Council for Geoscience (CGS)
KEY RESPONSIBILITIES
Employee Relations Operation Process
Support the maintenance of harmonious and productive relations between management and staff.
Coordinate management and organised labour meetings and/or events.
Advise line managers on disciplinary and grievance policy, process and procedures.
Coordinate the management of grievances, disputes and disciplinary matters.
Assist in conducting investigations and writing the report thereof.
Provide administrative support to Employment Equity Committee, Bargaining Forum and any other ad hoc forums.
Provide input to the development and refinement of the Employment Equity Plan.
Provide employee relations administrative support.
Coordinate and facilitate training and workshops in all employee relations interventions.
Prepare relevant pack for dispute resolution.
Assist in representing the organisation at the CCMA for dispute resolutions.
Project Management
Contribute actively and proactively to the initiatives, projects and activities in which the HR management team are engaged.
Assist in scoping project plans related to identified ER interventions.
Stakeholder Relations
Continually support the maintenance of effective relationships with both line managers and staff.
Contribute to the implementation of negotiating mechanisms with organised labour.
Support in building capacity of line management and/or organised labour on ER.
Servicing the Bargaining Forum meetings with the Management and Labour.
Ensures that the Disciplinary Code is clearly communicated within the various Divisions/Business Units.
Quality Management
Implement and maintain a comprehensive ER administration system.
Ensure compliance to ER policies and procedures.
Monitor, track and report ER key performance indicators.
Ensure Compliance with relevant Legislation.
Identify risks and threats to the ER process/functions proactively.
People Management
Compile and submit own personal development plan.
Participate in continuous professional development initiatives/interventions to keep abreast with new technologies and procedures.
Support and participate in the learning and development requirements of employees.
EDUCATIONAL QUALIFICATIONS
Grade 12; and
Bachelor’s Degree (NQF7) in Human Resources Management, Labour Relations, Law, or equivalent.
Post Graduate Diploma in Labour Law will be an added advantage
Professional registration with SABPP will be an added advantage.
Valid driver’s licence.
KNOWLEDGE AND EXPERIENCE
Minimum 3-5 years’ Employee Relations related experience.
Able to demonstrate an informed understanding of the core ER areas of practices.
Ability to apply all human resources and people management policies, procedures and practices.
Proven experience in developing, implementing and reviewing of employee relations policies and disciplinary/grievance code.
Experience and proven track record at the CCMA.
Knowledge and experience in handling disciplinary cases and grievances.
Good working knowledge of BCEA, LRA, EE Act, SD Act.
HR Information Systems (SAP).
Computer literacy.
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