Employee Relations, Mahikeng

Supporting the Senior Manager Human Resources with operational on day-to-day ER issues. Strikes and lockouts management. Litigation / Represent the Company at the CCMA. Drafting formal communique on behalf of the ER Department. Weekly and monthly reports. Sub-Contractor (Business Partners) management on ER issues.Serve in various stakeholder engagement forums (Employment Equity, Skills Development Forum, Health&Safety, Future Forum). Chair the incapacity consultative committee. Chair the Union-Management meeting.

Operational Management

Implement the Group ER strategy. Update ER policies and procedures. ER capacity building. Supporting the Senior Manager Human Resources with operational on day-to-day ER issues. Strikes and lockouts management. Litigation / Represent the Company at the CCMA. Drafting formal communique on behalf of the ER Department.Weekly and monthly reports. Sub-Contractor (Business Partners) management on ER issues. Serve in various stakeholder engagement forums (Employment Equity, Skills Development Forum, Health&Safety, Future Forum). Chair the incapacity consultative committee. Chair the Union-Management meeting.

Compliance Management

Stay up-to-date with South African labour laws, regulations, and industry standards to ensure the company's policies and practices are compliant with relevant legislation and reduce ER risk. Check relevant case law/studies are communicated in advance to management to enable the team to take a pro-active stance when addressing ER matters.

Financial Management

Analyse all relevant Department data and report on Departmental trends and operating requirements so as to determine funding requirements for the financial year. Monitor short-term Departmental budgets by scrutinising and aligning spend within the Department, to support and drive effective and efficient functioning within budgetary constraints.Monitor Departmental expenditure against budget allocations, requesting appropriate reallocation as required, to manage the prevention of unnecessary spend. Comply with all financial, Supply Chain Management (SCM) and other TM regulations and policies by facilitating the right actions, to reduce financial risk in the Department.Manage incapacity settlements, including those due to ill-health/injury as well as poor performance, by following the LRA’s recommended steps for an incapacity counselling process, ensuring this is a participative and interactive process. When necessary, manage incapacity exit hearings.

People Management

Create and maintain a conducive work environment by appropriately applying Human Resources policies and procedures to ensure optimum performance is realised for the benefit of the Department and, by extension, the organisation. Lead the team according to TM’s leadership principles and values throughout the entire employee life cycle (performance management, reward etc) to ensure, inter alia, a high-performance culture.Collaborate with Human Resources (HR) and management teams to implement performance management processes, ensuring fairness and consistency in performance evaluations. Identify training needs related to ER and collaborate with the Learning and Development (L&D) team to develop and deliver relevant workshops or sessions, so as the address the required training needs of the Tharisa Workforce. Promote a positive workplace culture that values diversity, inclusion, and equal opportunities for all employees, so as to ensure that all employees feel valued and accommodated with TM.Upskill the ER team, ensuring they are equipped both with the knowledge and skill to make representations at the CCMA.

Stakeholder Relations

Stakeholder relations management with NUM, AMCU or other recognized trade unions. Build and maintain relationships with internal and external stakeholders to ensure information, advice or opinions on relevant matters is made available and/or communicated with all relevant stakeholders, to manage expectations and timelines.Utilise opportunities presented to enhance the relationship between management, unions and employees, and implement processes to maximise a collaborative working relationship.

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