Senior Specialist Labour Relations

Job Requisition Id: 204523

Business Function: Labour Relations

Primary City: Ottawa

Province: Ontario

Employment Type: Full-Time

Employment Status: Permanent

Language Requirement: Bilingual Imperative (CBCC)

Employee Class and Level: CPMGB02

Number of Vacancies 2

Job Closing Date (YYYY-MM-DD): 2026-10-31

The Senior Specialist Labour Relations is responsible for leading all Labour Relations activities within their assigned area of responsibility while providing specialist advice and guidance to business partners, support groups, and Local and Regional Operations management on the interpretation, application and administration of various Collective Agreements, labour legislation, National policies, directives and corporate initiatives. This role maintains productive labour-management relationships with local, regional and national bargaining agent representatives within the framework of collective agreements and applicable legislation.

This role undertakes grievance resolution beyond the first level including the preparation and presentation of grievances at arbitration. They are accountable for developing and leading the action plan implementation and contingency planning related to the creation and maintenance of effective labour/management relationships conductive to operational, administrative and service efficiency.

Below are the main job requirements and responsibilities for the Senior Specialist, Labour Relations

1. Delivers specialized Labour Relations Services in accordance with various Collective Agreements (CA’s), various Federal Regulations, and National policies, in a highly labour intensive, mechanized, fast changing and politically sensitive environment, consisting of a large number of employees represented by a variety of unions and bargaining agents.

2. Provides specialist advice and guidance to operational, regional and corporate stakeholders on the interpretation and application of collective agreements, labour relations policies, directives and corporate initiatives. Assists in the development, maintenance and implementation of national labour relations interpretations, strategies and policy positions to ensure consistency across the Corporation.

3. Provides proactive advice, guidance and support to business partners in the interpretation, application, and administration of CA’s along with changes to collective agreement(s), national policies, and various federal regulations in order to support local business improvement initiatives.

4. Consults with local and/ or regional union / management representatives on matters relating to working conditions, disciplinary issues and conflict resolution. Fosters a productive employee relations environment through the effective administration of CA’s, building relationships with Unions and Association representatives.

5. Administers the grievance management system (GMS). Approves the content of 1st level grievance replies and ensures that proper documentation is collected and retained in the GMS system. Handles grievance procedures after the 1st level in a timely and effective manner to ensure speedy resolution of employee problems or concerns.

6. Integrates and monitors the business processes for local and regional consultations, grievance management, arbitration, WCB appeals within the operating area. Links with Head Office ensuring the universal application of Head Office developed policy.

7. Conducts trend analysis of issues grieved within area responsibility. Collaborates with Corporate Human Resource Business Partners (HRBP) to develop and implement interventions with local operators.

8. Participates in the development and implementation of national labour relations initiatives, policy changes, operational transformations, collective bargaining activities and strategic projects. Builds and maintains effective working relationships with local, regional and national bargaining agent representatives and other internal and external stakeholders.

9. Prepares and presents grievances on all issues (excluding terminations) arising out of the collective agreement on behalf of Canada Post in the regular arbitration procedure. This includes preparing the presenting complex legal argument(s) relevant to the case and the requirement to remain current on the evolution of jurisprudence on matters that could impact the workplace environment.

10. Supports legal counsel in the preparation and presentation of grievances at Formal Arbitration on behalf of the Corporation on matters such as termination of employment and National Policy Grievances. Recommends acceptance or rejection of settlement offers subject to the Corporation’s financial decision-making matrix and a risk assessment of liability. Drafts and executes binding settlement documents on behalf of the Corporation.

11. Facilitates and delivers training on Labour relations topics to local client groups. Interprets workplace legislation and regulations including the Canada Labour Code, Provincial Workers Compensation Acts, The Government Employees Compensation Act, the Canadian Human Rights Act, and provides advice and guidance to local operators to mitigate future risks and grievances.

12. Serves as the primary point of contact for advice to local operators on major disciplinary matters including the investigation, assessment of facts. Provides a recommendation on any disciplinary outcome in accordance with the Corporation’s Disciplinary Guidelines, and the Team Leader’s Guide to Labour Relations. Reviews accuracy of evidence, assesses risk, and provides recommendations on termination cases considering prevailing relevant formal case law.

13. Supports HRBP’s on the handling of minor disciplinary infractions and the application of the Corporation’s Disciplinary Guidelines. Monitors to ensure compliance in the capture of relevant information and documentation in the Corporation’s Consequence Management System.

