Our client, a leading Chrome Mining Group is looking for an experienced and qualified Industrial Relations Superintendent for their Central Region based at their head office in Morningside in Johannesburg.

Description

Purpose of the job:
To identify and develop relevant interventions which will assist the organisation to attain its objectives of a healthy conducive IR climate through good relationships with internal and external stakeholders.

BALANCED SCORECARD PILLARS, ROLES AND RESPONSIBILITIES:

SAFETY, HEALTH, ENVIRONMENT AND QUALITY
Identify and assess level of issue based risk exposures in area of responsibility by considering exposures to business, financial, legal issues, people, equipment, material, environment, processes, etc.
Consider the level of risk, apply mitigation and implement control measures for residual risk (set objectives, minimum requirements, etc.)
Manage SHEQ compliance within the Section through effective use of the Toolbox
Utilise the Information Management System (IMS) to initiate, investigate and report SHEQ status

PEOPLE
Compile and conduct IR / Labour Law / Disciplinary training
Provide support and guidance to IR Practitioners and HR Managers
Ensure an enabling climate/culture
Manage labour stability by minimising labour turnover
Labour complement in line with budget
Achieve HDSA/Female targets for the Section
Manage performance against set targets and competencies
Ensure IDP’s are linked to performance results and implemented as per plan
Conduct career discussions and implement actions with all identified talent (quarterly)
Ensure discipline is maintained (absenteeism, lateness, overtime, misconduct, etc.)
Coach and counsel people to ensure improved performance levels
Conduct recruitment interviews

CUSTOMERS

Customer Relations:
Maintain and improve relationships with key internal and external stakeholders
Measure customer satisfaction in terms of Corporate Communication and recommend corrective action
Attend to and resolve communication related issues by advising internal and external customers when required

BUSINESS PROCESSES

HR Legislation, Policies and Procedure:
Comply with the relevant HR Legislation (Labour Relations Act, EE Act, Skills Development Act, etc.)
Provide information and advice regarding legislation that may affect employment issues.
Initiate and develop IR Policies, Procedures, Standards, Protocols, Work Instructions, etc.
Manage implementation of all policies and procedures and protocols consistently throughout the Group

Industrial Relations:
Monitor the IR climate and provide guidance to BU’s in stabilising and improving the climate
Analyse IR trends and make suitable recommendations
Analyse complaints and reports relating to referred disputes and select appropriate resolution process
Advise the operations on IR issues
Track absenteeism and make recommendations
Monitor disputes
Conduct arbitration cases
Manage the Disciplinary an Grievance process
Ensure efficient and consistent application of IR/Disciplinary Policy
Conduct EE audits and monitor compliance
Negotiate within mandates
Facilitate relationship building between stakeholders and management
Chair Union meetings and Liaise with HR Managers; IR Practitioners and site Shop Stewards

Wage negotiations:
Assist with wage negotiation process
Advise during negotiations
Research information in preparation for wage negotiations
Revise agreements when required

Reporting
Compile and report IR statistics report
Coordinate Reports from Business Units and Submit to ER Manager

GROWTH
Manage Continuous Improvement through Operational Excellence

SHAREHOLDER VALUE
Control costs and budget in area of responsibility
Prepare and plan for Departmental Budgets

WORKPLACE COMPETENCIES:

Skills:
Microsoft Office
SAP – Maintenance of disciplinary recordkeeping
SAP – Running reports to obtain IR related information

Knowledge:
Understanding of HR Legislation
Demonstrate and apply an understanding of Basic Conditions of Employment Act (Act 75 of 1997)
Demonstrate and apply an understanding of the Labour Relations Act (Act 66 of 1995)
Demonstrate understanding of Dispute Resolution Legislation and Procedures
Company Policies and Procedures

Requirements
Minimum qualifications:
Law Degree with specialisation in Labour Law
6 years’ Industrial Relations experience in similar environment, preferably 2 years’ managerial experience
Experience in participating/contributing in wage negotiations
Representing the company at CCMA/MEIBC