116 Employee jobs in South Africa

• Support management in the participative structures by providing specialist ER advice to the HR forum management caucuses regarding planning for the engagement process and on decision making risk and strategy.
• Monitor employee relations key performance indicators and ensuring compliance by compiling a divisional monthly report with critical data, conduct audits to ensure standardised.
• Ensure legal conformance, identifying deviations and devising corrective measures.
• Advising all parties on the content and application of ARC’s industrial action policies and stance.
• Conducting regular audits within the division to ensure that the strike management and contingency plans are correctly implemented and up to date. Act as an integral member of the negotiation team, assist in preparing negotiation strategies and prepare and review drafts of collective agreement language.
• Ensure that negotiations are properly documented.
• Educate management on negotiated contract changes and assist with implementation where required.
• Coordinate the operations of the Labour Management Consultative Committee, including preparation of the agenda on behalf of management and documentation of discussions.
• Actively contribute to the establishment of a positive relationship with organised labour.
• In complex cases, provide expert advice to the Corporate ER Manager and Wellness, and assist with the interpretation of the collective agreement and application of relevant jurisprudence.
• Manage, with the support of the Corporate ER Manager, termination cases and complex employee relations cases by supporting the HR Business Solutions team and managers in building the case, determining corrective measures, supporting management in delivering the decision to the employee and liaising with union representatives.
• Manage the preparation of cases for negotiation of agreement, mediation or arbitration and ensure settlements or CCMA orders are followed / implemented correctly.
• Travel nationwide to physically attend CCMA matters.

Truworths has an exciting opportunity in the Employee Relations department for an IR Professional with a passion for day-to-day IR. The core objective of the Employee Relations team is to ensure fair and respectful treatment of employees, in compliance with the law and consistent with our values, policies and objectives.

This position requires an individual who has previous employee and labour relations experience and skills that enables the individual to work on a broad spectrum of employee relations and labour law matters.

The individual will be based at our head office in Cape Town.

• Facilitate the handling of employee grievances, counselling, and conflict resolution processes in a timely and effective manner;
• Take a proactive approach to conflict management and ensure adherence to grievance and disciplinary procedures;
• Provide expert advice to management on appropriate disciplinary action, ensuring fairness, consistency, and compliance with labour law;
• Investigate employee concerns and recommend appropriate courses of action;
• Assist in the formation, interpretation, and application of internal policies relating to employee conduct, discipline, and grievance management;
• Engage with HR and departmental managers to monitor all disciplinary processes, including documentation, investigations, scheduling, and attendance at hearings;
• Represent the organisation at the Commission for Conciliation, Mediation and Arbitration (CCMA) and similar forums;
• Support HR and line managers with CCMA case preparation and dispute resolution strategies;
• Monitor internal and external legal developments and ensure the business remains compliant with relevant employment legislation, collective agreements, and case law precedents;
• Deliver internal training to managers and employees on employee relations topics, including policies, legislation, and disciplinary processes;
• Develop strong relationships with internal and external stakeholders to ensure ER matters are addressed effectively;
• Review, draft, and update company policies and procedures to ensure alignment with current labour legislation and best employment practices;
• Provide accurate interpretation of labour laws and ensure consistent application in the workplace;
• Promote awareness and adherence to company policies, labour legislation, and collective agreements across the organization;
• Conduct research and make recommendations based on recent employment law changes and court rulings.

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POSITION INFO:

Back Office Employee (m/f/d) for Consulting Firm

Recruiter:

ABC Worldwide

Job Ref:



Date posted:

Saturday, June 28, 2025

Location:

Cape Town, South Africa

SUMMARY:

POSITION INFO:

Back Office Employee (m/f/d) for Consulting Firm

Location: Remote / Home Office

Start Date: ImmediatelyWorking Hours: Full-time

Our goal is to guide doctors through this crucial phase of their careers and provide a

comprehensive range of services to smooth the path. We offer not only matchmaking

services but also additional support to ensure a successful transition and an optimal new

beginning. As problem-solvers for our clients, we emphasize humanity, digitalization, and a

modern working environment. Our dynamic team is passionate and service-oriented, always

striving to achieve the best possible outcomes for our clients.

