The Employee Relations Specialist provides expert, consultative advice and case support to leaders and HR Business Partners across the organization. This role focuses on managing complex and sensitive employee relations matters, ensuring practices are consistent, legally compliant, and aligned with organizational policies and values.

As part of the Employee/Labour Relations Centre of Excellence, the Specialist plays a key role in risk management, supporting sound decision-making, and enhancing leadership capability in employee relations. This position operates within a multi-site, matrixed environment, balancing responsiveness with consistency and enterprise standards.

Key Accountabilities

• Provide expert guidance on employee relations matters, including performance management, discipline, and terminations.

• Manage and resolve complex and sensitive workplace issues, including harassment, discrimination, and whistleblower complaints.

• Conduct intake, triage, and recommend appropriate resolution approaches such as investigations, mediation, or management action.

• Ensure consistent interpretation and application of policies, employment legislation, and organizational practices.

• Assess risk and provide fair, consistent, and legally defensible recommendations.

• Partner with HR Business Partners on case strategy, risk assessment, and escalation decisions.

• Coach leaders and HR partners on managing employee relations issues and resolving workplace conflict.

• Maintain accurate case documentation and reporting, ensuring compliance with legal and organizational standards.

• Identify trends, emerging risks, and systemic issues, escalating insights to inform strategy and policy improvements.

• Collaborate with internal stakeholders, including HR, Legal, and Centres of Excellence, to ensure alignment and enterprise-wide consistency.

Key Skills & Experience

• 5–7 years of progressive experience in employee relations or human resources, with a focus on complex cases.

• Strong knowledge of Canadian employment legislation and employee relations best practices.

• Proven ability to manage sensitive workplace issues, including investigations and fact-finding.

• Demonstrated expertise in risk assessment and developing practical, legally sound recommendations.

• Excellent advisory and influencing skills, with the ability to guide leaders effectively.

• Strong coaching capability to build leader effectiveness and accountability.

• Experience working in matrixed or shared services environments with multiple stakeholders.

• High level of professionalism, discretion, and sound judgment in complex situations.

• Strong written and verbal communication skills, including documentation and reporting.

• Postsecondary education in Human Resources, Industrial Relations, Business, or a related field; CHRP/CHRL designation is an asset.