Employee Relations Manager

PURPOSE OF THE JOB: To implement Employee Relations governance, ensuring adherence to labour legislation, company policies, procedures, agreements, values and organisational objectives as well as to provide advisory expert guidance and handle cases (internally & CCMA) and ensuring the delivery of a consistent, high-quality ER service.

MINIMUM QUALIFICATIONS AND REQUIREMENTS:

• LLB Degree is essential
• Degree in Human Resources Management with specialisation in Industrial Relations or Labour Law Degree desirable
• Admission as an Attorney or Advocate desirable
• At least 5 years' experience of which 2 3 years on management level in a unionized environment is essential
• Extensive experience in managing employee relations, union negotiations, consultations, and dispute resolution is essential
• Experience in dealing with employee problems, handling of grievances and disciplinary cases as well as representing the company at the CCMA is essential
• Understanding of employment law and case management is essential
• Valid medical certificate is essential and must be fit in order to obtain such a certificate

COMPETENCIES:

• Strategy formulation skills and strong negotiation skills
• Communication and influencing skills
• Demonstrate an understanding of the importance of good stakeholder relations in an organisation

KEY PERFORMANCE AREAS:

• Conducts labour law research to proactively identify labour case trends and compares it to the policies to remedy deficiencies and risks.

• Assists in developing and ensures roll out of employee relations specific policies, procedures, codes of practices.

• Ensures a track record of consistency and fairness in processes used to handle ER matters such as union negotiations, discipline and adjudication, CCMA cases, labour disputes, strike management.

• Ensures that ER Services are always available to all stakeholders.

• Advises Management on dealing with issues and requirements as specified in the LRA and current trends and developments in the ER field.

• Proactively identifies possible risks and threats to the business and advises and recommends appropriate measures for litigation.

• Advises stakeholders on complex disciplinary matters and subsequent litigation and ensures consistent application of disciplinary and grievance code.

• Ensures that the company is defended during CCMA conciliation, arbitration and other CCMA related matters.

• Liaises with company preferred legal representatives relating to matters dealt with at Labour and Labour Appeal Court level.

• Investigates and responds to general legal issues raised by external legal representatives, trade unions, and other external individuals and organisations.

• Constantly conducts gap analysis with regards to union leaderships developmental needs and recommends appropriate training interventions and workshops to suite their development needs in terms of their Individual Development Plans.

• Ensures that the ER solutions provided fall within legislative framework and are best practices that enable the creation and sustaining of a highly motivating and harmonious working environment.

• Identifies and advises management on employment relations related issues that might result in work stoppages.

• Mediates through these disputes before they escalate into work stoppages.

• Advises and assists both Line Management and the union leadership in managing industrial action.

• Provides a strong support and advisory role to both Line Management and union leadership during formal or informal interaction.

• Ensures that ER reports are generated and submitted to management.

• All other administration that will be required to advance the goals of the function.

• Builds, supports and maintains healthy diverse internal and external relations and implements remedial actions where required.

• Provides relevant support to stakeholders to ensure team objectives are achieved.

• Liaise with and collate and incorporate feedback from various internal and external stakeholders and departments for purposes of transactions.

Internal applications must be accompanied by a line managers approval of your application.

Our people set us apart and make us a winning team we are excited to have someone new join our ranks

IMPORTANT:

Short listed candidates may be subjected to a psychometric assessment. Preference will be given to candidates from the designated groups in line with the provisions of the Employment Equity Act, the Companys Recruitment Policy, and Employment Equity Plan.

Should you not hear from the human resources department within 30 days after the closing date of applications, please consider your application as unsuccessful.

POPIA DISCLAIMER: By sending your CV to the e-mail address on this advertisement you agree to: The processing of your personal information and sharing it with third parties

for verifications. The exercising of your rights provided for by POPIA. To acknowledge that Impala will keep the record of your personal information confidential.