Mediator (Full-time - Two vacancies)
The Mediation Division is responsible for providing mediation, preventive mediation and facilitation services under the Labour Relations Code (the Code). The Mediation Division promotes a healthy labour relations environment through the resolution of disputes and promotion of cooperative relationships between management and labour. The Division works with parties in the public and private sectors during the collective bargaining process and through the life of the collective agreement.
Duties / Responsibilities:
The position plans and conducts mediation meetings, as assigned throughout the province of British Columbia, in private and public sector unionized workplaces to assist in the successful conclusion of first or renewal collective agreements in accordance with the Code as well as any other legislation related to labour relations which may come into force.
The position plans and conducts mediation meetings concerning applications filed with the Collective Agreement Arbitration Bureau under Part 8, Division 2 of the Code.
Specific duties of the mediator position include the following:
- Consulting with the parties to determine appropriate timing, format, and/or venue and then convening official mediation meetings, acting as chairperson to maintain order and constructive dialogue between the parties. Determining the sequence and nature of discussions which offers the greatest possibility of achieving settlement of the outstanding issues between the parties. Analyzing the bargaining situation and motivations and determining the issues to focus bargaining and direct the efforts of the parties. Counselling, guiding and persuading bargaining committees towards positions that provide the greatest likelihood of settlement. Controlling communications processes to defuse potential delays or issues delaying settlement. Assessing the value of extending mediation meetings or planning further meetings and convincing the parties to adopt this course of action.
- Explaining to the parties the application of relevant labour relations legislation, the statutory purpose of mediation processes and the role of the mediator. Assisting the parties to draft language, memorandums of agreement, or other documents to achieve settlement
- Writing confidential reports to the Associate Chair (Mediation) in cases where a settlement is not achieved during the mediation process, detailing the nature of the dispute, action taken to that point and recommending a course of action.
- Assessing the value of mediation assistance to the parties in cases where efforts were unsuccessful, attempting to gain the voluntary co-operation of the employer and the union to make continued use of third-party assistance, determining the most effective timing for such assistance taking into account the deadline, internal and external pressures on the parties and all other factors particular to the case. Establishing and conducting further mediation, ensuring that the parties are aware of the potential impacts of a failure to resolve their differences, and employing strategies designed to bring about settlement at the earliest possible opportunity. Monitoring work stoppages with ongoing communications with the parties to assess the appropriateness of further meetings to resolve the situation.
- Identifying relationships between the parties, committee members or spokespeople which are having an adverse impact on the ability to resolve the dispute and encouraging the parties to improve the relationships for effective communication and problem solving. Bringing to the attention of the parties the value of improved relationships for improved job satisfaction, productivity, workplace safety, financial stability and job security. Informing the parties of Labour Relations Board programs, such as training, facilitation and grievance mediation, available to assist the parties.
- Providing timely and accurate updates to the Director of Mediation Services, the Associate Chair (Mediation) and other management staff as required on the progress of negotiations particularly during a work stoppage, writing reports on same as requested.
- Participating in, or conducting, special assignments upon request which may involve such things as speaking engagements, strategic planning, professional development initiatives, or the orientation and/or training of new mediation staff. Participating as a member of a mediation team delivering services to an industry or sector. Delivering programs such as conferences, facilitation or relationship enhancement programs.
- Completing research and activity reports, managing a busy calendar, itinerary and wide variety of travel arrangements, booking meetings and accommodation. Timely and accurate maintenance of files using electronic file management system. Working closely with administrative staff to ensure prompt and effective case management. Timely expense filing and related administrative processes. At the request of the Director or Associate Chair (Mediation), stepping in for other mediators who have become unavailable due to such events as illness, weather or conflicts with another case, often on very short notice.
Judgement
Under the administrative direction of the Director and the Associate Chair (Mediation) and in accordance with overall BC Labour Relations Board policies and legislation, significant independent judgment is exercised in determining the strategies, timing and general approach to be taken in mediation of a collective agreement. During the course of a meeting, and often in a crisis or immediate situation, the exercise of on-the-spot irreversible judgement is crucial to securing and maintaining the cooperation and confidence of the parties necessary to bring about a settlement and/or to create a climate whereby neither party is losing face or weakening their position; to get amended positions through discussion, by exploring, suggesting alternatives or potential solutions, either in joint or separate sessions, with subcommittees or with the spokespeople only. Advice and guidance are only available before or after a meeting.
Judgement is exercised in determining the timing of a meeting, the most appropriate mediation approach to be taken at a particular time based on the issues, history, personalities, priorities, financial and other factors involved in each unique situation; the timing of the introduction or change of topics during negotiations and the evaluation and discreet use of confidential information. No guidelines for decision making or action exist which assist in the judgement required to have sensitivity toward elected officials and understanding of union positions regarding acceptance by the committee and ratification by the membership or coaching inexperienced parties and to be able to identify and emphasize the implications and ramifications of fixed positions or taking job action in disputes that may have serious economic impact.
Knowledge and qualifications:
- A related university degree, or equivalent combination of training and experience, complemented by training in alternate dispute resolution techniques and/or labour relations and human resources.
- Extensive experience is required in collective agreement negotiations and administration, in a leading role with either labour or management. Specialized knowledge of mediation techniques and practices. Proven integrity and credibility with a variety of stakeholders in the labour relations field.
- Thorough knowledge of the application of the Code.
- Familiarity with the Community Services Labour Relations Act, Fire and Police Services Collective Bargaining Act, Fishing Collective Bargaining Act, Health Authorities Act, Public Education Labour Relations Act, Public Service Labour Relations Act, as applied to collective bargaining, is an asset.
- Thorough knowledge of the structure and character of union and management organizations, the collective bargaining process including multi-party and key industry negotiations, developing trends in industrial relations methods and guiding principles.
- Knowledge is also required of matters that may be at issue during collective bargaining such as pay equity, pensions, benefits and contracting out.
- Strong administrative and time management skills to organize and schedule busy workloads, arrange meetings with potentially uncooperative parties, chair meetings, arrange travel and accommodation, file timely expense reports and for overall prompt and effective case management.
- Experience using virtual conferencing platforms (including Zoom and Microsoft Teams), case management systems (including Salesforce), expense systems, email, and similar tools.
- Knowledge and skills are normally acquired through significant experience negotiating collective agreements and mediating in a collective bargaining environment, significant experience in administering collective agreements on behalf of union or management.
- Knowledge and skills are enhanced through continual study of texts, journals, arbitral jurisprudence, legislation, current trends and developments in labour relations.
- Proficiency and ability to communicate orally and in writing in English at the superior level
Working Conditions:
This is a full-time position, which includes periodic evening and weekend work. The incumbent must be able to work irregular hours and days, often on short notice. The position requires independent, sometimes remote, work but also the capacity to collaborate in a unified team environment. The position is based out of the BC Labour Relations Board’s offices in downtown Vancouver but requires regular and frequent travel.
Wage and Benefits:
- $170,000 per annum, plus 10% in lieu of overtime
- Access to the Public Service Superannuation Plan
- Access to the BC Government Excluded Employee’s Flexible Benefits Plan
Applications
Please submit your cover letter and resume as one .pdf document to the Board, attention Human Resources (lrb.hr@lrb.bc.ca) by no later than 4:00 pm on Friday, September 5, 2025.