Head � Group Human Resources and Training   Develops, delivers and maintains a business focused employee relations strategy that meets the needs of all stakeholder groups 1. Designs, plans and implements the employee relations strategies, programmes, policies and procedures for the Group.
2. Ensures that policies are consistently applied as they relate to employee relations.
3. Leads on the employee relations aspects of proposed changes to organisational structures and employment levels and contracts which are needed to support the delivery of business objectives
4. Contributes to the strategic development of the human capital  function by developing a progressive and business focussed employee relations strategy that meets the current and future needs of the Group
5. Contributes to the continued improvement of the health of the organisation by monitoring performance indicators such as sickness absence, level of grievances and disciplinary cases and the work/life balance, and developing initiatives and solutions to enable positive trends
6. Provides responsive and high quality support, training and advice on employee relations matters to all parts of the business including senior management, to ensure the proper management of all employee relations issues including, in particular, change management, grievances, poor performance and disciplinary action
7. Ensures Human Resources policies and processes are current, conform to employment legislation and where appropriate are coherrent with other regulatory requirements
8. Leads negotiations and consultations with any formal union and staff associations on behalf of the Group with a view to achieve positive outcomes and broad agreements to proposals which meet business goals.
9. Facilitates the establishment of functional Employee Relations Structures like the Workers� Committee, Works Council and Managerial Committee, etc
10. Maintains effective communication and a positive relationship with employees to promote employee satisfaction and a positive working environment. 
 Facilitates communication and building trust activities with employees and managers while maintaining confidentiality. 
 Ensures that the Group adopts appropriate consultative processes and mechanisms with stakeholder groups that conform to best practices that enable two-way flow of information and feedback before key decisions affecting staff are made.
11. Leads and directs the work of others on employee relations matters. Provides advice, counseling and guidance to all levels of management and staff on human resources policies and procedures.
12. Carries out on-going and periodic employee relations Climate assessment to establish the workplace atmosphere, employee attitudes and and the management of human resources practices.  
 Interprets results of Climate assessment and makes recommendations to Senior Management on the policies, programmes and activities to solve issues identified by the climate surveys. 
 Evaluates alternative methods for measuring the success of climate assessment and management approaches. 
 Advises line management on the effectiveness of multiple techniques used to assess and manage the workplace climate.
13. Coordinates employee welfare, health and safety programmes.
14. Conducts research and makes recommendations to the Head Group Human Resources & Training on best practice on  human resources management and employee relations policies and systems like Job Evaluation and performance management. 
15. Provides advice on the proper handling of grievances and disciplinary matters for the Group to achieve industrial harmony. 
 Conducts training to all staff and managers on labour law, labour relations and dispute resolution in order to save costs associated with unresolved grievances like low productivity, low morale and litigation. 
 Manages effectively all external labour matters for the Group and deals with the Group's retained lawyers, protecting the reputation and finances of the Group. 
     16. Any other duties as delegated by the supervisor 
 Report  review 
Regulatory compliance 
Performance appraisal 
 None  Prepares the Employee Relations strategy and activities - annually 
 Submits fortnightly reports on Employee Relations activities conducted 
 Submits Employee Relations budget annually 
 Undertakes branch/departments visits to establish the employee relations climate
 Assesses the  effectiveness of consultants and labour lawyers engaged to deal with human relations and labour matters
 Evaluates employee relations programmes bi-annually 
 Liaises with health practitioners on employee health and wellness programmes
   A Bachelor of Social Science Degree, eg Sociology, Psychology, Human Resources Management 
 Institute of People Management Diploma in Personnel Management or Labour Relations 
  Diploma in Law, Conciliation and Arbitration  
 Msc in Industrial law 
 Master in Business Administration 
 6 years  Must have the ability to intepret legal statutes 
 Must have investigative skills 
 Must be able to effectively communicate both verbally and written 
 Must have the ability to analyse labour claims and respond appropriately 
 Must have an in-depth knowledge and application of labour laws 
 Must have good leadership and analytical skills 
 Must have effective problem-solving  and organisational skills 
 Must have the ablility to work with minimal supervision 
 Must have the ability to exercise sound judgment and creativity in identifying options and risks in order to make the right decisions on Employee Relations matters 
 Must have strong interpersonal skills 
 Must have an assertive personality with a high level of personal presence and credibility.
  Decides on the appropriate technical advise to give to line management and staff on labour matters.
 Decides on the appropriate application of the code of conduct, how to conduct disciplinary hearings and arrive at verdicts.
 Decides on the content and techniques on labour law and labour relations training 
 Decides on the give and take movements during negotiations within the approved mandate.
 Decides on appropriate counselling to be provided to staff and managers
  Ensuring proper application of the code of conduct by staff and management 
 Investigating unprofessional human resources practices that affect industrial relations and recommending best practice.
 Conducting employee relations climate survey deciding on appropriate employee relations programs.
 Establishing the causes of poor performance and recommending appropriate remedies 
 Establishing health and safety problems and recommending solutions 
 Establishing knowledge and skill deficiencies in labour matters and conducting appropriate training
 Analysing labour matters raised against the Group and preparing appropriate responses.
 Handles the labour matters in a manner that will avoid unnecessary cost and reputational damage
 Ensuring that there is effective communication


Job evaluation subgrade: D