Labour Relations Partner (Bellville ) at Econo Foods

KEY RESPONSIBILITIES:

Disciplinary & Grievance Management

• Manage the full disciplinary lifecycle, including investigations, drafting charge sheets, chairing (when required) and supporting disciplinary hearings, determining appropriate sanctions, and advising on outcomes to ensure business consistency.
• Ensure procedural and substantive fairness in all disciplinary actions in line with legislation, case law, and internal policies.
• Handle employee grievances, providing guidance on fair process, conflict resolution, and consistent application of IR principles.
• Support early intervention and informal resolution where appropriate to limit escalation of disputes.

CCMA & External Dispute Resolution

• Represent the organisation at CCMA and relevant bargaining councils for conciliations and arbitrations.
• Prepare cases thoroughly, including evidence packs, witness preparation, legal arguments, and strategy.
• Present cases effectively and professionally, safeguarding the organisation’s interests and reputation.
• Track outcomes, award compliance, and lessons learnt to strengthen future IR practices.
• Provide guidance and assistance to People Operations partners in terms of the above should they be designated to oversee the CCMA cases.

Trade Union & Collective Bargaining and Workers Forum Engagements

• Maintain constructive and professional relationships with recognised trade unions and employee representatives.
• Support and participate in collective bargaining processes, consultations, worker forums and assist the Legal Operations Manager with negotiations as needed.
• Manage union engagements, shop steward interactions, and workplace forums in line with recognition agreements.
• Proactively address potential labour risks and tensions to promote stable labour relations.

IR Advisory & Business Partnering

• Provide practical, commercially sound IR advice to People Operations Partners and Line Leaders on labour law, discipline, grievances, incapacity, misconduct, poor performance, and workplace conflict.
• Guide leaders through complex or sensitive employee relations matters with empathy, consistency, and risk awareness.
• Advise on fair performance management and corrective processes aligned with company standards and values.

Training & Capability Building

• Train and coach all Line Leaders, Supervisors and People Operations Partners on labour relations policies, disciplinary procedures, grievance handling, and fair people management practices.
• Build IR competence within leadership to ensure consistent and confident handling of employee matters at operational level.
• Develop and update IR toolkits, guides, and templates for Line Leaders and People Operations Partners.

 Legislative Compliance & Governance

• Ensure ongoing compliance with South African labour legislation, including the LRA, BCEA, EEA, SDA, and relevant Codes of Good Practice.
• Monitor changes in labour law and case law and translate these into practical guidance for the business.
• Ensure internal IR policies, procedures, and practices are up to date and fit for purpose.

Organisational Change & Restructuring Support

• Support organisational change initiatives including restructures, retrenchments (Section 189/189A), operational changes, and consultations.
• Prepare consultation documentation, facilitate consultation processes, and ensure legal compliance and fairness.
• Partner with leadership and People Ops to manage employee impact professionally and ethically.

Reporting & Case Management

• Maintain accurate and confidential IR case files and documentation.
• Prepare monthly IR reports and dashboards, tracking trends such as disciplinaries, grievances, disputes, CCMA outcomes, and labour risk indicators.
• Use insights to recommend proactive interventions and continuous improvement in IR practices.

 KEY SUCCESS METRICS (KPI’S):

• Reduction in CCMA referrals and adverse awards.
• Quality and consistency of disciplinary and grievance outcomes.
• Compliance with IR processes, legislation, and timelines.
• Line Leader capability and confidence in handling IR matters.
• Constructive union relationships and stable labour environment.

Requirements

QUALIFICATIONS & EXPERIENCE:

• Relevant qualification in Labour Relations (LLB degree will be advantage).
• Minimum 3-5 years’ experience in labour relations/employee relations.
• Proven experience representing organisations at CCMA and/or bargaining councils.
• Experience working in unionised environments and supporting collective bargaining.
• Exposure to organisational change and restructuring processes.

SKILLS & COMPETENCIES REQUIRED:

• Exceptional relationship-building and interpersonal skills, aligned to the HO HOLA values.
• Friendly, helpful, confident, humble, and team-oriented with strong emotional intelligence.
• Ability to operate in a competitive, high-pressure, dynamic retail environment.
• Strong communication skills (written and verbal) with the ability to influence and build trust.
• High accuracy, attention to detail, and strong administrative capability.
• Demonstrates integrity, ownership, resilience, and a willingness to go the extra mile.

CLOSING DATE               

31 DECEMBER 2025