The incumbent will be responsible to:

• Provide input into developing relevant strategic solutions for the effective management of Employee Relations in the workplace;
• Provide input in designing, developing and implementing divisional policies, guidelines and procedures;
• Ensure compliance with legislation, regulations and national policy directives applicable to the Human Resources function;
• Communicating interpretation and implementation of UP HR, Divisional and other relevant policy decisions in Employee Relations;
• Provide leadership in the section by modelling a high-performance culture and enhancing the HR Department and division’s professional image;
• Identify developmental needs of direct reports, and initiate development of such interventions;
• Manage the information and data regarding the cases in adherence to relevant legislation;
• Overseeing regular ER compliance audits and publishing of the results for management information;
• Identify and analyse the trends that forms barriers to the effective management of Employee Relations processes and implement measures to eradicate the barriers;
• Ensure continuous employees and management capacitation by:
• Offering first-line support by HR Business Partners by developing all relevant ER training and orientation material in collaboration with relevant stakeholders;
• Ensuring the training of HR staff members i.e. policy, procedures, guidelines and legislation;
• Ensuring that all staff members are aware of existing and newly implemented policies through awareness mechanisms;
• Manage conflict within the University and ensuring that grievances, disciplinary processes and disputes are minimised by: 
• Ensuring proper utilisation of Alternative Dispute Resolution processes and keeping proper records thereof;
• Ensuring effective management of interventions to rebuild deteriorated employment relationships by Relationship Building by Objectives (RBOs) and Relationship Building by Initiatives (RBIs); 
• Ensuring the orientation of management in ER processes and procedures by: 
• Providing and ensuring the provision of second-line (in support of the HR Business Partner) management orientation in ER processes and procedures through scheduled mandatory or requested (by the BP or management) ER training workshops for all managers and shop stewards to ensure effective communication and information transfer as well as promotion of good relations; 
• Ensuring harmonious working relationships between the University, its employees and the unions by:
• Continuous review, managing and monitoring implementation and adherence to Recognition Agreements
• Managing time-off and leave of absence of shop stewards and Full-Time Administrators;
• Ensuring effective management and union engagements by creating an environment and platform for effective resolution of issues;
• Ensuring effective collective bargaining and monitoring adherence to collective agreements;
• Assessing the labour climate and making recommendations for appropriate interventions which is not limited to reviewal of collective agreements;
• Ensuring effective collective bargaining and union engagements by ensuring stakeholder attendance to meetings by ensuring that agenda items are circulated timeously and proper record keeping of minutes;
• Representing the University in the collective bargaining and union engagement structures;
• Provide legal support to collective bargaining and engagement structure by proving sound legal advice pertaining to relevant issues;
• Manage strike or any protest action by ensuring compliance with the law, Strike Plan and Picketing Rules;
• Manage fair distribution and proper utilisation of union budget in line with the applicable policies;
• Manage and keep a proper record facility provided to the unions in line with the Recognition Agreement.

MINIMUM REQUIREMENTS:

• Honours degree in Labour Law, Labour Relations, LLB or relevant field
• A total of 4 years (of which 2 years in management) of:
• Employment relations experience in a unionised environment;
• Specialist experience in labour law if currently a practicing attorney, Advocate or Labour Consultant;
• Experience representing management at the Commission for Conciliation, Mediation and Arbitration (CCMA) either as representative or Commissioner.

ADDED ADVANTAGES AND PREFERENCES:

• LLM, MBA or any relevant Master’s degree;
• A total of 3 years higher education experience;
• Registration with a recognized professional body including Law Society or Advocate Chambers (desirable).