Your Profile:

We’re looking for an organized and communicative person who reliably supports our

consultants in the background. You enjoy working as part of a team, even if your contact with

others is mostly through internal processes. You are structured, goal-oriented,

self-motivated, and able to keep a clear head during busy periods.

You don’t need to have direct experience in the healthcare sector—what matters is your

ability to quickly learn new topics, such as understanding how to assess the value of a

medical practice. You enjoy working behind the scenes, thinking ahead, supporting our

consultants proactively and reliably, and ensuring our processes run smoothly.

What You Bring:

• Fluent German skills; additional languages are a plus
• Confident in using Apple devices, Google Sheets or Excel, and CRM systems
• Independent, structured, and goal-driven working style
• Team player with a positive attitude and high level of commitment
• Proactive mindset and foresight in handling tasks
  
  

• Coordinating appointments between clients, prospective buyers, and our consultants
• Preparing sales/purchase documents and practice evaluations
• Supporting the licensing/registration process
• Managing and maintaining our digital databases
• Providing solid support to ensure our consultants can focus on their tasks
  
  

• Modern Work Environment: Fully digitized processes and the latest technology to
  
  

• Creative Freedom: As a growing company, we welcome your ideas and offer you
  
  

• Flexibility & Work-Life Balance: Remote and flexible working to help you balance
  
  

• Development Opportunities: Grow both personally and professionally with
  
  

• Long-Term Prospects: We're focused on sustainable growth and offer you the
  
  

• Dynamic, Ambitious Team: Join a motivated team known for openness,
  
  

• Attractive Compensation: A competitive salary, 30 vacation days, and flexible
  
  

• Seniority level Entry level

• Employment type Full-time

• Job function Administrative
• Industries Advertising Services

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Stay vigilant. Santam has been made aware of a malicious e-mail instructing policyholders to claim a refund within 24-72 hours. This is a scam, Santam will only communicate through their broker or official channels. Learn more.

An exciting position of Employee Relations Manager exists in Santam. This role may be based at Head Office Tygervalley or Alice Lane Sandton and reports directly to the Head: Human Capital Delivery.

The role develops and directs implementation of plans, policies, and processes affecting employee relations within the Santam Group. The incumbent is accountable for advice and recommendations, as well as for the coordination and support of labour relationships, while promoting sound business labour relations for the Santam group. Furthermore, the role is required to ensure HC complies with regulations and plays an oversight role thereof.

Provide sound Employee Relations

• Provide a consultancy and advisory service to HC and Line managers on employee relations matters, including any aspect of employment law or policy that impacts the employment relationship
• Identify, communicate and mitigate legal, financial and reputational risk to Santam by ensuring fair outcomes
• Draft contracts, policies, procedures and practices aligned to labour legislation, court precedents, collective agreements as required
• Management of collective bargaining with the Union/s on behalf of the Company to ensure effective negotiation and consultation on employee relations matters
• Analysis of employee data to assess ER trends and reporting and providing feedback to the HR leadership and Santam Senior Management team
• Representing Santam at external dispute resolution forums (eg. CCMA) on individual and collective ER matters
• Ensure advice provided to HCBP team and line managers are in line with agreed SLA
• Facilitate the upskilling of HCBP’s and other key stakeholders on latest employee relations and legislative changes
• Communicate and implement the latest SA Labour legislation ensuring compliance by all stakeholders

Employee Relations Reporting

• Implement and maintain a comprehensive ER administration system
• Maintain an electronic library of all Santam employee relations cases for referral

Stakeholder Relations

• Build and maintain effective relationships with HCBP team, Santam management, trade union and external partners
• Ensure that stakeholders are supported in their communication, consultation and negotiations including managerial staff restructuring and redundancy processes
• Manage ad hoc projects that are aligned to the annual priorities and HR strategy

• Bachelor’s degree (HRM or Law)
• Post graduate degree in Human resources (Employee relations majors)
• Admitted attorney specialising in Employment Law
• Knowledge of all applicable labour legislation in South Africa
• At least 5 years’ experience related experience (including CCMA rules, processes and cases)
• Experience in engaging with key business and external partners across all levels (including senior levels)
• Ability to travel regularly

