Director, Employee Relations

Ottawa; Ottawa; On-site; CAD 187,000 - 198,000; Full time

Job summary

Ottawa Police Service seeks a Director, Employee Relations to lead Labour Relations and Abilities Management, reporting to the Chief Human Resources Officer. This full‑time permanent position drives strategy, policy interpretation, and performance across the employee relations portfolio.

You will oversee collective bargaining, grievances, disability management, occupational health and safety programs, and stakeholder relations with bargaining agents and management.

Job description

Applications will be accepted until 2359hrs on29/10/2026.

This posting is for one (1) full-time permanent position.

Salary Information:$186,755.66-$198,012.36 annually. (2026 rates of pay)

Job Information

Title: Director, Employee Relations

Affiliation: Sr Officers Association Civilian

Directorate: Human Resources

Section: Employee Relations

Pay Group: SOA Director

Shift:Monday – Friday Days With Occasional Requirement For Irregular Work Hours

Work Location: Central - 19 Fairmont Avenue - relocating to 3505 Prince of Wales Dr in Spring 2027

Overall Purpose

Reporting to the Chief Human Resources Officer, the Director, Employee Relations provides strategic leadership and direction for the Ottawa Police Service’s Employee Relations function, encompassing Labour Relations and Abilities Management.

The Director is responsible for:

• Providing strategic leadership and direction for labour relations and abilities management services, programs, and initiatives across the Ottawa Police Service.
• Providing expert advice and guidance to the Chief Human Resources Officer, Executive Command, senior leaders, and managers on complex and sensitive employee relations matters, including collective agreement interpretation, grievances, discipline, workplace accommodations, attendance and disability management, return to work, and other employment-related issues.
• Leading the development and implementation of effective labour relations strategies, including collective bargaining, grievance and arbitration management, labour relations consultation, conflict resolution, and the administration and interpretation of collective agreements.
• Providing strategic oversight of the effective management of disability and medical leave claims, including occupational and non-occupational absences, return to work, workplace accommodations, and related abilities management practices.
• Providing leadership and oversight of Occupational Health and Safety programs and initiatives within the Employee Relations portfolio, ensuring alignment with legislative requirements, organizational priorities, and sound human resources practices.
• Building and maintaining effective relationships with bargaining agents, employees, management, external partners, and other stakeholders to support constructive labour and employee relations and the effective resolution of workplace issues.
• Identifying emerging employee relations risks, trends, and organizational impacts and developing strategies and recommendations to address them.
• Representing the Ottawa Police Service internally and externally in matters requiring senior Employee Relations expertise and leadership.
• Meeting regularly with the Chief Human Resources Officer and members of Executive Command, as required, to provide briefings, strategic advice, and recommendations on significant issues arising from the activities of Labour Relations and Abilities Management.

Major Responsibilities

Provide leadership and direction for the Labour Relations and Abilities Management functions through strategic planning, operational oversight, policy development, service delivery, and continuous improvement:

• Provide leadership and direction for the Labour Relations and Abilities Management functions through strategic planning, operational oversight, policy development, service delivery, and continuous improvement.
• Establish priorities, objectives, and service standards for the sections and ensure activities are aligned with the strategic direction and operational requirements of the Ottawa Police Service.
• Lead and oversee the implementation of strategic Employee Relations initiatives by developing plans, establishing accountabilities, and bringing together internal and external partners to achieve organizational objectives.
• Monitor emerging trends, risks, legislative developments, and organizational issues affecting employee relations and develop appropriate strategies and recommendations.
• Ensure the consistent and effective application of Employee Relations practices across the organization.
• Provide leadership during organizational change, restructuring, and other significant initiatives to ensure employee relations considerations are appropriately assessed and managed.
• Ensure Employee Relations policies, programs, processes, and practices are current, effective, legally compliant, and aligned with organizational objectives.
• Promote the development of Employee Relations staff through coaching, performance management, knowledge sharing, and professional development.
• Ensure staff are aware of and comply with Office of the Chief directives, OPS policies, procedures, standards, and operational protocols.
• Maintain knowledge of relevant Organizational policies and procedures including their application and Director’s responsibility in adhering to and enforcing these policies.
• Accountable for the development, monitoring, and reporting of financial resources including all overtime in their section as per the Overtime Management Policy.
• Develop and manage the annual sectional budget.

Leads and / or serves as a subject matter expert advisor in the OPS collective bargaining process and manages the grievance and arbitration process.

• Provide the Chief with recommendations on appropriate use of OPS resources (Human and Capital) in implementation of decisions / settlements; negotiate with Associations on behalf of the Chief and the Executive on a variety of workplace issues such as resignations, accommodations, discipline, and respectful workplace issues to mitigate organizational risks.
• Support the Police Services Board with the bargaining process as required.
• Represent management / the Chief at grievance and arbitration hearings:
  • Ensure grievance and arbitration hearings are consistent with operational needs and in line with organizational objectives.
  • Identify future risks and liabilities.
  • Ensure appropriate handling of complex grievance issues that have broad organizational or political implications.

Responsible for the provision of labour relations consulting services and the effective recommendations on employment related matters to management teams across the organization.

• Act as a senior advisor to the Chief and the Executive and provide strategic and operational labour and employee relations advice to various OPS Committees as required.

Provide expert leadership and advice on Collective Agreement interpretation and the application of organizational policies affecting labour relations:

• Foster and facilitate effective use, interpretation, development and management of collective agreements, related policies, guidelines, and decision making with the Board, the Executive, Associations, and employees to ensure consistency and compliance with legislation, precedents, organizational policies, and procedures.
• Direct Employee Relations staff in the provision of advice / counsel to management with respect to application / interpretation of collective agreements and all related legislation, and in the preparation of agreements / settlements; ensures staff provide accurate and consistent advice and services on all employment related matters, including accommodation, discipline, performance management.
• Establish and maintain good labour relations with Association representatives and encourages / manages resolution of conflicts / disputes, including 3rd party involvement.

