Position profile: Manager, Employee Relations Services

Learn more about the position in the job posting.

  • Job Title: Manager, Employee Relations Services
  • Ministry: Alberta Public Service Commission
  • Competition Number: 1052553

Organizational Context

The Public Service Commission (PSC) provides human resources (HR) services to the Government of Alberta (GOA). It leads the development, implementation, and maintenance of policies and programs that ensure Alberta has a professional, non-partisan, diverse, inclusive public service that proudly service Albertans. This is achieved by providing expert advice, strategic leadership, and stewardship as well as developing and delivering innovative supports and services to Alberta Public Service (APS) employees.

In alignment with the APS One-government. One-employer. One-HR. vision, the HR frameworks and business excellence services encompass an array of HR functions to foster an agile, productive and engaged APS to service Alberta today and into the future. HR functions range from Talent Acquisition and Mobility, Classification, Compensation and Benefits, Employee Relations to Organizational Effectiveness, Leadership and Learning, Workforce Planning and Analytics, Wellness, Health and Safety and Strategic Policy. In addition, PSC is responsible for leading a coordinated approach to APS internal communications, designing and managing the GOA Jobs Website, and promoting a consistent approach to public agency governance, recruitment and compensation.

Role Overview

Reporting to the Director, primary accountability for the Manager is to ensure clients are supported and the HR function is delivered consistently, efficiently and effectively APS-wide to ensure client business demands and needs are met.

The Manager is an expert in the HR function and assists with providing innovative solutions to service delivery issues while balancing the needs of stakeholders with competing priorities.

With broad direction from the Director, the position leads a team of staff involved in tactical and operational aspects of delivering APS-wide services/initiatives. The Manager will work to identify and assess challenges, issues, and trends, and contribute to one-employer focused client solutions, best practices, and outcomes.


Leads through change and creates a culture of engagement for staff.

  • Builds staff capacity, supports succession and leadership planning and development.
  • Provides leadership, direction, coaching and mentoring to a team of management, HR professionals and administrative staff. Responsible for appropriate performance management processes and ensures performance and learning development plans are in place to support staff career development.
  • Collaborates with partners and stakeholders to develop and support governance frameworks, cross-government initiatives and best practices for the delivery of services.
  • Develops partnerships, relationships and linkages with stakeholders to enable and advance centre operations.
  • Develops, Implements and evaluates the branch operational plan and contributes to the development, implementation and evaluation of the division and PSC business plans.
  • Plans and manages human and financial resources.

Delivers Employee Relations programs and services through a shared service delivery model:

  • Develops measures and evaluation criteria, sound practices, and procedures to ensure the most effective service delivery.
  • Develops and leads initiatives, consulting with stakeholders, to provide recommendations and solutions.
  • Provides advice to senior management on a variety of issues, concerns and inquiries.
  • Provides input into proposals or enhancements to related programs, policies and practices.
  • Identifies service gaps and opportunities for service improvements and enhancements. Develops solutions to address current and emerging issues.
  • Identifies program or data integrity issues through reporting, data analysis and responding to trends, challenges and evolving needs.
  • Resolves issues related to program delivery, involving policy/program application and unique situations.
  • Leads the maintenance and improvement of supporting procedures and processes.
  • Interpretation of legislation, regulations and PSC and GoA direction and provide input into the development and maintenance of operational policies and procedures.
  • Requires extensive knowledge of collective agreements and the application of those policies/agreements in different circumstances as well as a command of involved, diverse human resources principles, practices, and precedents, especially in relation to employee relations.

Optional Program Specific Accountabilities

  • The Manager, ERS provides leadership and expert advice to Employee Relations Consultants and ministry clients in dealing with high level employee and labour relations issues.
  • This position is an expert ER/LR resource for their ministry clients that they support. Areas of consulting include discipline, performance management, grievance procedure, application of the collective agreement, application of policies/directives/regulations relation to labour relations and employee relations.
  • The Manager is also responsible for leading project teams in the development and implementation of strategies to address LR/ER issues with department-wide impact or to plan, develop and implement priority initiatives.
  • The Manager develops and maintains relationships leveraging their influencing skills with key senior stakeholders such as the Alberta Union of Provincial Employees (AUPE).

Role Requirements

  • Completion of a related degree in business, social sciences or equivalent.
  • Experience in leading and supervising staff.
  • Extensive experience in labour relations and employee relations including a background and knowledge of the union environment.
  • Strong organizational and time management skills to handle several high priority projects at the same time.
  • Strong communication and influencing skills to lead discussions and influence ERS team members and Ministry clients to reaching consensus and resolution of employee and labour relations issues.
  • Project leadership skills to lead and support cross government projects.
  • A sound understanding of all human resource functions and government programs is essential for providing expert consulting to departments, researching issues and developing alternative options.
  • Strong written and presentation skills.

Behavioural Competencies

  • Systems Thinking - The incumbent requires systems thinking to design and develop processes and systems which address the short-term and long-term needs of the GoA as an employer and create innovative and sustainable solutions that also support the broader talent management framework.
  • Creative Problem Solving - It is critical that the incumbent provide innovative solutions and advice as well as lead and support projects related to the development and maintenance of strategies to address employee and labour relations issues within the Alberta Public Service while keeping informed of best practices and challenging existing processes and procedures for improvement and enhancement.
  • Drive for Results - The incumbent must take accountability for outcomes and determine the most effective way to achieve desired results.
  • Agility - The incumbent must take a proactive leadership role to anticipate, assess and readily adapt to changing priorities as well as be able to operate in a dynamic environment. The incumbent must also be able to research and develop recommendations on complex and evolving employee relations issues taking advantage of opportunities to readily adapt to changes required for organization success.
  • Build Collaborative Environments - The incumbent must be a strong communicator and set up processes or structures to facilitate meaningful communication. The incumbent will also lead and/or support training initiatives and encourage exchange of information and ideas.
  • Develop Networks - Proactively connect and build trust with peers and executives in PSC, ministry clients, jurisdictional contacts, Alberta Union of Provincial Employees (AUPE) and other experts in their field.
  • Develop Self and Others - As the technical expert in their field it is critical that the incumbent create an environment of learning and sharing expertise. Demonstrating the desire to invest in the development of the long-term capability of self and others is important to ensure program excellence.

The Government of Alberta is committed to a diverse and inclusive public service that reflects the population we serve to best meet the needs of Albertans. Consider joining a team where diversity, inclusion and innovation are valued and supported. For more information on diversity and inclusion, please visit the Diversity and Inclusion Policy.