Manager, Employee and Labour Relations

Position Profile

Humber River Health. Tomorrow's Healthcare, Today.

 

Humber River Health is a multi-site organization serving a population of more than 850,000 people in the northwest Greater Toronto Area. The organization is a member of the Toronto Academic Health Science Network (TAHSN) and operates Hennick Humber Hospital, along with its Finch and Church campuses, supported by more than 5,000 employees, approximately 800 physicians, and over 600 volunteers.

 

Hennick Humber Hospital is North America’s first fully digital hospital. Through robotics and advanced technology, patients benefit from less pain, fewer complications, and shorter hospital stays. A custom combination of technology and clinical expertise supports a reimagined model of care focused on safety, efficiency, and improved outcomes. Its digital ecosystem includes automated laboratory services, medication management robotics, electronic health records, a Command Centre, computerized physician order entry, bedside computer terminals, and surgical tracking systems that keep families informed in real time.

 

These innovations enhance communication, improve efficiency, and create a more connected experience for patients and families.

 

This transformation has been made possible through the dedication of Humber’s staff, physicians, and volunteers. Together, they are united by a shared belief: the power to transform healthcare through innovation, collaboration, and excellence. With strong teams and a commitment to continuous improvement, Humber River Health continues to deliver Tomorrow’s Healthcare, Today.

 

We’re are looking for a Manager, Employee and Labour Relations to join our dynamic People Team.

 

Position Overview

 

The Manager, Employee and Labour Relations is a strategic, solutions-focused subject matter expert who thrives in a fast-paced, complex, and dynamic healthcare environment. The role provides leadership in the development and execution of employee and labour relations strategies that support organizational objectives, promote positive labour-management relationships, and foster a workplace culture aligned with Humber River Health's Mission, Vision, and Values. The Manager is accountable for mitigating organizational risk and ensuring fair, consistent, and legally compliant employment practices across the organization.

 

Employment Status: Full Time

Hours of Work: Normal hours of work will be Monday - Friday. Evenings and work on weekends may be required based upon operational needs.

Location:Humber River Health, Wilson Site with occasional travel to Finch and Church site (as required).

Labour Group: Non-Union

Salary Range: $125,638.50 - $152,858.55

 

Responsibilities

 

Core Labour Relations Leadership & Risk Management

• In partnership with the Director, Employee and Labour Relations, serves as the organization's labour relations subject matter expert, providing strategic advice and guidance to senior leaders on collective agreement interpretation, labour and employment legislation, arbitration jurisprudence, human rights obligations, labour board decisions, organizational change, and emerging labour relations risks and trends.
• Provides strategic oversight of grievances, arbitrations, mediations, Human Rights Tribunal matters, labour board proceedings, and other complex dispute resolution matters, ensuring timely responses, consistent application of labour relations principles, effective risk mitigation, and alignment with organizational objectives.
• Directs labour litigation and arbitration case management activities, including partnership with legal counsel, development of case strategies, review of legal opinions, evidence preparation, assessment of settlement opportunities, and representation support.
• Conducts and oversees research, analysis, and interpretation of labour relations legislation, arbitration awards, tribunal decisions, labour board rulings, and relevant case law to support organizational decision-making, policy development, dispute resolution strategies, collective bargaining initiatives, and risk management.

Collective Bargaining & Union Relations

• Serves as a key member of the organization's collective bargaining team, leading the preparation of bargaining strategies, conducting comparative analysis and research, drafting collective agreement language, evaluating bargaining proposals, and ensuring accurate documentation of negotiations and outcomes.
• Leads and coordinates Labour-Management Committee meetings, including agenda development, issue management, preparation of briefing materials, documentation of discussions, and follow-up on commitments and action items while fostering constructive labour-management relationships.
• Provides education, consultation, and training to leaders, Human Resources staff, and operational teams on collective agreement interpretation, labour relations best practices, negotiated changes, legislative requirements, and emerging labour relations issues.

