Sr. Human Resource Advisor; Hybrid

Competition Info

Competition Close Date:
Sunday, July 12, 2026 at 11:59pm

Calendar: 12 Month

Salary:
Exempt Grade SP1 $ 118,200 - $144,100 annually

FTE: 1.0 - 35 hours per week

The CBE understands the future of work is flexible. In this role, you are eligible to participate in a flexible work program that allows you to work remotely for up to three days a week. A minimum of two days must be in the office. At certain times, you may be required to work in the office more than 2 days per week based on operational requirements.

The purpose of this job is to act as a strategic partner to organizational leaders by providing expert advice and leadership on complex HR matters, while working collaboratively with Labour Relations Advisors to support effective people management strategies.

This job is accountable for navigating high-stakes employee relations matters, driving labour relations strategy, and collaborating with Centres of Expertise (COEs) to design and implement HR initiatives. It ensures the consistent interpretation and application of policies, legislation, and collective agreements and provides mentorship to HR Advisors.

• Key Strategic Business Partner:
  The Senior HR Advisor provides expert guidance to leaders on employee and labour relations matters, including discipline, organizational design, and performance management, while ensuring compliance with legislation, collective agreements, and CBE policies. Acting as a liaison between bargaining units and employees, the role also identifies recurring ER/LR issues, collaborates with HR and COEs to develop solutions, and plays a key role in contract negotiations and collective bargaining.
  
  Supported by an HRA, the Senior HR Advisor delegates work, shares knowledge, and provides mentorship.
• The role delivers strategic HR advice across all functional areas. It supports key activities such as coaching leaders, facilitating training, advising on workplace accommodations and attendance, and leading investigations, grievances, and terminations. The Advisor also contributes to policy development, builds strong internal partnerships, and oversees complex matters escalated by HRAs.
• Employee and Labour Relations:
  Supports leaders by providing advice, interpretation, and application of the collective agreements, including the handling of grievances up to the arbitration stage. Provides guidance to supervisory staff responsible for responding to allegations of inappropriate behaviour, including assessment of appropriate discipline and implementation of disciplinary remedies, up to and including termination. Provides advice to supervisory staff responsible for maximizing employee attendance, ensuring adherence to accepted human resources and legal practices.
  
  Includes advice on the interpretation and application of employment legislation.
• Talent Management:
  Serves as a resource to management, providing advice on the selection, movement, and displacement of staff in a manner consistent with CBE Administrative Regulations, collective agreements, employment legislation, and accepted human resources practices. Partners with supervisory staff to translate future operational requirements into human resource requirements and develops an associated plan to ensure required talent is available when needed.
• Total Rewards:
  Partners with management to ensure work is accurately described for the purpose of the applicable classification system that determines employee compensation. Supports the implementation of employee rewards and recognition systems.
• Leadership and Learning:
  Designs and delivers leadership development programs to build capabilities and a high-performance culture. Helps leaders create effective communications and strategies, particularly for sensitive issues like grievances, collective bargaining, and HR policies.
• People Development:
  Supports management in the identification of client group learning needs and partners with the People Development team as required to ensure appropriate training and development solutions are implemented. Activities include leadership coaching in a variety of areas such as progressive discipline, performance management, succession planning, and managing a unionized workforce.
• Health & Wellness:
  The Senior HR Advisor acts as a strategic partner and key collaborator with Health Advisors when working with leaders in managing workplace accommodations, fitness to work evaluations, and compliance with OH&S, particularly when complex situations arise which have both a health and wellness component and performance issues. They may act as a bridge between the employee, the manager, and the Health Advisor on complex cases.
• HR Operations:
  Lead and advise cross-functional teams to strategize and execute complex changes to work design, tech, staffing, org structure, and compliance with collective agreements and ESA.
• Organizational Development:
  Provide strategic counsel to…