Oversees the Abilities Management portfolio including:

• Provide strategic leadership and oversight for the effective management of occupational and non-occupational disability and medical leave claims, including return-to-work and workplace accommodation processes.
• Ensure employees are appropriately supported in returning to work and that accommodation and return-to-work decisions appropriately balance employee needs, medical information, operational requirements, collective agreement provisions, and legislative obligations.
• Provide strategic direction on complex disability, accommodation, attendance, and return-to-work matters and ensure appropriate collaboration among management, employees, Occupational Health, Labour Relations, Legal Services, and other stakeholders.
• Monitor disability and absence trends and develop strategies to support early intervention, effective case management, employee well-being, and operational effectiveness.
• Provide strategic oversight of Occupational Health and Safety programs and initiatives within the portfolio and ensure compliance with applicable legislation, policies, and organizational standards.
• Identify emerging Employee Relations, disability management, and Occupational Health and Safety risks and develop strategies to mitigate organizational, operational, financial, legal, and reputational impacts.
• Ensure significant and complex matters are appropriately escalated, managed, documented, and resolved.

Represents the OPS and LR/Abilities Management Unit (AMU) internally and externally in various leadership and public capacities requiring LR/AMU expertise and / or Senior HR representation:

• Represent OPS as a member of Provincial and Federal Committees.
• Liaises regularly with staff at the City of Ottawa, with senior officials at organizations comparable to the Police Service, partner organizations, and the executive of the Police and Senior Officers’ Associations.
• Oversee the preparation of quarterly reports to the Board in accordance with the Chief’s Reporting Requirements.
• As required, attend Police Service Board meetings and prepare briefings to the Police Service Board members.

All Directors are responsible for maintaining their knowledge of relevant Organizational policies and procedures including their application and Director’s responsibility in adhering to and enforcing these policies.

Statement of Required Qualifications

Education and Experience

• Four (4) year University Degree in Human Resources, Labour Relations, Law, Business Administration, or a related discipline.
• Experience and formal training combined may substitute for stipulated education requirements.
• Minimum eight (8) years of progressively responsible experience in Human Resources, Labour Relations, Employee Relations, Disability/Abilities Management, Employment Law, or a related field, including:
• Five (5) years of senior-level experience providing strategic advice and leadership in labour and employee relations, including collective bargaining, grievance and arbitration, collective agreement interpretation, and complex employment matters.
• Experience analyzing complex and sensitive employee relations matters, assessing organizational risk, and developing and implementing strategic recommendations, often in situations involving competing interests and limited precedent.
• Experience leading negotiations and resolving complex workplace disputes while effectively representing organizational and management interests.
• Demonstrated experience managing and developing staff, leading programs and cross-functional initiatives, and overseeing the effective allocation of financial and operational resources

Language

• English – fluency in oral, reading, and writing.

Certifications and Licences

Member of a recognized Professional Association such as the Human Resources Professional Association of Ontario (HRPAO) or Law Society of Ontario with associated designation, or completion of courses, or in progress.

In service Training

The following mandatory training and education is provided to all civilian Directors of the OPS:

• Respectful Workplace.
• Violence in the Workplace.
• Accessibility for Ontarians with Disabilities Act (AODA).
• Road to Mental Health Readiness (R2MR).
• Equity, Diversity & Inclusion (Supervisor course).
• Active Bystander Law Enforcement (ABLE)

All employees of the OPS are expected to complete all additional and new mandatory training as prescribed by the Office of the Chief.

Job Knowledge

Advanced detailed knowledge of relevant employment legislation including:

• Ontario Labour Relations Act
• Community Safety in Policing Act

General knowledge of the Organization’s Mission, Vision, and Values.

Working knowledge of the Ontario Occupational Health and Safety Act and its Regulations, the Workplace Safety Insurance Act, the Ontario Human Rights Act, Personal Health Information Protection Act.

Comprehensive knowledge of Benefit and Pensions plans.

Advanced understanding of the theories, principles and techniques of collective agreement administration / interpretation and collective bargaining, negotiating skills, and conflict resolution.

Comprehensive knowledge of current human resources practices in the public and private sectors.

Thorough understanding of the concepts of disability management and WSIB practices and industry standards in the province of Ontario.

Competency

Level

Competency

Level

Communication

4

Leadership

1

Teamwork

3

3

3

Resource & Fiscal Management

3

Service Orientation

3

Org. & Environmental Awareness

2

Networking and Relationship Building

4

Strategic Thinking

3

Problem Solving

4

Hours of Work

Monday to Friday day shift schedule

Effort and Working Conditions

Work is performed in a standard office environment with minimal adverse physical working conditions.

Regular travel between OPS sites is required.

The nature of the job often leads to situations involving strong conflicting opinions and intense emotions.

Desired Qualifications

Oral, reading, writing fluency in French or other languages.

Solid understanding of the organization structure, policies, and practices

Additional Competition Information:

The onus is on the candidate to clearly relate his/her qualifications to the requirements of the position as well as to provide proof of any required certification(s) / license(s), as identified in the job description. Failure to include these documents may result in the applicant being screened out of the competition.

Accommodation will be provided in all parts of the hiring process as required. Accessible formats and communication support are available upon request. Applicants need to make their needs known in advance. Please contact [e-mail] if you have any questions.