General Manager – Employee Relations
Johannesburg
Negotiable

Requirements / qualifications:
Must have an LLB Qualification
Experience in building relationships with and negotiating with unions is essential.

To deliver a strategic Employee Relations (ER) service to the business by implementing best practice people management initiatives; developing partnerships with all key stakeholders; building a competent workforce; and creating a positive climate through the design and implementation of Group ER policies, procedures and practices.

Key Responsibilities: -

Employee Relationship Management
Create a culture of inclusiveness, fairness and transparency by adopting a common work ethic and set of values
Provide employees and management with clear direction in terms of the strategy and goals of the department
Establish a track record of consistency and fairness in processes used to handle ER matters (e.g. union negotiations, discipline and adjudication, CCMA cases, labour disputes, strike management)
Address employee concerns fairly and equitably and find suitable resolutions
Empower managers and business partners on ER matters through designing and facilitating training interventions

Professional Service Delivery
Evaluate and assess the internal work environment and culture, formulating and introducing new and revised ER services, policies, procedures and practices to the business, for the ultimate purpose of creating an Employer of Choice EOC environment
Liaise with all relevant stakeholders (e.g. Government, labour, unions) to ensure that newly introduced processes are in line with the legislative framework, fair and generally accepted as appropriate
Forecast legislative and other changes and ensure that the ER strategy is proactively revised to meet the demands of these changes
Assess the results of the monitoring process of employee's dissatisfaction and concerns, and formulate initiatives to address these issues
Coordinate and act as a chief negotiator on behalf of Company on all labour related matters

Business Relationship Management and Networking
Network with internal and external HR stakeholders to gain an understanding of HR best practices
Network and build strategic partnerships with internal and external customers to achieve Company's objectives (e.g. unions, government departments, CCMA)
Analyse ER best practices and provide strategic ER direction to all customers (line managers and HR partners)
Analyse, interpret and evaluate operational business needs and align with ER and HR best practices
Proactively anticipate emerging trends and create amicable outcomes in conjunction with line. Consult with line and advises on potential problems based on emerging trends/issues related to the Labour environment
Provide feedback to line on action initiated to resolve issues in a business unit.

People Management
Encourage, implement and reinforce the Group’s Values, Leadership principles and Employer of Choice (EOC) strategies and initiatives
Ensure an open, motivated and harmonious work environment in line with Company’s Leadership philosophy
Manage the performance of self and all direct reports (formally and informally), ensuring that regular feedback is given/received, coaching and mentoring on performance is given/received to enable continuous improvement
Be actively involved in own Individual Development Plan (IDP), develop such plans for all direct reports and ensure that the agreed development interventions are delivered
Ensure that talent reviews are conducted on all staff to identify the appropriate talent management strategy and drive implementation

Strategic Solution Generation
Critically evaluate local and international ER trends, strategies and tactics, so that future requirements are aligned with emerging trends and best practice quality standards
Research and analyse information for determining appropriate methodologies and sources to be utilised for developing ER strategies and policies
Monitor and evaluate ER strategy/policy throughout developmental phases, to ensure that the final product is aligned with the organisational vision and strategic objectives
Ensure that the ER solutions provided to the business are aligned to the overall strategy of the organisation and to national and international trends
Ensure that the ER solutions provided fall within a legislative framework and are best practices that enable the creation and sustaining of a highly motivating and harmonious working environment
Strategic Solution Generation
Complete and present annual budgets for the department
Align departmental budgets and maintain monthly department-related costs, to ensure that the company's strategic objectives are achieved
Conduct financial analysis of budgets to identify potential risks and develop systems and procedures for effective financial management
Anticipate potential financial constraints and understand and cater for the financial impact on the departments’ budget
Conduct a cost-benefit analysis to facilitate decision-making relating to the affordability and cost effectiveness of HR strategy/policy development

Competencies
Business Acumen
Communication and Influence
Relationship Building and Networking
Consulting Skills
Problem Solving
Decision Making
Planning and Organisation
Customer Insights and Focus
Financial Management
Coaching and Developing Others