Job Description

UP Professional and Support

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DEPARTMENT OF HUMAN RESOURCES
SENIOR MANAGER: DISPUTE PREVENTION AND COLLECTIVE BARGAINING
PEROMNES POST LEVEL 5 In pursuit of the ideals of excellence and diversity, the University of Pretoria wishes to invite applications for the following vacancy.

The University of Pretoria's commitment to quality makes us one of the top research Universities in the country and gives us a competitive advantage in international science and technology development.



PURPOSE OF THE JOB


To manage individual and collective relationships in the institution through the implementation of dispute prevention practices that enable the achievement of institutional objectives, compliance with the legislative framework and appropriate to socio-economic conditions. The role will manage staff, and collaborate with internal and external stakeholders to provide guidance and support to collective bargaining and union engagement structures. To further offer support to first line management and UP community in capacitation related to ER policies and management of harmonious relationships in the University by implementing interventions.



The incumbent will be responsible to:

Provide input into developing relevant strategic solutions for the effective management of Employee Relations in the workplace; Provide input in designing, developing and implementing divisional policies, guidelines and procedures; Ensure compliance with legislation, regulations and national policy directives applicable to the Human Resources function; Communicating interpretation and implementation of UP HR, Divisional and other relevant policy decisions in Employee Relations; Provide leadership in the section by modelling a high-performance culture and enhancing the HR Department and division's professional image; Identify developmental needs of direct reports, and initiate development of such interventions; Manage the information and data regarding the cases in adherence to relevant legislation; Overseeing regular ER compliance audits and publishing of the results for management information; Identify and analyse the trends that forms barriers to the effective management of Employee Relations processes and implement measures to eradicate the barriers; Ensure continuous employees and management capacitation by: Offering first-line support by HR Business Partners by developing all relevant ER training and orientation material in collaboration with relevant stakeholders; Ensuring the training of HR staff members i.e. policy, procedures, guidelines and legislation; Ensuring that all staff members are aware of existing and newly implemented policies through awareness mechanisms; Manage conflict within the University and ensuring that grievances, disciplinary processes and disputes are minimised by: Ensuring proper utilisation of Alternative Dispute Resolution processes and keeping proper records thereof; Ensuring effective management of interventions to rebuild deteriorated employment relationships by Relationship Building by Objectives (RBOs) and Relationship Building by Initiatives (RBIs); Ensuring the orientation of management in ER processes and procedures by: Providing and ensuring the provision of second-line (in support of the HR Business Partner) management orientation in ER processes and procedures through scheduled mandatory or requested (by the BP or management) ER training workshops for all managers and shop stewards to ensure effective communication and information transfer as well as promotion of good relations; Ensuring harmonious working relationships between the University, its employees and the unions by: Continuous review, managing and monitoring implementation and adherence to Recognition Agreements Managing time-off and leave of absence of shop stewards and Full-Time Administrators; Ensuring effective management and union engagements by creating an environment and platform for effective resolution of issues; Ensuring effective collective bargaining and monitoring adherence to collective agreements; Assessing the labour climate and making recommendations for appropriate interventions which is not limited to reviewal of collective agreements; Ensuring effective collective bargaining and union engagements by ensuring stakeholder attendance to meetings by ensuring that agenda items are circulated timeously and proper record keeping of minutes; Representing the University in the collective bargaining and union engagement structures; Provide legal support to collective bargaining and engagement structure by proving sound legal advice pertaining to relevant issues; Manage strike or any protest action by ensuring compliance with the law, Strike Plan and Picketing Rules; Manage fair distribution and proper utilisation of union budget in line with the applicable policies; Manage and keep a proper record facility provided to the unions in line with the Recognition Agreement.


MINIMUM REQUIREMENTS:

Honours degree in Labour Law, Labour Relations, LLB or relevant field A total of 4 years (of which 2 years in management) of: Employment relations experience in a unionised environment; Specialist experience in labour law if currently a practicing attorney, Advocate or Labour Consultant; Experience representing management at the Commission for Conciliation, Mediation and Arbitration (CCMA) either as representative or Commissioner.


ADDED ADVANTAGES AND PREFERENCES:

LLM, MBA or any relevant Master's degree; A total of 3 years higher education experience; Registration with a recognized professional body including Law Society or Advocate Chambers (desirable).


REQUIRED COMPETENCIES (SKILLS, KNOWLEDGE AND BEHAVIOURAL ATTRIBUTES):

Auditing process; Case management; Departmental decision-making processes; Disciplinary process and procedure; Document management; Knowledge of business excellence trends; Knowledge of labour legislation; Knowledge of relevant legislation and Higher Education Policy; Labour union processes and procedures; Training and development; SLA management and measurement.


PLEASE NOTE: All shortlisted candidates may be required to participate in relevant competency assessments as part of the selection process.



The annual remuneration package will be commensurate with the incumbent's level of appointment, as determined by UP policy guidelines. UP subscribes to the BESTMED and UMVUZO medical aid schemes and contributes 50% of the applicable monthly premium.



Applicants are requested to apply online at www.up.ac.za



In applying for this post, please attach:

A comprehensive CV; Copies of qualifications; Names, e-mail addresses and telephone details of three (3) referees whom we have permission to contact.


CLOSING DATE: 20 October 2025



No application will be considered after the closing date, or if it does not comply with the minimum requirements.



ENQUIRIES: For the application process: Mr Itumeleng Tshaka, Tel: (012) 420 2560, or e-mail: Itumeleng.tshaka@up.ac.za and job-related queries, Adv Eveline Molefe, Tel (012) 420 2157 email: Eveline.molefe@up.ac.za



Should you not hear from the University of Pretoria by 31 December 2025 please accept that your application has been unsuccessful.

The university of Pretoria is committed to equality, employment equity and diversity.

In accordance with the Employment Equity Plan of the University and its Employment Equity goals and targets, preference may be given, but is not limited to candidates from under-represented designated groups.

All candidates who comply with the requirements for appointment are invited to apply. All candidates agree to undergo verification of personal credentials.

The University of Pretoria reserves the right to not fill the advertised.