• Influencing and negotiation skills
• Strong co-ordination, prioritisation, organisational and planning skills
• Excellent interpersonal, communication and networking skills across all levels
• Results orientated, pro-active and deadline driven
• High stress tolerance
• Strong quality and client service orientation
• Dealing with confidentiality
• Report writing skills
• Ability to ‘think-out-of-the-box’ / lateral thinking
• High initiative/self-starter/proactive and anticipate requirements
• Professionalism, excellent judgement, use of discretion and problem-solving abilities
• Ability to work and make decisions independently
• Computer literate (Excel, Word and PowerPoint)

Being resilient - Contributing through others

Collaborates - Contributing through others

Cultivates innovation - Contributing through others

Customer focus - Contributing through others

Drives results - Contributing through others

Santam is the market leader in the general insurance industry in Southern Africa. As a large, diversified, and expanding company, we are committed to transformation and growth. While our headquarters are in South Africa, we are rapidly extending our presence into emerging markets across Africa and Asia.

With a client base of over 1 million policyholders, Santam serves individuals, commercial enterprises, specialist business owners, and institutions—including 80 of the Top 100 companies listed on the JSE. Our commitment to Insurance, Good and Proper goes beyond just providing cover—we offer peace of mind, ensuring our clients can focus on living in the moment, not worrying about the unexpected. Because at Santam, we believe the freedom to seize every day is worth protecting.

People drive our business, and we are committed to attracting the best talent, whether for permanent roles or short-term opportunities.

Santam is committed to diversity, inclusion, and belonging. As an equal opportunity employer, we encourage applications from candidates of all backgrounds, including persons with disabilities. We are dedicated to neuro-inclusivity and fostering a workplace where everyone can thrive.

Take the next step in your career—apply now and be part of a company that’s shaping the future of insurance. This is Freedom!

Our recruitment process

You made it. Here we ensure we receive all your documents to get you onto our payroll system.

Our recruitment process

Step 1

Our vacancies are advertised between 3-5 days depending on the market availability of the skills required.

Our recruitment process

Step 2

Could take a couple of days depending on the volume and the screening process, which various according to the complexity of the role.

Our recruitment process

Step 3

Long listed candidates are sent to the hiring manager to review and consider for the next stage of the selection process.

Our recruitment process

Step 4

Candidates may be contacted for a short screening interview to get to know them better and to ask any clarity seeking questions.

Our recruitment process

Step 5

We use a competency interview model. Interview dates will be confirmed via e-mail. During the interview you will be introduced to the panel and the process will be explained. Remain calm and sell yourself. This is our opportunity to match your skills to the job. You only get one shot!

Our recruitment process

Step 6

Should we like what you bring to the table, depending on the job you are being considered for, you may be invited to complete a psychometric assessment. Further employment checks are conducted the ensure the validity of your credentials.

Our recruitment process

Step 7

Prior to an offer being made, there may be a second interview to meet with the Head of Department.Should there be a need for any further interviews, be sure to bring the same charm that got you through your first interview.

Our recruitment process

Step 8

You made it. Here we ensure we receive all your documents to get you onto our payroll system.

Our recruitment process

Step 1

Our vacancies are advertised between 3-5 days depending on the market availability of the skills required.

Our recruitment process

Step 2

Could take a couple of days depending on the volume and the screening process, which various according to the complexity of the role.

Our recruitment process

Step 3

Long listed candidates are sent to the hiring manager to review and consider for the next stage of the selection process.

Our recruitment process

Step 4

Candidates may be contacted for a short screening interview to get to know them better and to ask any clarity seeking questions.

Our recruitment process

Step 5

We use a competency interview model. Interview dates will be confirmed via e-mail. During the interview you will be introduced to the panel and the process will be explained. Remain calm and sell yourself. This is our opportunity to match your skills to the job. You only get one shot!

Our recruitment process

Step 6

Should we like what you bring to the table, depending on the job you are being considered for, you may be invited to complete a psychometric assessment. Further employment checks are conducted the ensure the validity of your credentials.

Our recruitment process

Step 7

Prior to an offer being made, there may be a second interview to meet with the Head of Department.Should there be a need for any further interviews, be sure to bring the same charm that got you through your first interview.

