Technical Specialist Labour Relations

Important messages

We are committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you need to be accommodated during any phase of the evaluation process, please use the Contact information below to request specialized accommodation. All information received in relation to accommodation will be kept confidential.

Assessment accommodation

The Canada Energy Regulator works to keep energy moving safely across the country. We review energy development projects and share energy information, all while enforcing some of the strictest safety and environmental standards in the world. Headquartered in Calgary, Alberta with regional offices in Montréal, Vancouver and Yellowknife, the CER has approximately 500 employees.

The CER is recognized as one of Canada's Top 100 Employers in a national competition to determine which employers lead their industries in offering exceptional workplaces for their employees.

Duties

Reporting to the Director, Human Resources Programs and Services in the People and Workforce Supports Business Unit, the incumbent provides specialist advice and recommendations on a full spectrum of Human Resources disciplines with particular emphasis in the area of Employee and Labour Relations (grievance handling, adjudication and arbitration, disciplinary matters, investigations, , labour negotiations, collective bargaining, interest-based conflict resolution, and establishment of solid work relationship with unions and executives).

The key responsibilities of the position are to: (1) coach Human Resources Advisors in the Employee and Labour Relations HR discipline from both broad and significant experience; (2) to provide strategic advice, guidance, and operational support on various complex or trend setting cases as well as to provide specialist advice and recommendations on a full spectrum of human resources knowledge.

Please see the job description for further information.

Intent of the process

A pool of candidates may be created. Qualified candidates may be used to staff other similar positions at an equivalent or lower level on a term, indeterminate or acting basis. Appointment of qualified candidates will be based on the assessment results of the essential or essential and asset qualifications and with regard to breadth and depth of experience.

Positions to be filled: 1

Information you must provide

Your résumé.

In order to be considered, your application must clearly explain how you meet the following (essential qualifications)

Education: Graduation with a degree from a recognized university with a specialization in a related discipline such as human resources management, labour or industrial relations, psychology, public or business administration, sociology, or in any other field relevant to the work to be performed. However, screening may use top down approach and preference may be given to those candidates with advanced education. Note: for this specific process, an acceptable combination of education, training and/or experience may serve as alternative to the minimum education standard stated above.

Degree equivalency

Experience:

E1 Significant experience providing strategic advice and coaching in labour relations, and managing complex labour relations cases (e.g. grievance handling, adjudication and arbitration, disciplinary matters, investigations, labour negotiations, collective bargaining, interest-based conflict resolution).

E2 Significant experience in analyzing, interpreting and applying legislation, policies and directives related to labour relations.

* Significant experience is defined as the depth and breadth of experience typically acquired over 5 years within Canadian Federal Public Service.

The following will be applied / assessed at a later date (essential for the job)

English essential

Information on language requirements

Organization-wide and Business Competencies OR Leadership Competencies:

OC1 Leadership and Teamwork – Proficiency: Guide/Shape Level
• Coaches others to make timely and effective decisions and removes barriers that impede improvement.
• Actively shares expertise with others both internally and externally at all levels

OC2 Initiative & Adaptability to Change – Proficiency: Guide/Shape Level
• Initiates and supports cultural changes

OC3 Oral Communication – Proficiency: Guide Level
• Communicates clearly, concisely and effectively verbally.
• Accurately conveys complex technical information to senior level audiences.

OC4 Written Communication – Proficiency: Guide Level
• Communicates clearly, concisely and effectively in writing.
• Accurately conveys complex technical information to senior level audiences.

Technical Competencies:

TC1 Human Resources Knowledge – Proficiency: Shape Level
• Strategically applies HR concepts to major organizational initiatives
• Champions best practices to influence and shape the culture of client service standards throughout the organization

Competency Level Definitions

Learn is defined as developing a basic knowledge of the competency and ability to apply.
Apply is defined as demonstrating sound understanding of the competency and ability to apply and contribute.
Guide is defined as thorough knowledge and capability of the competency. Able to influence and guide others in its application.
Shape is defined as recognized as an expert. Shapes direction of the CER with regards to the competency.

The following may be applied / assessed at a later date (may be needed for the job)

Asset Qualifications

AQ1 Certified Human Resources Professional (CHRP) designation.
AQ2 Background in Classification (e.g. organizational design, job description development, job family development, job valuation, classification grievances)
AQ3 Background in Staffing (recruitment, assessment and appointment)
AQ4 Background in Learning and Development (e.g. competency development; needs analysis, training plans and talent management)

+Minimum 1 year to qualify as an asset, if obtained within Canadian Federal Public Service.

