LABOUR RELATIONS PARTNER

Apply for the LABOUR RELATIONS PARTNER role at Econofoods . Econofoods is a fast-growing FMCG retail company specialising in frozen foods. Dedicated to delivering high‑quality products at unbeatable prices, we prioritise customer satisfaction every day. Our commitment to excellence, simplicity and our vibrant colourful people sets us apart in the industry. Central to our identity is our unique HO HOLA Culture, characterised by appreciation and recognition. We celebrate the contribution of every individual and foster a supportive environment where everyone can thrive. Key Responsibilities Disciplinary & Grievance Management – Manage the full disciplinary lifecycle, including investigations, drafting charge sheets, chairing (when required) and supporting disciplinary hearings, determining appropriate sanctions, and advising on outcomes to ensure business consistency. Ensure procedural and substantive fairness in all disciplinary actions in line with legislation, case law, and internal policies. Handle employee grievances, providing guidance on fair process, conflict resolution, and consistent application of IR principles. Support early intervention and informal resolution where appropriate to limit escalation of disputes. CCMA & External Dispute Resolution – Represent the organisation at CCMA and relevant bargaining councils for conciliations and arbitrations. Prepare cases thoroughly, including evidence packs, witness preparation, legal arguments, and strategy. Present cases effectively and professionally, safeguarding the organisation’s interests and reputation. Track outcomes, award compliance, and lessons learned to strengthen future IR practices. Provide guidance and assistance to People Operations partners in terms of the above should they be designated to oversee the CCMA cases. Trade Union & Collective Bargaining and Workers Forum Engagements – Maintain constructive and professional relationships with recognised trade unions and employee representatives. Support and participate in collective bargaining processes, consultations, worker forums and assist the Legal Operations Manager with negotiations as needed. Manage union engagements, shop steward interactions, and workplace forums in line with recognition agreements. Proactively address potential labour risks and tensions to promote stable labour relations. IR Advisory & Business Partnering – Provide practical, commercially sound IR advice to People Operations Partners and Line Leaders on labour law, discipline, grievances, incapacity, misconduct, poor performance, and workplace conflict. Guide leaders through complex or sensitive employee relations matters with empathy, consistency, and risk awareness. Advise on fair performance management and corrective processes aligned with company standards and values. Training & Capability Building – Train and coach all Line Leaders, Supervisors and People Operations Partners on labour relations policies, disciplinary procedures, grievance handling, and fair people management practices. Build IR competence within leadership to ensure consistent and confident handling of employee matters at operational level. Develop and update IR toolkits, guides, and templates for Line Leaders and People Operations Partners. Legislative Compliance & Governance – Ensure ongoing compliance with South African labour legislation, including the LRA, BCEA, EEA, SDA, and relevant Codes of Good Practice. Monitor changes in labour law and case law and translate these into practical guidance for the business. Ensure internal IR policies, procedures, and practices are up to date and fit for purpose. Organisational Change & Restructuring Support – Support organisational change initiatives including restructures, retrenchments (Section 189/189A), operational changes, and consultations. Prepare consultation documentation, facilitate consultation processes, and ensure legal compliance and fairness. Partner with leadership and People Ops to manage employee impact professionally and ethically. Reporting & Case Management – Maintain accurate and confidential IR case files and documentation. Prepare monthly IR reports and dashboards, tracking trends such as disciplinaries, grievances, disputes, CCMA outcomes, and labour risk indicators. Use insights to recommend proactive interventions and continuous improvement in IR practices. Key Success Metrics Reduction in CCMA referrals and adverse awards. Quality and consistency of disciplinary and grievance outcomes. Compliance with IR processes, legislation, and timelines. Line Leader capability and confidence in handling IR matters. Constructive union relationships and stable labour environment. Seniority level Mid-Senior level Employment type Full‑time Job function Human Resources Industries Food & Beverages #J-18808-Ljbffr