Our recruitment process

Step 8

You made it. Here we ensure we receive all your documents to get you onto our payroll system.

There is not just one way to be successful at Santam, nor is there one way to interview with us. Interviewing is a two-way process - it helps us learn about you, and it helps you learn about us, our people, and what you could do here.

Santam has been officially recognised by the Top Employers Institute as a Top Employer 2025 for excellence in people practices. This is the ninth consecutive year that we have achieved this accolade.

We are looking to recruit an Employee Benefits Specialist to work within the Group Compensation and Benefits Team in the Clicks Shared Services. The role will be based at Clicks Head Office in Cape Town.

• To manage employee benefit programs relating to:
  • Retirement Funds
  • Medical Aids
• To review and optimise cost efficiency of benefits.
• To be accountable for Governance and Legal Compliance of the different funds.
• To manage queries and to effectively communicate information related to employee benefits funds and insurance.
• To review and enhance the company’s medical aid policy, manage the SLA’s with medical aids, and explore opportunities for the benefit of Clicks and its employees regarding medical benefits.
• To ensure the efficient administration of Medical aid membership, option selection, contributions and increases, and communication.
• To effectively manage and develop the Benefits team.

• Relevant tertiary qualification.
• Exposure as a member of board of trustees as a Trustee or Principal Officer.
• 5 years’ experience in a similar position.
• Experience in a retail organisation is advantageous.

• Knowledge of all Pension Fund Act/rules & Medical Aid Rules and PF 130 and PF circulars.
• Ability to draft policy documents.
• Ability to work independently in a fast-paced environment, at all levels.
• Knowledge and application of Legislation and administrative requirements relating to the distribution of Death and Disability claims.
• Knowledge/understanding of Pension & Medical Aid industry & keeping up to date with legislative changes & impact on Funds and business.
• Strategic thinking – impact of changing circumstances on benefits.
• Ability to build value-based relationships with service providers to optimize cost efficiency.
• Ability to design member communication which is understandable & informative, so that members can make an informed choice (member investment choice, retirement, etc.).
• Understanding benefits in large complex organizations.
• Analysing and Interpreting Information.
• Writing and reporting.
• Learning and researching.
• Adhering to principles and values.
• Working with people.
• Numerical and financial acumen, including the ability to interpret financial statements.
• Excellent Excel skills and ability to work with extensive spreadsheets.
• Applying Expertise and Technology.
• Presenting and Communicating Information.

The purpose of the Employee Relations (ER) Specialist is to facilitate the implementation of the Company’s ER policies, procedures, and processes. The ER Specialist will further be responsible for ensuring best ER practices in all such processes in alignment with the Company’s HR Strategy. The ER Specialist will conduct internal workplace investigations and make formal recommendations regarding employer-employee challenges. The ER Specialist is responsible for ensuring the Company’s compliance with labour and employment law. The ER Specialist will partner with managers to evaluate the merits and consequences of corrective action to ensure a highly competent workforce, keeping a clear record of all administration pertaining to labour relations. Participates in the creation and rollout of ER policy & program initiatives.

Administration Management

• Drafting and reviewing company policies in line with business strategy, objectives and legislation.
• Ensure all outcomes (investigation, disciplinary etc.) are given within set times and deadlines as per business requirements.
• Overseeing the scheduling of processes such as disciplinary hearings; grievance inquiries; poor work performance processes etc.
• Overseeing and managing internal applications such as magnitude and capturing of interventions on ESS.
• Compiling investigative reports and recommendations to business.
• Responding to business queries and disputes within set timelines.

Employee Engagement and Development

• Ensure consistency in terms of the application of policies and procedures.
• Assisting managers in terms of staff development and engagement.
• Engaging both employees and line managers to find amicable solutions regarding employee disputes and grievances.
• Building and maintaining good relationships with managers and employees.
• Providing training to employees and managers in terms of legislative requirements, policies and best ER practices.

Service Delivery

• Optimisation of working hours through prioritizing tasks and responsibilities.
• Implementing initiatives to pro-actively address trends in terms of disputes and ER matters.
• Providing an advisory service to both the business and its employees respectively.
• Attending to and advising business on CCMA and Bargaining Council disputes to ensure a positive outcome.
• Facilitating and supporting business in terms of in-house legal processes such as restructurings / retrenchment / union negotiations etc.

