HR Manager, Client Services & Labour Relations

Position Summary

The City of Regina is seeking a proactive, solutions focused Human Resources leader to fill the role of Manager, Client Services & Labour Relations (Manager, CSLR). This is a senior leadership opportunity within the Human Resources function, accountable for leading a team of Human Resources Business Partners and overseeing the City’s Labour Relations portfolio across five (5) bargaining units. The role requires advanced expertise in strategic HR advisory services, labour relations, collective bargaining, job evaluation, compensation frameworks, and stakeholder management.

As a member of the People and Organizational Culture leadership team, reporting to the Chief Human Resources Officer, you will participate in supporting matters involving City Council, collective agreements, labour arbitration, job evaluation outcomes, and compensation-related decisions impacting the organization. Operating within a large, dynamic, and unionized environment you will provide expert advice, analysis, and briefings on labour relations, employee relations, classification, compensation structures, and workforce related issues.

If you are an accomplished labour relations leader with proven experience navigating complex, unionized environments, building strong labour partnerships, and providing trusted strategic advice, this is your opportunity to make a meaningful impact!

Key Duties & Responsibilities

• Lead the planning, delivery, and continuous improvement of Client Services and Labour Relations programs aligned with City and departmental strategic priorities.
• Provide strategic oversight and leadership of the City’s labour relations mandate, including collective bargaining, grievances, arbitrations, and union relationships.
• Oversee and provide direction on job evaluation and classification processes, ensuring internal equity, external competitiveness, and alignment with collective agreements and City compensation philosophy.
• Provide leadership and expert advice on compensation-related matters, including salary structures, pay administration, and classification appeals.
• Oversee broader employee relations matters for out-of-scope employees, ensuring consistent, fair, and legally compliant practices.
• Lead the development and execution of annual operational and workforce plans, including service levels, performance targets, and reporting.
• Act as a senior advisor to City leadership on complex, high risk labour and employee relations issues, including discipline, grievances, and conflict resolution.
• Establish and maintain strong working relationships with union leadership, senior leaders, external partners, and third party service providers.
• Provide people leadership through coaching, mentoring, performance management, workforce planning, and fostering a high performing, engaged branch culture.
• Lead financial planning and management for the branch including budgeting, forecasting, approvals, and assessing financial impacts of compensation and job evaluation decisions.
• Ensure policies, procedures and practices are developed, implemented, monitored, and aligned with legislative, regulatory, and City requirements including those related to job evaluation and compensation.
• Identify organizational and operational risks, conduct analysis, and develop mitigation strategies and recommendations.
• Participate in and lead departmental and City wide projects, initiatives, and special assignments, including speaking on behalf of the City of Regina when required.

Key Qualifications

• Degree in Human Resources, Business Administration, Law, or a related discipline. CPHR designation is an asset.
• Significant progressive leadership experience in human resources, labour relations, job evaluation, and compensation management within a large, complex organization.
• Comprehensive knowledge of labour and employment law, collective bargaining, grievance handling, arbitration, and collective agreement interpretation.
• Proven experience managing complex, multi stakeholder labour and employee relations issues requiring sound judgment and strategic thinking.
• Strong understanding of job evaluation methodologies, classification programs and compensation frameworks within a unionized environment.
• Demonstrated leadership experience including workforce planning, coaching, mentoring, and performance management.
• Strong knowledge of HR program delivery models, policy development, budgeting, and performance measurement.
• Experience leading organization wide recruitment strategies and best practices.
• Demonstrated ability to build credibility and maintain effective relationships with senior leaders, unions, and external partners.
• Excellent communication, negotiation, conflict resolution, and change management skills.
• Ability to operate effectively in high pressure environments, manage risk, and make decisions with enterprise wide impact.