Specialist: Employment Relations (P6) (Human Capital Management Division: Employment Relations & Wellness Department) at University of Johannesburg

The Role 

• Reporting to the Director: Employee Relations, you will play a pivotal role in delivering a proactive, solutions-driven ER function. You will lead complex case management, represent the University in dispute resolution forums, and partner with leadership to embed fair, consistent, and legally sound people practices.

Responsibilities:
Key Focus Areas

• Drive the implementation of Employee Relations strategy aligned to institutional goals  
• Lead and manage complex disciplinary, grievance, CCMA and Labour Court matters  
• Provide expert advisory support to leadership on labour law, risk, and ER best practice  
• Build constructive relationships with unions and key stakeholders
• Strengthen governance, compliance, and ER frameworks across the University  
• Facilitate training and capability building for managers on ER matters

ER Strategy implementation:

• Execute Employee Relations initiatives in support of HCM strategy and ensure alignment between HCM and Employee Relations initiatives within the University.
• Identify, facilitate 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:

• Lead end-to-end management of employee relations cases and projects, including planning investigations, gathering and analysing evidence, and conducting interviews.
• Ensure matters are resolved efficiently, in line with policy and legal requirements, while maintaining accurate documentation and stakeholder engagement.  
• Provide expert recommendations, support managers in ER processes, and manage timelines, resources, and risks to deliver outcomes within agreed objectives.  
• Draft legal documentation (e.g. affidavits, pleadings) where 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 high-quality Employee Relations services with professionalism and efficiency, ensuring timely support and clear communication.  
• Foster strong stakeholder relationships through continuous feedback, knowledge sharing, and proactive guidance, while maintaining high service standards across all ER activities.

CCMA, Labour Court and Collective Engagements:

• Lead and manage disciplinary, grievance, CCMA, and Labour Court matters, representing the University in dispute resolution and arbitration proceedings.
• Facilitate consultative structures and collective bargaining processes, ensuring compliance and effective stakeholder engagement, while providing expert advice to line management and supporting the implementation of positive employee relations initiatives.

Governance, Risk Management, and Compliance:

• Provide expert Employee Relations advisory services by developing, reviewing, and implementing ER policies and procedures in alignment with legislation and organisational risk frameworks.  
• Lead and support complex and escalated investigations, ensuring consistent, fair, and legally compliant outcomes.  
• Advise managers on ER matters, corrective actions, and employee engagement processes, while monitoring legislative developments and ensuring alignment with institutional practices.
• Act as an intermediary in escalated cases and coordinate stakeholder input to support effective resolution and mitigate organisational risk.

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.

Minimum requirements

• Postgraduate qualification (NQF 8) in Human Resources or ER with specialisation in Labour Law.
• Minimum 5 years’ HR management experience.
• Minimum 3 years’ experience representing employer at the CCMA.
• Minimum 2 years’ experience negotiations with the Unions.

Competencies and Behavioural Attributes:

• Analytical skills
• Extensive knowledge of South African Labour Relations
• Excellent verbal and written communication skills
• Advanced Negotiation skills
• Ethical and Accountable
• Planning and organisational skills
• Conflict Management

Deadline:5th June,2026