Manager, Employee Relations and Partnerships

The Organization

The City of Leduc is one of Alberta’s fastest-growing municipalities. Located at a major transportation hub connecting the QEII Highway, Canadian Pacific Railway and Edmonton International Airport, Leduc benefits from strong activity in industrial development, logistics, large-format retail, and the oil and gas sector. Home to over 40,000 residents, the City plays an important role within the Edmonton Metropolitan Region and offers a strong quality of life for its young and growing population.

A diverse workforce of approximately 600 employees delivers a broad range of municipal programs and services, from frontline operations and emergency services to engineering, finance, recreation and community development. Guided by its mission, People. Building. Community., and the values of Teamwork, Service, Respect and Leadership, the City is focused on responsible growth, service excellence and building a resilient, people-centred organization.

The Employee Services department is central to the City’s belief that an exceptional employee experience is the foundation for exceptional service to the community. Three years into a broader transformation, the department continues to evolve traditional human resources into a strategic partnership model that empowers employees and leaders to thrive, celebrate and grow. Leduc’s collaborative culture is an important strength in attracting and retaining talent and supporting employees to deliver high-quality services to the community.

For more information about the City of Leduc, please visit its website.

Mandate

Reporting to the Director, Employee Services, the Manager, Employee Relations and Partnerships (the Manager) is responsible for developing and leading the implementation of a modernized HR service delivery model. Acting as a strategic liaison and trusted advisor to General Managers, Directors and Managers, the Manager ensures that people programs are aligned with organizational goals and corporate direction. The Manager leads the Employee Relations and Partnerships unit and works collaboratively across the City to bring the People Strategy & Plan to life, ensuring programs and solutions are co-developed with the leaders and employees they are intended to support. The portfolio spans strategic HR consulting, employee and labour relations, collective bargaining, workplace investigations and restoration, performance management, policy and legislative interpretation, workforce strategies and analytics, and program design and delivery.

This role calls for a human-centred leader who combines sound judgement and legal defensibility with a thoughtful, collaborative approach to complex people matters.

Key Accountabilities

Strategic HR Leadership & Partnerships

• Build influential relationships with General Managers, Directors and Managers, acting as a strategic liaison and trusted advisor to align people programs with organizational goals and corporate direction.
• Provide strategic HR consulting and operational direction, balancing an in-depth understanding of diverse service lines with the City’s priorities.
• Contribute as an enterprise leader beyond the portfolio, supporting organization-wide priorities, strategic decision-making and implementation of the People Strategy & Plan.

Leadership & Team Management

• Lead, inspire, coach and mentor a professional team of HR Business Partners and alongside other HR Specialists, building capability, engagement and a high-performance culture.
• Assign work based on emerging priorities and ensure staff have the skills and knowledge required to provide consistent, client-centric service.
• Foster an open, respectful and inclusive environment that supports creative problem-solving, integration and continuous improvement.
• Oversee unit operations, resources, projects, budgets and external service providers, and act on behalf of the Director as required.

Employee Relations & Workplace Investigations

• Oversee trauma-informed investigation processes that are confidential, fair and respectful, while managing outsourced investigations and vendor contracts.
• Lead workplace restoration activities and provide advice on grievances, complaints, performance, conduct and other complex employee relations matters.
• Proactively identify and resolve issues, strengthen working relationships and reduce the risk of legal escalation.
• Use portfolio data, trends and key measures to support evidence-based advice, early issue identification and continuous improvement.

Collective Bargaining & Labour Relations

• Lead preparation for collective bargaining, including research and analysis of trends, opportunities and challenges.
• Develop and maintain respectful, productive relationships with union leadership and support grievance, arbitration and complex agreement matters.
• Apply advanced knowledge of Alberta labour legislation, employment standards, human rights requirements and collective agreements.
• Build relationships with municipal comparators to share information, compensation and benefit data, and leading practices.
• Partner with operational leaders to navigate policy disputes, labour relations issues and labour board complaints through to resolution.

Program Design & Service Delivery

• Design and update modern HR policies, programs and service delivery practices that meet current and future organizational needs.
• Lead priority initiatives in performance management, workplace restoration and workforce strategy, ensuring practical tools and supports are in place for leaders and employees.
• Support practical organizational design and people-process improvements that reflect the culture and needs of each service area.
• Use regular needs assessments to identify gaps and opportunities to improve employee experience, organizational effectiveness and productivity.
• Provide change leadership, tools, resources and consulting support for employee-related initiatives.
• Collaborate with related departments and external organizations to research leading practices and co-create effective organizational solutions.
• Ensure unit programs, services and processes are supported by effective systems and aligned with Workday where applicable.

Policy, Legislation & Organizational Advice

• Provide expert advice and interpretation on HR policies, collective agreements, employment legislation, processes and practices.
• Research leading practice and employment law to support the development and continuous improvement of policies, programs, and initiatives.
• Prepare executive requests, presentations, reports, briefing notes, business cases, implementation plans and position research related to the portfolio.
• Maintain clear, accurate information, reporting and documentation related to the employee and labour relations portfolio.

Candidate Profile

Education

• A Bachelor’s degree in a related field.
• A CPHR designation is an asset; workplace investigation certification is also welcomed.

Experience

• A minimum of seven years of Human Resources experience focused on strategic HR business partnering and employee relations.
• At least three years of progressively responsible leadership experience managing professional staff and high-profile projects.
• Significant experience conducting or managing complex workplace investigations, grievances, complaints and restoration matters.
• Strong knowledge of Alberta labour legislation, collective agreements and labour relations; collective bargaining experience is welcomed.
• Proven success designing and delivering modern HR programs, policies, processes and service improvements.
• Ability to build high-trust relationships with senior leaders and advise diverse service areas in challenging circumstances.
• Municipal experience and familiarity with the Workday HCM platform are assets.

Competencies and Attributes

• A strategic influencer and avid learner with a growth mindset.
• Human-centred and empathetic, while maintaining sound judgement and legal defensibility.
• Exceptional communication, mediation, coaching and conflict-resolution skills.
• A trusted advisor who can influence without formal authority and identify practical, win-win solutions.
• A proactive approach and the ability to help leaders address concerns before they escalate.
• Strong analytical and problem-solving skills, sound judgement and attention to detail.
• Collaborative, curious and open-minded, with a genuine interest in developing others.
• Results-oriented, with the ability to drive execution, establish meaningful measures and achieve outcomes.
• A commitment to fostering a team culture that is respectful, inclusive and welcoming.

Commitment to Equity, Diversity, and Inclusion

The City of Leduc is committed to diversity, inclusion and belonging and recognizes that a diverse team benefits and is essential to service excellence. The City of Leduc welcomes applications from all qualified individuals. In accordance with provincial legislation, accommodations are available upon request throughout the recruitment and assessment process.

Application Instructions

If this opportunity excites you, please send an application package, including your resume and cover letter, to [email protected]. In the subject line of your email, please include the organization’s name and the position title.