- Develop a sound operational Employee Relations strategy
- Advise and facilitate the application of Labour Relations practices and procedures with respect to disciplinary cases and grievances.
- Provide relevant and timeous information to facilitate business decision making.
- Monitor and advise on substantive conditions of employment and related rights and obligations in the organisation.
- Recommend new approaches, policies and procedures to effect continual improvements in the efficiency of the department and services performed.
- Mange union representatives’ (internal and external) enquiries and issues.
- Ensure that appropriate policies and procedures are implemented and adhered to.
- Provide support to Business Units with respect to ER governance matters.
- Monitor and advise on substantive conditions of employment and related rights and obligations in the organisation.
- Represent the company at certain disciplinary hearings and in labour conciliation / arbitration processes.
- Establish basic principles of evidence in mediation.
- Conduct referrals in labour conciliation matters.
- Conduct pre-conciliation (in terms of CCMA rules) and conciliation process.
- Conduct a pre-arbitration (in terms of the CCMA rules).
- Consider Advisory awards in labour disputes.
- Consider and review arbitration awards in labour disputes.
- Write closing arguments.
- Manage and conduct the arbitration process.
- Consider condonation, rescission and variation applications
- Facilitate and coordinate disciplinary investigations (in conjunction with Line Management)
- Maintain and update the disciplinary systems and records
- Compile ER Reports
- Co-ordinate transformation forums, i.e. Employment Equity Committee and Future Forum.
- Build and maintain healthy and transparent relationships and partnerships with stakeholders.
- Establish and maintain communication structures and channels for information sharing.
- Establish employee relations framework in line with company ER strategy
- Engagement and ongoing communication with union stakeholders.
- Facilitate union negation processes at operational level.
- Resolve stakeholder queries or escalate when unresolved.
- NQF 7 (National Diploma / Degree) in Human Resources Management/ Labour Law or Behavioural Sciences.
- NQF 8 Qualification Advantageous
- At least 8 years’ experience as a Human Resources Manager/Employee Relations Manager, especially within the Mining Industry
- Experience in collective bargaining, including wage negotiations and other consultation processes
- Extensive knowledge of labour laws
- In-depth knowledge of CCMA and other dispute resolution mechanism processes
- Computer Literate
- Valid Certificate of physical fitness
Closing Date:10 August 2025
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