SANBS Senior Manager Vacancies 2024 Apply Here

• Educate managers and staff on policies and procedures related to Employee Relations.
• Train managers on how to chair hearings and present cases at disciplinary and grievance hearings.
• Train managers on how to handle appeals and hearings.
• Conduct quarterly Labour Law workshops to equip managers and supervisors to competently deal with labour relations issues and the management of their staff.
• Ensure ER Hand Books to assist managers and supervisors in the effective day to day management of Employee Relations matters remains relevant.
• Provide input into Induction and Onboarding.

• Ensure adherence to ER related policies and procedures.
• Advise line management on how to address issues.
• Inform management of discussions and developments in meetings held and highlight potential areas of risk and conflict and advise management and employees on pertinent legal matters.
• Manage relations with both internal and external stakeholders in such a way as to maximise, maintain and grow constructive relationships with them.
• Provide guidance and advice to management on a range of issues including strikes, work stoppages, problem solving, conflict resolution, labour law processes etc.
• Evaluate existing practices, policies and procedures and advise management on their legality.
• Effectively handle strikes, go slows etc, and have a contingency plan in place in case these occur.
• Monitor compliance with Labour legislation in SANBS.
• Handle all legal correspondence on ER matters within 48 hours.
• Manage the Tip Off Line Reports as required.
• Manage the company’s relationships with Employee Relations service providers.
• Negotiate and provide inputs to Service Level Agreements on behalf of the business.
• Regularly engage with external providers to ensure a healthy and sustainable relationship that continuously benefit the business.
• Develop and maintain a network of experts, key stakeholders in the industry and regulatory bodies to stay abreast with industry trends and regulatory changes.
• Partner with HR Business Partners to ensure policies and processes are delivered correctly and in line with service level agreements and KPIs.
• Provide specialist support to the CHRO to implement employee engagements structures/forums related to ER matters.

• Assist HR Managers and Consultants to prepare for internal cases.
• Represent the organisation in all cases and provide advice to management on how best to handle these.
• Proactively reduce disputes and conflicts by advising line on prevention strategies by engaging with line managers to identify possible problems and solutions. The solutions and actions taken must be national, practical and operationally justifiable.

• Prepare comprehensively and strategically for annual salary negotiations by undertaking the following:
• Obtain information from related labour firms like Andrew Levy and Associates and Deloitte and Touche on wage negotiation survey trends and developments and factors influencing negotiations.
• Liaise with external stakeholders (Netcare, Department of Health, Life Health Care, Western Province Blood Transfusion Services), to collaborate on trends and developments in wage negotiation matters.
• Obtain Financials from the finance department and Payroll on expenditure, payroll expenditure and benefits.
• Analyse and draw up reports on the viable mandate for negotiations taking into account the financial status of the organisation, expenditure to date, benefits and market trends.
• Present recommendations to the SANBS Executive and the SANBS Board to obtain the Wage Negotiation Mandate.
• Set up series of Wage Negotiation meetings and conduct negotiations with the Union and Employee Representatives.
• Conclude various wage agreements with union after consultation with Management and sign off the respective agreements.
• After successful conclusion of the Wage Negotiation process engage with payroll to ensure the proper implementation of agreed upon mandate.
• Communicate and draft templates advising staff on an individual basis of the results of the wage negotiation process.
• Conduct negotiations with Employee Representatives and conclude within mandate.
• Conclude various agreements with union after consultation with management.
• Implement national labor forums.

• Give input into HR business strategy.
• Develop Employee Relations business plan and budget.
• Monitor and management departmental expenditure against approved budget.
• Formulation of Strategic Employee Relations Policies, Procedures.

• Conduct performance management and monitor performance on ongoing basis through mentoring, coaching, and reviews and take appropriate steps to correct problems.
• Track & encourage individual development by identifying learning and development needs & facilitate attendance of relevant programmes
• Deal with grievances, conflict and disciplinary issues and take appropriate actions in accordance with SANBS Policy.
• Ensure regular two-way communication with staff matters such as strategy, values, team building, SOP’s, policy changes, etc. to ensure understanding.
• Monitor and track staff time-keeping, absenteeism trends, overtime worked and leave to ensure adherence to HR policy for cost-effective running of the department.
• Recruitment and selection of suitable candidates according to manpower plan recruitment and selection procedures and EE targets.
• Attend meetings and training sessions as required, to remain informed of current field-related developments, to promote knowledge sharing.
• Conduct scheduled meetings with direct reports.

Minimum requirements

• Human Resources Degree.
• Post graduate diploma in labor relations.
• Preferred LLB.

• 5 Years’ experience in Employee Relations of which 3 years have been at management level.
• Working knowledge of HR risk and compliance.
• CCMA, Labour Court and Collective Bargaining experience.

• Relevant legislation.
• Presentation and Project Management skills.