Employee Relations Specialist at Ackermans

• We've got an exciting, brand new opportunity at Ackermans as a  Employee Relations Specialist to join our HR department. This role will be responsible to provide sound, effective services, advice and support on labour (employee) relations matters to line managers and the broader HR team.
• We're a fully in-office team. This role is based at our Regional Offices, Centurion & our DC, Hammersdale.

Knowledge & Skills Required:

• Training & development with regards to basic principles of IR
• Extensive knowledge of labour legislation i.e. LRA, BCEA, etc.
• Extensive knowledge of contractual law, i.e. contracts of employment
• Thorough working knowledge of Employee Relations from within a strategic framework of employee engagement (i.e. ER rather than IR in isolation which includes remuneration and benefits, business communications, policy research and formulation)
• Extensive Knowledge of Employment Equity planning, consultations and EE forums
• Proven ability to plan and implement commercially viable and business-relevant policies, practices and initiatives which are legislatively compliant and support the company strategy
• Ability to improve knowledge of labour (employee) relations practices within HR and business
• Ability to work at both a strategic and operational level.
• Sensitive people skills: a high level of emotional intelligence; excellent interpersonal skills; a wide understanding of people issues
• Ability to demonstrate presence and credibility within the organisation
• High competence in interpersonal, consulting, communication, negotiation and coaching skills at all levels will be required.
• Ability to engage with and influence leaders successfully on key change initiatives.

Qualifications & Experience Required:

• Bachelors Degree  in Human Resource Management and/or Labour Law
• A minimum of 3 years experience representing at the CCMA incl. arbitration.
• A minimum of 3 years active participation in multi-unionized environment incl. collective bargaining, wage negotiations, strikes & lock-outs etc.
• A minimum of 3 years experience industrial relations experience at management level with disciplinary matters incl. chairing, initiating, training & development.
• Minimum of 3 years experience in leading an Employment Equity Forum and managing the life cycle of an Employment Equity Plan.
• Retail Experience

Key Responsibilities:

Policy Research and Formulation

• Develop appropriate policies and practices to match Ackermans’ overall business and HR goals and culture.
• Conduct appropriate research on new developments through benchmarking and networking.
• Contribute to the review, revision, introduction and implementation of new or updated HR/Company policies, guidelines and processes.
• Partner with HR and line and guide and advise on policy related issues, with a focus on empowering line managers and HR team to develop a proactive approach to ER.
• Ensure effective case management and implement improved and more business friendly policy and procedure
• Ensure consistent implementation of company policies and procedures by team members through effective monitoring and regular reporting
• Make recommendations with regards to process/policy adjustments/improvements
• Keep up to date with current legislation and update relevant company policies
• Ensure that disciplinary guide and other company policies and procedures are researched and updated to ensure compliance and clear understanding and interpretation of such across the business.
• Ensure employment guides and procedure manuals are updated and available to business.
• Develop and maintain Letters of Appointment (LOA’s) for all Africa operations (RSA, Botswana, Lesotho, Namibia, Swaziland and Zambia).

ER Administration, Analysing & Reporting

• Identify and develop relevant ER reports: compliance reports to track conditions of employment.
• Identify IR trends in the business and put measures in place to address priority areas identified.
• Ensure appropriate record keeping with regard to industrial relations and performance management of employees.
• Manage the Employee Relations Inbox.

Disciplinary Support and CCMA Representation

• Represent Company at conciliation and arbitration levels.
• Manage high priority and complex cases, including preparing and briefing parties where necessary, on collective and individual IR matters.
• Support facilitation and resolution of employee conflicts/issues.
• Provide labour relations advice and expertise in partnership with line and HRM team.
• Provide consultation and support on labour relations matters to the bargaining unit managers.
• Provide advise and support to DHRM's in preparation for their CCMA cases.

Training

• Ensure that all available ER training material is updated and relevant as per legislation and Code of Good Practice.
• Provide training to relevant parties on ER trends annually and/or empowering IR knowledge and application.

Collective Bargaining and Industrial Relations

• Provide collective bargaining services to business and/or union management.
• Foster healthy union relations by enabling line managers, field and support centre HR teams to address and resolve issues raised efficiently and effectively.
• Facilitate communication of business decisions relating to e.g. retrenchments, shop closures, stock loss etc. working in close cooperation with management and HR stakeholders. 
• Manage any changes and updates to union relationship agreements.
• Enable open channels of communication between unions and company.
• Attend national forums when requested and keep management informed of national issues such as strikes, lock-outs, legislation and industry updates etc.
• In close cooperation with HR and line managers, conduct and manage Wage Negotiations in RSA, Botswana, Lesotho, Namibia, Swaziland and Zambia – provide info to the HR team and line management on national trends and settlement overviews in order to obtain mandate from the board.
• Act as coordinator/chair for management bargaining team or bargaining advisory team.
• Assist and participate in post-bargaining rollout and training initiatives as required.
• Ensure consistent application of applicable collective agreement(s).

Employment Equity 

• EE Forums
• Construction of EE Plan
• Sign off process
• Reporting, tracking and communication to business.