Mgijimi Myeni

Act as the liaison between the senior management and the employees regarding any IR/ER-related matters. Provide industrial / employee relations guidance and provide advice to the line managers and supervisors regarding legislation, industrial / employee relations as well as company policies, and procedures, and the need for compliance. Facilitate disciplinary actions to be taken against employees, this will include the formulation of charges, and coordinating disciplinary hearings.

Group Employee Relations Manager - Skynet Worldwide

(2020-11)

• Act as the liaison between the senior management and the employees regarding any IR/ER-related matters.
• Provide industrial / employee relations guidance and provide advice to the line managers and supervisors regarding legislation, industrial / employee relations as well as company policies, and procedures, and the need for compliance.
• Facilitate disciplinary actions to be taken against employees, this will include the formulation of charges, and coordinating disciplinary hearings.
• To be the first point of contact for the business for all IR / ER process and policy queries and/or issues.
• To provide an end-to-end case management service with regard to all ER / IR processes, including but not limited to discipline management, poor performance management, grievance, management, and sick leave management.
• Prepare & represent the employer at CCMA or Bargaining Council .in conciliation, in limine, and arbitrations.
• Prepare relevant pleadings including but not limited to objections, preliminary points, heads, and closing arguments, opposition to condonations, recessions, etc.
• Prepare in-house employee relations training material and conduct training in accordance with business needs.
• Facilitate & conduct grievances, investigations, suspensions, disciplinary inquiries, appeals, incapacities, and retrenchments.
• Ensure adherence to both substantive and procedural fairness in the above-mentioned areas as well as compliance with internal HR and ER standard operating procedures.
• Compile and report on employee relations / industrial relations activity on a monthly basis.
• Adhoc tasks allocated by senior management.
• Identify risk areas & advise on mechanisms to mitigate risk.
• Oversees and facilitates a streamlined recruitment and selection procedure within the respective division.
• In-depth knowledge of LRA, BCEA, EE, and CCMA Rules as well as the Bargaining Council.
• Always interact with the trade union and chair the union/management monthly meetings and manage organizational rights, wage negotiations, and implementation of collective and recognition agreements.

Industrial Relations Manager - Servest Security

(2015-01 - 2020-12)

• Assist Human Resource Managers and the Human Resources Director with conducting disciplinary inquiries, CCMA cases [Conciliations, Arbitrations, Pre-Arbitrations, Con-Arb] and grievances.
• Maintain manual and electronic documentation, files, and records of all disciplinary actions taken against employees for the purpose of providing accurate information to the HR Director and the CCMA.
• Participate in Industrial Relations meetings and other meetings that involve a range of issues as needed and/or assigned for the purpose of developing recommendations and /or supporting other staff.
• To conduct investigations as it is related to employee issues (i.e. employment equity, grievances, policy and procedure, performance, Safety/Work's Comp) and provide information to the Human Resources Manager and Human Resources Director so that action may be taken as necessary.
• To ensure adherence to all applicable company policies and labour laws.
• Investigates labour disputes upon request to ensure compliance with labour legislation.
• Manage the labour relations agenda and take decisions in the best interest of the long-term Company/Union relationship.
• Visiting the different regions to ensure the adherence of all company policies and legislations.
• Provide leadership and advice on matters relating to employee and industrial relations.
• Represent the interests of the company to employees and other stakeholders.
• Conduct IR Training to line Managers on the disciplinary and grievance processes
• To assist with section 189
• Prepare all documentation and witness for litigation.
• Weekly and Monthly IR Reports

Regional Industrial Relations Manager - Group4 Secure Solutions

(2012-09 - 2014-12)

• Represents the company at the CCMA for Dispute Resolution at conciliations and arbitrations in disputes concerning alleged unfair dismissals and unfair labour practices.
• Trains management on the proper implementation of the disciplinary, grievance, poor performance and incapacity procedures
• Renders management advice and interventions to promote a stable labour relations business environment
• Investigates labour disputes upon request to ensure compliance with labour legislation.
• Promotes use of fact-finding, mediation, conciliation, and advisory services to prevent or resolve labour disputes.
• Monitors and updates company procedures to ensure compliance with labour legislation.
• Develop, maintain and review ER policies and procedures to enhance labour peace and ensure equitable treatment of all employees.
• Liaise with internal and external stakeholders to ensure labour practices are proactively managed across the business.
• Ensure effective IR capacity building programs for managers and employees are implemented and monitored.
• Ensure effective co-ordination and management of the recognition agreement between the Company and the Union.
• Manage the labour relations agenda and take decisions in the best interest of the long term Company/Union relationship.
• Provide advice guidance associated with human resources processes i.e. retrenchments, relocations.
• Provides guidance to managers, supervisors, and employees regarding regulations, policies, procedures and practices related to Industrial Relations matters.
• Facilitates communication among employees and management by providing guidance and consultation regarding problem solving, dispute resolution and strives to resolve internal conflict informally through appropriate conflict management.
• Ensure effective conflict resolution processes and policies are in place to proactively address issues across the business.
• Exercise judgement in balancing the interests of the organisation and the interests of employees.
• Ensure that labour practices and procedures are carried out in accordance with labour relations best practice.
• Manage relations with external service providers as far as labour relations expertise is concerned.
• Recommends and works, in conjunction with the relevant partners, on the development and initiation of training programs on Industrial Relations and other organisational development initiatives.
• Advises and assists in developing, planning, directing, and implementing procedures to produce effective and efficient management of the industrial relations function.
• Dealing with conflict and grievance resolution
• Assist with the implementation of appropriate Disciplinary, Grievance procedures to promote co-operations and workplace harmony, consistency and fairness.
• Conduct audits on IR processes.
• Represent the company at CCMA hearings: Conciliation, Arbitration
• Prepare all documentation, witness for litigation.
• Weekly and Monthly IR Report

