Employee Relations Specialist.
Listing reference: sanbs_002463
Listing status: Under Review
Apply by: 10 October 2024
Position summary
Industry: Non-Profit & Voluntary Sector
Job category: Other: Legal
Location: Roodepoort
Contract: Permanent
Business Unit: Constantia Kloof
Remuneration: R 813,355.00
EE position: No
Introduction
The incumbent will ensure that SANBS complies with relevant labour laws, standards, policies and codes. To advise business and employees on labour related issues, highlighting the risks to the business and employees alike whilst ensuring that fair and equitable employee relations outcomes are achieved. To ensure lasting employee relationships within SANBS. The focus of this role is to identify requirements within the organization and develop new and innovative ways to reduce staff turnover rates, advance solid Employee Relations and improve overall morale.
Job description
Key Performance Areas:
KPA 1: Business Planning and Financial Management.
1.1. Contribute and participate in long term plans for the department.
1.2. Participate in business planning sessions and identify mitigation of organisational risks relating to ER Projects as well as divisional projects.
1.3. Create a dashboard to track all ER related matters within the business. Use this information to identify risks and manage and mitigate same.
1.4. Participate and implement HCM national initiatives and develop project plans for implementing agreed decisions.
1.5. Gather and compile all necessary information for ER reports.
1.6. Assist in managing the ER departments budget, specifically in relation to ER training and Legal expenses.
1.7. Ensure that the ER department reaches its business plan goals for each year.
KPA 2: Direct, Implement and Monitor Employee Relations Initiatives.
2.1. Research and keep abreast of new developments & tools within the labour law space.
2.2. Direct and facilitate inputs on implementation of approved employee relations interventions and plans.
2.3. Provide support and guide managers and employees in the implementation of employee relations initiatives.
2.4. Provide support to implementation of appropriate DE and Grievance processes.
2.5. Ensure DE and Grievance templates and paperwork are up to industry practice.
2.6. Capture and update ER database and draw relevant reports from same. Ensure capturing of all matters on the database on a monthly basis.
2.7. Analyse data from the ER reporting system and identify trends. Put measures into place to ensure these trends are sufficiently addressed.
2.8. Implement processes to ensure compliance with the SAP ER system and processes.
2.9. Resolve ad hoc reporting requests on Employee Relations matters.
2.10.Responsible to liaise with Line Management and HRBP’s to maintain and update the organisation on labour matters.
2.11. Prepare appropriate reports to enhancement of management reporting.
2.12. Maintain ER relationship with relevant stakeholders and provide necessary support in all areas of ER, this will include EXCO, senior managers, Unions and employees.
KPA 3: Ensure ongoing training and development of stakeholders on ER related matters and policies.
3.1. Implement, Facilitate and source training as per the need of the organization.
3.2. Educate stakeholders on an ongoing basis on all ER related matters and policies.
3.3. Implement ER training for managerial staff during induction and information training for new employees during induction.
3.4. Continuous ER training for supervisory and managerial staff including newly employed supervisory and managerial employees.
3.5. To develop SANBS customized ER training and roll out same within the business as and when required.
KPA 4: Coordinate and Implementation of ER initiatives as per business plan.
4.1. Advise management on matters related to the administration of employment contracts or employee discipline or grievance procedures.
4.2. Ensure that grievance handling and disciplinary proceedings are carried out in line with company policy and procedure.
4.3. Arranging and scheduling meetings between employees and management, to investigate and resolve grievance and disciplinary proceedings.
4.4. Mediate discussions between employer and employee representatives in an attempt to reconcile differences.
4.5. Supporting managers at disciplinary or grievance hearings in the event of collective disputes or individual action and ensure that any required follow-up action is taken.
4.6. Effective and efficient preparations for CCMA cases and its presentation at the CCMA in consultation with the relevant line managers. This will include Conciliation, Con/Arb and Arbitration.
4.7. Attend to Labour Court matters, brief and instruct attorneys with detailed information to protect SANBS.
4.8. Perform a quarterly GAP analysis on all ER related policies.
4.9. Monitor the status of all ER related matters and ensure management is continuously informed.
4.10. Provide advisory information to Senior Manager: Employee Relations with the implementation of strategic initiatives and interventions.
4.11. Ensuring the company’s ER policies are kept up to date and in line with industry best practices such as codes of conduct, grievance and disciplinary processes, and diversity and inclusion initiatives.
KPA 5: Investigations into SANBS tipoffs.
5.1. Receive SANBS tip-off reports in line with policy from Legal Manager.
5.2. Investigate and provide reports to tip-off team as they relate to HCM policies and procedures.
5.3. Provide updates and analysis to the Senior Manager – Employee Relations and the tip-off committee regarding tip-off received and status updates of investigations.
5.4. Make recommendations on further steps to be taken as well as the mitigation of risks.
KPA 6: Stakeholder Management and Collective Bargaining.
6.1. Support the Senior Manager: Employee Relations in preparation for annual salary negotiations through benchmarking and play advisory role to the negotiation team.
6.2. Responsible to Conduct negotiations with the Unions, Employee Representatives and SANBS Management Representatives.
6.3. Conclude and draft various agreements with Unions after consultation with management such as recognition agreements, wage agreements, and settlement agreements.
6.4. Implementation of and continuous engagement of national labour forum to ensure all issues are addressed such as union consultations, matters of mutual interest, section 189 retrenchment proceedings in the forum.
6.5. Coordinate and implement quarterly bilateral meetings with the Unions to ensure appropriate location of issues within the scope of the national labour forum.
6.6. Keep continuous track of Union representativity in the business to ensure representativity is in line with the concluded recognition agreement.
6.7. Coordinate, where applicable, external training for all Union Shop Stewards on ER related policies.
6.8. Ensure integration of aspects of the HCM value chain and synergies and opportunities are fully exploited.
Competencies
Cognitive
·Analytical thinking and attention to detail
·Change Management
·Holistic / Big Picture
·Change Management
·Holistic / Big Picture
·Judgement and Decision making
·Problem solving
·Planning, Organising and Monitoring
·Knowledge of ER theory, concepts and best practice
·Planning, Organising and Monitoring
·Knowledge of ER theory, concepts and best practice
Personal
·Assertiveness
·Assertiveness
·Ethical behaviour
·Excellence Orientation
·Excellence Orientation
·Resilience and stress management
Self Management
·Customer Service Orientation
Self Management
·Customer Service Orientation
·Confidentiality
·Resourceful
·Resourceful
Interpersonal
·Communication
·Conflict Management
·Knowledge Sharing
·Organisational Awareness
·Communication
·Conflict Management
·Knowledge Sharing
·Organisational Awareness
·Relationship Building
·Teamwork
·Teamwork
Prof. technical
·Systems Competence
·Systems Competence
·Business and Financial Acumen.
·Best Practice Thinking
·Accounting Practice
·Deadline driven
·Business process understanding
·Presentation and Business writing skills
·Accounting Practice
·Deadline driven
·Business process understanding
·Presentation and Business writing skills
Leadership
·Practical Execution Management
·Practical Execution Management
Minimum requirements
Education:
· HR Degree and/or LLB Degree and/ specializing in Labour Law.
· Post graduate qualification in Labour Law/Employee Relations would be of an advantage.
Experience and knowledge requirements.
· · Minimum of 5 years’ experience in Employee Relations.
· · Minimum 3 years’ experience in dealing with CCMA processes and cases.
· Proven advanced experience in Arbitration proceedings would be an advantage.
· Admitted Attorney would be an advantage
· Excellent and up-to-date knowledge and understanding of labour legislation, rules of the CCMA and latest IR related training and development.
