HR Practitioner ER

PURPOSE OF THE JOB

To identify and develop relevant interventions which will assist the organisation to attain its objectives of a healthy conducive IR climate and social responsibility through good relationships with internal and external stakeholders.

SAFETY, HEALTH, ENVIRONMENT AND QUALITY

• Identify and assess level of continuous risk exposures in area of responsibility by considering exposures to business, financial, legal issues, people, equipment, material, environment, processes, etc.
• Consider the level of risk, apply mitigation and implement control measures for residual risk (set objectives, minimum requirements, etc.)
• Comply with SHEQ requirements (SHEQ Toolbox)
• Utilise the Integrated Management System (IMS) to initiate, investigate and report SHEQ status us

PEOPLE

• Liaise with HR stakeholders and investigate grievances and misconduct-related concerns
• Interact with customers and familiarise yourself with operational concerns and any inherent peculiarities (e.g., absenteeism, excessive overtime, sick leave abuse, lateness etc.)
• Apply the basic skills of customer service
• Conduct customer surveys and satisfaction follow-up on suggestions

CUSTOMERS

• Ensure Customer Satisfaction

BUSINESS PROCESSES

• Supervision and coordination of IR Processes
• Coordinate and attend disciplinary hearings as an HR representative
• Ensure consistency and compliance by all parties to the Disciplinary Policy, Procedures and Legislation at disciplinary/grievance hearings
• Keep appropriate records of proceedings and outcomes of disciplinary/grievance hearings
• Facilitate the resolution of employee grievances
• Assist line management and employee representatives on conflict resolution
• Participate in the formulation of company Employee Relations policies and procedure
• Keep appropriate record and compile monthly disciplinary and litigation statistic reports, both on SAP and employee files
• Assist with the preparation of cases referred for litigation
• Represent the company at the CCMA or MEIBC when necessary
• Identify and monitor IR trends and IR climate at TAS, and report monthly
• Track all union related issues and liaise with the shop steward council
• Handle day to day conflict, queries and discipline
• Assist with compiling communiques pertaining to IR issues
• Assist with compiling letters to unions regarding IR issues
• Assist line supervision with the drafting of counselling and written warning
• Identify, co-ordinate and facilitate IR, Shop Steward and EE related training
• Assist with the implementation of EE objectives and initiatives
• Manage absenteeism and analyse absenteeism report for trends
• Schedule and arrange for all Unions meetings and Committee Meeting and capture minutes
• Identify, assist and conduct HR related projects as and when necessary or required
• Any adhoc IR related tasks
• Compile all IR Reports for 20 Pager, HO and TAS
• Comply with the relevant HR Legislation (Labour Relations Act, EE Act, Skills Development Act, Basic Conditions of Employment etc.)
• Provide information and advice regarding legislation that may impact IR & ER issues
• Work overtime as and when required
• Prepare, control and plan for IR Budgets
• Participate in HR Standby
• Liaise with Site Shop Stewards

WORKING CONDITIONS

• Overtime
• Standby
• Travel

GROWTH

• Manage continuous improvement through Operational Excellence

SHAREHOLDER VALUE

• Promoting a fair, compliant, and consistent employee relations environment that minimizes legal and financial risks
• Ensuring adherence to labour legislation, company policies, and collective agreements to reduce the cost of disputes, litigation, and penalties.
• Supporting operational continuity by proactively managing disciplinary, grievance, incapacity, and conflict resolution processes
• Strengthening employee engagement and trust through fair and transparent labour practices, contributing to improved productivity and retention
• Providing timely employee relations advice to management, enabling informed decision-making and reducing operational disruptions
• Building constructive relationships with employee representatives and unions to maintain stable labour relations and minimize the risk of industrial action
• Identifying employee relations trends and recommending preventative interventions that improve workforce performance and organizational effectiveness
• Contributing to the achievement of business objectives by fostering a positive workplace culture that supports sustainable operational performance

BEHAVIOURAL COMPETENCIES:

• Safety Awareness
• Initiative
• Managing Work
• Results Orientation
• Customer Focus
• Operational Problem Solving & Decision Making
• Work Standards
• Interpersonal Relationships
• Communication
• Flexibility
• Contributing to Team Success
• Business Understanding

WORKPLACE COMPETENCIES:

Systems:

• Microsoft Office programs
• Samancor Chrome Systems (IMS, EBMS, Chromedoc, SAP, Coupa, MES)

Job Skills:

• Required training as per training matrix
• Soft Skills as identified per department/level
• Negotiating and influencing skills

Knowledge:

• Demonstrate an understanding of HR policies, procedures, labour legislation, and CCMA/Bargaining Council processes