16 Labour Relations jobs in Canada

A large, private-sector organization with a nationally dispersed workforce is seeking a seasoned and strategic Head of Labor and Employee Relations to lead the development and execution of a modern, progressive employee and labor relations function. This is a rare opportunity to step into a key leadership role that shapes how labor relations support operational excellence, employee engagement, and long-term organizational health.

This position is responsible for leading a centralized function that supports the organization’s large, unionized employee base—spanning several regions and governed by multiple collective agreements. The role reports into the senior HR leadership team and operates as a close advisor to the executive team on matters that impact people, performance, and culture across the enterprise.

Strategic Direction and Executive Partnership

This role is ideal for a leader who brings both a strategic mindset and practical experience navigating complex labor environments. You will be responsible for designing and delivering a national labor and employee relations roadmap that aligns with the organization's broader business strategy and workforce priorities. Working in close partnership with senior leadership, you’ll help the organization stay ahead of emerging trends in labor relations, ensure business continuity, and reinforce a culture of respect and high performance.

Collective Bargaining and Union Engagement

The organization operates within a dynamic labor environment, with several active unions and a number of distinct collective agreements. As Head of Labor and Employee Relations, you will oversee all collective bargaining processes, serving as the chief strategist and, where appropriate, the lead negotiator. You will shape negotiation mandates, guide bargaining communications, and work closely with legal, finance, and operational leaders to ensure alignment across the organization. Beyond bargaining, this role will be central in cultivating collaborative, constructive relationships with union leadership across regions.

Employee Relations and Workplace Culture

In addition to union engagement, this role plays a key part in shaping the broader employee relations landscape. You will lead a centralized team that supports workplace investigations, conflict resolution, performance coaching, and the development of policies that support a fair, safe, and inclusive workplace. This team will also be responsible for building tools, training, and resources that empower people leaders to confidently navigate workplace challenges while reinforcing organizational values.

Leadership and Influence

This position is responsible for leading and growing a team of ER/LR professionals who support both frontline and corporate environments. You’ll be accountable for team development, performance, and building an inclusive, purpose-driven culture within your function. In addition to leading internally, you will represent the organization externally in high-stakes labor and legal matters, including grievance resolution, arbitration strategy, and complex case management.

Data, Insights, and Risk Management

A critical aspect of this role is using data to inform decision-making. You will define and track key labor and employee relations metrics, partnering with HR analytics teams to uncover trends, identify risks, and support long-term workforce planning. These insights will help executive leadership make proactive, informed decisions that reduce disruption and enhance employee experience.

What You Bring

The successful candidate will bring at least a decade of progressive leadership experience in labor and employee relations within large, unionized environments. You are known as a thoughtful and composed leader who can operate with both strategic vision and hands-on practicality. You have served as a lead or chief negotiator in complex bargaining environments and bring a strong understanding of Canadian labor law and union dynamics. Your ability to advise executive leaders, influence outcomes, and manage sensitive organizational matters with discretion is second to none.

Total Compensation

This role offers a competitive total compensation package including a base salary and bonus in range of $200,000–$250,000, RRSP matching, generous vacation, and a comprehensive benefits program. The position can be based in any major Canadian city, with flexibility for hybrid or remote work depending on location.

This is a confidential executive search. Qualified candidates will be contacted directly by the recruiting partner.

A large, private-sector organization with a nationally dispersed workforce is seeking a seasoned and strategic Head of Labor and Employee Relations to lead the development and execution of a modern, progressive employee and labor relations function. This is a rare opportunity to step into a key leadership role that shapes how labor relations support operational excellence, employee engagement, and long-term organizational health.

This position is responsible for leading a centralized function that supports the organization’s large, unionized employee base—spanning several regions and governed by multiple collective agreements. The role reports into the senior HR leadership team and operates as a close advisor to the executive team on matters that impact people, performance, and culture across the enterprise.

Strategic Direction and Executive Partnership

This role is ideal for a leader who brings both a strategic mindset and practical experience navigating complex labor environments. You will be responsible for designing and delivering a national labor and employee relations roadmap that aligns with the organization's broader business strategy and workforce priorities. Working in close partnership with senior leadership, you’ll help the organization stay ahead of emerging trends in labor relations, ensure business continuity, and reinforce a culture of respect and high performance.

Collective Bargaining and Union Engagement

The organization operates within a dynamic labor environment, with several active unions and a number of distinct collective agreements. As Head of Labor and Employee Relations, you will oversee all collective bargaining processes, serving as the chief strategist and, where appropriate, the lead negotiator. You will shape negotiation mandates, guide bargaining communications, and work closely with legal, finance, and operational leaders to ensure alignment across the organization. Beyond bargaining, this role will be central in cultivating collaborative, constructive relationships with union leadership across regions.

