Senior Labour Relations Consultant

Primary PurposeUniversity of Waterloo is a leading global innovation hub that drives economic and social prosperity for Canada and the world. With more than41,000 students, we are home to the world's largest co-op education talent pipeline,game-changingresearchand technology, and to an unmatched entrepreneurial culture. Together, these create partnerships and solutions to tackle today’sand tomorrow’s challenges.
Faculty and Academic Life provides leadership and expertise across three intersecting areas: Faculty Relations, Faculty Life Cycle, and Policy Review and Development. Working closely with Deans and other senior leaders, the Office supports faculty recruitment, retention, performance management, professional development, and faculty relations, while providing strategic advice and guidance on academic employment matters and institutional policy.
This role provides senior-level labour relations expertise to support the University’s academic, operational, and strategic objectives. The position acts as a strategic advisor to leaders on complex and sensitive employee and labour relations matters, exercising independence in the assessment, management, and resolution of issues. This role leads grievance resolution, supports collective bargaining, fosters constructive labour-management relationships, and identifies and mitigates institutional risk. Through strategic analysis, sound judgement, and collaboration, the role delivers practical and defensible solutions aligned with institutional priorities.
Key AccountabilitiesLabour Relations AdvisoryProvides expert advice and strategic guidance to leaders on complex labour and employee relations matters, and collective agreement interpretation, exercising a high degree of judgement and autonomy.
Advises on the labour relations implications of organizational change, restructuring, workforce planning, and strategic initiatives, developing recommendations that balance institutional objectives, operational needs, and risk considerations.
Grievance, Dispute Resolution, and Case ManagementLeads the resolution of complex, sensitive, and high-risk labour and employment matters, including grievances, complaints, workplace disputes, and investigations, working collaboratively with employees, leaders, and union/employee association representatives.
Represents and advises the University in grievance meetings, mediations, and other dispute resolution processes by developing strategies and presenting information, recommendations, and supporting documentation.
Oversees labour relations case files and ensures records are accurate, complete, confidential, and maintained in accordance with legislative, regulatory, collective agreement, and institutional requirements.
Collective Agreement AdministrationProvides expert guidance on the interpretation, application, and administration of collective agreements, policies, and employment practices while promoting compliance and mitigating institutional risk.
Collective Bargaining SupportProvides strategic bargaining expertise through sector scans, benchmarking, and analysis of labour relations trends, emerging issues, and institutional priorities.
Leads or significantly contributes to the development and evaluation of bargaining proposals and strategies, and collective agreement language through research, analysis, and recommendations that align with institutional goals.
Prepares and reviews reports, settlement agreements, bargaining documentation, and related labour relations materials to support effective decision making and bargaining outcomes.
Labour Relations Risk ManagementIndependently identifies, assesses, and mitigates complex labour relations risks through proactive consultation, analysis, and strategic recommendations that support compliant, effective, and sustainable employment practices.
Labour-Management RelationsDevelops, maintains, and strengthens effective working relationships with unions and their representatives, faculty and staff associations, and leaders to support constructive labour-management relations and facilitate the resolution of complex issues.
Represents the labour relations function on labour relations and other institutional committees as required, providing expert advice, strategic guidance, and recommendations.
Program, Policy, and Process ImprovementLeads and contributes to the development, implementation, and continuous improvement of labour relations policies, programs, practices, and resources to enhance effectiveness, consistency, and compliance.
Partners with leaders to develop resources, tools, and training that strengthen leadership capability and support effective labour relations administration across the organization.
Required QualificationsEducationUndergraduate degree specializing in HR, Industrial Relations, or a related field, or an institutionally recognized equivalent combination of education and experience.
A certification in Human Resources or Industrial Relations.
ExperienceMinimum 6 years of related work experience, preferably in a unionized, post-secondary environment.
Knowledge, Skills and AbilitiesExtensive labour and employee relations expertise, including collective agreement and policy interpretation, labour relations strategy, workforce planning, organizational design, change management, conflict resolution, and risk management.
Strong knowledge of employment and labour legislation, including the Labour Relations Act, 1995, Employment Standards Act, 2000, Ontario Human Rights Code, and related employment and human resources principles.
Advanced consultation, negotiation, investigation, and conflict‑resolution skills, with the ability to provide strategic advice and guide leaders through complex, sensitive, and high‑risk employee and labour relations matters.
Exceptional interpersonal, communication, and relationship‑management skills, with the ability to build trust, foster productive labour‑management relationships, influence outcomes, and work effectively with a broad range of stakeholders.
Demonstrated ability to conduct workplace investigations and complex fact‑finding processes, assess evidence, prepare clear and comprehensive reports, and develop well‑reasoned and defensible recommendations.
Strong analytical, organizational, and problem‑solving skills, with the ability to manage competing priorities, assess risk, maintain accurate documentation, anticipate emerging issues, and develop practical solutions.
Proven ability to exercise sound professional judgment, work independently with minimal supervision, and lead initiatives while collaborating effectively in a complex organizational environment.
Knowledge of the post-secondary sector and the unique labour and employee relations considerations within an academic environment is considered an asset
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