Employee Relations Specialist

2 weeks ago

Durban, KwaZulu-Natal, South Africa Affirmative Portfolios Full time

Human Resources

Durban
***:
Employee Relations Specialist

Durban

12 Month Contract

Purpose of the role:


To provide sound, effective service, advise and support on employee relations matters to line managers and the broader HR team.

The ER Specialist will ensure that the company's policies and procedures are maintained at a high level to enable efficient and compliant implementation.


Minimum Requirements:

  • Diploma or Bachelor's degree in Human Resources Management/Labour Relations/Law/Industrial Psychology.
  • A post graduate would be an added advantage.
  • At least 5 years' experience in employee relations
  • Proficiency in English both verbal and written.
  • Proficiency in isiZulu and other South African languages both verbal and written will be an added advantage
  • A valid driver's license
  • Solid knowledge of all South Africa relevant labour legislation (LRA, EEA, BCEA, OHSA, SDA, SDLA)
  • Solid knowledge and work experience of People 300
  • Solid knowledge of employee relations dynamics, case law, labour legislation and trends

Key Responsibilities:

  • Participate as an active member of the team by providing input in project meetings/discussions and liaising with colleagues at regional and national level regarding employee relations issues.
  • Develop structures and support management by providing specialist ER advice at management meetings.
  • Communicate changes and any required ER policies and guidelines to all
  • Effectively handle administration of performance management processes, grievances and discipline ensuring policies and procedures are implemented in a compliant and effective manner.
  • Coordinate the mobilisation and demobilisation of employees to site
  • Provide advisory service to line managers on effectively managing misconduct, performance and grievance procedures
  • Develop and build effective relationships with stakeholders to encourage integration of ER best practice into all operations. (Line Managers, staff, external service providers etc.).
  • Identify capacity development needs of line managers and HR personnel by developing and presenting training interventions aimed at developing line management and HR capacity on employee relations procedures.
  • Coach, mentor and train line managers on the principles, policies and guidelines and best practices that govern employee relations management
  • Support HR team in the provision of general ER advice for line managers and staff.
  • Provide support to recruitment and appointments on potential ER disputes.
  • Represent company in disputes referred to CCMA
  • Consult line managers and HR personnel to prepare for CCMA disputes
  • Liaise with appointed legal experts instructed to defend cases before relevant Courts.
  • Identify risks and alert HR Manager of identified issues for appropriate management
  • Work with HRM in coordinating, preparing, updating and/or contributing to a range of strategic ER documents, reports, submissions etc.
  • Ensure that grievances, disciplinaries and disputes are attended to within stipulated time and that chairpersons reports are submitted to the ER Specialist
  • Update the management team on relevant legislation, policies and procedures, monitor internal labour relations trends and submit relevant reports to manage the risk and maintain an effective working environment
  • Provide advice and manage risk on ER matters and ensure that necessary deadlines are met within the stipulated timelines.
  • Submit reports and statistics on all ER cases to ensure that necessary interventions from affected departments are pursued in addressing problems
  • Monitor employee relations key areas and ensure compliance by compiling relevant reports with critical data, conduct audits to ensure standardised practices, legal adherence, identifying deviations and division corrective measures.
  • Support and assist the HRM in the update of HR policies and procedures.
  • Support the HRM with payroll reviewing.
  • Assist and support the HRM with HR/ER audits and handle general related queries.
  • Raise ER related issues with Managers in a proactive and diplomatic fashion, identifying practical solutions and appropriate action plans in liaison with HRM.
  • Determine management strategies and options during conciliation and mediation proceedings, in consultation with the HRM.
  • Analyse, in consultation with HRM, settlement agreements drafted by CCMA/nonstatutory mediators in order to assess practical implications, risks and possible liabilities.
  • Draft ad hoc settlement agreements when necessary
  • Liaise with HRM with regards to the evaluation of disputes and disciplinary cases and determining to whom the dispute or predismissal arbitration should be assigned to present management's case.
  • Provide specialist consulting and advisory service on all employee relations related policies and procedures by:
  • Providing procedural advice for incapacity investigations and advising management on work adaptations and altern

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