Industrial Relations Manager

6 months ago

Johannesburg, South Africa ALSTOM Full time

Req ID:442062

At Alstom, we understand transport networks and what moves people. From high-speed trains, metros, monorails, and trams, to turnkey systems, services, infrastructure, signalling and digital mobility, we offer our diverse customers the broadest portfolio in the industry. Every day, more than 80 000 colleagues lead the way to greener and smarter mobility worldwide, connecting cities as we reduce carbon and replace cars.

**INDUSTRIAL RELATIONS MANAGER**

**Mission - Measurement**
- IR Policies and Procedures for the handling of misconduct/incapacity exist and was developed in line with applicable legislation and implemented
- All supervisors and managers informed and trained with regard to IR Policies and Procedures
- Grievances and disputes handled in terms of IR Policies and Procedures
- IR on site/projects conducted in terms of PLA’s / SLA’s
- Further Objectives, Targets and Performance Measurements are defined on a yearly basis.

**Responsibilities and objectives**:
**Management of industrial action for the Unit and on site by**:

- Conducting regular audits to ensure that the strike management and contingency plans are correctly implemented and up to date
- Advising and consulting with management during unprotected industrial action (strikes, protest action, etc.), in line with relevant policies and legislative provisions
- Assisting with the legal analysis and risk evaluation of potential disputes and disputes that are declared, to determine the appropriate management strategy
- Providing into the formulation of relevant and proactive communications to management and employees, before, during and after industrial action
- Advising management throughout the negotiation process during protected industrial action
- Advising management on the implementation and monitoring of picketing rules and picketing agreements

**Conciliation / Mediation / Settlements**:

- Assisting with obtaining and influencing settlement mandates for statutory conciliation and non-statutory mediation proceedings
- Determining management strategies and options during conciliation and mediation proceedings, in consultation with the Senior Management
- Assisting or representing management in statutory conciliation/non statutory mediation/advisory arbitration proceedings
- Analysing, in consultation with the Senior Management, settlement agreements drafted by CCMA/non-statutory mediators in order to assess the practical implications, risks and possible liabilities
- Drafting ad hoc settlement agreements when necessary

**Arbitration and pre-dismissal arbitration**:

- Liaising with the Legal Counsel with regards to the evaluation of disputes and disciplinary cases and determining to whom the dispute or pre-dismissal arbitration should be assigned to present management's case
- Preparing Alstom's case, heads of argument and pleadings, in consultation with the Senior Management / Legal Counsel
- Representing Alstom or actively overseeing and advising Legal Counsel during statutory and non-statutory arbitration or pre dismissal arbitration proceedings
- Assisting with the analysis, evaluation and implementation of arbitration and pre-dismissal arbitration awards to determine possible grounds for rescission or review

**Provide a specialist consulting and advisory service for the Unit, on all industrial relations related policies, agreements and procedures**:

- Providing procedural advice for incapacity investigations and advising management on work adaptations and alternative work options
- Advising management on the procedural and substantive aspects of the Performance Review Process
- Advising management on process and substantive aspects of grievance management
- Advising management on the process and substantive aspects of disciplinary action for misconduct
- Drafting of labour contracts

**Provide an industrial relations training and development service for the Unit**:

- Training and licensing supervisors and Human Resources Practitioners on all procedural and substantive aspects of industrial relations
- Sensitising supervisors to developments in industrial relations
- Assisting line management and supervisors with the sensitising of employees
- Monitoring all part-time shop steward training and assisting with such training on request

**Monitor industrial relations key performance indicators and ensuring compliance**:

- Compiling a monthly report with critical data
- Conduct industrial relations audits to ensure standardised practices, best practices, legal conformance, identifying deviations and devising corrective measures
- Undertake ad hoc formal research on contemporary industrial relations related issues

**Developing of Project Labour Agreements (PLA’s) and Site Labour Agreements (SLA’s) for the different projects**:

- Assisting with the development of PLA’s and SLA’s
- Implementing and monitoring PLA’s and SLA’s on site/projects
- Advise line management with regard to the review of PLA’s

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