Industrial Relations Manager

SUMMARY:
IR Manager required to maintain harmonious and professional labour and employee relations within the Business by leading effective employee engagement and conduct management processes and the successful resolution of IR and related issues.

To work in partnership with Business managers to provide professional IR advice, coaching and solutions that support the Business in the identification and management of workforce issues.

To drive HR compliance across the Group through structured audits.

POSITION INFO:
Requirements:

• Degree in HR or IR Management or Law
• 5 to 7 years relevant experience within an IR or HR function, 2 of which should include engagement at a senior level
• Experience with union negotiation would be preferred
• Prepared to travel to sites (largely in Zambia, DRC and Mozambique)

• Labour and employment law with the capacity to upskill self on international labour law in the countries in which the Company operates
• Organisational HR and IR policies and procedures
• HR systems

• Formulate industrial and employee relations policies and SOPs for the Group, recognising specific in-country requirements, and monitor their implementation and Business compliance.

• Manage and operationalise the policy and guidelines for the management of conduct across the Group.
• Oversee and advise on the processes and systems relating to the management and administration of misconduct including timing, communication, structures and processes with a focus on the application of procedural and substantive fairness.
• Where necessary, process formal misconduct cases by driving the disciplinary process to appropriate completion.

• Where necessary, facilitate the grievance process with the affected national office employee(s) and the other party(ies).
• Manage the operationalisation of policy and guidelines for the management of grievances.
• Monitor and report on grievances lodged across the Business and their resolution.

• Manage the operationalisation of policy and guidelines for the resolution of disputes.
• Manage the operationalisation of processes and systems relating to the administration of applications for dispute resolution.
• Evaluate dispute resolution applications and facilitate their settlement.
• Defend applications for dispute resolution.

• Arrange and conduct advocacy workshops to ensure understanding of agreements and resolutions.
• Plan for collective bargaining processes with recognised unions and employee representatives and negotiate on behalf of the employer.
• Represent the employer in the finalisation of recognition and collective agreements across the Group and manage their implementation and compliance by role-players.
• Collate and present management proposals at collective bargaining sessions.
• Provide feedback to all constituencies on collective bargaining progress.

• Disseminate the strike action plan and ensure alignment with any project labour agreements or conditions.
• Provide support and expert guidance to Operations.
• Prepare recommendations regarding the implementation of the “no work no pay” policy.

• Ensure the matters are thoroughly prepared for.
• Present the organisation’s case appropriately or brief the assigned attorneys.
• Ensure that the organisation is aware of and complies with the CCMA/labour court rulings.

• Provide specialised industrial relations advice and guidance to management.
• Engage regularly with representative unions and employee representatives, where appropriate and required.
• Monitor effectiveness of the operational employee/employer engagements and propose corrective action as necessary, especially ensuring the effective functioning of employee representative committees.
• Monitor action item outcomes and resolution.
• In conjunction with Operations management, develop risk mitigation and communication plans to address labour issues and non-compliance.

• Provide analytics and insights into relevant labour trends to the Operations management and HR executive.
• Provide training and coaching to management regarding industrial and employee relations and conduct management.

• Formulate an effective HR compliance coverage plan on an annual basis.
• Lead audits across the Group to ensure HR compliance with Company SOPs and policies, in-country legislation and any project labour agreements.
• Facilitate the formulation of corrective actions and monitor their implementation and progress on an ad hoc and regular basis.
• Provide regular reports on relevant KPIs and incidents to the HR Executive in an appropriate format.

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
• Support and drive the business and HR’s core values.
• Manage colleagues and client’s expectations and communicate appropriately.
• Demonstrate willingness to help others and “go the extra mile” to meet team targets and objectives.

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