Job Description
About the Role
The Director: Employee Relations and Compliance is a critical leadership position responsible for providing strategic leadership and operational oversight of Employee Relations, Labour Relations, ER Governance, Risk, and Compliance across all Nelson Mandela University campuses. The role ensures fair, transparent, and legally compliant labour practices while fostering constructive relationships between management, employees, and organised labour.
Key Responsibilities
- Develop, implement, and monitor a university-wide Employee Relations strategy aligned to the HR and institutional strategy.
- Establish and maintain effective ER structures, systems, and resources.
- Implement a Quality Management System for the HR function.
- Drive continuous improvement and best-practice ER service delivery.
- Provide strategic oversight of all ER services, including discipline, grievances, disputes, and appeals.
- Represent the University at the CCMA and, where required, the Labour Court.
- Ensure effective preparation and coordination of disciplinary hearings, arbitrations, and litigation in consultation with HR partners and legal representatives.
- Promote awareness of ER developments and legislative changes across the University.
- Lead and coordinate collective bargaining, consultation, and negotiation processes with recognized trade unions.
- Chair wage negotiations in collaboration with executive leadership.
- Facilitate and conclude collective agreements and ensure compliance by all parties.
- Strengthen labour relations climate through regular engagement with unions and shop stewards.
- Oversee capacity-building initiatives for shop stewards and management.
Requirements
- In-depth knowledge of South African labour legislation (LRA, BCEA, EEA, OHSA, COIDA).
- In-depth knowledge of litigation procedures in the Labour Courts and CCMA.
- Expertise in disciplinary processes, grievance handling, mediation, and arbitration.
- Policy development, governance, risk, and compliance management.
- Advanced MS Office proficiency (Word, Excel, PowerPoint).
Qualifications
- Formal education/certifications not specified.
Salary & Benefits
- Salary information not specified.
How to Apply
Click the green “Go Apply” button below to apply directly online with the employer.
About HR & recruitment Jobs in ZA
In the Human Resources (HR) and recruitment sector in South Africa, the general job market trend is typically one of steady growth and demand for skilled professionals. This is due to the increasing need for organisations to manage their workforce effectively, comply with employment legislation, and attract top talent in a competitive job market.
Typically, HR and recruitment professionals in South Africa can expect broad salary ranges, often between R600 000 and R1 200 000 per annum, depending on factors such as experience, company size, industry sector, and level of seniority. It’s essential to note that actual salaries may vary widely, and it’s crucial to research the market rates for specific roles and companies. Experience, qualifications, and industry-specific skills can also impact salary expectations.
Common skills required for HR and recruitment professionals in South Africa include proficiency in HR software and systems, excellent communication and interpersonal skills, analytical and problem-solving abilities, a solid understanding of employment legislation and labour relations, project management skills, and the ability to work independently and as part of a team. Other essential skills may include data analysis, strategic thinking, and digital literacy.
Industry sectors that commonly employ HR and recruitment professionals include financial services sector, technology industry, manufacturing sector, and public sector organisations. These industries often require HR and recruitment specialists who can navigate complex employment laws, manage high-stakes employee relations, and develop innovative recruitment strategies.
For those interested in pursuing a career in HR or recruitment, there are various development opportunities available. Typically, professionals in this field start as assistants or coordinators and progress to more senior roles such as talent acquisition specialists, HR generalists, or recruitment managers. With experience and additional qualifications, they may move into leadership positions or specialise in areas like benefits administration, talent management, or training and development.
This information provides general career guidance. Actual salaries and requirements vary by employer.
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