177 Employee Relations Specialist jobs in South Africa

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.

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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.

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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).

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FlySafair City of Johannesburg, Gauteng, South Africa

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FlySafair City of Johannesburg, Gauteng, South Africa

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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.
  
  

Personality Attributes

• 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.
  
  

Application Guideline

• 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.
  
  

FlySafair Reserves The Right

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

Closing Date: 11 July 2025

#CBSeniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• 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:

KPA 1: Business Planning and Financial Management.

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.

KPA 2: Direct, Implement and Monitor Employee Relations Initiatives.

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.

KPA 3: Ensure ongoing training and development of stakeholders on ER related matters and policies.

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.

KPA 4: Coordinate and Implementation of ER initiatives as per business plan.

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.

KPA 5: Investigations into SANBS tipoffs.

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.

KPA 6: Stakeholder Management and Collective Bargaining.

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.

Cognitive

• 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

Leadership

Practical Execution Management

Education:

• 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.

Experience and knowledge requirements:

• 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.

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A leading national organisation is seeking a skilled Employee Relations (ER) Specialist to join its Human Resources division. This role is focused on managing day-to-day industrial relations (IR) matters to ensure fair, consistent, and legally compliant treatment of employees across the business.

The ER Specialist will support line management in all employee relations matters, including misconduct, poor performance, disciplinary processes, and external dispute resolution. The ideal candidate will have a sound understanding of labour legislation, strong investigation skills, and the ability to provide proactive and compliant guidance.

Key Responsibilities:
Conduct internal investigations into ER matters, compile reports, and recommend appropriate actions
Provide support to management on poor performance and disciplinary issues, including the preparation of charges
Assist with drafting disciplinary hearing documents and outcomes
Guide managers on preparing for CCMA cases and assist with proceedings where required
Advise on Department of Employment and Labour inspections related to BCEA, OHSA, and other regulations
Contribute to the development of IR policies, procedures, and training materials
Manage the anonymous whistleblower process in compliance with relevant legislation
Participate in ER/IR projects and initiatives as required
Provide regular reporting on ER trends, case statistics, and risk areas

Requirements:

Relevant tertiary qualification in Human Resources or Industrial Relations
A Bachelor of Laws (LLB) degree is advantageous
Minimum of 2 years'' experience in an IR-focused role, or HR Generalist role with strong IR exposure
Experience in the retail or service sectors is advantageous
Sound knowledge of South African labour laws and employee relations frameworks
Strong verbal and written communication skills
Excellent investigative and report-writing ability
Ability to remain impartial, objective, and confidential in sensitive matters
Detail-oriented, highly organised, and able to work under pressure
Strong interpersonal and advisory skills, with the ability to guide and influence line management
Proactive, solutions-oriented, and resilient

A leading national organisation is seeking a skilled Employee Relations (ER) Specialist to join its Human Resources division. This role is focused on managing day-to-day industrial relations (IR) matters to ensure fair, consistent, and legally compliant treatment of employees across the business. The ER Specialist will support line management in all employee relations matters, including misconduct, poor performance, disciplinary processes, and external dispute resolution. The ideal candidate will have a sound understanding of labour legislation, strong investigation skills, and the ability to provide proactive and compliant guidance. Key Responsibilities: Conduct internal investigations into ER matters, compile reports, and recommend appropriate actionsProvide support to management on poor performance and disciplinary issues, including the preparation of chargesAssist with drafting disciplinary hearing documents and outcomesGuide managers on preparing for CCMA cases and assist with proceedings where requiredAdvise on Department of Employment and Labour inspections related to BCEA, OHSA, and other regulationsContribute to the development of IR policies, procedures, and training materialsManage the anonymous whistleblower process in compliance with relevant legislationParticipate in ER/IR projects and initiatives as requiredProvide regular reporting on ER trends, case statistics, and risk areas Requirements: Relevant tertiary qualification in Human Resources or Industrial RelationsA Bachelor of Laws (LLB) degree is advantageousMinimum of 2 years'' experience in an IR-focused role, or HR Generalist role with strong IR exposureExperience in the retail or service sectors is advantageousSound knowledge of South African labour laws and employee relations frameworksStrong verbal and written communication skillsExcellent investigative and report-writing abilityAbility to remain impartial, objective, and confidential in sensitive mattersDetail-oriented, highly organised, and able to work under pressureStrong interpersonal and advisory skills, with the ability to guide and influence line managementProactive, solutions-oriented, and resilient

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. #J-18808-Ljbffr

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. Power Point. 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). #J-18808-Ljbffr