The IR Manager is responsible for developing and executing IR initiatives that enables an environment of high engagement and fostering of good working relationships between management, the company and employees. The IR Manager is responsible for all IR/ER related tasks, partnering with Specialists, the HR manager and the Head of HR & Recruitment to build strategies that will ensure a sound IR environment within the business unit

• Matric Essential/Equivalent – Essential
• 3 – 5 years HR Related Experience
• Post Graduate Degree in HR, Labour Law and/or any other related field
• Extensive knowledge of the LRA, BCEA and other related legislation
• Experience and knowledge in IR, CCMA (Conciliation & Arbitration Level), and Disciplinary Enquiries etc.

• Act in the best interest of the company within the ambit of fairness reasonableness and overall consistency
• Internal communication relating to IR matters and guidance to Senior leaders within the organization
• Chairing of disciplinary hearings, appeal hearings and grievance procedures
• Represent the company at the CCMA on any labour matters
• Administration of in-house agreements relating to shift patterns, job grades etc.
• Ability to work independently 
• Employee Relations Program Design
• Implement Policies and Procedures
• Be the Subject Matter Expert at a unit level with regards Labour Law legislative requirements (including Labour Relations Act/ Basic Conditions of Employment) 
• Oversee the capturing of case and ER related data in the HR Information system for record and reporting purposes, ensure the system is always up-to-date and accurate
• Oversee the analysis and reporting on ER processes such disciplinary hearings; outcomes; progress on ER cases; investigations around conditions of employment
• Liaise and correspond with CCMA on logistics around cases
• Collaborate with L&D and other departments to facilitate communication, training and awareness campaigns on IR/ER processes, and other IR/ER related training needs
• Recognize and provide insights on IR/ER barriers, risks and opportunities that may impact the business
• Lead and facilitate the implementation of IR/ER programs, processes and tools across the business unit
• Lead the implementation of leading IR/ER practices aligned to BU requirements
• Mediate any issues of conflict that may have been escalated due to differences between management and employees
• Facilitate logistics around disciplinary and grievance cases
• Educate line managers and all employees within the business regarding IR/ER Policies and procedures to ensure understanding and compliance with new legislation
• Monitor disciplinary and grievances issues within the business unit and ensure due proves is followed and management representation during all disciplinary and dispute resolutions processes
• Preparation of case evidence and preparation of disciplinary processes at the CCMA
• Represent the company at the CCMA for all business unit related cases
• Ensure effective tracking and reporting of all ER cases within the HR management system.
• Attend and participate as part of the Employee Forum, to provide feedback around the business practices
• Ensures effective and efficient implementation of the processes to keep the necessary time frames in how we manage ER Issues
• Be a change agent and communicate on change plans with regards policies and processes within the organization
• Proactively checks in with the Business and actively engages with operational teams on changes taking place
• Provide feedback to Management with regards to feelings on the floor in relation to ER Governance and Case Management