Employee Relations and Workplace Culture

In addition to union engagement, this role plays a key part in shaping the broader employee relations landscape. You will lead a centralized team that supports workplace investigations, conflict resolution, performance coaching, and the development of policies that support a fair, safe, and inclusive workplace. This team will also be responsible for building tools, training, and resources that empower people leaders to confidently navigate workplace challenges while reinforcing organizational values.

Leadership and Influence

This position is responsible for leading and growing a team of ER/LR professionals who support both frontline and corporate environments. You’ll be accountable for team development, performance, and building an inclusive, purpose-driven culture within your function. In addition to leading internally, you will represent the organization externally in high-stakes labor and legal matters, including grievance resolution, arbitration strategy, and complex case management.

Data, Insights, and Risk Management

A critical aspect of this role is using data to inform decision-making. You will define and track key labor and employee relations metrics, partnering with HR analytics teams to uncover trends, identify risks, and support long-term workforce planning. These insights will help executive leadership make proactive, informed decisions that reduce disruption and enhance employee experience.

What You Bring

The successful candidate will bring at least a decade of progressive leadership experience in labor and employee relations within large, unionized environments. You are known as a thoughtful and composed leader who can operate with both strategic vision and hands-on practicality. You have served as a lead or chief negotiator in complex bargaining environments and bring a strong understanding of Canadian labor law and union dynamics. Your ability to advise executive leaders, influence outcomes, and manage sensitive organizational matters with discretion is second to none.

Total Compensation

This role offers a competitive total compensation package including a base salary and bonus in range of $200,000–$250,000, RRSP matching, generous vacation, and a comprehensive benefits program. The position can be based in any major Canadian city, with flexibility for hybrid or remote work depending on location.

This is a confidential executive search. Qualified candidates will be contacted directly by the recruiting partner.

A large, private-sector organization with a nationally dispersed workforce is seeking a seasoned and strategic Head of Labor and Employee Relations to lead the development and execution of a modern, progressive employee and labor relations function. This is a rare opportunity to step into a key leadership role that shapes how labor relations support operational excellence, employee engagement, and long-term organizational health.

This position is responsible for leading a centralized function that supports the organization’s large, unionized employee base—spanning several regions and governed by multiple collective agreements. The role reports into the senior HR leadership team and operates as a close advisor to the executive team on matters that impact people, performance, and culture across the enterprise.

Strategic Direction and Executive Partnership

This role is ideal for a leader who brings both a strategic mindset and practical experience navigating complex labor environments. You will be responsible for designing and delivering a national labor and employee relations roadmap that aligns with the organization's broader business strategy and workforce priorities. Working in close partnership with senior leadership, you’ll help the organization stay ahead of emerging trends in labor relations, ensure business continuity, and reinforce a culture of respect and high performance.

Collective Bargaining and Union Engagement

The organization operates within a dynamic labor environment, with several active unions and a number of distinct collective agreements. As Head of Labor and Employee Relations, you will oversee all collective bargaining processes, serving as the chief strategist and, where appropriate, the lead negotiator. You will shape negotiation mandates, guide bargaining communications, and work closely with legal, finance, and operational leaders to ensure alignment across the organization. Beyond bargaining, this role will be central in cultivating collaborative, constructive relationships with union leadership across regions.

Employee Relations and Workplace Culture

In addition to union engagement, this role plays a key part in shaping the broader employee relations landscape. You will lead a centralized team that supports workplace investigations, conflict resolution, performance coaching, and the development of policies that support a fair, safe, and inclusive workplace. This team will also be responsible for building tools, training, and resources that empower people leaders to confidently navigate workplace challenges while reinforcing organizational values.

Leadership and Influence

This position is responsible for leading and growing a team of ER/LR professionals who support both frontline and corporate environments. You’ll be accountable for team development, performance, and building an inclusive, purpose-driven culture within your function. In addition to leading internally, you will represent the organization externally in high-stakes labor and legal matters, including grievance resolution, arbitration strategy, and complex case management.

Data, Insights, and Risk Management

A critical aspect of this role is using data to inform decision-making. You will define and track key labor and employee relations metrics, partnering with HR analytics teams to uncover trends, identify risks, and support long-term workforce planning. These insights will help executive leadership make proactive, informed decisions that reduce disruption and enhance employee experience.