Reporting:

• Monitoring internal labour relations climate, trends and submitting relevant reports.

Stakeholder Engagement:

• Training and Facilitation on Company Policy and Labour Law related content: Evaluate feedback and behaviour of individuals after receiving training.
• Conflict management and appropriate levels of discipline maintained.
• Demonstrate leadership in conflict situations.
• Support Company Transformation Plan Strategy.
• Discuss non-compliance with the relevant people.
• Communicate action plan to address non-compliance.
• Receive feedback on progress of action plan.

QUALIFICATIONS

MINIMUM:

• Employee Relations Management Diploma or equivalent (NQF Level 6).

IDEAL:

• Post Graduate Qualification (NQF Level 8/9) would be advantageous.

EXPERIENCE

• Minimum of 5 years’ experience in Labour Law / Employee Relations Management.
• Sound knowledge and experience of S.A Legislation and Employment Labour Laws.
• Experience in overseeing and facilitating various ER processes.
• Employment Equity.
• Occupational Health and Safety.
• Representation at CCMA and Bargaining Council Forums.
• More than 5 years’ experience.
• Experience in a unionized environment.
• Knowledge and experience within the pharmaceutical industry.

TRAINING REQUIRED

• Word.
• Excel.
• PowerPoint.
• Internal HR Systems.

Specific Requirements/Other important information

• Legal interpretation of labour laws.
• Advanced negotiation and attention to detail.
• Advanced Legal Drafting Skills (e.g. policies, agreements, etc).
• Ability to prioritise large workload.
• Ability to maintain policy guidelines in pressured situations.
• Ability to act independently.
• Ability to accept and take charge of projects / ad-hoc tasks allocated on short notice.
• Ability to deal with conflict.
• Culturally aware with good ethics.
• Ability to manage diversity and complexity.
• Use discretion and maintain confidentiality at all times.

COMPETENCIES

• Analytical skills.
• Legal interpretation.
• Clear and effective communication (written & verbal).

FlySafair City of Johannesburg, Gauteng, South Africa

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FlySafair City of Johannesburg, Gauteng, South Africa

Join to apply for the Employee Relations Specialist role at FlySafair

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• Facilitate the handling of employee grievances, counselling, and conflict resolution processes in a timely and effective manner;
• Take a proactive approach to conflict management and ensure adherence to grievance and disciplinary procedures;
• Provide expert advice to management on appropriate disciplinary action, ensuring fairness, consistency, and compliance with labour law;
• Investigate employee concerns and recommend appropriate courses of action;
• Assist in the formation, interpretation, and application of internal policies relating to employee conduct, discipline, and grievance management;
• Engage with HR and departmental managers to monitor all disciplinary processes, including documentation, investigations, scheduling, and attendance at hearings;
• Represent the organisation at the Commission for Conciliation, Mediation and Arbitration (CCMA) and similar forums;
• Support HR and line managers with CCMA case preparation and dispute resolution strategies;
• Monitor internal and external legal developments and ensure the business remains compliant with relevant employment legislation, collective agreements, and case law precedents;
• Deliver internal training to managers and employees on employee relations topics, including policies, legislation, and disciplinary processes;
• Develop strong relationships with internal and external stakeholders to ensure ER matters are addressed effectively;
• Review, draft, and update company policies and procedures to ensure alignment with current labour legislation and best employment practices;
• Provide accurate interpretation of labour laws and ensure consistent application in the workplace;
• Promote awareness and adherence to company policies, labour legislation, and collective agreements across the organization;
• Conduct research and make recommendations based on recent employment law changes and court rulings.
• Grade 12 or Equivalent (Essential);
• Degree or diploma in Human Resources Management, IR or related field (Essential);
• Postgraduate qualification in Labour Relations or related field (Advantageous);
• Minimum 5 years’ experience in Employee Relations Industrial Relations, or Labour Law advisory roles (Essential);
• Proven experience managing disciplinary processes and representing at CCMA;
• Must be prepared to travel.
  
