Manager: Labour Governance, People Risk & Workforce Engagement (Port Elizabeth) at Aspen Pharma Group

Overview:

• To lead the strategic and operational management of Labour Governance, People Risk & Workforce Engagement and Industrial and Employee Relations across Aspen SA Operations, ensuring a stable, engaged, and compliant workforce environment. This role partners closely with the Head of Human Capital and Site Executives to shape proactive labour strategies, govern consultation frameworks, modernise IR policies, and enhance organisational climate through structured analytics, stakeholder collaboration, and leadership capability building.

Responsibilities:

Industrial Relations Strategy & Workforce Stability

• Develop and implement the SA Operations Industrial Relations Strategy, aligned to Aspen’s business objectives and transformation agenda.
• Establish and maintain a Workforce Stability Index and quarterly IR Dashboard for Executive reporting (including disputes, managing & reporting on absenteeism at SA Ops, grievances, and trends).
• Anticipate potential labour disruptions through data analytics and implement preventative engagement actions.
• Build strong, constructive relationships with recognised trade unions, employee forums, and labour authorities.

Change Management & Consultation Governance 

• Lead the consultation and change governance framework for Section 189, Section 197, and large-scale organisational changes.
• Provide expert advice, documentation, and process management support during consultations, ensuring legal and procedural compliance.
• Train HC Business Partners and line managers in consultation protocols and negotiation techniques to enhance organisational capability.
• Manage communication and change-impact risk assessments to support smooth workforce transitions.

  Organisational Climate, Engagement & Culture

• Champion employee engagement and workplace culture improvement initiatives, including climate surveys, behavioural insights, and follow-up actions.
• Partner with OD/Talent to design and deliver leadership interventions in conflict resolution, trust-building, and values-based leadership.
• Lead post-restructure engagement recovery programmes, fostering credibility, alignment, and cohesion across affected teams.
• Oversee well-being, recognition, and psychological safety initiatives.
• Integrate well-being insights into IR strategies to reduce absenteeism, grievances, conflict, and workplace disruptions.
• Use well-being trends (stress, burnout, morale, interpersonal conflict) as early-warning indicators of labour instability or potential disputes.
• Partner with Occupational Health and EAP providers to support employees dealing with trauma, conflict, incapacity, and workplace stressors.
• Facilitate well-being interventions for high-risk teams, including conflict de-escalation, trauma response, and reintegration after serious incidents.
• Drive psychological safety programmes to reduce fear-based behaviours that escalate into grievances or formal disputes.
• Implement well-being risk assessments in departments where IR cases, absenteeism, or workplace tensions are increasing.
• Manage reintegration processes following incapacity, disciplinary outcomes, or prolonged absence, ensuring compliance and workplace stability.
• Support managers with tools to identify early signs of mental strain or interpersonal breakdown that may lead to IR escalation.
• Ensure well-being factors are included in root cause analysis for misconduct, absenteeism, and performance issues.
• Lead recognition and morale-building programmes that improve engagement and reduce labour unrest triggers.
• Provide training on psychological safety, conflict awareness, and stress management for managers to strengthen workplace climate.
• Collaborate with Safety, HRBP, and OD teams to embed well-being into broader labour governance frameworks.
• Report well-being trends, risks, and recommended interventions during IR governance meetings.

Policy Leadership & Digital Modernisation 

• Oversee the review, modernisation, and digitisation of all IR and employee relations policies, procedures, and templates.
• Implement a digital case management and reporting platform for improved transparency and response tracking.
• Conduct regular policy education and compliance sessions for line management and HC teams.

Governance, Risk & Compliance

• Chair the Labour Governance Committee for SA Operations, ensuring proactive management of IR risk and alignment to Group governance frameworks.
• Maintain and update the IR Risk Heatmap with mitigation plans and report quarterly to Executive Management.
• Ensure compliance with the Labour Relations Act, BCEA, EE Act, and OHSA, managing audits and external engagements with the Department of Labour or CCMA.
• Lead site preparation and responses for all labour or compliance audits.

Cross-Functional Collaboration & Leadership

• Provide strategic advice to the Head of Human Capital, Site Executives, and Group HC on labour risks, trends, and mitigation strategies.
• Represent SA Operations on the Aspen Group Labour Relations Council, contributing to policy alignment and knowledge sharing.
• Coach and mentor HC Business Partners, HC Officers, and line management in best-practice IR case handling and engagement excellence.

Requirements:

Background/experience

• Law Degree (LLB) 
• Admitted and enrolled as an attorney by the High Court of South Africa
• 5 – 8 Years experience at management level
• 5 - 8 Years’ managerial experience in Labour Governance, People Risk & Workforce Engagement in manufacturing and unionized environments.
• 5 – 8 Years experience representing the employer at CCMA, Bargaining Councils, or in union negotiations.
• 5 – 8 Years experience in managing an employee Well-being function.
• Experience in Developing Systems & Tools: HRIS, digital case management systems and dashboard tools.
• Experience in managing key people risk indicators (KPIs), such as absenteeism, turnover, engagement scores, and labour unrest.
• Experience in managing the employee engagement function that promotes inclusion, trust, and high performance.
• Experience in managing employee well-being function including employee recognition, and psychological safety.
• 5 – 8 Years Experience with employment equity and/or transformation business processes.
• 5 – 8 Experience in leading change management interventions

 Specific job skills

• Strong understanding of HC risk management, compliance audits, and workforce engagement programs.

Competencies

• Advanced knowledge of South African labour law and employment legislation.
• Negotiation and dispute resolution
• Ability to analyse ER and HC data analytics and identify trends, risks, and improvement opportunities.
• Understanding of people risk and how it impacts operational continuity and reputation.
• Strong communication, facilitation, and relationship-building skills.
• Ability to influence and coach management at all levels.
• High professional standards and ability to maintain confidentiality.
• Ability to align ER and engagement strategies with business objectives.
• Designing and updating of Policies and procedures