Senior Manager, CBA Governance

111000 Extendicare (Canada) Inc.; Markham; Hybrid; CAD 120,000 - 150,000; Full time

Job summary

Extendicare is seeking a Senior Manager, Collective Agreement Governance & CBA Intelligence, based in Markham, Ontario, with a hybrid working environment. The role translates CBA language into Workday requirements and leads cross‑functional implementation across HR, payroll, and benefits.

The ideal candidate has a deep understanding of collective agreements, strong Workday experience, and a track record of leading HRIS projects, governance, and data governance across compensation, benefits, and

Qualifications

• University degree in HR, Industrial Relations, Business, Information Systems, or related field.
• 7-10 years of experience in HRIS, Labour Relations, HR Operations, or related function.
• Experience with collective bargaining agreements in a unionized environment.
• Strong Workday experience, including business processes, configuration, integrations, and data structures.
• Experience leading cross-functional projects and system implementations.
• Knowledge of compensation, benefits, payroll, time tracking, seniority, workforce data governance.

Responsibilities

• Review and interpret collective bargaining agreements, MOUs, arbitration outcomes, and negotiated language changes.
• Assess operational and systems impact of CBA changes across HR, Payroll, Benefits, Time Tracking, Absence, Compensation, and Workday processes.
• Translate CBA language into clear business and technical requirements for HRIS and operations teams.
• Determine configuration updates, integrations, redesigns, reporting changes, or system enhancements.
• Evaluate size, complexity, cost, and risk of negotiated changes.
• Act as SME on CBA provisions and Workday data structures.
• Collaborate with HRIS and technical teams to propose optimal solutions.
• Validate Workday configurations align with negotiated provisions and policies.
• Support testing strategies, defect resolution, and validation of labor-driven changes.
• Maintain documentation of logic, rules, and CBA impacts.
• Assess impacts to compensation structures, premiums, seniority rules, and benefits data.
• Ensure data compliance across HRIS, payroll, and downstream systems.
• Identify opportunities to standardize labor-related processes and controls.
• Serve as trusted advisor to Labour Relations and HR leadership on system implications.

Skills

Analytical thinking

Stakeholder management

Cross-functional collaboration

Problem solving

Change management

Education

University degree in HR/IR/Business/IS

Tools

Workday

HRIS

Job description

Job Description The Senior Manager, Collective Agreement Governance & CBA Intelligence is responsible for translating collective bargaining agreement (CBA) language into operational and system requirements within Workday and related HR systems. This role serves as the critical bridge between Labour Relations, HR, Compensation, Benefits, Payroll, and HRIS teams to assess the impact of negotiated changes, determine required system configurations, and lead implementation activities, while ensuring HR teams, managers, and employees have a reliable, accurate source for CBA‑related questions. The ideal candidate combines deep understanding of collective agreement language with strong Workday and HR systems expertise, enabling them to assess the complexity, risk, and downstream implications of negotiated changes across people processes, compensation, benefits, payroll, seniority, scheduling, and workforce data. This role is highly consultative and project‑oriented, requiring strong analytical skills, technical acumen, stakeholder management, and the ability to lead cross‑functional implementation efforts resulting from collective bargaining negotiations. This role will be based in Markham Ontario, Extendicare offers a hybrid working environment.

Key Responsibilities

• Review and interpret collective bargaining agreements, memoranda of settlement, arbitration outcomes, and negotiated language changes.
• Assess the operational and systems impact of proposed or finalized CBA changes across HR, Payroll, Benefits, Time Tracking, Absence, Compensation, and Workday business processes.
• Translate collective agreement language into clear business and technical requirements for HRIS and operational teams.
• Identify whether proposed changes require configuration updates, integrations, process redesign, reporting changes, manual workarounds, or broader system enhancements.
• Evaluate the size, complexity, cost, and implementation risk associated with negotiated changes.
• Act as the subject matter expert on how collective agreement provisions interact with Workday functionality and HR data structures.
• Partner with HRIS and technical teams to determine optimal system solutions and configuration approaches.
• This may include working directly with the vendor(s).
• Validate that Workday configurations align with negotiated labour provisions and organizational policies.
• Support testing strategies, defect resolution, and validation activities related to labour‑driven system changes.
• Maintain documentation of system logic, configuration decisions, business rules, and CBA‑related impacts.
• Working directly with Compensation, assess impacts of negotiated changes to compensation structures, premiums, seniority rules, benefits eligibility, accruals, entitlements, and workforce data.
• Ensure data compliance across HRIS, payroll, and downstream systems.
• Identify opportunities to standardize and improve labour‑related system processes and controls.
• Serve as a trusted advisor to Labour Relations, HR leadership, and operational stakeholders on system implications of bargaining proposals.
• Provide strategic guidance during negotiations regarding feasibility, implementation effort, operational risk, and systems complexity.
• Facilitate discussions between technical and non‑technical stakeholders to ensure alignment and understanding.
• Support audits, compliance reviews, and reporting requirements related to collective agreement administration.
• Develop and own the organization’s CBA Intelligence platform, acting as the primary business owner accountable for its accuracy, reliability, and ongoing value to the organization.
• Ensure the CBA Intelligence Platform’s underlying CBA content, interpretations, and business rules remain current as agreements are negotiated, amended, or renewed.
• Serve as the escalation point for HR teams, managers, and employees using the CBA Intelligence Platform to answer questions about collective agreement provisions, ensuring responses are accurate and consistent with negotiated language.
• Partner with HRIS, IT, and the platform vendor to prioritize enhancements, resolve defects, and manage the platform roadmap.
• Lead training, communication, and change management activities to drive adoption of CBA Intelligence Platform among HR teams, managers, and employees.

