Core Description
Responsible for providing Employee Relations services to support the organization in delivering sustainable business performance through engaged employees. Responsible for providing input to the Labour Relations strategy and applying expertise to the Employee Relations philosophy, structures, frameworks, agreements and practices of the Telkom group. Accountable for providing input to the formulation and implementation of the Employee Relations policy across the Group. Also responsible for the design, development and implementation of workplace forums,
programs and activities aimed at improving relations between management, employees and organized labour. Ensure effective and efficient union consultation, establishing and ensuring compliance to collective and recognition agreements and handling external conciliation and arbitration on behalf of Telkom (CCMA and Labour Court). Partner with key stakeholders to provide high quality industrial and employee relations advice and services which result in improved industrial relations and the creation of a positive climate for employees and the organisation as a whole

Core Competencies
FUNCTIONAL KNOWLEDGE:

Industrial and employee relations theory, principles, policies and practices; Policy and process formulation; Industry exposure to ER/IR best practices; HR policies, processes, systems & tools; Telkom policies/ procedures; Local and Global Labour Market Dynamics; Conciliation and Arbitration; Collective Agreements; Experience in Telecommunications and Technology industries; Experience liaising with Law Enforcement; Authorities and Legal Counsel; Legal & Regulatory Exposure & Awareness.

FUNCTIONAL SKILLS:

Interpersonal and networking; Negotiation; Conflict resolution; Verbal and Written Communication; Influencing Techniques; People advisory and influencing; Change Management; Relationship Management; Strategic Thinking Ability; Analytical ability; Planning and organisation; Decision-making ability; Innovative thinking; Problem solving/ analysis; Results driven.

ATTITUDES/ LEADERSHIP COMPETENCIES:

Thought Leadership:
Developing strategies/ Providing insights; Generating ideas; Exploring possibilities; Examining information; Adopting practical approaches.

Market Leadership:
Developing expertise; Challenging ideas; Interacting with people; Understanding people; Seizing opportunities; Managing tasks.

Business Leadership:
Pursuing goals; Taking action; Upholding standards; Managing tasks; Seizing opportunities.

People Leadership:
Making decisions; Empowering individuals; Challenging ideas; Directing people; Convincing people; Interacting with people.

Personal Leadership:
Embracing change; Thinking positively; Showing composure; Understanding people; Valuing individuals; Team working.


Job Responsibilities
Execute Employee Relations initiatives in support of HR strategy and ensure alignment between HR and ER initiatives across the group.
- Ensure the implementation and maintenance of ER policy, frameworks and collective agreements across the Group
- Work closely with HR leadership to address strategic ER issues and ensure effective and consistent. implementation of policies, systems, processes and tools.
- Ensure strategic and effective ER process execution across the Group
- Monitor operations to ensure compliance with Labour legislation, collective agreements, ER policies, procedures and best practices.
- Represent ER in all labour relations matters, including the negotiation, interpretation and administration of collective bargaining agreements.
- Implement and drive policies, processes & interventions aimed at reducing time lost to conflict, disputes, grievances, disciplines, suspensions, etc.
- Partner with line management and HR Operations to manage and coordinate the ER impact of strategic transformation initiatives, ensuring full compliance with Labour legislation, collective agreements and diversity aims and objectives.
- Inform HR and line management of issues with the potential to lead to employee dissatisfaction, grievances, disputes, etc. and advise on how to resolve them.
- Scan developments in Human Resources practices in the industry and incorporate into the ER strategy and function
Advisory role:
- Serve as a strategic advisor to the HR Fraternity on all ER matters and ensure that equitable and pragmatic resolutions to disputes and major industrial issues are achieved by exercising sound judgement based on relevant knowledge, experience and competence.
- Empower, guide and advise ER practitioners, line management and HR Operations on the resolution of employee problems, including incapacity,
grievances, workplace disputes, strikes, etc.
- Appropriately support the business through consultation and by providing advice and guidance on ER matters
- Advise ER practitioners, line management and HR Operations on relevant amendments to legislation and on the operation of legal awards and agreements.
- Make recommendations to SMEs on policy changes that are needed to enhance employee/ management relations, diversity and inclusivity.
- Responsible to scan HR practice developments in the industry and incorporate into the ER processes
- Design, develop and implement workplace forums, programs and activities aimed at improving relations between management, employees and organised labour
- Initiate training programs and/or forums aimed at improving line management, HR Operations and Shop Stewards' ER knowledge and the quality of labour relations in the Group.
- Establish and maintain effective networks and manage internal and external stakeholder relations (trade unions; DoL; Cosatu; etc)
- Maintain Industry and Business Forum involvement in order to protect and foster the interests of Group

Qualifications
Relevant 3 year degree (NQF Level 7); preferably in Employee Relations/ Labour Law.
A post-graduate qualification/ MBA/ MBL will be an advantage

Experience
8 years relevant experience ideally in a Legal and ER environment. Experience must include Labour relations/ Mediation/ Arbitration/Litigation experience.
At least 3 years must have been in a senior management role.

Special Requirements
Excellent working knowledge of SA Legislative framework, particularly all HR and labour relations legislation
Legal background
Excellent Relationship building and networking capability - internally (across all levels) and externally
Excellent negotiation skills
Able to maintain high degrees of confidentiality