  

• Facilitate the handling of employee grievances, counselling, and conflict resolution processes in a timely and effective manner;
• Take a proactive approach to conflict management and ensure adherence to grievance and disciplinary procedures;
• Provide expert advice to management on appropriate disciplinary action, ensuring fairness, consistency, and compliance with labour law;
• Investigate employee concerns and recommend appropriate courses of action;
• Assist in the formation, interpretation, and application of internal policies relating to employee conduct, discipline, and grievance management;
• Engage with HR and departmental managers to monitor all disciplinary processes, including documentation, investigations, scheduling, and attendance at hearings;
• Represent the organisation at the Commission for Conciliation, Mediation and Arbitration (CCMA) and similar forums;
• Support HR and line managers with CCMA case preparation and dispute resolution strategies;
• Monitor internal and external legal developments and ensure the business remains compliant with relevant employment legislation, collective agreements, and case law precedents;
• Deliver internal training to managers and employees on employee relations topics, including policies, legislation, and disciplinary processes;
• Develop strong relationships with internal and external stakeholders to ensure ER matters are addressed effectively;
• Review, draft, and update company policies and procedures to ensure alignment with current labour legislation and best employment practices;
• Provide accurate interpretation of labour laws and ensure consistent application in the workplace;
• Promote awareness and adherence to company policies, labour legislation, and collective agreements across the organization;
• Conduct research and make recommendations based on recent employment law changes and court rulings.
• Grade 12 or Equivalent (Essential);
• Degree or diploma in Human Resources Management, IR or related field (Essential);
• Postgraduate qualification in Labour Relations or related field (Advantageous);
• Minimum 5 years’ experience in Employee Relations Industrial Relations, or Labour Law advisory roles (Essential);
• Proven experience managing disciplinary processes and representing at CCMA;
• Must be prepared to travel.
  
  

• Professional;
• Use discretion and maintain confidentiality at all times;
• Strong work ethic;
• Honesty and integrity;
• Proactive approach;
• Strong team player;
• Committed and willing to take on new challenges;
• priorities and pressure;
• Able to work without supervision;
• Immaculate timekeeping.
  
  

• Email applications will not be accepted;
• Preference will be given to members of under-represented designated groups;
• Should no feedback be provided within two (2) weeks from the closing date, please consider your application as unsuccessful.
  
  

• Not to proceed with this vacancy;
• To appoint the selected candidates based on its operational requirements.
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Human Resources
• Industries Aviation and Aerospace Component Manufacturing

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The incumbent will ensure that SANBS complies with relevant labour laws, standards, policies and codes. To advise business and employees on labour related issues, highlighting the risks to the business and employees alike whilst ensuring that fair and equitable employee relations outcomes are achieved. To ensure lasting employee relationships within SANBS. The focus of this role is to identify requirements within the organization and develop new and innovative ways to reduce staff turnover rates, advance solid Employee Relations and improve overall morale.

Key Performance Areas:

1. Contribute and participate in long term plans for the department.
2. Participate in business planning sessions and identify mitigation of organisational risks relating to ER Projects as well as divisional projects.
3. Create a dashboard to track all ER related matters within the business. Use this information to identify risks and manage and mitigate same.
4. Participate and implement HCM national initiatives and develop project plans for implementing agreed decisions.
5. Gather and compile all necessary information for ER reports.
6. Assist in managing the ER departments budget, specifically in relation to ER training and Legal expenses.
7. Ensure that the ER department reaches its business plan goals for each year.

1. Research and keep abreast of new developments & tools within the labour law space.
2. Direct and facilitate inputs on implementation of approved employee relations interventions and plans.
3. Provide support and guide managers and employees in the implementation of employee relations initiatives.
4. Provide support to implementation of appropriate DE and Grievance processes.
5. Ensure DE and Grievance templates and paperwork are up to industry practice.
6. Capture and update ER database and draw relevant reports from same. Ensure capturing of all matters on the database on a monthly basis.
7. Analyse data from the ER reporting system and identify trends. Put measures into place to ensure these trends are sufficiently addressed.
8. Implement processes to ensure compliance with the SAP ER system and processes.
9. Resolve ad hoc reporting requests on Employee Relations matters.
10. Responsible to liaise with Line Management and HRBP’s to maintain and update the organisation on labour matters.
11. Prepare appropriate reports to enhancement of management reporting.
12. Maintain ER relationship with relevant stakeholders and provide necessary support in all areas of ER, this will include EXCO, senior managers, Unions and employees.

