Requisition ID: 207999
Join a purpose driven winning team, committed to results, in an inclusive and high-performing culture.
The Senior Manager, Global Employee and Labour Relations is responsible for leading and overseeing the delivery of Employee Relations and Labour Relations activities within the region, ensuring alignment with the business strategies, plans, and initiatives, and compliance with the relevant regulations, policies, and procedures.
The Senior Manager also contributes to the success of the Global Labour Relations function at the Bank by leading the research and analysis of Labour Relations risk, coordinating and amending labour mandates, providing strategic advice on HR policy development, and leading, developing, and supporting the delivery of training and other tools for the global labour relations practitioners.
The Senior Manager works with and provides leadership, direction, and prioritization for the Employee Relations Managers in the region.
Is this role right for you? In this role you will:
Employee Relations
Lead Customer-Focused Culture
Leads and drives a customer-focused culture throughout their team to deepen client relationships and leverage broader Bank relationships, systems, and knowledge.
Manage ER/LR Cases
Independently manages ER/LR cases requiring specialized depth of expertise and knowledge of the Bank’s Code of Conduct, HR policies (e.g., Global Harassment Policy, Global Human Rights Policy), employment law, and assigned business lines/subsidiaries/countries.
Ensure Compliance and Expertise
Ensures labour and employee relations issues, questions, and concerns are addressed in compliance with regulations and Bank policies and acts as a subject matter expert to coach Manager Employee Relations.
Overseeing ER/LR Activities
Leads Manager Employee Relations that provides expert council and advice, performs fact-finding investigation activities (e.g., interviews, document review, consultation) related to inquiries, complaints, and concerns (e.g., grievance claims, sexual harassment) and facilitates conflict resolution where conflict is disruptive to the work environment.
Oversee expert ER/LR activities for the assigned business line or group and ensures Manager Employee Relations are operating and escalate issues as outlined in the Risk level assessment i.e., Investigation (with or without ELG), terminations, Irregular Practices, serious misconduct issues.
Resolve ER Cases
Leads and coordinates Manager Employee Relations to resolve ER cases and handles escalated or complex cases.
Foster Compliance and Culture
Creates an environment in which their team pursues effective and efficient operations of their respective areas in accordance with Scotiabank’s Values, its Code of Conduct and the Global Sales Principles, while ensuring the adequacy, adherence to, and effectiveness of day-to-day business controls to meet obligations with respect to operational, compliance, AML/ATF/sanctions and conduct risk.
Build a High-Performance Environment
Builds a high-performance environment and implements a people strategy that attracts, retains, develops, and motivates their team by fostering an inclusive work environment and using a coaching mindset and behaviours; communicating vision/values/business strategy; and managing succession and development planning for the team.
Labour Relations
Lead Analysis of Labour Risk Globally
Lead the analysis of labour risk both internally and externally to the Bank. This includes engaging HRSS, HRBP, and other COEs to gather relevant data for global labour relations risk analysis and preparing regular reports on internal and external indicators. Support quarterly reporting to senior executives and counsel HR and LR practitioners in various countries to manage LR risk locally, regionally, and globally.
Advise on Collective Bargaining Mandates
Coordinate and recommend language in collective bargaining mandate preparation. Liaise with business lines, HRBP, local HRBP, and LR to provide advice and ensure adequate information for mandate formation. Prepare draft recommendations and language to assist in writing the mandates. Participate in the preparation and execution of action plans when there is a risk of industrial action or strike.
Develop Tools for Global Labour Relations
Continuously improve communication related to global workforce initiatives. Conduct analysis on the training needs of LR practitioners and identify opportunities to increase their expertise. Develop and deliver education and training where appropriate.
Assess Bank Policies for Labour Relations Risk
Review proposed policies through an LR lens to identify potential risks and escalate accordingly. Analyze and identify potential labour risks in the implementation of global HR initiatives. Provide advice to business lines and HR in addressing initiatives with possible LR impact.
Do you have the skills that will enable you to succeed? We'd love to work with you if you have:
Post-secondary degree or college diploma in Human Resources, Business or another related field
10+ years of experience in Employee/Labour Relations or Human Resources
Expert knowledge of employment law and labour law (within the various countries ER/LR supports)
Knowledge of negotiation and collective bargaining process
Knowledge of how to read and interpret collective agreements (international)
Strong problem-solving skills with ability to apply sound judgement
Expert conflict and alternative dispute resolution skills
Experience managing and working with teams across locations and geographies
Strong verbal and written communication skills, including strong report writing and presentation skills
Ability to multitask while remaining organized; able to set priorities and meet deadlines
Advanced computer skills in MS Office products
Excellent negotiation skills and a sound understanding of LATAM Labour Statutory framework and standards.
Fluency in Spanish required (written and spoken)
What's in it for you;
Financial Impact: This role plays a key part in mitigating financial risk to the International Banking portfolio due to the collective bargaining agreements and the correlated labour cost.
Diverse HR/ER/LR knowledge specific to designated portfolio (e.g., knowledge of various country benefits, collective bargaining agreements, and local legislation)
Operate independently day-to-day with limited direction/coaching from Senior Manager, ER/LR
Work collaboratively with internal and external partner groups (e.g., Employment Law Group, Corporate Security)
May engage in preliminary negotiations/discussions with external legal counsel.
Manages up to 7 direct reports.