What You Bring

The successful candidate will bring at least a decade of progressive leadership experience in labor and employee relations within large, unionized environments. You are known as a thoughtful and composed leader who can operate with both strategic vision and hands-on practicality. You have served as a lead or chief negotiator in complex bargaining environments and bring a strong understanding of Canadian labor law and union dynamics. Your ability to advise executive leaders, influence outcomes, and manage sensitive organizational matters with discretion is second to none.

Total Compensation

This role offers a competitive total compensation package including a base salary and bonus in range of $200,000–$250,000, RRSP matching, generous vacation, and a comprehensive benefits program. The position can be based in any major Canadian city, with flexibility for hybrid or remote work depending on location.

This is a confidential executive search. Qualified candidates will be contacted directly by the recruiting partner.

A large, private-sector organization with a nationally dispersed workforce is seeking a seasoned and strategic Head of Labor and Employee Relations to lead the development and execution of a modern, progressive employee and labor relations function. This is a rare opportunity to step into a key leadership role that shapes how labor relations support operational excellence, employee engagement, and long-term organizational health.

This position is responsible for leading a centralized function that supports the organization’s large, unionized employee base—spanning several regions and governed by multiple collective agreements. The role reports into the senior HR leadership team and operates as a close advisor to the executive team on matters that impact people, performance, and culture across the enterprise.

Strategic Direction and Executive Partnership

This role is ideal for a leader who brings both a strategic mindset and practical experience navigating complex labor environments. You will be responsible for designing and delivering a national labor and employee relations roadmap that aligns with the organization's broader business strategy and workforce priorities. Working in close partnership with senior leadership, you’ll help the organization stay ahead of emerging trends in labor relations, ensure business continuity, and reinforce a culture of respect and high performance.

Collective Bargaining and Union Engagement

The organization operates within a dynamic labor environment, with several active unions and a number of distinct collective agreements. As Head of Labor and Employee Relations, you will oversee all collective bargaining processes, serving as the chief strategist and, where appropriate, the lead negotiator. You will shape negotiation mandates, guide bargaining communications, and work closely with legal, finance, and operational leaders to ensure alignment across the organization. Beyond bargaining, this role will be central in cultivating collaborative, constructive relationships with union leadership across regions.

Employee Relations and Workplace Culture

In addition to union engagement, this role plays a key part in shaping the broader employee relations landscape. You will lead a centralized team that supports workplace investigations, conflict resolution, performance coaching, and the development of policies that support a fair, safe, and inclusive workplace. This team will also be responsible for building tools, training, and resources that empower people leaders to confidently navigate workplace challenges while reinforcing organizational values.

Leadership and Influence

This position is responsible for leading and growing a team of ER/LR professionals who support both frontline and corporate environments. You’ll be accountable for team development, performance, and building an inclusive, purpose-driven culture within your function. In addition to leading internally, you will represent the organization externally in high-stakes labor and legal matters, including grievance resolution, arbitration strategy, and complex case management.

Data, Insights, and Risk Management

A critical aspect of this role is using data to inform decision-making. You will define and track key labor and employee relations metrics, partnering with HR analytics teams to uncover trends, identify risks, and support long-term workforce planning. These insights will help executive leadership make proactive, informed decisions that reduce disruption and enhance employee experience.

What You Bring

The successful candidate will bring at least a decade of progressive leadership experience in labor and employee relations within large, unionized environments. You are known as a thoughtful and composed leader who can operate with both strategic vision and hands-on practicality. You have served as a lead or chief negotiator in complex bargaining environments and bring a strong understanding of Canadian labor law and union dynamics. Your ability to advise executive leaders, influence outcomes, and manage sensitive organizational matters with discretion is second to none.

Total Compensation

This role offers a competitive total compensation package including a base salary and bonus in range of $200,000–$250,000, RRSP matching, generous vacation, and a comprehensive benefits program. The position can be based in any major Canadian city, with flexibility for hybrid or remote work depending on location.

This is a confidential executive search. Qualified candidates will be contacted directly by the recruiting partner.

Job Description

Job Posting

IPEX est l’un des principaux fournisseurs de systèmes intégrés de tuyauteries thermoplastiques en Amérique du Nord. Nous avons pour mission de bâtir un avenir meilleur en connectant les gens avec l’eau et l’énergie.

Nous avons présentement une opportunité en tant que Gestionnaire des relations de travail et des employés. Ce rôle est basé à notre bureau de Montréal et relève du Directeur, relations de travail et avec les employés.

