Our client, a leading Gold & Platinum Mining Group is looking for an experienced and qualified Employee Relations Manager at their facility in Rustenburg in the North West Province.

The appointee should:
Have a Bachelor’s Degree related to Human Resources Management.
Have Demonstrated oral and written English language proficiency.

Experience Technical:
Be Professional that has guided developed and influenced practice in the Employee Relations area with a minimum experience of between 6 to 10 years. Requires detailed knowledge of procedures and concepts related to own functional area and limited knowledge of other functions.
Be Operational: Contributed to projects. Had responsibility for budgets at a work team level.
Have Stakeholder Engagement: Collaborated with trade unions and internal stakeholders on up to middle management level.
Have Leadership Experience: Supervisory role that managed 1 - 10 individual contributors for between
2 and 4 years. Made a strategic contribution by assigning or re-assigning work, interpreting policy,
explaining and providing a framework for some projects that may take up to three months to complete and evaluate.
Have Experience in decision-making that directly impacted his/her own team and closely related teams.
Be Competent in HR systems and related legislation
Be Computer Literate and proficient in Microsoft Office Packages
Have a Valid driving licence code 08

Advantageous requirements:
Post-graduate qualification in Employee relations
Working knowledge of SAP HR or other HR systems

Key responsibilities include:
Develop and maintain knowledge of relevant Policies, Procedures, agreements, standards, and external legal, regulatory and reporting requirements impacting the Employee Relations sub-function.
Lead the ER team and manage end-to-end execution and associated risks of all ER Administration and Development processes within the Operation in line with the regulatory, governance, and procedural requirements.
Work with Divisional Manager Employee Relations in defining the annual ER Plan/Budget as well as the scope of services delivered through the ER sub-function and related agreements and performance targets. Take operational accountability for delivering against the plan, agreements
and targets.
Build and maintain a high performing ER team through effective recruiting, training, coaching, and succession planning. Ensure operational discipline in executing Human Capital processes and promote a culture of continuous improvement. Verify that team members adhere to work standards,
are competent, and understand the purpose and functionality of critical controls relevant to their work.
Develop and implement structures, policies and procedures that will result in fair and consistent labour practices.
Support setting up the employee forums and other necessary employee communications channels to ensure communications between management and employees as well as trade unions.
Supervise the activities of fulltime trade union leaders at the operations. Manage union activities and relevant logistics pertaining collective bargaining processes.
Provide consultative, problem-solving support to Human Capital Managers and Line management for processes when escalated, potentially taking ownership of high impact cases. Ensure queries and cases are managed in accordance with global standards and business specific performance targets.
Monitor the performance of the ER sub-function on key Human Capital metrics and reports to understand any variances, trends and risks. Drive initiatives to optimise the utilisation of existing business processes, practices and systems.
Advise operations team on the implications of ER legislation and policies for work practices and systems in the operations and advise on appropriate changes. Give support and guidance to the Vice President of the Operations on employee relations issues.
Protecting the Operations from the risk of Production Areas taking short-term ER initiatives to the detriment of long term plans.
Present upon request cases at the Commission for Conciliation Mediation and Arbitration (CCMA).
Lead the engagement with organised labour in respect of various engagement structures within the operation.