Employee and business unit locations: Canada and Latam Countries
Works collaboratively with internal and external partner groups.
Countries/companies to be provided Direct ER support:
Costa Rica, GBS Colombia, Dominican Republic (GBS and BNS),
Countries that require indirect ER support:
Chile, Colombia (Colpatria), Panama, Peru, Mexico, Uruguay
Countries that require direct LR support:
Brazil, Chile, Colombia, Peru, Mexico, Uruguay
Some more information you might want to know:
The incumbent works from remote locations and in an office environment. The position is primarily non-physical with intermittent periods of sitting or standing. Intermittent periods of concentration are required while working on video display terminals and verifying the accuracy of documents/reports.
There will be high levels of stress resulting from the consequences of work to the business and employees, tight deadlines, frequent interruptions, ad hoc requests, and unplanned operating issues, along with constantly changing priorities. Work in a standard home/office-based environment; non-standard hours are a common occurrence. Moderate travel internationally is required.
Works semi-independently, with direction/coaching from the Director ER/LR to implement an effective ER/LR strategy.
The nature of work requires the incumbent to:
Make decisions and act independently in meetings with senior management and teams based on a solid foundation of knowledge regarding legislation related to employee & labour relations issues, financial services marketplace and the Bank’s Human Resource strategies, policies, procedures, and practices.
Utilize sound judgement in the interpretation of data, internal and external indicators, industry trends and legislation.
Establish own work-related priorities to meet business needs and manage time accordingly.
Escalate matters beyond scope to the Director, Employee and Labour Relations and where applicable
Location(s): Canada : Ontario : Toronto || Canada : Alberta : Calgary || Canada : British Columbia : Vancouver || Canada : Manitoba : Winnipeg || Canada : New Brunswick : Moncton || Canada : Nova Scotia : Halifax || Canada : Quebec : Montreal || Colombia : Bogota : Bogota || Dominican Republic : Santiago : Santiago || England : Greater London : London || France : Île-de-France : Paris || Japan : Kant? : Tokyo || Mexico : Ciudad de México : Azcapotzalco || Mexico : Ciudad de México : Benito Juárez || Mexico : Ciudad de México : Colonia Polanco || Mexico : Ciudad de México : Coyoacán || Mexico : Ciudad de México : Cuajimalpa de Morelos || Mexico : Ciudad de México : Cuauhtémoc || Mexico : Ciudad de México : Cuuhtemoc || Mexico : Ciudad de México : Gustavo A. Madero || Mexico : Ciudad de México : Iztacalco || Mexico : Ciudad de México : Iztapalapa || Mexico : Ciudad de México : La Magdalena Contreras || Mexico : Ciudad de México : Mexico || Mexico : Ciudad de México : Miguel Hidalgo || Mexico : Ciudad de México : Milpa Alta || Mexico : Ciudad de México : Tlalpan || Mexico : Ciudad de México : Tláhuac || Mexico : Ciudad de México : V Carranza || Mexico : Ciudad de México : Venustiano Carranza || Mexico : Ciudad de México : Xochimilco || Mexico : Ciudad de México : Álvaro Obregón || Peru : Lima : Ate || Peru : Lima : Ate-Vitarte || Peru : Lima : Barranca || Peru : Lima : Barranco || Peru : Lima : Breña || Peru : Lima : Chorrillos || Peru : Lima : Comas || Peru : Lima : El Agustino || Peru : Lima : Huacho || Peru : Lima : Huaral || Peru : Lima : Ica || Peru : Lima : Independencia || Peru : Lima : Jesús María || Peru : Lima : La Molina || Peru : Lima : La Victoria || Peru : Lima : Lima || Peru : Lima : Lince || Peru : Lima : Los Olivos || Peru : Lima : Lurín || Peru : Lima : Magdalena del Mar || Peru : Lima : Miraflores || Peru : Lima : Piura || Peru : Lima : Pueblo Libre || Peru : Lima : Pueblo Libre || Peru : Lima : Puente Piedra || Peru : Lima : Rimac || Peru : Lima : San Borja || Peru : Lima : San Isidro || Peru : Lima : San Juan De Lurigancho || Peru : Lima : San Juan de Miraflores || Peru : Lima : San Luis || Peru : Lima : San Martin De Porres || Peru : Lima : San Miguel || Peru : Lima : San Vicente de Cañete || Peru : Lima : Santa Anita || Peru : Lima : Santiago De Sucro || Peru : Lima : Santiago de Surco || Peru : Lima : Surquillo || Peru : Lima : Villa El Salvador || Peru : Lima : Villa Maria Del Triunfo || United States : New York : New York City
Scotiabank is a leading bank in the Americas. Guided by our purpose: "for every future", we help our customers, their families and their communities achieve success through a broad range of advice, products and services, including personal and commercial banking, wealth management and private banking, corporate and investment banking, and capital markets.
At Scotiabank, we value the unique skills and experiences each individual brings to the Bank, and are committed to creating and maintaining an inclusive and accessible environment for everyone. If you require accommodation (including, but not limited to, an accessible interview site, alternate format documents, ASL Interpreter, or Assistive Technology) during the recruitment and selection process, please let our Recruitment team know. If you require technical assistance, please click here. Candidates must apply directly online to be considered for this role. We thank all applicants for their interest in a career at Scotiabank; however, only those candidates who are selected for an interview will be contacted.