Ne manquez pas l’opportunité de joindre une grande famille de professionnels centrée sur les gens, leaders à l’esprit agile, entrepreneurs dans l’âme qui aiment défier le statu quo.

Description du poste

Le ou la gestionnaire des relations de travail et des relations avec les employés développera des programmes de relations avec les employés et interviendra dans la résolution de dossiers complexes afin de maintenir l’engagement des employés tout en minimisant les coûts et les risques. Il ou elle négociera des conventions collectives pour aider l’organisation à atteindre ses objectifs et conseillera la direction sur la résolution appropriée des griefs et sur la législation du travail. Cette personne sera également responsable du développement des membres juniors de l’équipe des relations de travail.

Activités principales

Relations avec les employés :

• Développe et dirige la mise en œuvre de programmes, politiques et procédures en matière de relations avec les employés, conformément aux lois et règlements applicables.
• Conseille et accompagne les gestionnaires dans la résolution de dossiers complexes, y compris en matière de conformité légale et de résolution de conflits.
• Mène des enquêtes sur des dossiers complexes portés à son attention par les gestionnaires, les partenaires RH ou les spécialistes des relations avec les employés.
• Veille à ce que les tâches administratives soient complétées (ex. : documentation des enquêtes) et que les rapports soient déposés conformément aux procédures internes et à la législation applicable.
• Participe à la formation et à la sensibilisation des employés et gestionnaires pour promouvoir des relations positives (ex. : Respect en milieu de travail, résolution de conflits).
• Agit à titre d’expert en relations avec les employés et de conseiller de confiance auprès de la direction.

Relations de travail :

• Représente l’organisation lors de négociations collectives avec les syndicats, y compris en matière de recherche, de développement et de recommandations de règlements.
• Résout les enjeux liés aux relations de travail, notamment en représentant l’organisation lors de griefs, médiations et arbitrages.
• Conseille la direction et les RH sur l’interprétation et l’application des conventions collectives, des contrats de travail et de la législation du travail, et recommande les actions appropriées.
• Développe des politiques, procédures et formations en relations de travail pour les gestionnaires et les RH.
• Maintient une relation positive avec les gestionnaires et les représentants syndicaux.

Rapports et analyses RH :

• Collabore avec l’équipe RH et les centres d’expertise pour identifier les indicateurs clés et fournir des analyses utiles aux gestionnaires.
• Analyse les tendances et les données en partenariat avec le directeur des relations de travail et les partenaires RH pour formuler des recommandations favorisant des relations positives.

Connaissances et compétences nécessaires

• Baccalauréat (ou équivalent) en ressources humaines, relations industrielles, développement organisationnel ou domaine connexe.
• 5 à 7 ans d’expérience progressive en RH.
• 5 à 7 ans d’expérience en milieu syndiqué (obligatoire).
• 2 à 3 ans d’expérience en gestion de personnel (atout).
• Maîtrise des systèmes d’information RH et de la suite Microsoft Office.
• Certification RH (ex. : CRHA, CRIA, PHR, SPHR) est un atout.
• Bilinguisme anglais/français requis.

IPEX fait tout son possible pour répondre aux besoins d’accommodement des personnes handicapées durant tout le processus d’entrevue et, sur demande, collaborera avec les candidats qualifiés pour leur offrir des mesures d’accommodement convenables de façon à prendre en compte leurs besoins en matière d’accessibilité découlant de leur handicap. Les candidats participant à toutes les étapes du processus de sélection en vue d’un emploi à IPEX peuvent demander des mesures d’accommodement. Pour faire une demande, veuillez communiquer avec les RH à

IPEX is one of the North American leading providers of advanced plastic piping systems. Our mission is to shape a better tomorrow by connecting people with water and energy.

We currently have an exciting opportunity as a Labour and Employee Relations Manager. This role is ideally based in our Montreal, Quebec office. The position reports to the Director, Labour and Employee Relations.

Do not miss the opportunity to join a diverse group of people-centric professionals, thought leaders and rapid thinkers, entrepreneurs in spirit and status quo-fighters!

Job Summary

The Labour and Employee Relations Manager will develop employee relations programs and is involved in complex employee relations issue resolution in order to maintain employee engagement while minimizing costs and risks. They will negotiate collective agreements to help the organization achieve its goals and advise management on appropriate resolution of grievances and employment legislation. This individual will also be responsible for the development of junior Employee Relations/Labour Relations staff.

