SUMMARY:
The Director: Employee Relations and Compliance is responsible for providing strategic leadership an

POSITION INFO:

Nelson Mandela University reserves the right not to make an appointment. In considering candidates for appointment into the advertised posts, preference will be accorded to persons from a designated group in accordance with the approved Nelson Mandela University Employment Equity Plan.

CORE PURPOSE OF JOB

The Director: Employee Relations and Compliance is responsible for providing strategic leadership and operational oversight of Employee Relations, Labour Relations, ER Governance, Risk, and Compliance across all NMU campuses. The role ensures fair, transparent, and legally compliant labour practices while fostering constructive relationships between management, employees, and organised labour.

KEY SKILLS AND COMPETENCIES

Technical / Functional Skills

• In-depth knowledge of South African labour legislation (LRA, BCEA, EEA, OHSA, COIDA).
• In-depth knowledge of litigation procedures in the Labour Courts and CCMA.
• Expertise in disciplinary processes, grievance handling, mediation, and arbitration.
• Policy development, governance, risk, and compliance management.
• Budgeting, financial control, and contract management.
• Advanced MS Office proficiency (Word, Excel, PowerPoint).

Leadership and Behavioral Competencies

• Strategic thinking and leadership capability.
• Strong negotiation, influencing, and mediation skills.
• Excellent written and verbal communication.
• High emotional intelligence and sound judgement.
• Ability to manage complexity, conflict, and change.
• Integrity, professionalism, and resilience.
• Commitment to transformation, diversity, and ethical conduct.

Career Progression

• Executive Director: Human Resources
• Deputy Vice-Chancellor: People and Operations

KEY PERFORMANCE AREAS

1. Strategic Employee Relations Leadership

• Develop, implement, and monitor a university-wide Employee Relations strategy aligned to the HR and institutional strategy.
• Establish and maintain effective ER structures, systems, and resources.
• Implement a Quality Management System for the HR function.
• Drive continuous improvement and best-practice ER service delivery.

2. Employee Relations Management

• Provide strategic oversight of all ER services, including discipline, grievances, disputes, and appeals.
• Represent the University at the CCMA and, where required, the Labour Court.
• Ensure effective preparation and coordination of disciplinary hearings, arbitrations, and litigation in consultation with HR partners and legal representatives.
• Provide expert advice to management on labour legislation, policy interpretation, and conflict resolution.
• Promote awareness of ER developments and legislative changes across the University.

3. Labour Relations Management

• Lead and coordinate collective bargaining, consultation, and negotiation processes with recognized trade unions.
• Chair wage negotiations in collaboration with executive leadership.
• Facilitate and conclude collective agreements and ensure compliance by all parties.
• Strengthen labour relations climate through regular engagement with unions and shop stewards.
• Oversee capacity-building initiatives for shop stewards and management.

4. Governance, Risk Management and Compliance

• Ensure HR policies, procedures, and practices comply with labour legislation and governance standards.
• Lead the development, review, consultation, and approval of HR policies and SOPs.
• Address audit findings and manage HR-related risks through appropriate controls.
• Compile and present governance, compliance, and management reports.
• Promote an ethical, risk-aware, and compliance-driven culture within HR.

5. Stakeholder and Client Relationship Management

• Build and maintain effective relationships with internal and external stakeholders, including unions, management, employees, legal bodies, and service providers.
• Ensure effective communication and consultation forums are functional and impactful.
• Deliver professional, responsive, and client-focused ER services.

6. Budget and Financial Management

• Develop and manage the ER and Compliance budget.
• Monitor expenditure and ensure compliance with financial and procurement legislation.
• Manage contracts, service level agreements, and cost controls.

7. People