About this role
Position: Employee Relations Manager
Job Description: To provide specialist advice and support related to employee relations; continuously improving the quality, service and associated work outputs, contributing to and advising on procedures and processes that are in alignment with established practices, policy and labour legislation.
Location: Johannesburg - Adcorp Place
Contract Type: Permanent
Minimum Requirements: Experience:
• 3 – 5 years relevant experience Education:
• Bachelors Labour Relations Management • Bcomm in Law/LLB
Additional Requirements:
• Specialise in Labour Relations • TES environment advantageous
Roles and Responsibilities:
• Accountable for the improvement of quality, service and desired work outputs, advising on procedural and process improvements; enabling adherence to a set framework of policies and procedures. • Proactively identify process related operational problems, determine cause and effect and recommend improvements to solve issues based on previous experience and an understanding of the context of the problem. • Plan for the organisation of work outputs and process improvement activities in light of a specific situational context related to an area of specialisation. • Gather relevant information related to specialisation activities; collate and integrate into written reports for assessment or appraisal and present as an input to managerial reporting or decision making. • Implement, manage and enable fair employee relations practices, to enable workforce delivery related to business objectives. • Maintain current knowledge of related government rules and regulations, including all applicable Labour laws and regulations, to ensure adherence to compliance and meet reporting requirements. • Collaborate with different business areas to provide employees with knowledge and awareness of relevant laws, associated regulations as well as requirements. • Identify, diagnose and recommend improvements and provide specialist advice and support; ensuring that solutions are appropriate and effective. • Provide training and development related to Labour law processes and the application of internal policies to line management and Human Resources practitioners. • Represent area of responsibility at the Bargaining Council and with associated CCMA processes to effectively resolve disputes. • Provide support to management in resolving employee disputes, including union negotiations, strikes, mutual interest disputes, wage negotiations, section 189/ 197 processes and mutual separation agreements, through consultation and act as a mediator to harmonise working relations. • Monitor and advice clients on the industrial or employee relations environment. • Advise on adherence to the application of labour legislation, conditions of employment and other related industrial matters and highlight potential risks. • Represent the organisation in conducting client specific union and employee-related negotiations, facilitating a favourable outcome for the organisation. • Ensure accurate client-specific reporting and trends analysis for all ER activities to enable comprehensive report submission to the team and the senior manager. • Ensure support to clients are executed within agreed client specific SLAs. • Comply with risk and governance policies and implement and provide subject matter feedback to enhance the development of processes applicable to an area of specialisation. • Implement, evaluate, monitor and realign area specific processes, advising on compliance and delivery within the context of specified legislation. • Provide advice and support to the business with the aim of mitigating litigation risk across impacted operational areas. • Adhere to financial controls, governance and compliance policies and processes throughout an area of specialisation, contributing to cost efficiency. • Participate in best practice forums and contribute positively to own and operational knowledge improvement related to human resources utilisation associated with an area of specialisation. • Contribute to the successful implementation of change initiatives by making recommendations for guidelines and requirements in support of the change specific to an area of specialisation. • Motivate, coach and develop direct reports, ensuring continuous development of human resources, creating an operational and process driven learning enabled environment. • Contribute to a culture of stakeholder service excellence in support of an engagement strategy, which builds positive relationships and provides an opportunity for feedback and exceptional service delivery.