Principal Responsibilities

Employee Relations:

• Develops and leads the implementation of employee relations programs, policies, and procedures in compliance with relevant employment laws and regulations.
• Advises and coaches managers on the resolution of complex employee relations issues, including compliance and application of employment laws and regulations and conflict resolutions
• Conducts investigations into complex employee relations issues that have been escalated by line managers, HR Business Partners and/or other Employee Relations Specialists
• Ensures administrative tasks are completed (e.g. documentation for investigations) and relevant reports are filed in line with company procedures and applicable legislation.
• Participates in and delivers training and education to employees and managers to promote positive employee relations across the organization (e.g. Respect in the Workplace, Conflict Resolution)
• Provides subject matter expertise on Employee Relations and serves as a trusted advisor to leadership in matters related to ER and employee engagement

Labour Relations:

• Represents the organization in collective bargaining with union(s), including researching, developing, and recommending settlements.
• Resolves labour relations issues including representing the organization in grievances, mediations, and arbitrations.
• Advises management and HR on the interpretation and application of collective agreements, employee contracts, and employment legislation, as well as recommends appropriate courses of action.
• Develops labour policies, procedures, and training for managers and HR.
• Maintains a positive relationship with management and union representatives.

HR Effectiveness Reporting & Analytics:

• Partners with the HR team/COEs to identify key metrics for the area of responsibility and empowers leaders with HR data insights.
• Analyzes trends and metrics in partnership with the Director, Labour Relations and HR Business Partners to provide insights and recommendations to business leaders to foster positive employee relations

Qualifications & Experience

• Bachelor’s degree (or equivalent) in HR, Business, Industrial Relations,
• Organizational Development, or related field.
• 5-7 years of progress HR experience is required
• 5-7 years of union experience is mandatory
• 2-3 years of people management experience is an asset
• Proficiency with HR information systems and the Microsoft Office Suite.
• HR certification (e.g. CHRP, SHRP, PHR, SPHR) is an asset
• Bilingualism English and French

IPEX is committed to providing accommodations for people with disabilities throughout the recruitment process and, upon request, will work with qualified job applicants to provide suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability. Accommodation requests are available to candidates taking part in all aspects of the selection process for IPEX jobs. To request an accommodation, please contact HR at

Company Description

American Iron & Metal (AIM) is a family-owned, Canadian-based company founded in 1936 in Montreal, Quebec. Recognized as one of North America’s most sophisticated metal recyclers, AIM has evolved into a successful and multifaceted company with a global footprint. With over 90 locations around the world and 3000+ employees, our unwavering entrepreneurial spirit commitment to operational excellence and focus on our people is at the core of everything we do. We are growing and looking for new team members who are motivated to grow with us and play a key role in our expansion.

The Senior HR Business Partner will also act as the go-to expert for employee relations, supporting leaders in managing workplace issues with professionalism, fairness, and consistency.

Strategic Business partnering:

You will demonstrate an understanding and translation capability of our business challenges into practical and pro-active HR support. You will support the Management teams on HR initiatives, ensuring we can help them reaching their business strategic objectives and design their most adapted organisations to support growth and success.

Employee Relations

You will act as the primary point of contact and trusted advisor for managers on all employee relations matters. You will support them in handling sensitive workplace situations with professionalism, fairness, and alignment with company values and HR policies. Your role will include providing guidance on performance concerns, disciplinary processes, conflict resolution, and workplace investigations, ensuring decisions are made in compliance with employment standards and best practices. You will proactively help build a positive and respectful work environment, where employee engagement, well-being, and collaboration are actively fostered.

Talent Management:

Senior HR Business partner will be a key actor and reference in best practices development and deployment on Talent Management, ensuring right and innovative standards and practices are set across the scope. You will provide with guidance and expertise to business leads regarding employee’s motivation and engagement and how we can grow and sustain our employee’s retention. You will support Group initiatives around succession planning to ensure right pipe identification and appropriate development planning of our successor to critical positions short-mid-term.

Performance Management:

As part of the employee’s performance cycle, you will start by promoting and developing a new Performance Management scheme, supporting on change management, before animating and driving the process on respective areas (SMART objectives coaching, mid & end year review animation, development planning).

Qualifications

• University degree in industrial relations or human resources management.
• Minimum five (5) years of relevant experience in a similar position
• HR Certification is a +, such as Org development and Coaching skills.
• Team player, good management animation, capability to grow its team
• Influential leadership, analytical skills, and objectivity in carrying out its activities.
• Ability to influence key stakeholders
• Must be results, detail and customer oriented with problem solving skills.
• Possesses strong communication skills as well as strong sense of organisation and autonomy.
• Bilingualism (French/English) required