14. Maintains a network of internal and external contacts, including labour organizations, professional associations and industry counterparts to regularly benchmark and remain current on emerging trends, developments, legislative changes and best practices related to labour relations programs, policies and strategies.

Education

• Completed post-secondary school education in Industrial/Labour Relations OR a combination of equivalent professional experience and training (including equivalent knowledge and ability in Labour/Industrial Relations)

• Masters of Industrial Relations is an asset

Experience

• 3 to 5 years of relevant functional experience OR 1 to 3 years of relevant functional experience with commensurate applicable education

• One or more years of experience in a unionized environment an asset

Other Candidate Requirements

• Knowledge of Labour Relations, Human Resources, Mail Operations, Collection and Delivery, Marketing and Retail Operations is an asset

• Knowledge of labour/management principles, the Canada Labour Code, the Canada Labour Relations Board process, Canada Post collective agreements, Canada Post Health and Safety programs, the Worker’s Compensation Process and the Canada Post Act is an asset.

• Familiarity with provincial labour regulations, collective agreements and various labour organizations is an asset

• Sound organizational, analytical, judgement and decision-making skills with proven abilities in problem solving

• Strong interpersonal skills with an ability to build and maintain relationships

• Proficient computer skills and competent with Microsoft Office programs

• Strong communication, analytical, and customer service skills

Hybrid- Four days in Office.

Safety Sensitive Positions

This position may be considered a Safety Sensitive position and has additional requirements under Canada Post's Substance Use Policy.

Employment Equity

Canada Post will represent Canada’s diversity and provide a safe and welcoming workplace that embraces and celebrates our differences. We are committed to employment equity and encourage applications from women, Indigenous People, persons with disabilities and visible minorities.

Disability is defined as a persistent or episodic physical, sensory, or mental health condition and/or functional limitation. Disability includes both visible and hidden conditions and/or limitations that may impact vision, hearing, mobility, flexibility, dexterity, pain, learning, developmental, mental/psychological, and memory.

Conflict of Interest

The Conflict of Interest Policy prohibits employees from hiring, supervising or reporting to, directly or indirectly via the reporting hierarchy, their immediate family or close personal relations. Should you feel that you may be in an actual or potential Conflict of Interest in regard to this job opportunity, you must communicate with the designated Human Resources representative.

Accommodation

Canada Post is committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you are contacted by Canada Post regarding a job opportunity, please advise if you have any restrictions that need to be accommodated. All information received in relation to accommodation will be kept confidential.

Important Message

Your application must clearly demonstrate how you meet the requirements as Canada Post cannot make assumptions about your education and experience. We thank all those who apply. Only those selected for further consideration will be contacted.

Our signature behaviours

Make the call – We’re empowered to make decisions, respectfully challenge the status quo, and support others to do the same.

Know the destination – We understand Canada Post’s strategy and goals and how we contribute to them, and we move forward with open minds when exploring new approaches.

Deliver for others – We take pride in doing our personal best, demonstrate care for others, and support and encourage them to reach their potential.

Ignite our pride – We play a role in making Canada stronger by celebrating who we are, the communities we service, and issues that matter.

Our values

Our Values have three dimensions: “We matter as individuals, We matter to one another, We matter to our country”TRUST

I earn the trust placed in me every day, and I trust that my safety and well-being are everyone’s top priority.

We do our best work when we trust each other.

We value the trust Canadians have in us, and understand it is earned with every decision and interaction.

RESPECT

I understand respect is the foundation of a successful workplace.

We respect each other as colleagues and treat each other as we would like to be treated.

We respect our country and the communities we serve, and understand we have a responsibility to be a positive force for change.

DELIVER

I challenge myself to safely deliver every day because what I do matters.

We are a network of people, united by what we accomplish and deliver together.

Delivering a stronger Canada for Canadians is at the heart of what we do

Position Occupancy

Applicants who are currently Management/Exempt term employees - it is preferred that employees perform the duties of their position for three (3) months before being considered for permanent opportunities or longer term appointments.

Applicants who are currently at the Manager/Officer/Exempt - it is preferred that employees remain in their substantive position for two (2) years before being considered for other permanent opportunities.

Applicants who are currently members of another employee group - should contact their human resources representative to learn more about their position occupancy requirements.

Interview Notification

Should you be contacted for an interview, you are required to notify your Team Leader. If you do not meet the position occupancy guidelines above, you will need to provide confirmation from your General Manager and Director, Human Resources responsible for your function/region that you can be considered for this opportunity.