The Library of Parliament is a non-partisan organization providing stimulating and rewarding work. We recognize that our employees are our most important asset and, as such, we offer excellent benefits, a minimum of four weeks’ vacation leave, learning opportunities to support professional and career development, competitive salaries, and more!

Business Support Services (BSS) provides support and services to the Library of Parliament in the areas of human resources, finance and materiel management, corporate planning, information technology, and publishing, editing and creative services.

We are currently looking for candidates to staff the following position: Manager, Labour Relations, Occupational Health and Safety.

Working in a small, dynamic Human Resources team, the Manager, Labour Relations, Occupational Health and Safety, manages all Human Resources services that require compliance with employment legislation such as laws pertaining to labour, occupational health and safety, and human rights.


MANAGER, LABOUR RELATIONS, OCCUPATIONAL HEALTH AND SAFETY

BUSINESS SUPPORT SERVICES
HUMAN RESOURCES

Indeterminate Position

MPA-6 ($96,607–$ 118,637)
Bilingual staffing – imperative: (CBC/CBC)

For the purposes of this selection process, the competencies listed in the attached Competency Profile will be evaluated.

NOTE: This selection process will also be used to establish a pool of prequalified candidates that could be used to staff determinate and indeterminate positions at the Library of Parliament that require similar knowledge or competencies.

 

The following knowledge criteria will also be evaluated:

  • Knowledge of the laws, theories, principles, concepts and trends related to human resources management on Parliament Hill
  • Knowledge of the collective bargaining process, grievance process and disciplinary process, which includes conducting investigations
  • Knowledge of Part II of the Canada Labour Code (occupational health and safety) and its regulations

To be considered, candidates must have:

  • An undergraduate degree from a recognized university in a field related to the duties of the position
  • Experience in providing guidance and professional advice to management on complex employee relations and labour relations issues in a unionized environment
  • Experience in providing guidance and professional advice to management related to Part II of the Canada Labour Code (occupational health and safety)
  • Experience mentoring, coaching or managing employees

Assets:

  • Experience providing labour relations advice and guidance under the Parliamentary Employment Staff Relations Act

Candidates retained in this selection process will be required to obtain:

  • A successful second-language evaluation (Bilingual staffing – imperative: CBC/CBC)
  • A successful pre-employment screening

Additional Information:

  • This selection process is open to the public and to employees of the Library of Parliament, the Senate, the House of Commons, the Office of the Senate Ethics Officer, the Office of the Conflict of Interest and Ethics Commissioner, the Parliamentary Protective Service, and the Office of the Parliamentary Budget Officer.
  • This selection process will include a second-language evaluation, and an interview. The interview will consist of behavioural, situational and knowledge-based questions. Candidates will be required to pass each stage in order to move to the next stage of the selection process.
  • Qualified candidates from this selection process may be considered for determinate or indeterminate positions at the Library of Parliament that require similar knowledge and/or competencies.
  • Education and experience requirements will be used to determine which candidates will be asked to participate in the next stage of the selection process.
  • Satisfactory references and proof of education are essential conditions of appointment.
  • Travel and relocation expenses are the responsibility of the candidates.
  • The Library of Parliament believes that the excellence for which it is known is enhanced by nurturing an inclusive workplace that embraces diversity, values differences and supports the full participation of all employees. The Library is committed to creating and maintaining a diverse workforce reflecting the communities we live in and work in, the clients we work with, and Canadian society at large.
  • Preference will be given to Canadian citizens and to permanent residents who are legally able to work in Canada. Applicants who have a valid work permit may also be considered.

Apply no later than  July 20, 2020 11:59 PM  Eastern Time.

To apply, please send us your curriculum vitae, along with a covering letter indicating how you meet each of the education and experience requirements of the position. Please quote Staffing Process 20-LOP-45 in your documents and, if you apply by email, in the subject line of your email.
Send us your application:

 By email: LOPCareers-CarrieresBDP@parl.gc.ca
 By fax: 613-995-9582
 By mail: 50 O’Connor Street
              Library of Parliament
              Human Resources Directorate
              Ottawa, ON  K1A 0A9

Questions? Contact Human Resources at 613-797-9238 or LOPCareers-CarrieresBDP@parl.gc.ca.

We thank all those who apply. Please note that only those selected for further consideration will be contacted.

