Purpose of the role:

Responsible for providing input to the Labour Relations strategy and applying expertise to the Employee Relations philosophy, structures, frameworks, agreements and practices of the group. Accountable for providing input to the formulation and implementation of the Employee Relations policy across the Group. Also responsible for the design, development and implementation of workplace forums, programs and activities aimed at improving relations between management, employees and organized labour. Ensure effective and efficient union consultation, establishing and ensuring compliance to collective and recognition agreements and handling external conciliation and arbitration on behalf of the company (CCMA and Labour Court).

Duties and Responsibilities:

• Execute Employee Relations initiatives in support of HR strategy and ensure alignment between HR and ER initiatives across the group.
• Ensure the implementation and maintenance of ER policy, frameworks and collective agreements across the Group.
• Work closely with HR leadership to address strategic ER issues and ensure effective and consistent implementation of policies, systems, processes and tools.
• Ensure strategic and effective ER process execution across the Group.
• Monitor operations to ensure compliance with Labour legislation, collective agreements, ER policies, procedures and best practices.
• Represent ER in all labour relations matters, including the negotiation, interpretation and administration of collective bargaining agreements.
• Implement and drive policies, processes & interventions aimed at reducing time lost to conflict, disputes, grievances, disciplines, suspensions, etc.
• Partner with line management and HR Operations to manage and coordinate the ER impact of strategic transformation initiatives, ensuring full compliance with Labour legislation, collective agreements and diversity aims and objectives.
• Inform HR and line management of issues with the potential to lead to employee dissatisfaction, grievances, disputes, etc. and advise on how to resolve them.
• Scan developments in Human Resources practices in the industry and incorporate into the ER strategy and function.

Advisory role:

• Serve as a strategic advisor to the HR Fraternity on all ER matters and ensure that equitable and pragmatic resolutions to disputes and major industrial issues are achieved by exercising sound judgement based on relevant knowledge, experience and competence.
• Empower, guide and advise ER practitioners, line management and HR Operations on the resolution of employee problems, including incapacity, grievances, workplace disputes, strikes, etc.
• Appropriately support the business through consultation and by providing advice and guidance on ER matters.
• Advise ER practitioners, line management and HR Operations on relevant amendments to legislation and on the operation of legal awards and agreements.
• Make recommendations to SMEs on policy changes that are needed to enhance employee/ management relations, diversity and inclusivity.
• Responsible to scan HR practice developments in the industry and incorporate into the ER processes

Managed Communication and Training

• Design, develop and implement workplace forums, programs and activities aimed at improving relations between management, employees and organised labour.
• Initiate training programs and/or forums aimed at improving line management, HR Operations and Shop Stewards’ ER knowledge and the quality of labour relations in the Group.
• Establish and maintain effective networks and manage internal and external stakeholder relations (trade unions; DoL; Cosatu; etc).
• Maintain Industry and Business Forum involvement in order to protect and foster the interests of the company.

Educational Qualifications and Experience:

• Relevant 5-year degree (NQF Level 7)
• Employee Relations/ Labour Law
• A post-graduate qualification/ MBA/ MBL will be an advantage.
• 8 years relevant experience ideally in a Legal and ER environment. Experience must include Labour relations/ Mediation/ Arbitration/ Litigation experience. At least 3 years must have been in a senior management role.