Labour Relations Consultant

The Joint Cannabis; Winnipeg; On-site; CAD 65,000 - 90,000; Full time

Job summary

The Joint Cannabis in Winnipeg, MB is seeking a Labour Relations Consultant for a six-month fixed-term contract. You will advise on interpretation of collective agreements, grievances, workplace investigations, and union–management relations, supporting leaders in a fast-paced multi-location setting.

Responsibilities include arbitration preparation, senior leader guidance, and developing practical resources to strengthen labour relations practices beyond the engagement.

Qualifications

• Post-secondary education in Human Resources, Labour Relations, Industrial Relations, Business, or a related field.
• Five+ years of progressive labour and employee relations experience, ideally multi-site and unionized.
• Experience interpreting collective agreements and managing grievances, workplace investigations, discipline, arbitration prep, and bargaining support.
• Strong knowledge of Canadian employment, labour, and human rights legislation.
• Excellent consultation, negotiation, conflict resolution, judgment, and written communication skills.
• Ability to translate legal/contractual requirements into practical guidance; highly organized with multiple sensitive files.

Responsibilities

• Act as a resource for labour relations matters, interpreting and administering collective agreements and advising on management rights and obligations.
• Provide clear, risk-informed guidance to leaders on performance management, attendance, accommodation, grievances, workplace investigations, and disciplinary processes.
• Manage or support assigned grievances from intake through resolution, including fact gathering, response preparation, settlement discussions, and arbitration readiness.
• Conduct or support fair, thorough, and timely workplace investigations, with clear findings, documentation, and recommended next steps.
• Build and maintain constructive working relationships with union representatives, employees, and leadership teams.
• Partner with Winning Talent & Culture leadership on collective bargaining research, proposal development, costing inputs, mandate preparation, negotiation support, and implementation planning.
• Provide guidance on employment standards, labour legislation, human rights considerations across applicable Canadian jurisdictions.
• Review labour relations processes, templates, trackers, and case documentation; recommend and implement improvements for consistency and visibility.
• Track and analyze labour relations activity, themes, risks, and outcomes, with regular reporting to leadership.
• Develop and deliver practical training, job aids, coaching, and resources for leaders managing in unionized environments.

Skills

Labour relations expertise

Negotiation

Written communication

Risk assessment

Consultation

Education

Post-secondary in HR/IR/IR/Business

CHRP/CHRL designation (asset)

Job description

Reports To: Director, Retail Operations and VP, Winning Talent & Culture

Contract Term: 6 month fixed-term contract

Location: Winnipeg, MB

About the Role

The Labour Relations Consultant is a trusted, hands‑on partner within The Joint Cannabis leadership and Winning Talent & Culture team. Engaged for a six-month fixed term, this role provides focused expertise and additional capacity across labour and employee relations matters, supporting leaders in a fast‑paced, multi‑location environment.

The Consultant will advise on the interpretation and administration of collective agreements, grievance and arbitration matters, workplace investigations, performance and disciplinary processes, and union–management relations. The role will also help strengthen labour relations practices, case documentation, leader capability, and reporting so that matters are handled fairly, consistently, and in alignment with employment and labour legislation.

What You’ll Do:

Six-Month Mandate

• Provide immediate subject‑matter support on active labour and employee relations matters, ensuring timely, practical, and well‑documented guidance.
• Assess current practices, case files, tools, and reporting to identify priority risks, gaps, and opportunities for greater consistency.
• Advance key grievances, investigations, arbitration preparation, and collective bargaining work assigned during the contract term.
• Maintain or build practical resources and leader capability to support sustainable labour relations practices beyond the engagement.

Key Responsibilities

• Act as a resource for labour relations matters, including interpreting and administering collective agreements and advising on management rights and obligations.
• Provide clear, risk‑informed guidance to leaders on performance management, attendance, accommodation, grievances, workplace investigations, and disciplinary processes.
• Manage or support assigned grievances from intake through resolution, including fact gathering, response preparation, settlement discussions, and arbitration readiness.
• Conduct or support fair, thorough, and timely workplace investigations, with clear findings, documentation, and recommended next steps.
• Build and maintain constructive working relationships with union representatives, employees, and leadership teams.
• Partner with Winning Talent & Culture leadership on collective bargaining research, proposal development, costing inputs, mandate preparation, negotiation support, and implementation planning.
• Provide guidance on employment standards, labour legislation, human rights, occupational health and safety considerations, and related compliance matters across applicable Canadian jurisdictions.
• Review labour relations processes, templates, trackers, and case documentation; recommend and implement practical improvements that increase consistency and visibility.
• Track and analyze labour relations activity, themes, risks, and outcomes, and provide regular reporting and recommendations to leadership.
• Develop and deliver practical training, job aids, coaching, and resources for leaders managing in unionized environments.
• Support proactive employee relations and engagement initiatives that build trust, accountability, and workplace collaboration.
• Collaborate with internal partners and external labour counsel, as required, while maintaining appropriate confidentiality and records.
• Complete other related labour relations priorities or special projects assigned during the six‑month engagement.

Expected Contract Deliverables

• An initial review and prioritized workplan for assigned labour relations matters and organizational needs.
• Up‑to‑date case management records, risk summaries, and recommended actions for active files within scope.
• Progress on assigned grievances, investigations, arbitration files, and bargaining preparation, with clear status and next‑step documentation.
• Practical leader resources, templates, or training materials that strengthen consistency in a unionized environment.
• A final transition package summarizing completed work, outstanding risks, key deadlines, recommended next steps, and ownership.

Requirements

• Post‑secondary education in Human Resources, Labour Relations, Industrial Relations, Business, or a related field; an equivalent combination of education and experience will be considered.
• Five or more years of progressive labour and employee relations experience, ideally within a multi‑site and unionized environment.
• Demonstrated experience interpreting collective agreements and managing grievances, workplace investigations, discipline, arbitration preparation, and collective bargaining support.
• Strong working knowledge of applicable Canadian employment, labour, and human rights legislation.
• Excellent consultation, negotiation, conflict resolution, judgment, and written communication skills.
• Ability to quickly assess complex situations, identify risk, and translate legal or contractual requirements into practical guidance.
• Highly organized and able to manage multiple sensitive files, competing priorities and firm deadlines with discretion.
• Comfort operating independently while partnering closely with leaders, People & Culture colleagues, union representatives, and external advisors.
• Entrepreneurial and adaptable approach suited to a fast‑paced, evolving organization.
• CHRP/CHRL designation, labour relations certification, or equivalent professional designation is considered an asset.

For Ontario applicants, please note that this posting is for an existing vacancy.