Industrial Relations (IR) Superintendent

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 through good relationships with internal and external stakeholders BALANCED SCORECARD PILLARS, ROLES AND RESPONSIBILITIES: SAFETY, HEALTH, ENVIRONMENT AND QUALITY Identify and assess level of issue-based 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.) Manage SHEQ compliance within the Section through effective use of the Toolbox Utilise the Integrated Management System (IMS) to initiate, investigate and report SHEQ status PEOPLE Compile and conduct IR/Labour Law/Disciplinary training Provide support and guidance to IR Practitioners and HR Managers Ensure an enabling climate/culture Manage labour stability by minimising labour turnover Labour complement in line with budget Achieve HDSA/Female targets for the Section Manage performance against set targets and competencies Ensure IDP’s are linked to performance results and implemented as per plan Conduct career discussions and implement actions with all identified talent (quarterly) Ensure discipline is maintained (absenteeism, lateness, overtime, misconduct, etc.) Coach and counsel people to ensure improved performance levels Conduct recruitment interviews CUSTOMERS Maintain and improve relationships with key internal and external stakeholders Measure customer satisfaction in terms of Corporate Communication and recommend corrective action Attend to and resolve communication related issues by advising internal and external customers when required BUSINESS PROCESSES HR Legislation, Policies and Procedure: Comply with the relevant HR Legislation (Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, etc.) Provide information and advice regarding legislation that may affect employment issues. Initiate and develop IR Policies, Procedures, Standards, Protocols, Work Instructions, etc. Manage implementation of all policies and procedures and protocols consistently throughout the Group Industrial Relations: Monitor the IR climate and provide guidance to BU’s in stabilising and improving the climate Analyse IR trends and make suitable recommendations Analyse complaints and reports relating to referred disputes and select appropriate resolution process Advise the operations on IR issues Track absenteeism and make recommendations Monitor disputes Represent the Company at the CCMA and MEIBC Support the IR Manager with liaising with attorneys and external stakeholders on CCMA/MEIBC and Labour Court matters. Manage the Disciplinary and Grievance process Ensure efficient and consistent application of IR/Disciplinary Policy Negotiate within mandates Facilitate relationship building between stakeholders and management Chair Union meetings and Liaise with HR Managers; IR Practitioners and site Shop Stewards Wage negotiations: Assist with wage negotiation process Advise during negotiations Research information in preparation for wage negotiations Revise agreements when required Reporting Compile and report IR statistics (disciplinary & litigation reports) Coordinate Reports from Business Units and submit to Group IR Manager Maintenance of disciplinary recordkeeping in SAP Running SAP reports to obtain IR related information WORKING CONDITIONS ( x tick applicable) Overtime: Standby: Shifts: Travel: X Carry Legal Appointment: GROWTH Manage Continuous Improvement through Operational Excellence SHAREHOLDER VALUE Control costs and budget in area of responsibility Prepare and plan for Departmental Budgets BEHAVIOURAL COMPETENCIES: Safety Leadership Innovation Leadership Planning, Organising & Control Results Orientation Problem Solving & Decision Making Aligning Performance for Success Communication Change Leadership Building Strong Teams Business Acumen WORKPLACE COMPETENCIES: Systems: Microsoft programs Samancor Chrome Systems (IMS, EBMS, SAP, LMS) Job Skills: Required training as per training matrix Soft Skills as identified per department / level Knowledge: Demonstrate an understanding of understanding of HR Legislation Demonstrate and apply an understanding of Basic Conditions of Employment Act (Act 75 of 1997) Demonstrate and apply an understanding of the Labour Relations Act (Act 66 of 1995) Demonstrate understanding of Dispute Resolution Legislation and Procedures Company Policies and Procedures Key customers: All Samancor Chrome Business Units