JOB SUMMARY:

The Industrial Relations / Employee Relations Manager is responsible for fostering a fair, engaged, and performance-driven workplace through proactive management of industrial relations, employee relations, and engagement strategies. The role ensures the consistent, transparent, and lawful handling of all employee matters, including grievances, disciplinary actions, and performance management. This Manager oversees structured communication and consultation with employees and trade unions to maintain trust, prevent disputes, and strengthen industrial harmony across the organization.

KEY RESPONSIBILITIES:

Industrial Relations Management

• Develop, implement, and manage effective industrial relations strategies and policies.
• Serve as the primary liaison between the Company and recognized trade unions.
• Coordinate and represent the Company during collective bargaining, consultations, and union meetings.
• Oversee and execute a proactive communication plan with trade unions, including non-crisis meetings, quarterly joint consultative forums, and follow-up tracking.
• Ensure all union meetings are documented with accurate minutes, commitments, and outcomes.
• Manage trade disputes, conciliation meetings, and Industrial Court matters, including preparation of documentation and witness coordination.
• Provide industrial relations advice and guidance to management on disciplinary actions, dismissals, grievances, and employee disputes.
• Maintain current knowledge of industrial relations legislation, case law, and emerging trends.

Employee Relations

• Oversee grievance and disciplinary processes to ensure fairness, consistency, and compliance.
• Conduct or guide investigations into employee misconduct or complaints.
• Support managers in resolving conflicts and workplace issues promptly and constructively.
• Track and report on disciplinary and grievance trends to identify systemic issues and recommend corrective strategies.
• Promote a culture of accountability, fairness, and open communication.

Performance Management

• Lead the management of Performance Improvement Plans (PIPs) — ensuring clear objectives, timelines, coaching support, and proper documentation.
• Partner with managers to identify and address performance or behavioral issues early, using developmental and corrective approaches.
• Monitor performance trends across teams and departments to identify patterns, risks, or opportunities for improvement.
• Promote a culture of continuous improvement, accountability, and high performance.

Employee Engagement

• Design, implement, and monitor employee engagement strategies that enhance morale, motivation, and organizational alignment.
• Conduct engagement surveys, analyze findings, and lead follow-up action planning with leadership teams.
• Develop recognition, communication, and wellness programs to drive engagement and retention.
• Facilitate consistent two-way communication channels between management and employees, ensuring employee voice and feedback loops.
• Measure and report engagement outcomes to the Executive Team, recommending improvements to strengthen employee experience.

Communication Oversight

• Oversee the organization’s communication plan for employee and union engagement, ensuring timely, transparent, and consistent messaging across all levels.
• Coordinate non-crisis communication meetings with employees, union representatives, and management to encourage open dialogue and prevent conflict escalation.
• Ensure all meetings (union, consultative, and general employee engagement sessions) are properly scheduled, documented, and followed up.
• Develop standardized communication templates, briefing notes, and escalation protocols for management use.
• Partner with Corporate Communications or senior HR leadership to align messaging on workplace issues, policy changes, or negotiations.

HR Reporting and Analytics

• Prepare and maintain HR reports on employee relations, disciplinary actions, performance management, and engagement metrics.
• Analyze data to identify trends, risks, or systemic issues and provide actionable recommendations to senior management.
• Support internal and external audits by providing accurate and timely HR data.
• Monitor KPIs such as grievance resolution time, PIP completion rates, disciplinary trends, and engagement levels.
• Provide insights to support decision-making and continuous improvement of HR policies, practices, and initiatives.

Policy, Compliance, and Training & Development

• Review, update, and implement HR and IR-related policies in line with legislative requirements and company objectives.
• Maintain accurate records of all IR/ER/Engagement activities, including grievances, disciplinary actions, performance interventions, and union communications.
• Deliver training to management and supervisors on IR/ER procedures, performance management, and communication protocols.
• Build internal capacity in conflict resolution, engagement leadership, and labor relations practices.
• Mentor HR staff and line managers to ensure consistency and competence in managing people-related issues.

QUALIFICATIONS & EXPERIENCE:

• Bachelor's degree in Human Resources, Business Administration, or a related field
• Masters in HR considered an asset 
• Postgraduate or professional certification in Industrial Relations is required
• Minimum of 7 years’ experience in Industrial and Employee Relations, including union engagement and performance management
• Minimum 5 years HR experience in a unionized environment 
• At least 5 years Supervisory experience 
• Minimum 5 years Collective Bargaining experience
• Proven experience managing union communication plans, consultation meetings, and PIP implementation.
• Excellent supervisory, communication, and interpersonal skills
• Strong problem-solving and decision-making abilities
• Ability to manage multiple priorities and work effectively under pressure