Position:
Employee Relations Manager
Job Description:
To provide expertise and continuously improve the quality, service and desired work outputs related to employee relations; contributing to and advising on procedures and processes that are in alignment with set employee relations policy and applicable labour legislation.
Location:
Durban - Morningside
Contract Type:
Permanent
Minimum Requirements:
Experience:
- 3 – 5 years relevant experience
Education:
- Bachelors Labour Relations Management
- Bcomm in Law/LLB
- Bcomm HR (specialising in Labour Relations)
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 decisionmaking.
• 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 employeerelated negotiations, facilitating a favourable outcome for the organisation.
• Ensure accurate clientspecific reporting and trends analysis for all ER activities to enable comprehensive report submission to the team and the senior manager.
• 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.