Who We Are:

At Arterra Wines Canada, we aim to inspire the simple joys of life, and we come to work every day with a shared passion to build wine brands people love. As a pioneer in the Canadian wine industry with 150 years of experience, our success is driven by our people. We work together with integrity and pride, striving to reach our fullest potential every day, and we’re looking for people who do the same.

We are undergoing a pivotal transformation, actively in search of dynamic individuals poised to make a substantial impact within our ever-evolving organization. Are you someone who embraces change and excels in diverse roles that span across various functions? If so, we look forward to hearing from you!

Role Summary:

The Senior Employee & Labour Relations Partner is responsible for providing day-to-day HR leadership and strategic partnership to Ontario Production and Estates operations, with a strong focus on employee and labour relations. Based in Niagara Falls and reporting to the Manager, People & Culture Business Partner, this role provides trusted advice and coaching to leaders and employees across both unionized and non-unionized environments.

The Senior Employee & Labour Relations Partner will use sound judgement, HR expertise and knowledge of Ontario employment and labour legislation to manage complex people matters, strengthen labour-management relationships, mitigate organizational risk and support a positive employee experience.

Key Responsibilities:

Employee & Labour Relations / HR Operations:

• Build and maintain constructive relationships with union representatives, employees and business leaders, balancing employee advocacy with business requirements, collective agreement provisions and organizational policies.

• Act as an escalation point for complex employee and labour relations matters.

• Provide expert guidance and counsel on employment legislation, case law, corporate policies and collective agreements.

• Advise leaders on matters including disability and accommodation, attendance management, performance, progressive discipline, grievances, conflict resolution, terminations and return-to-work.

• Interpret and apply multiple collective agreements, policies and procedures, ensuring consistent and appropriate application across employee groups.

• Manage and resolve grievances in partnership with leaders and union representatives, ensuring timely responses, appropriate documentation and consistency with collective agreement requirements.

• Participate in labour management meetings and support the preparation, documentation and follow-up of labour relations issues and action items.

• Conduct fair, thorough and well documented workplace investigations, including matters involving employee misconduct, workplace conflict, policy violations, harassment and other sensitive concerns.

• Develop appropriate action plans and corrective measures following investigations to resolve issues, mitigate risk and support a respectful workplace.

• Support arbitration matters, including preparation of documentation, evidence gathering, case development and coordination with Legal and/or external counsel as required.

• Support the collective bargaining process by providing labour relations expertise, analysis and counsel throughout preparation, negotiations and implementation.

• Monitor labour relations trends, including grievances, absenteeism, turnover, discipline and other workforce indicators, and recommend proactive interventions.

• Identify opportunities to strengthen labour-management relationships and address workplace issues before they escalate.

• Maintain appropriate documentation and records related to employee and labour relations matters.

• Ensure employee and labour relations practices comply with applicable Ontario legislation, including the Employment Standards Act, Labour Relations Act, Occupational Health and Safety Act and Human Rights Code.

Integrated Business Partnership:

• Act as a trusted advisor and coach to business leaders, providing expert guidance and sound judgement on complex people matters, including employee performance, discipline, terminations, attendance, accommodation, team dynamics, recruitment and compensation.

• Serve as a primary point of contact for employee questions regarding HR policies, procedures and practices, ensuring consistent and appropriate application.

• Coach leaders on effective people-management practices, documentation, performance management, progressive discipline and employee relations.

• Partner with Talent Acquisition throughout recruitment and onboarding, including interviewing, selection and preparation of employment offers.

• Collaborate with Learning & Development, Total Rewards, Talent Acquisition and HRIS teams to develop and implement strategies and action plans aligned with business and workforce needs.

• Provide recommendations regarding attendance management, progressive discipline and other employee relations matters.

• Partner with Legal and senior HR leadership on complex, sensitive or high-risk employee and labour relations matters as required.

• Analyze HR and labour relations data, trends and key metrics to identify risks, recurring issues and opportunities, and provide actionable recommendations to business leaders.

• Support organizational change initiatives that have employee or labour relations implications, including workforce planning, restructuring, scheduling and operational changes.

• Lead the development, coordination and delivery of onboarding programs for unionized and non-unionized employees, ensuring a positive employee experience and alignment with organizational policies, collective agreements and culture.

Supporting HR Cycles:

• Support the execution of HR programs and initiatives, including employee engagement, performance management, talent development, succession planning, objective setting and merit programs.

• Support the implementation and administration of compensation, training, benefits and other HR programs.

• Keep business leaders informed of HR initiatives, programs, timelines and leadership requirements.

• Prepare termination letters and packages, coordinate outplacement services where applicable, and support severance calculations and termination processes.

• Ensure HR programs and practices are implemented consistently and effectively across assigned business areas.

What You Bring:

• College diploma or university degree in Human Resources, Business Administration or a related field.

• 5-7+ years of progressive HR experience, with significant experience in employee and labour relations within a unionized environment.

• Demonstrated experience independently managing complex employee and labour relations matters.

• Strong experience interpreting and applying collective agreements and corporate HR policies.

• Experience managing grievances and supporting labour-management processes; arbitration and collective bargaining experience is a strong asset.

• Demonstrated experience conducting workplace investigations and providing well-reasoned recommendations and action plans.

• Strong knowledge of Ontario employment and labour legislation, including the Employment Standards Act, Labour Relations Act, Occupational Health and Safety Act and Human Rights Code.

• Strong conflict resolution, negotiation, influencing and relationship-building skills.

• Demonstrated ability to coach and influence leaders at all levels and build credibility with employees and union representatives.

• Strong analytical skills, with the ability to interpret HR data and translate trends into actionable business recommendations.

• Excellent written and verbal communication skills, with the ability to manage sensitive and confidential information with professionalism and discretion.

• Ability to work independently, prioritize competing demands and exercise sound judgement in a fast-paced operational environment.

• Proficiency with HRIS and Microsoft Office applications.

• CHRP/CHRL designation preferred.

• Experience supporting manufacturing, production, agricultural, hospitality or other operational environments is considered an asset.

Compensation: Budgeted Range – $75,972.00 - $117,517.00. The budgeted range takes into account several factors and qualifications that are considered in making compensation decisions including experience, education, training, licenses, certifications, and other business and organizational requirements. Base pay is only one component of the total rewards offering at Arterra.

The budgeted range will align with qualifications, including experience, education, training, licenses, certifications, and other business and organizational requirements.

We are committed to establishing a qualified workforce that reflects the diverse population it serves and we encourage applications from all qualified individuals. We are also committed to preventing and removing barriers to employment for people with disabilities, and we invite you to inform us should you have any accessibility or accommodation needs.