Preference may be given to qualified candidates self-identifying as *Aboriginal Persons and/or Visible Minorities.

Conditions of employment

1) Willingness to undergo, successfully pass and maintain a reliability status security clearance.
2) Compliance with the CER’s Code of Conduct is required.
Note: It is strongly recommended that potential applicants read and consider the CER’s Code of Conduct prior to applying. This document is available on the CER Website http://www.cer-rec.gc.ca/code-of-conduct.
3) Must be willing and able to travel and to work overtime when required.
4) Must be willing to move within and between business units and teams, based on operational requirements and/or as individual development needs are identified.

Other information

The Public Service of Canada is committed to building a skilled and diverse workforce that reflects the Canadians we serve. We promote employment equity and encourage you to indicate if you belong to one of the designated groups when you apply.

Information on employment equity

1. The CER has a classification system that differs from the greater public service. This NEB-11 position is similar to a PE-06 in terms of salary range only. The benefits offered, including relocation assistance, may be significantly different than those offered in the greater public service. This position is subject to CER’s Excluded Terms and Conditions.

2. Application Requirements: Applicants must submit, by the closing date, a resume and cover letter clearly demonstrating how they meet the essential qualifications of education and experience. Applicants are strongly encouraged to demonstrate how they also meet the asset qualifications. Asset qualification(s) may be used at any point in the selection process (screening and/or assessment). Additional clarification will not be sought, failure to provide sufficient information will result in applicants being screened out.

PLEASE NOTE: Applicants who apply to this selection process must include in their application a valid e-mail address and make sure this address is functional at all times and accepts messages from unknown users. Our intention is to communicate with applicants by e mail for assessment purposes including, sending invitations for written tests, interviews and issuing selection process results.

3. Assessment: You may be assessed using one or more of the following tools: your application, cover letter, oral presentation, interview(s), reference checks and interactions with internal staff during the process. Top down selection may be used during any stage of the selection process.

4. Appointment Requirements: Candidates must meet each essential qualification and the conditions of employment to be appointed to the position. A person may be appointed to the position even though he/she does not meet any or all of the asset qualifications, organizational needs or operational requirements; however, meeting these criteria is desirable and may be a deciding factor in choosing right fit for appointment.

5. Salary: Effective 1 November 2017 -11 $101,324 to $123,278 (subject to revision)

The CER has the following forms of additional compensation that are separate from base salary, the eligibility for which is determined, in accordance with the provisions in the collective agreement or terms and conditions of employment for the duration period specified:

• a Calgary Allowance in the amount of 4.95% of base salary may be paid on a bi-weekly payroll basis
• annual performance pay which includes elements of individual performance (60% of payout) and corporate performance (40% of payout)

The Terms & Conditions of Employment for Excluded Employees expired on 1 October 2018. Please note that all provisions – including the allowances, remain in place until an update to the Terms & Conditions has been signed and implemented.

6. Terms of Employment: This position has been allocated and applies to the CER Terms and Conditions of Employment for Excluded Employees.

7. Proof of Education: Proof of education is required prior to appointment. If you were educated outside of Canada, you must have your certificates and/or diplomas assessed against Canadian education standards. Please contact the Canadian Information Centre for International Credentials (CICIC) for more information www.cicic.ca.
Equivalencies granted by the Canadian provincial authorities with respect to Applied (Bachelor's) Degrees by colleges and technical institutes (i.e. in Ontario, British-Columbia, Alberta & Manitoba) must always be accepted as equivalent to Bachelor Degrees granted by universities in the provinces concerned.

8. Organization Future Needs: The CER is committed to having a skilled and diversified workforce representative of the population we serve. In support of our strategy to achieve our employment equity goals, selection may be limited to candidates self-identifying as belonging to one of the following Employment Equity groups: *Aboriginal Persons, Visible Minorities and persons with disabilities.

We encourage all equity groups to self-identify.

*An Aboriginal person is a North American Indian or a member of a First Nation, Métis or Inuit. North American Indians or members of a First Nation include treaty, status or registered Indians, as well as non-status and non-registered Indians. Please note that you will be required to complete an Affirmation of Aboriginal Affiliation Form.

9. Head Office Location – Calgary, AB: 210, 517 10th Avenue SW

Preference

Preference will be given to veterans and to Canadian citizens, in that order, with the exception of a job located in Nunavut, where Nunavut Inuit will be appointed first.

Information on the preference to veterans

We thank all those who apply. Only those selected for further consideration will be contacted.