Job Focus: Provide legal and compliance advisory services to the HRBPs. Be the strategic lead on all ER matters. Provide effective Bargaining Council processes, CCMA engagement. Ensure effective dispute resolution. Fulfil the EE and transformation agenda. Develop policies, legal matrices and frameworks of application. Encourage successful stakeholder engagement at all levels in the business. Minimum Job Requirements: HR Degree / Employee Relations (ER). Post Graduate qualifications are advantageous. Minimum 8 to 10 years relevant ER experience in a unionised manufacturing industry. Minimum 5 years experience in strategic leadership. Proven successful practical application of relevant employee legislation (LRA, BCEA, EEA, etc.), in a commercial unionised environment. Demonstrated value add within an Employment Equity, Diversity and/or Transformation portfolio. Strong experience in stakeholder management at all levels. Experience in the upholding of company values in ER matters. Key Performance Areas: Work collaboratively with the HRBPs to fully understand the needs of employees and management, performance, transformation, disciplinary, grievance and arbitration issues, and provide best practice ER and EE strategic solutions. Effective management of the ER strategy and EE plans in line with both legislative requirements and business objectives. Proactively identify, analyse and report potential ER risks to minimise business interruption and promote a harmonious workplace. Ensure implementation of Employment Equity and transformation objectives. Ensure strike and contingency plans are continually updated in the event of any industrial action. Advise on the handling of complaints, manage grievance procedures and facilitate counselling. Manage the external legal advisory support in partnership with the Legal team. Ensure that Managers and HRBPs are trained on all applicable employee relations best practices. Support with the investigation of critical industrial relations issues. Collate and analyse employee feedback across all levels on a regular basis and revise people programs and policies to generate more positive outcomes. Provide advice for HRBPs for effective dispute resolution. Advise on negotiations and engagements between the organisation and employees. Efficient management of all external dispute resolution processes. Be informed of and keep up to date with employee legislation developments, case law and identify areas for continuous improvement across the Group. Competencies: Strong Commercial understanding. Conflict resolution and negotiation skills. Analytical and critical thinking ability. Leadership skills. Excellent communication and interpersonal skills