational Health & Safety, the PSA Senior LR Advisors and/or External Legal Counsel with the preparation of files, gathering of documentation, and witness preparation for formal arbitration hearings; May be required to represent the LDB at case management, joint union/management committee meetings and in formal hearings; Delivers orientation and training sessions to LDB management regarding matters such as Labour Relations matters, trends, dispute resolution, and collective agreements; Researches and compares information from other collective agreements, LDB managers, and other 5 Page

8 stakeholders; Keeps LDB management and other stakeholders apprised of emerging issues and trends as well as grievances and workplaces disputes of significant impact. Workplace Investigations Leads major, complex workplace investigations involving matters associated with the collective agreement, human rights legislation, and other government policy/legislation for both included and excluded employees, including but not limited to those involving allegations of bullying and harassment, and misuse of managerial authority; Educates LDB management and other stakeholders on HR policies and procedures, the collective agreements, and related legislation; Provides mentoring and ongoing guidance to a team of LRAs with respect to the planning and execution of workplace investigations in accordance with organizational requirements, the management of complex files, and the interpretation and application of the Collective Agreements, WCB Act and Regulations, Human Rights Code, various statutes pertaining to employment law, Human Resources policies, and general conditions of employment. Supports LRAs in minor workplace investigations, where required; Prepares scripts, questions, and plans for major investigation of situations that involve the same; Gathers and analyzes documents and evidence obtained in accordance with LDB Investigation Protocol; Prepares detailed reports to enable LDB management to make decisions on any corrective action to be taken; 6 Page

9 THE PERSON Education and Experience Post-secondary degree or diploma, with a minimum of 5 years recent and progressive related experience in a related discipline such as labour relations, employee relations, human resources, administrative law, or in investigations; an equivalent combination of education and recent experience may be considered. Related and relevant experience includes: Experience leading or directing labour relations and employee relations investigations; Experience in a unionized working environment addressing conflict situations with the intent to develop mutually acceptable conditions; Experience applying due diligence regarding legal implications and applying various Acts and policies to a variety of labour relations situations; experience applying legislation and/or policy; Direct experience and knowledge relating to labour relations best practices and managing in a unionized work environment; Experience developing and delivering presentations; Experience with third party interventions conducting reviews and/or appeals; Client/customer service and relationship-building abilities; Experience representing cases at quasi-judicial hearings; Experience managing employees at a senior advisory level; Experience in business transformation and change leadership initiatives. Knowledge 7 Page

10 Significant knowledge of employment, labour, and human rights related legislation and experience interpreting and applying collective agreements; Significant knowledge of labour relations best practices, including grievance management and resolution. Skills and Abilities Demonstrated ability to proactively build and maintain strong working relationships with internal and external stakeholders; Demonstrated experience providing labour relation services to a client group including grievance/ arbitration procedures, and best practices pertaining to workplace reviews and investigations; Demonstrated experience as a progressive manager providing leadership and development opportunities for staff in a fast-paced, changing work environment; Demonstrated ability to exercise a high level of independence in critical and analytical thinking, problemsolving, and judgement in directing and managing labour relations files and workplace accommodation files, as well as labour and employee relations programs and services; Excellent communication and presentation skills and demonstrated ability to communicate effectively with all levels within an organization. Competencies and Personal Characteristics Leadership - Implies a desire to lead others, including diverse teams, which is generally, but not always, demon- 8 Page

11 strated from a position of formal authority. Managing Organizational Resources The ability to understand and effectively manage organizational resources (e.g., people, materials, assets, budgets), demonstrated through measurement, planning and control of resources to maximize results; evaluates qualitative (e.g., client satisfaction) and quantitative (e.g., service costs) needs. Impact and Influence The ability to influence, persuade, or convince others to adopt a specific course of action; uses persuasive techniques, presentations, or negotiation skills to achieve desired results. Service Orientation Understands the service needs of a client and/or customer and actively focuses on anticipating, meeting, and exceeding these needs in a timely and appropriate manner. Building Partnerships with Stakeholders The ability to build long-term or ongoing relationships with stakeholders; implicit is a demonstrated respect for and stating positive expectations of the stakeholder. Business Acumen The ability to understand the business implications of decisions, and the ability to strive to improve organizational performance; demonstrates an awareness of business issues, processes, and outcomes as they impact the client s and organization s business needs. Integrity Actions that are consistent with what one says are important; walks the talk by communicating intentions, ideas, and feelings openly and directly, and welcoming openness and honesty even in difficult negotiations. COMPENSATION A competitive compensation package will be provided including a competitive base salary and excellent pension and benefits. Further details will be discussed in a personal interview. FOR MORE INFORMATION PLEASE CONTACT: Andrew Philip or Greg Longster LEADERS INTERNATIONAL # Granville Street Vancouver, BC V7Y 1G5 Phone: (604) vancouver@leadersinternational.com APPLICATION INSTRUCTIONS To be considered for this opportunity, applicants must submit a resume and cover letter clearly identifying how they meet the qualifications necessary for this position. Applications without a cover letter will not be 9 Page

12 considered. Only applications submitted using the BC Public Service Recruitment System will be accepted. In order to submit a job application, a candidate must first create a profile (resume) on the BC Public Service Agency s Career Centre: Select Create Profile. Upload resume, or fill out the form manually (all fields in red are required). Create and take note of Username and Password for future use. If you chose not to upload your resume, enter it manually into the Your Resume field. Select Continue - BC Public Service Agency will confirmation of resume profile account creation. After receiving confirmation , log in to the Career Centre as a Returning User here. Select Search our Careers, select desired job from search results, and select Submit your resume at bottom of job posting. Cover letter is required. TO APPLY PLEASE VISIT: For more information regarding the application process, contact: Jasdeep Dhaliwal, Advisor, HR Services, Talent and Compensation jasdeep.dhaliwal@bcldb.com