Under the supervision of the Head of Talent and Culture (TC) and in close collaboration with members of the TC team, the Talent and Culture Advisor acts as a consultant and strategic partner to managers in the sectors assigned to him or her.
In a unionized environment with multiple bargaining units, he or she plays a key role in supporting managers in the areas of talent management, labor relations, organizational development, and change management. The incumbent serves as a liaison between operational teams and various experts within the Talent and Culture department to ensure consistency, effectiveness, and the evolution of management practices.
By staying abreast of market trends, HR best practices, the business environment, and legislative developments, he or she influences decision-making to ensure that decisions support the organization’s strategic objectives, uphold organizational values, comply with collective bargaining agreements, and adhere to applicable laws and regulations.
The incumbent also contributes to maintaining a healthy and engaging work environment, to the continuous improvement of processes, and to the development of the organization’s management capabilities.
Business Partnership and Manager Support
Labor Relations
Organizational Development and Change Management
Talent Acquisition and Development
Employee Engagement and Experience
Training, Support, and Continuous Improvement
Education and Experience
Desired Skills and Qualifications
In a unionized environment with multiple bargaining units, he or she plays a key role in supporting managers in the areas of talent management, labor relations, organizational development, and change management. The incumbent serves as a liaison between operational teams and various experts within the Talent and Culture department to ensure consistency, effectiveness, and the evolution of management practices.
By staying abreast of market trends, HR best practices, the business environment, and legislative developments, he or she influences decision-making to ensure that decisions support the organization’s strategic objectives, uphold organizational values, comply with collective bargaining agreements, and adhere to applicable laws and regulations.
The incumbent also contributes to maintaining a healthy and engaging work environment, to the continuous improvement of processes, and to the development of the organization’s management capabilities.
Business Partnership and Manager Support
- Acts as a strategic partner to managers and supports them in all matters related to talent management and team management.
- Develops a thorough understanding of operational realities and anticipates the human impacts of business strategies and organizational changes.
- Proposes and implements integrated talent management strategies aligned with organizational priorities, business needs, and organizational values.
- Provides support, coaching, and professional advice to managers on all aspects of human resources management.
- Supports managers in developing their leadership skills and adopting management practices consistent with the competency profile and organizational values.
- Advises managers on the application of policies, procedures, collective bargaining agreements, and legal obligations.
- Supports managers in preventing and resolving situations that could affect engagement, performance, or the work environment.
Labor Relations
- Serves as a key partner in labor relations and helps maintain harmonious relationships with the various union units.
- Assists managers in interpreting and applying collective bargaining agreements, internal policies, and applicable laws.
- Advises managers on handling complex cases, particularly regarding attendance management, accommodations, performance management, administrative investigations, disciplinary and administrative measures, and conflict resolution.
- Works closely with the Head of Talent and Culture to ensure consistent and proactive case management.
- Handles the initial stages of processing grievances, complaints, and disputes, makes recommendations, and helps find sustainable solutions.
- Supports managers in their interactions with unionized employees and promotes an approach focused on conflict prevention and collaborative problem-solving.
- Participates in various labor relations committees and employer-union meetings, as needed.
- Contributes to the development of strategies and the work involved in collective bargaining agreement renewals and other negotiation processes.
- Analyzes trends, recurring issues, and risks in labor relations and recommends actions aimed at improving the work environment and reducing organizational risks.
- Monitors legislative, regulatory, and case law developments that impact management practices and labor relations.
Organizational Development and Change Management
- In collaboration with the Head of Organizational Development, anticipates human resource challenges related to organizational transformations and recommends strategies to foster buy-in for change.
- Assists managers in planning and implementing change initiatives.
- Supports the rollout of programs and initiatives aimed at strengthening organizational culture, engagement, and the employee experience.
- Helps implement initiatives that foster leadership development and organizational effectiveness.
Talent Acquisition and Development
- In collaboration with the Talent and Culture Advisor responsible for talent acquisition, participates in analyzing and planning workforce needs.
- Contributes to the staffing processes for the groups assigned to them.
- Supports managers in identifying, developing, and retaining talent.
- Contributes to initiatives related to skills development, succession planning, and leadership development.
Employee Engagement and Experience
- Supports managers in analyzing the results of the engagement survey.
- Participates in the development, implementation, and monitoring of action plans tailored to the realities of different teams.
- Designs and implements initiatives that promote engagement, recognition, well-being, and the employee experience.
- Helps maintain a healthy, respectful, and inclusive work environment.
Training, Support, and Continuous Improvement
- Leads or participates in various strategic projects within the Talent and Culture department.
- Contributes to the rollout of corporate programs related to talent acquisition, organizational development, employee experience, and other HR initiatives.
- Analyzes HR processes, practices, and metrics to identify opportunities for improvement and optimization.
- Formulates recommendations and contributes to the evolution of talent management policies, programs, and tools with a focus on continuous improvement.
- Monitors best practices and market trends to ensure innovative approaches that are tailored to the organization’s needs.
Education and Experience
- Bachelor’s degree in industrial relations, human resources management, or a related field.
- A minimum of five (5) years of relevant experience in a similar role involving a strong focus on business partnerships and labor relations.
- Significant experience in a unionized environment with multiple bargaining units.
- Experience managing complex labor relations cases.
- Membership in the Order of CHRPs or CIARs (an asset)
- Excellent knowledge of the Canada Labor Code and applicable laws in a federally regulated environment.
- Knowledge of pay equity, employment equity, and other regulatory obligations applicable to federal employers is an asset.
Desired Skills and Qualifications
- Demonstrated ability to serve in a strategic advisory role to managers at various levels.
- Inspiring leadership and strong ability to influence managers, employees, and union representatives.
- Skills in labor relations, negotiation, conflict resolution, and managing sensitive situations.
- Ability to build trusting relationships while effectively representing the organization’s interests.
- Managerial courage, professional judgment, and the ability to take a stand in complex situations.
- Strong analytical, synthesis, and problem-solving skills.
- Strategic mindset, political acumen, and an understanding of organizational issues.
- Ability to challenge the status quo, innovate, and propose creative and pragmatic solutions.
- Excellent interpersonal skills, particularly in communication, tact, diplomacy, and persuasion.
- Excellent oral and written communication skills in French and English.
- High degree of autonomy, a sense of initiative, and the ability to manage multiple priorities simultaneously.
- Strong focus on collaboration, continuous improvement, and consulting.
- Proficiency in Microsoft 365; knowledge of SAP or an integrated human resources management system is a plus.
- Must have a valid driver’s license and access to a vehicle for required travel