Employment Relations Specialist (P6) (Human Capital Management: Employment Relations ) at University of Johannesburg

Job description

• Execute ER initiatives in support of HCM strategy and ensure alignment between HCM and Employee Relations Initiatives within UJ.

Responsibilities:

ER Strategy implementation:

• Execute Employee Relations initiatives in support of HCM strategy and ensure alignment between HCM and
• Employee Relations initiatives within the University.
• Assist in the implementation of ER strategy.
• Facilitate the implementation of ER processes.
• Identify and implement ER processes.
• Develop, implement, monitor, and review ER policies, procedures, and systems (e.g., discipline etc.).
• Ensure implementation of ER strategic issues and ensure effective and consistent implementation of policies, systems, processes, procedures, and collective agreements.
• Identify and implement positive employment relations programmes, in consultation with the Director.

Case and Project Management:

• Investigate plan for each case and assigns proper resources, identifies witnesses and key individuals.
• Determine methods, order timing of interviews.
• Gather evidence and maintains contacts with service request owners.
• Conduct workplace investigations, as appropriate, including offsite, on-site interviews with key individuals.
• Gather evidence and facts required for conducting a proper assessment of the case.
• Handling evidence in accordance with all UJ policies and guidelines.
• Identify UJ policies that are relevant to the case to identify
• Research and make recommendations based on the findings, and actions to be taken to appropriately resolve the case.
• Manage requests and inquiries from clients by following defined procedures and guidelines.
• Conduct proper reviews and investigations to resolve cases within the acceptable timeline.
• Support managers in documentation and meeting preparation for all ER related activities.
• Escalate inquiries as appropriate to achieve timely and effective resolution.
• Maintain appropriate documentation and records for employee relations cases.
• Determine and defines the project by developing realistic and achievable work plans that include project objectives, outcomes, and key success factors.
• Obtain and manages appropriate and necessary resources to accomplish objectives in a timely and efficient manner.
• Provide ongoing direction and support throughout the project lifecycle
• Keep stakeholders informed and prepares contingency plans for possible hindrances or challenges.
• Ensure timeous delivery of projects, within the agreed budget and achieve the expected set goals.
• Draft affidavits, pleadings and applications as required.

ER Training:

• Regular benchmarking in terms of ER practices.
• Participate in Higher Education Employment Relations Forum.
• Provide training on ER matters for managers, HR team and associates.
• Advise on trends relating to changes or amendments in Labour legislations and ensure a link to UJ processes.
• Support managers in documentation and meeting preparation for all ER related activities.

Customer/Client service:

• Deliver ER related service in a professional and efficient manner.
• Provide prompt assistance while managing expectations to achieve high levels of customer satisfaction.
• Gather and share information to allow for transparent knowledge transfer and effective overall capability of the HCM team.
• Follow-up and provide continuous feedback, guidance and information to customers, key stakeholders, and peers within the HCM functional areas.
• Ensure high quality standards of all activities, initiatives, and tasks within the designated functional areas of responsibility.

CCMA, Labour Court and Collective Engagements:

• Manage all disciplinary, grievance, CCMA, and Labour Court cases.
• Represent UJ in external dispute resolutions including arbitration proceedings.
• Assist the Director with formal consultative structures and negotiation processes as identified.
• Ensure dispute resolution and collective bargaining proceedings are followed.
• Chair and facilitate consultative sessions.
• Manage and monitor dispute resolution and collective bargaining processes.
• Identify and implement positive employment relations programmes, in consultation with the Director: ER.
• Assist the Director: ER with formal consultative structures and negotiation processes as identified.
• Advise Line Managers.
• Represent UJ in external dispute resolution including arbitration proceedings.

Governance, Risk Management, and Compliance:

• Draft and review ER/HCM policies and procedures in partnership with the HCM team and ensure alignment with legislation and mitigate potential risks
• Develop, implement, monitor, and review relevant ER policies, procedures, and systems (e.g., discipline and grievance, etc.).
• Serve as an ER expert, by providing guidance and conducting comprehensive investigations for all complex and escalated issues, or those representing significant risks to the organization.
• Keep up to date on trends and legislation.
• Provide expert advice to managers on any ER related matters.
• Research or investigate employee concerns and making recommendations that effectively promote positive employee relations.
• Recommends appropriate personnel actions in accordance with the university’s policies and guidelines on Labour related matters.
• Coordinates reviews with Labour relations on guidance as appropriate in addressing cases that may result in potential legal actions.
• Assists managers in preparing corrective action documents and performance improvement plans and preparing for employee engagement.
• Notifies managers of processes and timeline-based on the recommended actions.
• Reviews escalated matters with relevant stakeholders and operates as an intermediary as required between the manager and the employee.
• Engages relevant stakeholders at the appropriate time in the case lifecycle in accordance with the HCM functional areas, procedures, and guidelines.
• Advice on trends relating to changes or amendments in Labour legislations and ensure a link to UJ processes.

Stakeholder Management and Liaison:

• Build and maintain a positive climate with all relevant stakeholders including and mainly, Trade Unions. Partner with operational stakeholders, HCM BP’s, unions and legal.

Deadline: 10 April 2025