Employee Relations and Workforce Development Manag


About this role: Employee Relations and Workforce Development Manag

About this role: Employee Relations and Workforce Development Manag

Reporting to the HR Director and Chief Human Resources Officer, being a strategic partner on creating an excellent environment for people to work and thrive.

Employee and Industrial Relations (ER/IR) and workforce development has an important role in building a great place to work for our people, enabling them to be their best, which in turns supports the company to be its best.

Specifically, as the leader of this remit, you will be proactively managing and enabling a thriving employee relations environment.

  • Excellent communication (verbal and written) and interpersonal skills that inspire and energize people and create a clear sense of direction and priorities.
  • Ability to positively influence people, effectively drive work processes and ensure compliance with policies.
  • Comfortable with change and ambiguity such that informed decisions are made without undue delay.
  • Courage to hold strong to views when challenging current practices to encourage exploration of new ideas that drive improvement, i.e., Digitization.
  • Responsible for proactively delivering the local ER/IR agenda, including employee engagement, ED&I, and compliance with local regulatory requirements.
  • ; example, work with stakeholders to create and execute a proposal of recognition and appreciation within the company, accounting for the joint venture partner home companies and tax complexities
  • Drive and support an inclusive workforce for the company.
  • Lead and facilitate the company Culture Committee ecosystem and execute initiatives that support the company culture of Learning, Results, and Care; partner with other cultural work across the organization consisting of secondees from 5 joint venture partners and the company employees.
  • Lead Risk Management for the HR/RE function, to ensure the company has active plans to mitigate risk to the project, saving the project tens of millions of dollars.
  • Provide strategic support to the creation of the Operate Labour Strategy; a single stitched up view on how the company can attract, select, retain and directly manage a highly competent workforce
  • Managing performance development and evaluation in partnership with HR.
  • Anticipating and identifying risks and business needs, shifting priorities, resources and approaches to address or mitigate
  • Overseeing recruitment and onboarding initiatives for their team including driving the hiring and onboarding process in partnership with the Recruitment team.

    Industrial Relations:

  • Provide the labour relations strategy for the company in partnership with business leadership, manage industrial action, including Business Continuity Plans for the site
  • Represent, as required, the company externally as a recognised expert in country-specific issues..
  • With our Execution partners and Open Managed site concept, design and implement an Execute Labour scorecard understanding leading indicators, identifying issues and influencing positive outcomes.
  • Proactively communicate labour issues or concerns, to circulate to relevant stakeholders, i.e., grievances, Covid response on site with our subcontractors, etc.
  • .
  • Stay informed of IR strategies within and outside the industry.

    Workforce development:

  • Working with the Asset Leadership Team (ALT), will be drive the identification of long-term asset talent needs and translating them to present day workforce development strategies development plans while also incorporating the local BC commitments and compliance needs and long term labour strategy.
  • Be a strong integrator in delivering the workforce development remit across the the company team with a particular emphasis on partnering with the recruitment and learning and development teams.
  • Partner with Asset Leadership Team (ALT) in defining the company Canada work culture and desired behaviors and integrate them with the training program to instill the culture all the way to the frontline.
  • Overseeing the development of metrics, dashboards and scorecards to ensure accountability in tracking and monitoring initiatives while maintaining data integrity.
  • Participating in the budgeting process for the Organization & Workforce. Design portfolio and greater HR division as necessary.



  • Post-secondary education in a relevant discipline (i.e., Human Resources, Psychology, Business Administration, Organizational Behaviour, etc.).
  • Over 15 years of Human Resources generalist experience progressing into leadership roles in large project and corporate industrial environment.
  • Strong relevant experience in areas such as organization and workforce strategy, org transformation, analytics / business intelligence, some of which is in a management or supervisory capacity.
  • An equivalent combination of the above education and experience may be considered
  • An experienced professional on employee engagement, balancing understanding of local labour laws, preferably BC experience..
  • Proven experience in working alongside senior business leaders to develop operating models, structures and processes, to support the achievement of organizational strategy and goals.
  • Proven ability to lead teams through operational change and implement new ways of working.
  • Experience leading a team in a collaborative environment, integrating various functions to meet common goals and business objectives.
  • Practices with empathy and employee centricity.
  • Strong coaching and influencing skills to be able to effectively manage a broad range of both external and internal senior stakeholders.
  • Strategic thinker who can identify and understand local external market trends (economic, political, social) and derive insights to drive effective a long-term ER environment.
  • Strong stakeholder management skills.
  • Strong diagnostic and evaluation skills – able to distil key themes and value drivers from complex and sometimes conflicting data and insights.
  • A strong sense of teamwork and partnership with others.
  • Effective relationship and collaboration skills to manage multiple stakeholders’ points of view.
  • Must be legally entitled to work in Canada (i.e., by way of Canadian citizenship, permanent residency, or valid work permit).
  • Role is in in Calgary.
  • · Some travel that may require overnight travel to Vancouver and Kitimat.
  • Employing a hybrid working model, this role combines on-site in office work with work from home flexibility.

Start applying immediately

Start applying immediately

Sending an application is quick and easy. Just make sure you have the required documents ready to go.

  • Certifications (optional)
  • Job references (optional)
  • Motivation Letter (optional)
  • Resume
Apply now

Any questions remaining?

Your consultant, Leonardo Lopes is happy to clarify anything about this vacancy. When reaching out, use the pub number:

Account manager

Leonardo Lopes
Brunel Canada - Calgary

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