Employee Relations Manager
2 weeks ago
To drive Employee Relations and implementation of interventions in the respective region in line with company strategy, thereby mitigating risk to ACMS and our client.
Ensuring that Workers Forum issues, meetings and union matters are addressed or escalated timeously. To manage internal dispute resolution procedures and provide advice to ACMS Management in the allocated region.Daily engagement with shop floor employees in the region to ensure that employee wellbeing is improved and any issues are addressed.
Grade 12Bachelor's Degree- Labour Law or equivalent IR or ER qualificationMinimum 5 yrs.
Training experience would be advantageousTES Industry exposure advantageousSolid reporting and administration skillsMicrosoft Office
- Excellent Excel, Outlook, PowerPoint, Word skills and SharePoint added advantageAccountable for the improvement of Employee relations in the region.
Actively engage with staff on the floor and build sound relations.
Proactively identify employee related 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 and organise Employee Relations events with HR and ensure that a positive work environment is created for employees with the help of the management team.
Assist in representing the company at CCMA / Bargaining Councils / Trade Union engagement.Union engagement meetings, e.g.
wage negotiations, internal disputes, labour unrest; organisational rightsBuild and manage relationships with external stakeholders (Case Management representatives at CCMA and Bargaining Councils; trade unions, external legal counsels and consultants)Build and manage relationships with Unions in line with ACMS vision, mission and values and departmental objectives of client centricity.
Assist in Chairing, Initiating enquiries when IR team needs assistance;Assist in resolving Grievance or Harassment matters between employees or Management;IR assistance and support as and when required by operations;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.
Attend to union representation verification analysis and reporting;Ensure all cases, meetings and operations activities are kept on record.Report on ER climate in region on a monthly basis and advise of any potential risk.
Responsible for performance relating to dispute resolution process and administration.
Ensure regular staff engagement on all levels of the operation.
Conduct regular surveys with employees to establish management and staff morale.
Evaluate survey results and provide strategic solutions to improve employee relations.
Be the go-to person with regard to staff queries.
Convene regular meetings with staff, department managers and operational managers to discuss any burning issues relating to staff and provide feedback on the same to all stakeholders.
Comply with risk and governance policies, implement, and provide subject matter feedback to enhance the development of processes applicable to an area of specialization.
Periodic (at least quarterly) training interventions and workshops with ACMS Managers within allocated regions on problem areas identified, CCMA matters win and losses and improvements, SOPs and expectations, and external client labour relations compliance requirements.
Monthly-consolidated reports on IR climate, disputes, root causes, risk areas and trends, and recommendations for improvement.Staying abreast of sharing, and reporting on relevant news articles in relation to labour relations within South African legislation market changes, union activities, trends, and attendance of seminars, and reporting thereof to regional management for awareness.
Ensure compliance with CCMA, Bargaining Council rules and collective agreements, legislation (acts and regulations, in particular, LRA, EEA and BCEA processes and timelines as prescribed-
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