Deputy Director: Labour Relations

Requirements

NQF level 6 qualification in Labour Relations or related field as recognised by SAQA. 5 years’ experience within the field of which 3 years’ experience at junior managerial level in Labour Relations Management. Valid vehicle driver’s license (with exception of persons with disabilities). Knowledge & Skills: - Knowledge of the legislative framework governing the Public Service such as, Labour Relations Act, Basic Conditions of Employment Act, Public Service Act, Public Service Regulations, Public Finance Management Act, Employment Equity Act, Promotion of Administrative Justice Act, Promotion of Access of Information Act. Knowledge and understanding of collective agreements, CCMA rules and labour court processes. Ability to interpret and apply policy. Analytical and innovative thinking. Research. Report writing. Workshop presentation and facilitation. Ability to operate Computer. Negotiation skills. Leadership. Organizing. Project Management. Conflict Management. Financial Management. Strategic Management. Policy formulation. Adaptability during changes to meet the goals. Change / diversity management. Planning, Staffing needs.

Key Responsibilities

Coordinate, advise, monitor, support and evaluate implementation of grievance rules, Disciplinary Code and Procedure, Dispute Resolution Procedure Councils and Chambers Resolutions in the Department. Conduct a survey on the status of grievance rules, Disciplinary Code and Procedure, Dispute Procedure Councils and Chambers Resolutions in the department. Advise the HOD on grievance rules, misconduct, disputes, and resolutions. Collect statistics on grievances, misconduct and disputes and analyse the trend. Compile a consolidated report on grievances, misconduct, and disputes for submission to Management and other relevant 248 stakeholders. Make recommendations to the HOD on intervention Strategies. Develop intervention strategies to address the challenges. Coordinate the flow of information on grievances, misconduct, disputes, and resolutions to the key stakeholders. Manage and facilitate grievances, misconduct cases, dispute resolution and capacity building in the department. Facilitate allegations of misconduct from supervisors and or managers. Secure attendance of witnesses to be present at the hearings. Advise the HOD on all matters related to labour remedial service / misconduct cases. Recommend the appointments of employer representative and chairperson of the disciplinary hearing. Represent the employer during disciplinary hearings. Draft allegations in terms of clauses 6 and 7 of the disciplinary code and procedure, PSCBS Resolution 1 of 2003, and inform the alleged offender about his / her rights. Communicate the outcome of the disciplinary hearing with the alleged offender. Preside over disciplinary hearings in terms of clause 7.3 of code. Liaise with the offending employee to submit an appeal. Refer the appeal to the Executive Authority. Receive complaints and grievances lodged including referrals of disputes declared. Analyse issues in disputes surrounding grievances and disputes. Advise and seek mandate from HOD for resolution of disputes. Advise management on the validity of the complaints and or grievances. Investigate the grievance and seek a fair resolution thereof. Advise the aggrieved and management on the status of the grievance. Advise the aggrieved employee on the outcome thereof if finalized. Conduct research on the subject for capacity development. Conduct capacity development and compile a report to the HOD thereof. Coordinate, monitor and evaluate the implementation of collective agreements in the department. Facilitate and monitor implementation of collective agreements concluded in bargaining councils. Coordinate, monitor and participate in the activities of task teams established in bargaining councils. Conduct capacity building on collective agreements. Report to the HOD and Management on the implementation of collective agreement. Coordinate, manage and monitor public service industrial action in the department. Manage and monitor strike action in the department. Develop a strike management plan. Establish a departmental task team to manage the strike action. Develop a contingency plan to minimize the harmful effects of strike action on service delivery. Collect statistics on employees affected by the strike action. Compile a report to OTP and other relevant stakeholders on the management of strikes. Coordinate, monitor, facilitate and evaluate capacity building on grievance rules and disciplinary code and procedure in the department. Coordinate capacity building sessions for the department. Organise capacity building documents or manuals on Grievance Rules, Disciplinary Code and Procedure and other relevant resolutions/collective agreements. Develop capacity building programmes. Advise and recommend to the HOD on Labour Relations capacity building needs.

How to Apply

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