JOB PURPOSETo manage the execution of the disciplinary, grievance and dispute resolution policies, processes, and mechanisms within the Company through active case management, advising and consulting on IR related matters and issues and monitoring and reporting on trends and identified risks.QUALIFICATIONS, SKILLS, AND COMPETENCIES REQUIRED.National Diploma or B Degree in the field of Industrial Relations, Labour Law, or Human Resources.5 Years working experience in the Industrial relations field.Experience in CCMA/National Bargaining Council processes, and knowledge of rules as well as experience in conciliation and arbitration proceedings.Knowledge of Labour Court proceedings will be an added advantage.Driver’s License and Computer literacy.Supervision, presentation, and communication skills.Deciding and Initiating action.Working with Trade Unions/Shop Stewards/Workers Forums.Employment Equity reporting.Ability to work under pressure and to manage time.Attention to detail and confidentiality essential.Good decision making, Organizational and People’s Skills.Industry Main Agreement: interpretation, assistance, advice and guidance to Managers and Employees.Adhering to principles and values.Training Managers and Employees on policies and procedures.KEY RESPONSIBILITIES BUT NOT LIMITED TO:Case Management.Manage internal disciplinary cases, as received from various departments by:Receiving, validating, and analyzing case investigation reports.Requesting clarification, additional information and/or evidence to support investigation report.Advise and guide investigation manager on appropriate corrective or punitive action to take.Draft and assess charges for disciplinary enquiries, notices for consultation sessions, poorperformance meetings.Provide charges or notices to complainant and or investigating manager and facilitate thearrangements for proposed/advised process to take place.Source in, where required, the Human Resources Manager’s assistance in high risk oridentified cases and or processes to ensure procedural and substantive fairness in process/es.Follow up on and monitor execution of advised/proposed processes by diarizing dates of enquiries, grievance sessions, consultation, and poor performance enquiries for execution within agreed timelines.Validate and check that all required documentary and evidentiary information are present andincluded in case file/pack.Keep up to date the SAGE (Operating system) with all IR cases per period.Manage all cases referred to CCMA/Labour Court by:Recording all referrals.Handing Con/Arb objections.Attending or in-sourcing attendance for all CCMA/National Bargaining CouncilConciliation/Arbitration meetings.Manage total process for arbitrations:Prepare arbitration packs.Arrange and facilitate pre-arbitration meetings.Arrange and prepare relevant witnesses.Attend and represent Company at CCMA/National Bargaining Council arbitration set downs/proceedings.Support and manage, where required by HR Manager, the Occupational Health and Safety and Employment Equity legislative processes within the Company.Reporting/Monitoring and ConsultingExtract and compile Management Information from SAGE system and case files to:Monitor and manage SLA execution.Show trends and risk points (top five transgressions, CCMA/National Bargaining Council cases, quality of case management by Departments etc.)Advise on corrective or contingent actions to address trends and risk points.Monitor labour environment for labour law amendments, updates and matters arising which may have impact/effect on Company.Monitor and report on execution of Occupational Health and Safety and Employment Equity processes within Company.Assist with the annual Employment Equity reporting process.Subject Matter Expert in Training and Development.Assist and advise on drafting of in-house IR training material and course.Responsible for all training on IR and related training interventions and courses.Facilitate in-house training courses for IR training as and when required.Research and keep up to date with the South African Labour Law and various acts.Ensure management and union compliance on any collective agreements.Continually analyse and develop operating procedures as it relates to IR, ER and HR.Manage grievances and grievance procedures timeously and ensure management are updated.Ensure strike and contingency plans are continually updated in the event of any industrial action.Assist in the development of HR, IR and ER labour protocols, operating procedures, and handbooks.Ensure all staff members are aware of the IR and ER protocols and regulations, and that employees have access to the relevant handbooks when needed.Work with all stakeholders and manage disciplinary process to ensure a speedy resolution.Ensure the wellness program for staff is clearly documented and that staff are aware and regularly updated of the resources available to them.Ensure continuous revision, internal training and updates are provided on various IR and ER and recent case law, and that this is conducted regularly across all levels of staff and where necessary coordinate external training on relevant matters.Work with the representative union and management in managing conflict between parties and employees.Coordinate collective bargaining agreements with the representative union and management.Assist in the organization and induction of new staff on the code of conduct, HR and IR protocols and operating procedures during orientation.Facilitate Skills Development Forums, EE committee meetings, monthly union meetings and future forum meetings.Ad hoc duties when required by HR Manager