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?
