BE PART OF A DYNAMIC ORGANIZATION AS A GENERAL MANAGER, LABOUR RELATIONS FOR OUR PEOPLE AND CULTURE DEPARTMENT

COSTI is a multicultural organization providing social services, settlement,

employment, and language training services. For more information about COSTI,

please visit our website at .

The General Manager, Labour Relations reports to the Director, People and Culture and plays a pivotal role in fostering a positive and proactive labour relations environment across COSTI. This senior HR leader provides expert advice to directors, managers, and People & Culture staff on a broad range of labour and employee relations matters. The role leads collective agreement administration, grievance management, and union negotiations, while supporting leadership in building engaged, respectful, and collaborative workplaces.

This is a full-time non-union position scheduled to work 35 hours per week

RESPONSIBILITIES:

• Lead the development and implementation of COSTI's labour relations strategy, ensuring a proactive, collaborative, and legally compliant approach that supports organizational goals and upholds positive union-management relations.
• Advise directors, managers, and HR staff on a wide range of labour and employee relations matters, including collective agreement interpretation, progressive discipline, performance improvement plans, and terminations, ensuring consistency and fairness across the organization.
• Administer and interpret multiple collective agreements, ensuring compliance with contractual obligations, facilitating dispute resolution, and providing subject matter expertise to support operational needs.
• Serve as the primary liaison with union representatives and shop stewards, fostering constructive relationships through regular communication, issue resolution, and proactive problem-solving to avoid unnecessary conflict or escalation.
• Oversee and manage the grievance process, including intake, investigation, response, documentation, and resolution of grievances at all stages, and represent the organization as required.
• Support collective bargaining activities, including developing bargaining strategies, researching and analyzing historical data and comparators, preparing proposals, and participating at the bargaining table, including acting as lead spokesperson when delegated.
• Identify, assess, and report on emerging labour relations trends, risks, and opportunities, providing strategic recommendations to enhance employee engagement, reduce conflict, and improve workplace relations.
• Collaborate with other programs and services to ensure alignment between HR practices and broader organizational priorities, particularly regarding workforce planning, restructuring, or changes affecting unionized staff.
• Develop and deliver training and coaching for managers and HR staff to build internal capacity and confidence in labour relations matters, including respectful workplace practices, documentation, and effective communication.
• Ensure that HR policies and procedures align with collective agreements, employment legislation, and sector best practices, and play a lead role in policy development and revision from a labour relations lens.
• Contribute to the design and implementation of organizational initiatives, such as employee surveys, workforce modernization efforts, ensuring labour relations implications are considered and appropriately addressed.
• Lead and mentor members of the HR team, particularly those involved in employee and labour relations, helping them develop strong judgment, technical skills, and a consistent approach to labour relations matters across all service areas.
• Maintain accurate and confidential records, case files, and data analytics to support decision-making and demonstrate compliance with legislative and contractual obligations.
• Promote a positive employee relations environment, supporting early intervention, coaching-based approaches, and respectful communication at all levels of the organization.
• Support leadership in complex HR decisions, including organizational change, position elimination, return-to-work planning, and other sensitive or high-impact matters involving unionized employees.
• Perform other related duties or special assignments as required to support the People and Culture department and organizational priorities.

QUALIFICATIONS:

• Post-secondary education in Human Resources, Industrial Relations, or a related discipline, with a strong academic foundation in employment law and labour relations.
• Designation as a Certified Human Resources Leader (CHRL) or Professional (CHRP) and membership in good standing with the Human Resources Professionals Association (HRPA); an equivalent combination of education and experience may be considered.
• A minimum of 7-8 years of progressive HR experience, including at least 5 years of hands-on responsibility for labour relations in a multi-union environment, ideally in the not-for-profit or social services sector.
• Expert knowledge of Ontario employment legislation and labour laws, including the Employment Standards Act, Labour Relations Act, Human Rights Code, Occupational Health and Safety Act, and related regulations.
• Demonstrated success in managing all stages of the grievance process, from intake to resolution, including representing the employer at arbitration or mediation proceedings.
• Experience serving as lead or key contributor in collective bargaining, including research, mandate development, negotiations, and implementation of new agreements.
• Well-developed communication skills, with the ability to convey complex issues clearly, confidently, and respectfully to a wide range of audiences, including union partners, management, and senior leadership.
• A collaborative and diplomatic approach to relationship-building, with demonstrated success working across departments, resolving conflict, and creating psychologically safe workplaces.
• Strong analytical and problem-solving skills, with the ability to assess risks, weigh options, and propose solutions that are legally sound, operationally viable, and culturally aligned.
• Ability to coach and influence others, particularly managers and frontline supervisors, in handling difficult conversations, applying HR policies, and understanding their responsibilities under the collective agreement.
• Proven ability to manage multiple competing priorities in a fast-paced environment while maintaining attention to detail and demonstrating excellent judgment.
• A high level of discretion and integrity, with demonstrated professionalism in managing sensitive, confidential, or politically complex issues.
• A strong commitment to diversity, equity, inclusion, and anti-racism, with a demonstrated ability to incorporate these values into HR practices, conflict resolution, and policy interpretation.
• Strong digital literacy, including experience using HRIS systems and Microsoft Office (Excel, Word, PowerPoint, Outlook) for reporting, documentation, and presentation purposes.
• Must be fully vaccinated or be exempt from vaccination on human rights grounds. COSTI reserves the right to require information establishing the validity of the exemption.

LOCATION: 1710 Dufferin St. Toronto (Hybrid)

START DATE: Starting July 28, 2025