Group Employee Relations Manager

Hollard; Johannesburg; On-site; ZAR 600,000 - 850,000; Full time

Job summary

A leading insurance company in Johannesburg is seeking a Group Employee Relations Manager to oversee employee relations strategies, ensuring they align with South African labour legislation. The role involves policy development, conflict resolution, and stakeholder engagement to promote a fair workplace. Ideal candidates should have strong experience in managing employee relations and compliance with relevant laws.

Qualifications

• Proven experience in managing employee relations in a corporate setting.
• Strong understanding of the Labour Relations Act and CCMA procedures.
• Experience in policy development related to employee relations.

Responsibilities

• Lead and manage employee relations strategies for the company.
• Ensure compliance with South African labour laws.
• Manage disciplinary processes and represent the company in CCMA proceedings.
• Develop and update HR policies to align with legislative changes.
• Conduct employee relations audits to ensure policy compliance.

Skills

Employee relations strategy development

Understanding of South African labour legislation

Conflict resolution

Policy development

Stakeholder management

Job description

Hello… an exciting new opportunity has just become available in our Group Services, Talent, Performance & Learning Development area. We are looking to recruit a Group Employee Relations Manager.

Job Purpose :

The Group Employee Relations Manager is responsible for leading and managing employee relations (ER) strategies, ensuring compliance with South African labour legislation, and fostering a fair, inclusive, and legally sound workplace. The role reports to the Senior Human Capital Leader and collaborates closely with legal, compliance, and HC teams.

The Group Employee Relations Manager will play a crucial role in promoting positive employee relations and ensuring a harmonious workplace environment.

This includes creating an internal IR capability with a focus on leading and facilitating the implementation of IR programs, processes, and tools across the business.

By championing fair practices and fostering collaboration, the role contributes to the company’s overall success and compliance with labour standards.

Key Responsibilities :

Employee Relations :

• Owner of the Group Labour Relations policies and procedures, ensuring they are legislatively compliant and relevant (including Grievance, Misconduct, Incapacity, Incompatibility, Sanction Framework amongst the ER suite).
• Policy & Framework Development to contribute to ER frameworks and policies, drawing on external legal advice when needed. Ensure alignment with the Basic Conditions of Employment Act (BCEA), Labour Relations Act (LRA), Employment Equity Act, and CCMA procedures.
• Custodian of Group Transformation and Diversity policies and procedures, ensuring appropriate implementation and progress.
• Update all processes and employment-related documentation such as employment contracts in alignment with prevailing legislation (e.g., POPI).
• Custodian of all HR related policies and procedures, ensuring they remain up-to-date and relevant, within the Hollard framework and in conjunction with relevant Functional Owners (e.g., Talent & Development, Reward).
• Dispute Resolution: lead investigations into misconduct, grievances, and poor performance.
• Manage disciplinary processes and represent the company in CCMA and Labour Court proceedings where applicable.
• Drive consistency in the process across Hollard and act as custodian for a standardised approach.
• Advise and educate management and employees on ER processes in partnership with HCAs.
• Preparation of case evidence for disciplinary processes at the CCMA.
• Represent the company at the CCMA for all business-related cases and disputes.
• Audit & Compliance: act as the point of contact for all ER-related audits (excluding payroll). Ensure ER practices meet internal standards and external legal requirements.

Data Management :

• Ensure all Group ER related matters are accurately captured and recorded.
• Ensure all people systems are up-to-date and accurate regarding ER matters.
• Maintain accurate records of employee grievances, investigations, and resolutions to ensure transparency and compliance with relevant labour law.
• Coordinate and consolidate monthly reporting for HR and Board purposes (including FCRM quarterly reporting, Stats SA submissions, etc.).
• Analyze and report on ER processes such as disciplinary hearings, outcomes, and case progress.

Stakeholder Management and Engagement

• Collaborate with relevant parties to facilitate communication, training, and awareness campaigns on ER processes and other ER-related training needs.
• Communicate and present ER trend analyses and challenges to management at HC MBR meetings.
• Provide advice and guidance within the area of expertise to support the business and contribute to ER frameworks and policies.
• Draw on external legal advice as required.
• Act as point of contact for all People-practice related audits, internal and external (excluding Payroll).
• Manage all service providers in the context of employment relations, including labour consultants, lawyers, and other providers, against SLAs.

Work closely with HR teams, managers, and legal departments to align employee relations initiatives with broader organizational goals.