Labour Relations Inspector - Department of Labour

(2009-10 - 2012-08)

• Assist the complainants to complete the enquiry form.
• Establish the nature of complain and applicable legislation.
• Refer the complaint to correct the Bargaining council, CCMA or any institution that can help.
• Explain to the client/complaint about his/her rights as well as employer's rights.
• Phone the employer listen to his/her side of the story inform the employer about what is outstanding.
• If consensus is reached give the client a letter calculations/section/article and send the client back to the employer to collect all outstanding monies and document.
• Conduct full routine inspection on the following: Check wage register for deductions, Check attendance register, Check whether employer issues pay-slips, Check whether employer is registered with Unemployment Insurance fund, Compensation Occupation Injuries Diseases Act.
• Ensure that employment conditions comply with the legislation.
• Conduct follow up on investigations/inspections when necessary.
• Establish whether the employer exists.
• Informed the employer about the act, forward prosecution documents to the public prosecutor for issuing of the summons and obtain and date for the hearing.
• Serve the summons to the accused.
• Take summons back to the prosecutor.
• Organize and plan to conduct an integrated inspection and calculate outstanding amount.
• Monitor training providers.
• Assess training centre and inform provincial office.
• Monitor training.
• Conduct verification of trainees' placement.
• Compile a monthly report on training providers.
• On receipt of a case, open a file.
• Write report on all work done.
• Make appointments with stakeholders to market dept. of labour.
• Choose and prepare venue in consultation with the catering committee.
• Invite speaker if not well vest with the issue at hand.
• Hold information sessions.
• Organizing for job hunting skills and counseling.
• Inspect the condition of the car and records.

HR/IR Consultant - Mnguni Consultancy

(2007-04 - 2009-09)

• Advertising positions(internally and externally)
• Short listing of potential candidates
• Invite the candidates for interview
• Interview the candidates, make reference check
• If successful make an offer
• If not successful send a letter of regrets.
• Open an employee's file according to ISO requirements.
• Ensure that all employees' documents are filed.
• Develop employee relations policies relevant to particular HR interventions, interpret and implement HR policies and procedures within the company.
• Reporting at EXCO monthly.
• Sitting at the Board of Directors.
• Ensure that standards of operational excellence are achieved through the focused dealings with the employee relations matters.
• Ensure development of a high performance culture concomitant with the development of the skills, knowledge and capabilities essentials to the execution of company's business strategy by: Effective implementation and use of performance and development management system, Ensuring that the highest standards of labour relations practices are employed by the company.
• Ensure that all employees and/or employment related laws, policies and procedures, including those pertaining to employment equity, are implemented and fully complied with in the company.
• Drawing up and reporting on employment equity targets, plan and statistics.
• Drawing up and implementation on skills plans.
• Compile and report on employee relations issues on monthly basis.
• Consult With line management on implementation of employee relations initiatives.
• Liaise with Line management in solving employee relations related issues.
• Ensure that all employees adhere to company code of conduct.
• Develop and support effective working relationship between key internal and external stakeholders.
• Manage and control expense budget.
• Facilitation of IR training interventions based on company's need.
• Training line management and stakeholders on latest labour relations developments and legislative changes.
• Advice and assist with all benefit enquiries changes.
• Coach and advice line management on IR processes and procedures.
• Set and maintain administrative standards for the recording of workplace interventions (minutes, warnings, investigations, etc).

President and Founder - Go Getters Foundations (GGF) - East Rand

(1996)

The organization is youth orientated around East Rand. The Organization is NGO & mainly focusing on educating youth about HIV and AIDS. Train the Trainers on the subject.

• How to teach effectively on the subject & do follow ups.
• How to attend to people who are infected by the Virus.
• What things to be avoided you teach or dealing with the victim.
• How to make families to accept the infected members.
• How should an infected person present himself in the community?
• How should he come to terms with himself?

Diploma - Human Resource - Alison Institute

Diploma - Alternative Dispute Resolution - Alison Institute

National Diploma - Public Administration and Management - Technikon Pretoria

Matric - NN Ndebele Senior Secondary School (1991)