1. Implement, Facilitate and source training as per the need of the organization.
2. Educate stakeholders on an ongoing basis on all ER related matters and policies.
3. Implement ER training for managerial staff during induction and information training for new employees during induction.
4. Continuous ER training for supervisory and managerial staff including newly employed supervisory and managerial employees.
5. To develop SANBS customized ER training and roll out same within the business as and when required.

1. Advise management on matters related to the administration of employment contracts or employee discipline or grievance procedures.
2. Ensure that grievance handling and disciplinary proceedings are carried out in line with company policy and procedure.
3. Arranging and scheduling meetings between employees and management, to investigate and resolve grievance and disciplinary proceedings.
4. Mediating discussions between employer and employee representatives in an attempt to reconcile differences.
5. Supporting managers at disciplinary or grievance hearings in the event of collective disputes or individual action and ensure that any required follow-up action is taken.
6. Effective and efficient preparations for CCMA cases and its presentation at the CCMA in consultation with the relevant line managers. This will include Conciliation, Con/Arb and Arbitration.
7. Attend to Labour Court matters, brief and instruct attorneys with detailed information to protect SANBS.
8. Perform a quarterly GAP analysis on all ER related policies.
9. Monitor the status of all ER related matters and ensure management is continuously informed.
10. Provide advisory information to Senior Manager: Employee Relations with the implementation of strategic initiatives and interventions.
11. Ensuring the company’s ER policies are kept up to date and in line with industry best practices such as codes of conduct, grievance and disciplinary processes, and diversity and inclusion initiatives.

1. Receive SANBS tip-off reports in line with policy from Legal Manager.
2. Investigate and provide reports to tip-off team as they relate to HCM policies and procedures.
3. Provide updates and analysis to the Senior Manager – Employee Relations and the tip-off committee regarding tip-off received and status updates of investigations.
4. Make recommendations on further steps to be taken as well as the mitigation of risks.

1. Support the Senior Manager: Employee Relations in preparation for annual salary negotiations through benchmarking and play advisory role to the negotiation team.
2. Responsible to Conduct negotiations with the Unions, Employee Representatives and SANBS Management Representatives.
3. Conclude and draft various agreements with Unions after consultation with management such as recognition agreements, wage agreements, and settlement agreements.
4. Implementation of and continuous engagement of national labour forum to ensure all issues are addressed such as union consultations, matters of mutual interest, section 189 retrenchment proceedings in the forum.
5. Coordinate and implement quarterly bilateral meetings with the Unions to ensure appropriate location of issues within the scope of the national labour forum.
6. Keep continuous track of Union representativity in the business to ensure representativity is in line with the concluded recognition agreement.
7. Coordinate, where applicable, external training for all Union Shop Stewards on ER related policies.
8. Ensure integration of aspects of the HCM value chain and synergies and opportunities are fully exploited.

• Analytical thinking and attention to detail
• Change Management
• Holistic / Big Picture
• Judgement and Decision making
• Problem solving
• Planning, Organising and Monitoring
• Knowledge of ER theory, concepts and best practice
• Ethical behaviour
• Excellence Orientation
• Resilience and stress management
• Self Management
• Customer Service Orientation
• Business and Financial Acumen
• Best Practice Thinking
• Accounting Practice
• Deadline driven
• Business process understanding
• Presentation and Business writing skills

Practical Execution Management

• HR Degree and/or LLB Degree and/or specializing in Labour Law.
• Post graduate qualification in Labour Law/Employee Relations would be of an advantage.

• Minimum of 5 years’ experience in Employee Relations.
• Minimum 3 years’ experience in dealing with CCMA processes and cases.
• Proven advanced experience in Arbitration proceedings would be an advantage.
• Admitted Attorney would be an advantage.
• Excellent and up-to-date knowledge and understanding of labour legislation, rules of the CCMA and latest IR related training and development.