SUMMARY:
HUMAN RESOURCES SPECIALIST
POSITION INFO:
Introduction
Our client is a global JSE listed integrated chemicals and energy company and is looking to appoint an astute Senior Employee Relations Specialist who is culture driven and conflict resolution focused to be based at their Mozambique quarters.
Purpose of the Role _________________________________________________________________________________________
Education/Experience/Qualifications
- Qualifications: University Bachelor''s Degree
- Min Experience: 11+ relevant years
- Language preference: Proficiency in both English & Portuguese as well as ability to translate such languages interchangeably Mozambique national.
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Duties and Responsibilities
Accountable to manage Employee Relations services and processes in the assigned portfolio, in compliance with group and BU minimum standards, to drive the portfolio agenda, service the business requirements and reduce business risks. Translate and implement the ER strategy within the portfolio in such a way that stakeholder management and employee engagement is approached in a constructive and collaborative partnership building manner.
- Ensure labour peace and stability (Healthy Collective Bargaining) within the portfolio.
- Foster a values-driven partnership between the company and trade union stakeholders.
- Strengthen, through engagement with trade unions (partners), the motivation and advancement of employees in.
- Drive the relationship and engagement management with key stakeholders (trade unions, management, and employees).
- Drive the partnership forums for the portfolio.
- Prevent, eliminate, or minimize trade unions’ rivalry within the portfolio.
- Monitor trade unions’ membership for purposes of managing threshold pertaining to the recognition and granting of the organization rights.
- Manage and ensure compliance with the collective agreements in place between the company and trade union stakeholders.
- Manage all stages leading up to and including strike action, including picketing.
Participate in the collective bargaining processes e.g., partnership forum meeting; wage negotiation processes; consultations pertaining to operational and other processes etc.
- Provide integrated employee relations advice/guidance (through consultations and/or in writing) to the relevant stakeholders.
- Promote a democratic workplace culture which gives employees a voice and an ability to impact workplace outcomes.
- Ascertain and communicate the impact of decisions and actions on wider employee
relations, precedent setting, morale, and reputational risk.
- Equip line management and HR through training to ensure that they have knowledge and understanding of labour legislation and associated codes, employment standards, human rights codes, relevant health and safety legislation, all applicable internal policies, and codes and procedures which have bearing on labour relations.
- Ensure that treatment of employees and application of discipline as well as rewards is fair and consistent as well as compliant with the relevant laws, applicable policies, and procedures.
- Equip line managers through training with skills and competencies to oversee/conduct sound fact finding and investigations, grievance hearings, disciplinary inquiries, and appeal hearings.
- Eliminate all forms of discriminatory conduct and practices in the workplace including acts of harassment, victimization, racism, sexism, etc.
- Provide operational enablement and support within the portfolio.
- Ensure (through facilitation and liaising with the relevant statutory bodies or government authorities) that necessary instruments required for operations e.g., required licenses in terms of labour legislation are expeditiously issued.
- Facilitate relevant negotiations or consultations with trade unions relating to matters that affect operations.
- Take relevant steps to enable operations e.g., shutdowns.
- Provide necessary support and guidance during dispute related processes within the portfolio to avoid unnecessary costly and protracted labour disputes.
- Ensure that internal investigation processes, grievance inquiries, and disciplinary processes are conducted consistently and in compliance with the relevant laws, policies, and procedures to minimize risk of the company being financial penalized.
- Provide necessary support to Legal Services in respect of running the arbitration process e.g., ensure that relevant records are available and transcribed, documentary evidence is collated, potential witnesses are made aware and available.
- Work with Legal Services in assessing prospects of success and the need to settle the disputes amicably to avoid unnecessary costly and protracted legal processes.
- Identify savings opportunities for the company and advise line management accordingly as well as to channel negotiations and consultations with trade union stakeholders with that in mind.
Salary and Remuneration
Client discretion based in experience.
If Interested:
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