Head of Ee/ir/er

**Position: Head of Employment Relations**

The successful incumbent will be responsible for Employee relations and Industrial Relations within the organization. This role involves managing relationships between the company and its employees, handling labour disputes, negotiations and ensuring compliance with labour laws and regulations.

**Duties & Responsibilities**:

- ER Management & Internal Discipline
- Responsible for the internal disciplinary process (incapacity, grievances, discipline enquiries)
- Representation by the CCMA
- Reporting on a weekly, monthly, or quarterly basis
- Employee relations training
- Provide case management assistance to HR Management
- Optimising processes
- Providing support to the HRBPs
- Manage the operations of the company.
- Maintain the company's policies and procedures related to employee relations.
- Involved in CCMA, Bargaining Council, and Labour Court cases as a representative of the company/leading its case.
- Assist ER managers, executives, and specialists with training in ER procedures.
- During wage negotiations, leads the employer's team of negotiators.
- Interact with several unions on staff issues and function as a mediator in these matters.
- Discipline and ER Related Matters
- Investigations and grievances relating to ERs.
- Performance Improvement Plan (PIP) and poor performers
- Cases brought by the CCMA and representation of the company.
- Management of strike actions

Employee Relations
- They are responsible for maintaining positive relations between the company and its employees. This includes fostering a healthy work environment, addressing employee concerns, and promoting open communication.

Labor Relations:

- They often deal with labour unions and collective bargaining agreements if the workforce is unionized. This involves negotiating labour contracts, overseeing labour disputes, and ensuring compliance with labour laws.

Compliance
- They must stay informed about labour laws and regulations, ensuring the organization's policies and practices align with legal requirements to avoid legal issues and potential labour disputes.

Policy Development
- They may be involved in creating and implementing HR policies, procedures, and guidelines that promote fair treatment of employees and support the organization's goals.

Conflict Resolution
- Handling conflicts and disputes between employees or between employees and the organization is a crucial part of their role. This can involve mediation and conflict resolution strategies.

Employee Engagement
- Promoting employee engagement and satisfaction is often a key goal. They work to develop programs and initiatives that improve workplace morale and productivity.
- Chair Hearings
- Represent at CCMA / BC
- Train Internal Discipline Procedures
- Policy Mntce and Updates
- Member of SA Labour Fraternity, keeping abreast of amendments
- ER / IR Tracker Management
- Discipline Management, Hearings, CCMA, Bargaining Councils, Union Negotiations
- Assure that policies are following legislation by reviewing, amending, and implementing Labour Compliance and Regulations.
- The implementation of the collective bargaining agreement and the main agreement
- Be proactive in identifying potential disputes and resolving them.

**Education and Experience Requirements**:

- Matric Essential.
- A bachelor's degree in a business-related field or equivalent experience would be highly beneficial.
- 5 Years ER management Experience.
- 3 Years Heading a department.

**Job Types**: Full-time, Permanent

**Salary**: R50 000,00 - R80 000,00 per month