About the job
The Joint Cannabis has been proudly serving customers across the Prairies and Canada since 2007. Starting as a tobacconist and glass galley before legalization, we’ve grown into one of the region’s leading cannabis retailers. Today, we operate multiple locations in Manitoba and Saskatchewan, offering an unmatched selection of cannabis and accessories at competitive prices.
Our mission is simple: to provide exceptional service, quality products, and a retail environment that feels approachable and inviting. We’re passionate about staying ahead of trends and offering one of the most extensive selections of cannabis and accessories across the Prairies, at prices that make sense. When you join The Joint, you’re joining a team that values curiosity, collaboration, and growth. We believe in creating an environment where employees feel supported, empowered, and proud to deliver exceptional experiences every day.
Reports To: Director, Retail Operations and VP, Winning Talent & Culture
Contract Term: 6 month fixed-term contract
Location: Winnipeg, MB
About the Role
The Labour Relations Consultant is a trusted, hands-on partner within The Joint Cannabis leadership and Winning Talent & Culture team. Engaged for a six-month fixed term, this role provides focused expertise and additional capacity across labour and employee relations matters, supporting leaders in a fast-paced, multi-location environment.
The Consultant will advise on the interpretation and administration of collective agreements, grievance and arbitration matters, workplace investigations, performance and disciplinary processes, and union–management relations. The role will also help strengthen labour relations practices, case documentation, leader capability, and reporting so that matters are handled fairly, consistently, and in alignment with employment and labour legislation.
What You’ll Do:
Six-Month Mandate
- Provide immediate subject-matter support on active labour and employee relations matters, ensuring timely, practical, and well-documented guidance.
- Assess current practices, case files, tools, and reporting to identify priority risks, gaps, and opportunities for greater consistency.
- Advance key grievances, investigations, arbitration preparation, and collective bargaining work assigned during the contract term.
- Maintain or build practical resources and leader capability to support sustainable labour relations practices beyond the engagement.
Key Responsibilities
- Act as a resource for labour relations matters, including interpreting and administering collective agreements and advising on management rights and obligations.
- Provide clear, risk-informed guidance to leaders on performance management, attendance, accommodation, grievances, workplace investigations, and disciplinary processes.
- Manage or support assigned grievances from intake through resolution, including fact gathering, response preparation, settlement discussions, and arbitration readiness.
- Conduct or support fair, thorough, and timely workplace investigations, with clear findings, documentation, and recommended next steps.
- Build and maintain constructive working relationships with union representatives, employees, and leadership teams.
- Partner with Winning Talent & Culture leadership on collective bargaining research, proposal development, costing inputs, mandate preparation, negotiation support, and implementation planning.
- Provide guidance on employment standards, labour legislation, human rights, occupational health and safety considerations, and related compliance matters across applicable Canadian jurisdictions.
- Review labour relations processes, templates, trackers, and case documentation; recommend and implement practical improvements that increase consistency and visibility.
- Track and analyze labour relations activity, themes, risks, and outcomes, and provide regular reporting and recommendations to leadership.
- Develop and deliver practical training, job aids, coaching, and resources for leaders managing in unionized environments.
- Support proactive employee relations and engagement initiatives that build trust, accountability, and workplace collaboration.
- Collaborate with internal partners and external labour counsel, as required, while maintaining appropriate confidentiality and records.
- Complete other related labour relations priorities or special projects assigned during the six-month engagement.
Expected Contract Deliverables
- An initial review and prioritized workplan for assigned labour relations matters and organizational needs.
- Up-to-date case management records, risk summaries, and recommended actions for active files within scope.
- Progress on assigned grievances, investigations, arbitration files, and bargaining preparation, with clear status and next-step documentation.
- Practical leader resources, templates, or training materials that strengthen consistency in a unionized environment.
- A final transition package summarizing completed work, outstanding risks, key deadlines, recommended next steps, and ownership.
Requirements
- Post-secondary education in Human Resources, Labour Relations, Industrial Relations, Business, or a related field; an equivalent combination of education and experience will be considered.
- Five or more years of progressive labour and employee relations experience, ideally within a multi-site and unionized environment.
- Demonstrated experience interpreting collective agreements and managing grievances, workplace investigations, discipline, arbitration preparation, and collective bargaining support.
- Strong working knowledge of applicable Canadian employment, labour, and human rights legislation.
- Excellent consultation, negotiation, conflict resolution, judgment, and written communication skills.
- Ability to quickly assess complex situations, identify risk, and translate legal or contractual requirements into practical guidance.
- Highly organized and able to manage multiple sensitive files, competing priorities, and firm deadlines with discretion.
- Comfort operating independently while partnering closely with leaders, People & Culture colleagues, union representatives, and external advisors.
- Entrepreneurial and adaptable approach suited to a fast-paced, evolving organization.
- CHRP/CHRL designation, labour relations certification, or equivalent professional designation is considered an asset.
For Ontario applicants, please note that this posting is for an existing vacancy.
The Joint Cannabis respects the diversity of the people it hires and serves. Inclusion to us means fostering a workplace in which individual differences are recognized, appreciated, respected, and responded to in ways that fully develop and utilize each person’s talents and strengths.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