Strategy, Policy & Organizational Effectiveness

• Provides leadership in the development, implementation, interpretation, and continuous improvement of labour relations programs, policies, procedures, frameworks, and standard operating practices to ensure legislative compliance, operational effectiveness, and alignment with organizational strategy and workforce objectives.
• Works collaboratively with the Director, Employee and Labour Relations to establish departmental objectives, strategic priorities, operational plans, performance measures, and continuous improvement initiatives that support organizational and Human Resources goals.

Legal and Financial Stewardship

• Provides oversight of external labour and employment legal services, including monitoring legal expenditures, reviewing and approving legal invoices, evaluating service effectiveness, managing relationships with external counsel, and ensuring fiscally responsible use of organizational resources.

Leadership & People Management

• Manages and develops Labour Relations staff and assigned Human Resources personnel by establishing objectives and work plans, setting priorities, allocating resources, monitoring performance, supporting professional development, and addressing employee relations matters.
• Provides direct supervision, coaching, mentoring, and performance management for assigned staff, students, and temporary employees, fostering a culture of accountability, engagement, customer service, and continuous improvement.

Qualifications

 

• Minimum of 3 years of progressive Human Resources and/or Labour Relations management experience in a unionized environment, preferably within the healthcare sector, providing strategic guidance to leaders on complex employee and labour relations matters.
• Bachelor’s degree in a related discipline. Masters degree preferred
• CHRP/CHRL designation required

• Labour management experience required
• Experience in leading local collective bargaining and negotiation required
• Demonstrated knowledge of conflict resolution theory and practice 
• Demonstrated ability to build, foster and maintain constructive relationships with clients and union partners 
• Demonstrated experience in drafting and negotiation settlements in a complex union environment with multiple unions.
• Expert knowledge of relevant Ontario employment legislation 
• Ability to function independently and as a member of a team dealing with multiple priorities in a complex environment 
• Excellent presentation skills the ability to facilitate in-house training 
• Sound knowledge and Customer service orientation and sensitivity to clients needs 
• Working knowledge of MS Office software programs such as Word, PowerPoint, and Excel  

 

Why choose Humber River Health?

 

At Humber River Health, our staff, physicians, and volunteers are delivering Tomorrow's Healthcare, Today. We are proud to have been recognized as a part of Greater Toronto’s Top Employers by Mediacorp Canada Inc. We support employees by providing evidence-based leadership and cultivating a culture that consistently wows with our unwavering commitment to staff, physician and volunteer engagement.  We are dedicated to high-quality patient care and demonstrate our values of compassion, professionalism, and respect.

 

Humber River Health is committed to creating an inclusive, equitable and accessible workplace that reflects the diversity of our communities. Guided by our strategic direction to embed equity, diversity and inclusion in everything we do – and to address systemic barriers – we foster a culture where everyone feels respected, valued and empowered to contribute.

 

We welcome applications from individuals of all equity-deserving groups, including Indigenous peoples, racialized communities, persons living with disabilities, women, 2SLGBTQ+ individuals and seniors. We recognize that diverse identities and perspectives strengthen our ability to deliver safe, innovative and compassionate care.

 

As an equal opportunity employer, Humber River Health complies with the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act. We do not discriminate on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity or expression, age, marital status, family status, disability, or any other protected ground.

 

Accommodations are available throughout the recruitment process and employment. Please contact our recruitment team to discuss your needs confidentially.

 

This position is being posted in response to an existing vacancy at Humber River Health.

 

This position is being posted in response to an existing vacancy at Humber River Health.

Please be advised that in order to be eligible for employment at Humber River Health, all new hires must have received the full series of a COVID-19 vaccine or combination of COVID-19 vaccines approved by Health Canada (e.g., two doses of a two-dose vaccine series, or one dose of a single-dose vaccine series); AND have received the final dose of the COVID-19 vaccine at least 14 days prior to the hired employee’s first date of employment. Medical exemptions or any other kind of requested exemption based upon the Hospital’s obligations pursuant to the Ontario Human Rights Code will be considered on a case-by-case basis.