Requirements:

• University degree in Human Resources, Industrial Relations, Business, Information Systems, or a related field.
• 7-10 years of experience in HRIS, Labour Relations, HR Operations, or a related function.
• Experience working with collective bargaining agreements in a unionized environment.
• Strong Workday experience, including business processes, configuration, integrations, and data structures.
• Experience leading cross‑functional projects and system implementations.
• Knowledge of collective agreement language, labour relations practices, and collective bargaining processes.
• Strong analytical and organisational skills, with the ability to assess operational and systems impacts and translate business requirements into technical solutions.
• Knowledge of compensation, benefits, payroll, time tracking, seniority, workforce administration, and HR data governance.
• Experience maintaining governance documentation, business rules, and system controls.
• Experience managing HR technology, self‑service, knowledge management, or AI‑enabled platforms is an asset.
• Workday certification, PMP, Agile certification, healthcare or highly unionised industry experience, and experience supporting collective bargaining negotiations are considered assets.

At Extendicare, we believe that working as a team creates an environment that allows us to reach our potential. We value each employee, encourage equal opportunity for growth and recognise achievement.

As a valued member of our team, you can expect: Continuous mentorship, support for life‑long learning and growth opportunities Opportunities for advancement and career growth within the organisation A rewarding and meaningful work experience where you can enrich your life and the lives of others through your work. Employee Family Assistance Program. Robust benefits package.

Extendicare is a leading provider of care and services for seniors across Canada, operating under the Extendicare, ParaMed, Extendicare Assist, and SGP Purchasing Network brands. We are committed to delivering quality care to meet the needs of a growing seniors’ population, inspired by our mission to provide people with the care they need, wherever they call home. We operate a broad network of long‑term care homes (both owned and under management contracts), deliver over 24 million hours of home health care services annually, and provide group purchasing services to third parties representing approximately 157,000 beds across Canada. Extendicare proudly employs more than 30,000 qualified, highly trained and dedicated team members who are passionate about providing high‑quality care and services to help people live better.

#extendicarehr Time Type Full time Compensation Details

Compensation will be discussed during the recruiting process. At Extendicare, we’ve spent more than 50 years dedicated to enhancing the quality of life for residents in our long‑term care homes across Canada. When you join Extendicare, you become part of a compassionate, mission‑driven team committed to creating a safe, supportive, and enriching environment for every resident we serve. We provide competitive compensation that reflects the value of this role and the unique qualifications each candidate brings. Final salary offers are based on a variety of factors such as your skills, experience, education, and alignment with the responsibilities of this position. Base salary is one component of our broader total rewards package. We offer a comprehensive suite of benefits designed to support your health, financial well‑being, and long‑term career growth. Your recruiter can provide more details about our total rewards offerings during the hiring process.

We may use artificial intelligence (AI) tools to support certain stages of the recruitment process, such as reviewing applications, analysing resumes, or assessing candidate responses. These tools assist our recruitment team but do not replace human judgment — every application is reviewed by a member of our team to ensure thoughtful and equitable consideration. If you would like more information about how your data is processed, please contact us. Extendicare is an equal opportunity employer committed to respectful and inclusive hiring practices. We welcome all applicants, including those from equity‑deserving groups, including Indigenous peoples, women, people with disabilities, and visible minorities. Extendicare is committed to fostering an accessible, inclusive, and equitable hiring process. We will gladly accommodate the needs of applicants throughout all stages of the recruitment process upon request and in accordance with applicable legislation. If you require support during any stage of the process, email us at [e-mail]. We acknowledge that the care we provide across Canada occurs on lands that have been cared for by many Indigenous peoples for generations. We recognise First Nations, Inuit, and Métis Peoples and their enduring connection to this land, and the importance of respect and cultural safety in the work we do.

Extendicare is a leading provider of care and services for seniors across Canada, operating under the Extendicare, ParaMed, Extendicare Assist, and SGP Purchasing Network brands. We are committed to delivering quality care to meet the needs of the growing seniors’ population, inspired by our mission to provide people with the care they need, wherever they call home. We operate a network of 99 long‑term care homes (59 owned, 40 under management contracts), deliver approximately 14.0 million hours of home health care services annually, and provide group purchasing services to third parties representing approximately 153,600 beds across Canada. Extendicare proudly employs approximately 23,000 individuals and manages an additional 5,000 joint‑venture employees, all of whom are highly qualified, trained and dedicated team members and passionate about providing high‑quality care and services to help people live better.

Our Mission To provide people with the care they need, wherever they call home. Our Vision Everyone in Canada has access to the care and support they need to live their best lives. Our Values We embrace every person for the individual they are. We care for each person as we would our own family. We collaborate with others because we achieve more together. We are relentless in our efforts to improve. We respect the resources entrusted to us.