INTERNAL/EXTERNAL ADVERTISEMENT
/DIRECTORATE: INSTITUTIONAL SUPPORT SERVICES
REFERENCE NUMBER /POSITION / No. of VACANCIES
AVAILABLE /
50003201
/EMPLOYEE RELATIONS SPECIALIST
/X 1
P 08
R584,857.00
Reports to: Human Resources Business Partner.
Purpose
To contribute to a harmonious relationship between Management and Employees through compliance to the Labour Relations Act (LRA) and the Basic Condition of Employment Act
(BCEA) and the facilitation of the development, review and implementation of relevant policies.
To strengthen the relationship with the union to ensure that employee issues are resolved internally at the lowest level to the extent possible. To promote high employee moral by providing support to both Management and staff on Industrial Relations in a professional manner that promotes transparency whilst respecting the principle of confidentiality.
Competencies:
· Impartiality
· Ethical
· Empathy
· Integrity
· Analytical
· Assertiveness
· Diversity sensitivity
· Goal Oriented
· Professionalism
· Contract Management
· Communication
· Stakeholder Management
· Problem Solving and Decision Making
· People and Diversity Management
· Knowledge Management-Organisational Knowledge
· Change Management
· Strategic Management
· Programme and Strategic Management
· Financial Management
· Relationship Management
Knowledge and Skills
· Understanding of codes of good practice, industry charters, bargaining council agreements and sectorial determinations
· Thorough understanding of policy formulation and interpretation of contracts
· Thorough understanding and knowledge of LRA, BCEA and EEA
· Good understanding and working knowledge of collective agreements
· Technical application of legislation
· Implementation of Audit recommendations
· Principles of Financial Planning and Budgeting
· Risk Management for Human Resources
· Understanding the alignment of employee relations with the human resources operating model
· Sound understanding of South African Labour Law and Employee Relations including the role of trade unions
· Thorough understanding of organisation culture and transformation processes
· Thorough understanding of collective bargaining and dispute resolution processes
· Understanding of employee wellbeing and counselling processes
· How to conduct training
· Understanding of Performance Management system
· Negotiation, conciliation, mediation and arbitration
· Verbal and written Communication,
· Report writing,
· Contract Management
· Interpretation of policies and contracts
· Interpersonal
· Policy development monitoring and evaluation,
· Business process mapping
· Excellent facilitation and presentation skills
KEY PERFORMANCE AREAS
Finance and Risk Management
• Ensures financial spending in line with the budgeted and projected finances to ensure proper administration of the Employee Relations Office
· To develop and implement the Employee Relations annual operational plans
· To develop a budget for Employee Relations in the institution
· To provide monthly and quarterly projections for Employee Relations activities
· To monitor expenditure against budget
· To ensure effective management of Employee Relations Risks in the institution.
· To monitor Audit findings and implement Audit recommendations from both Internal
and External auditors around Employee Relations matters
· Facilitate the timeous payment of Service providers
Employee relations management
• Facilitate and provide procedural and admin support to the quarterly Union/Management
meetings in compliance to the Recognition and procedural agreement
· Send notification to line management union/management meetings as well as meeting request from the union to facilitate for a structured release of staff members by line management
• To facilitate for a structured release of staff members by line managers for
Union/Management meetings
• Distribute agenda prior to meetings and ensure compilation and distribution of minutes thereafter to stakeholders
• Compile, evaluate and submit ER reports on a monthly and quarterly basis to relevant
structures (Secretariat and HRD Committee) and make recommendations where
applicable
• Provide advice both line Managers and staff on Disciplinary procedure and grievance
procedure in line with adopted policies and Legislation
• Provide advice on alleged misconduct by staff and assist line with the drafting of charges
where applicable
• Provide advice to staff members on their rights in relation to both disciplinary and of
grievance cases
• Provide advice of a general nature and the interpretation of Relevant Legislation, policies
and procedures such as the Labour Relations Act, Basic Conditions of Employment Act.
• Attending to correspondence and ER enquiries;
• Analysing statistical information pertaining to workplace conflict
• Ensuring an updated and accurate ER record keeping system;
• Monitoring and controlling ER information to be send to the Remuneration and Benefits
Specialist and Senior Manager: Human Capital for implementation;
• Draft disciplinary outcome letters and grievances outcome letters for approval by the
Secretary to the Legislature.
• Ensuring a reasonable and fair treatment in the workplace to comply with labour
legislation and according to basic conditions of service;
• Monitor Supervisor/employee relationship issues where alleged poor Relationship issue
was reported
• Report employees concerns to line manager for action and improvement;
• Consultation with employee representatives to ensure sound working Relationships;
• Offer technical advice with regards to conditions of employment and other ER related
matters;
• Case Management:
• Offer advice and assistance to line management with regard to the handling of
disciplinary, hearings, grievances and dispute processes;
• Ensures the implementation of appropriate measures to conduct disciplinary and
grievance hearings;
• Do representation at the CCMA during conciliation and arbitration proceedings;
• Advices management with regard to implementation of CCMA awards;
• Timeous processing of grievances and disciplinary cases;
• Legal compliance to Labour Legislations by advising management on legislations that
may impact on the business,
• Conduct investigations on all alleged non-compliance to Legislation and policies and resolves to effect compliance to Legislation, Policies and processes
• Facilitating negotiations forums in the workplace;
• Provide an advisory role during substantive negotiations on Legislation provisions
• Liaise with the Compensation Fund at the Department of Labour as and when a need
arises
• Provide advisory role with regards to Injury on Duty (IOD) management;
• Provide technical and advisory support to the Management team during Salary
Negotiations
· Monitor and review policy alignment to Legislation on Employee Related matters
· Develop and Enhance applicable policies
Stakeholder management
· Engagement with Trade Union
· Advising management and staff on ER matters;
· Liaising with Dispute Resolution Bodies
· Brief appointed legal counsel for appearance at the Labour Court;
· Advice and ensures that a safe and healthy working environment is attained in collaboration with the Occupational Health and Safety Committee
· Liaise with the Compensation Fund at the Department of Labour as and when the need arises
· Provide an advisory role with regards to Injury on Duty (IOD) management
· Train Line Management and employees on applicable policies and legislation
Human Capital
• To identify line managers and supervisors to be trained in employee relations
• To develop training manuals and ensuring that employee relations training is provided;
• Ensuring provision of quality related training to employees and equip them with basic and advanced skills so that they can fulfil their job content
· To participate in Annual and Quarterly Integrated Performance Management reviews
· Implement Individual Development Plan
Qualifications/Experience Required:
• Bachelor Degree or equivalent in Labour Relations or Labour Law
• At least 5 years’ experience in Employee Relations
• Proven track record of CCMA processes and representation
Closing date for applications:
NB: The Gauteng Provincial Legislature is committed to the achievement and maintenance of employment equity and diversity especially in respect of race, gender and disability. People with disabilities are particularly encouraged to apply and will be given first preference. Appointment will be subject to risk and/or reference checks being done. The Provincial Secretary of Gauteng Legislature reserves the right to approve or decline the appointment.
If you do not receive any response from us within 6 weeks of closing date, please consider your application as unsuccessful.
TO APPLY FOR THIS POSITION, FOLLOW THIS LINK: http://gpl.careerjunction.co.za