The Workplace Safety and Insurance Board (WSIB) helps people overcome workplace injuries and illnesses and helps business owners make their workplaces safe and healthy. Our people are at the heart of what we do. Bring your enthusiasm and expertise to the WSIB, and we'll help you achieve your personal and professional goals through meaningful work, development opportunities and a culture of compassion, integrity and teamwork.
We are the WSIB. And we're here to help.
About the job
Provides consultation and creative human resources solutions to management in various clients/business areas. Advises all levels of management on HR solutions related to employee and labour relations matters.
Provide expert advice and opinions to Human Resources and management on the administration, interpretation and application of Collective Agreement(s), labour legislation and related Human Resources (HR) policies.
Collaborate with other HR areas in the design, development and delivery of programs, policies, processes and products which support HR initiatives and align with business goals and objectives.
Handle escalated calls and inquiries from the Operations team that cannot be resolved at the first level of contact on labour and employee relations matters.
What you bring to the team
Key Accountabilities and Responsibilities
1. Act as the primary point of contact for Labour and Employee Relations issues, not resolved at the HR operations team level, from assigned clients/business groups and provide day to day advice and counsel on Labour and Employee Relations related matters. This includes:
• Advise all levels of management on the interpretation of relevant policies, collective agreements, legislation (e.g. Human Rights Code, Employment Standards Act, Labour Relations Act, etc.) and other terms and conditions of employment and legislation, ensuring that all relevant legislated, collective agreement and policy driven obligations of the WSIB are met.
• Provide coaching and advice to all levels of management on issues related to employee performance, attendance, discipline or dismissal, ensuring managers have the tools and training necessary to handle employee issues.
• Foster an environment that supports constructive relationships with labour and employee groups through effective, appropriate, consistent, and collaborative administration of relevant policies, terms and conditions of employment, collective agreements, and employment legislation.
• Provide advice and manage the resolution of complaints and grievances, including arbitration and negotiation of settlements.
• Conduct workplace investigations including Code of Business Ethics, recommending and facilitating appropriate resolutions.
2. Participate and collaborate with others within the HR division in the development, design and implementation of corporate best practices, HR policies, guidelines, processes and programs to ensure changes are responsive to the operating needs and requirements of the business/client groups and their programs. Participate in projects or committees which may include management, union and other representatives from across the organization relating to HR and organizational initiatives.
3. Monitor trends/issues within the business environment to proactively identify, analyze and develop options/solutions for Labour and Employee Relations matters including, performance and attendance issues, manager capabilities, and leadership training.
4. Prepare, design and deliver labour relations communications, consistent labour relations practices and training. Lead or conduct research and analysis on labour relations trends, data and best practices. Support collective bargaining by conducting research, investigation, and analysis.
Professional Requirements and Qualifications
Post-secondary education specializing in the Human Resources Management field
5 years of experience in applying HR policies related to key human resources disciplines including, grievances and arbitration, employee relations, collective agreement consultation and employment law. At least one year of experience must be within a unionized environment.
CHRP is an asset
As a precondition of employment, the WSIB will require a prospective candidate to undergo a criminal records name check prior to or at any time following hire.
How to Apply
As a precondition of employment, the WSIB will require a prospective candidate to undergo a criminal records name check prior to or at any time following hire.
To apply for this position, please submit your application via
The WSIB Job Opportunities site by the closing date.
We appreciate the interest of all candidates. Due to the volumes of applications we receive, we are only able to contact candidates that are selected to move forward in the recruitment process. The WSIB is an equal opportunity employer.
The WSIB is an equal opportunity employer and provides accommodation for job applicants in accordance with the Human Rights Code and the Accessibility for Ontarians with Disabilities Act. If you are an individual with a disability and you need accommodation in order to apply for this position, please contact talentacquisitioncentre@wsib.on.ca. If you are invited to participate in the assessment process, please provide your accommodation needs at that time. Please be advised that you may be required to provide medical documentation to the WSIB's Corporate Health Department so that appropriate accommodation can be provided to you throughout the recruitment process.