Competency Profile for Management – Manager

 

ADAPTABILITY
Adapting in order to work effectively in ambiguous or changing situations, and with diverse individuals and groups

Level 4: Adapts plans and goals.
• Adapts organizational or project plans to meet new demands and priorities.
• Revises project goals when circumstances demand it.
• Responds quickly to shifting opportunities and risks.

CLIENT FOCUS
Providing service excellence to internal and/or external clients, addressing immediate and evolving client needs

Level 4: Provides seasoned advice.
• Acts as a seasoned advisor, providing independent opinion on complex client problems and novel initiatives, and assisting with decision-making.
• Encourages clients to consider difficult issues when it is in their best interests.
• Advocates on behalf of clients to more senior management, identifying approaches that meet clients’ needs as well as those of the organization.

EXEMPLIFYING INTEGRITY
Treating others fairly, honestly and respectfully, furthering the integrity of the organization and its relationships of trust within the work environment and in the broader community

Level 3: Proactively identifies and balances ethical issues across teams and functions.
• Promotes the discussion of practical and relevant ethical dilemmas within the work environment and appropriate behaviours to deal with them.
• Maintains the status of ethics as compulsory in the organization by holding everyone accountable.
• Develops metrics to track initiatives related to the Library’s Values and Ethics Code.
• Monitors the work environment to identify and address ethical issues that could negatively affect the organization or stakeholders.

MANAGING PEOPLE
Managing others to ensure their work contributes to organizational goals by developing individuals, building teams, resolving conflicts and applying workplace policies

Level 3: Builds and manages teams, implementing people management strategies.
• Balances the needs of employees and the interests of the organization.
• Supports employees’ career plans and learning opportunities.
• Applies company policies and procedures in managing direct reports’ performance.
• Shares own knowledge and experience to support others in achieving their personal and business objectives.
• Coaches colleagues in technical areas, identifying training and development needs to support professional growth.

DECISION-MAKING
Applying critical thinking, good business sense and organizational values to make decisions involving varying levels of risk and ambiguity

Level 3: Makes decisions in unclear situations.
• Applies guidelines and procedures that leave considerable room for discretion and interpretation.
• Makes decisions based on partially defined factors and incomplete information.
• Involves the right people in the decision-making process, when applicable.
• Foresees longer-term implications of decisions that are not readily apparent.
• Selects new information to share with key stakeholders to enhance their understanding and help with decision-making.
• Considers emerging opportunities and risks to construct defensible options.

ACHIEVEMENT ORIENTATION
Focusing efforts on achieving high-quality results consistent with the organization’s standards

Level 4: Improves organizational performance.
• Sets highly challenging, but attainable, goals for own organizational area.
• Assesses group performance against goals to identify areas for improvement.
• Improves inefficient or ineffective work processes.
• Adopts positive motivational approaches, tailored to diverse individuals and groups, to help staff improve performance and maximize results achieved.
• Encourages responsible risk-taking to achieve high-quality results

COMMUNICATION
Communicating clearly and respectfully with different audiences, both orally and in writing

Level 3: Adapts communication.
• Tailors communication (e.g., content, style, tone and medium) to diverse audiences and readerships.
• Reads cues from diverse audiences to assess when and how to change planned communication approach to deliver message effectively.
• Communicates with varying organizational levels, sometimes on the spot.
• Recognizes others’ complex or underlying needs, motivations or concerns, communicating effectively despite the sensitivity of the situation.
• Conveys important nuances and context to facilitate understanding of the message or material.

ORGANIZATIONAL AWARENESS
Understanding the workings, structure, culture and distribution of power within and beyond the organization and for Parliament as a whole, and applying this understanding to solve problems and achieve desired outcomes

Level 3: Understands and applies organizational culture, climate and power dynamics.
• Achieves satisfactory solutions based on an understanding of issues and culture in own and other organizations.
• Recognizes what is and is not acceptable or possible at certain times given the organizational culture, climate and power dynamics.
• Anticipates outcomes based on an understanding of organizational culture and power dynamics.
• Explains how organizational decisions are made and who makes and influences them.
• Applies an understanding of the roles people play in the organization to form alliances and achieve results.

RESILIENCE
Staying energized, productive and focused in the face of challenges, ambiguity, change or strenuous demands, and creating a supportive environment that helps others become more resilient and productive

Level 4: Proactively assists others in dealing with strenuous work demands.
• Provides advice and guidance to others to assist them in coping with difficult or demanding situations.
• Creates a work environment in which wellness and balance are valued.
• Helps others retain a balanced perspective and remain energized, in the face of ongoing or frequent situations involving high-level stress.