Job Description

Hello... an exciting new opportunity has just become available in our Group Services, Talent, Performance & Learning Development area. We are looking to recruit a Group Employment Relations Manager.
Job Purpose:
The Group Employee Relations Manager is responsible for leading and managing employee relations (ER) strategies, ensuring compliance with South African labour legislation, and fostering a fair, inclusive, and legally sound workplace. The role reports to Senior Human Capital Leader and collaborates closely with legal, compliance, and HC teams.
The Group Employer Relations Manager will play a crucial role in promoting positive employee relations and ensuring a harmonious workplace environment.
This includes creating an internal IR capability with a focus on leading and facilitating the implementation of IR programs, processes and tools across the business.
By championing fair practices and fostering collaboration, the role contributes to the company's overall success and compliance with labour standards
Key Responsibilities:
Employment Relations:

• Owner of the Group Labour Relations policies and procedures, ensuring they are legislatively compliant and relevant (incl. Grievance, Misconduct, Incapacity, Incompatibility, Sanction Framework amongst the ER suite)
• Policy & Framework Development to contribute to ER frameworks and policies, drawing on external legal advice when needed. Ensure alignment with the Basic Conditions of Employment Act (BCEA), Labour Relations Act (LRA), Employment Equity Act, and CCMA procedures
• Custodian of Group Transformation and Diversity policies and procedures, and ensuring appropriate implementation and progress
• Update all processes and employment related documentation such as employment contracts in alignment with prevailing legislation. (e.g., POPI)
• Custodian of all HR related policies and procedures, ensuring they remain up to date and relevant, within the Hollard framework and in conjunction with relevant Functional Owners (e.g., Talent & Development, Reward etc.)
• Dispute Resolution to lead investigations into misconduct, grievances, and poor performance.
• Manage disciplinary processes and represent the company in CCMA and Labour Court proceedings where applicable
• Drive consistency in the process across Hollard and act as custodian for standardised approach.
• Advise and educate management and employees on ER processes in partnership with HCA's.
• Preparation of case evidence for disciplinary processes at the CCMA
• Represent the company at the CCMA for all business-related cases, and or disputes.
• Audit & Compliance and acts as the point of contact for all ER-related audits (excluding payroll). Ensure ER practices meet internal standards and external legal requirement

Data Management:

• Ensure all Group ER related matters are accurately captured and recorded.
• Ensure all people systems are up-to-date and accurate with regards to ER matters
• Maintain accurate records of employee grievances, investigations, and resolutions to ensure transparency and compliance with relevant labour law
• Co-ordinate and consolidate monthly reporting for HR and Board purposes (incl. FCRM quarterly reporting, Stats SA submissions etc.)
• Analysis and reporting on ER processes such disciplinary hearings, outcomes, progress on ER cases etc.

Stakeholder Management and Engagement

• Collaborate with relevant parties to facilitate communication, training and awareness campaigns on ER processes, and other ER related training needs.
• Communicate and present ER trend analyses and challenges to management at HC MBR meetings.
• Provide advice and guidance within the area of expertise in supporting the business and contributing to ER frameworks and policies.
• Draw on expert external legal advice as and when required.
• Act as point of contact for all People -practice related audits, internal and external (excl. Payroll)
• Manage all service providers in the context of employment relations including labour consultants, labour lawyers, and any other relevant providers, against SLAs.

Work closely with HR teams, managers, and legal departments to align employee relations initiatives with broader organizational goals.