Manager, Employee & Labour Relations

Trans Mountain Corporation operates Canada’s only pipeline system transporting oil products to the West Coast. We deliver approximately 890,000 barrels of petroleum products each day through a dual pipeline system of more than 1,150 kilometres of pipeline in Alberta, British Columbia and Washington state.

Trans Mountain also operates a state-of-the-art loading facility, Westridge Marine Terminal, with three berths providing tidewater access to global markets.  

As a federal Crown corporation, Trans Mountain continues to build on more than 70 years of experience delivering operational and safety excellence through our crude oil pipeline system. 

With our expanded pipeline system now in place, Trans Mountain provides enhanced direct access for Canadian crude oil to world markets. The expansion realizes a world-class system for oil transport, developed to Canada’s high standards within one of the most stringent regulatory regimes in the world, creating long-term economic benefits, enhanced marine protection, enhanced safety and emergency management capabilities, and enhanced skilled-worker capacity building in communities and Indigenous groups.

Our Core Values

Trans Mountain’s core values – Safety, Integrity, Respect and Excellence – guide our every step. Each obstacle we’ve overcome or success we’ve experienced has been the result of a shared commitment to living these values every day. Together, we’re focused on doing the right thing for each other and our communities.

Under the direction of the Director, HR Business Parnerships, the Manager, Employee and Labour Relations is responsible to develop and implement labour relations strategies, policies, and programs to ensure effective union-management relations for both the United States and Canada parts of the organization.  This includes providing specialist advice on labour laws and collective agreements and participating in the collective bargaining process.  The Manager will also oversee employee relations initiatives to foster a positive and productive work environment.

Key Responsibilities

Labour Relations Strategy

• Prepare, develop and implement labour relations policies, procedures, and programs.
• Maintain up-to-date knowledge of labour laws, collective bargaining agreements, and union-management contracts in the US and Canada.
• Provide strategic advice to senior management on labour relations matters.
• Facilitate on-going communication and working relationships with internal and external stakeholders.

Collective Bargaining

• Support preparation for contract negotiations with unions, ensuring alignment with organizational goals and compliance with legal requirements. 
• Participate in collective bargaining as determined by HR leadership.
• Prepare negotiation strategies and draft collective agreement language.
• Educate management on negotiated contract changes and assist with implementation.

Grievance and Dispute Resolution

• Provide guidance to grievance procedures, including investigations, mediations, and arbitrations.
• Guide management in resolving employee complaints and disputes.
• Ensure consistent application of collective agreements and labour laws.

Union-Management Relations

• Foster positive relationships both internally and externally.
• Act as a subject matter expert with internal parties to address and resolve issues collaboratively.
• Support management in understanding and applying collective agreement provisions.

Employee Relations

• Oversee employee relations programs to promote a positive work environment.
• Advise on complex employee relations cases, including terminations and workforce adjustments.
• Drive a variety of programs to ensure strong positive employee engagement.

Compliance and Reporting

• Ensure compliance with all relevant labour laws and regulations in the US and Canada.
• Develop and deliver training on labour relations and employee relations topics for leadership.
• Prepare reports and briefings for senior management on labour relations issues and trends.
• Monitor and analyze changes in labour legislation and recommend necessary adjustments.

Qualifications and Professional Experience

• Bachelor’s degree in Human Resources, Industrial Relations, or a related field.
• Minimum of 10 years of direct experience in labour relations, focusing on the US and Canadian contexts.
• Strong knowledge of labour laws, collective bargaining processes, and union-management relations. Practical application of collective bargaining and employment laws.
• Excellent negotiation, communication, and conflict resolution skills.
• Ability to work collaboratively with diverse stakeholders and manage complex issues.

We Build Careers and Pipelines That Last

Our story is about determination, resourcefulness and resilience. It’s about charting our own course, finding innovative solutions to challenging problems and doing the right thing. It was true when Trans Mountain became a company in 1951 and it’s just as true today. We welcome new members to our team that embrace the qualities in our story, that thrive on the new path and directions we take.  Our culture is one of care and taking our responsibilities seriously. If you would like to contribute to our culture, then join our journey.

A Rewarding Opportunity

We offer:

• Valuable experience providing opportunity for professional development and career advancement;
• An opportunity to engage with and learn from some of the most talented and experienced people in the business;
• Competitive compensation;
• Comprehensive benefits programs including flexible benefits, pension and savings plans
• A place to share a sense of purpose and build relationships;
• Meaningful work that makes a difference;
• An opportunity within the Canadian energy industry.

We value:

• The health, safety and wellness of everyone working in our company;
• Meaningful participation from Indigenous and local communities;
• The commitment and resilience of our people;
• Collaboration and achieving success together. 

In keeping with Trans Mountain’s commitment to maximize benefits for communities, priority will be given to qualified candidates from Indigenous, local and regional communities along the Trans Mountain pipeline corridor.

In Alberta, the pipeline system spans the traditional territories of Treaty 6, 7 and 8, and the Métis Nation of Alberta (Zone 4).

In British Columbia, the system crosses the traditional territories of numerous First Nations that are affiliated with the Secwepemc, Dakelh (Carrier), Nlaka'pamux, Syilx/Okanagan, Interior and Coast Salish, Stó:lo, as well as the Métis.

Trans Mountain also operates through 15 First Nation Reserves located within the region spanning the BC interior through Fraser Valley.

Our Commitment to Inclusion, Diversity, Equity and Accessibility (IDEA)

Trans Mountain is committed to fostering inclusion, diversity, equity and accessibility.  The diverse viewpoints and cultural knowledge that our employees bring to work enrich our organization’s collective cultural understanding, which is reflected in the work we do every day.  We strive to create an environment that is free of barriers to promote full participation in the workplace. Trans Mountain welcomes new team members from traditionally underrepresented groups, including but not limited to women, Indigenous Peoples, members of racialized groups, persons with disabilities and members of the 2SLGBTQI+ community.