The University of Johannesburg (UJ) is a vibrant and cosmopolitan university, anchored in Africa and driven by a powerful strategy focused on attaining global excellence and stature (GES). With an emphasis on independent thinking, sustainable development and strategic partnerships, UJ is an international university of choice. The University is guided by the Vice-Chancellor’s vision of “Positioning UJ in the Fourth Industrial Revolution (4IR) in the context of the changing social, political and economic fortunes of Africa”.

The Council of the University of Johannesburg has declared the University as a mandatory vaccination site as per the applicable policy ((https://www.uj.ac.za/covid-19/). All applications and offers of employment is dependent upon compliance with the said policy.

• Execute Employee Relations initiatives in support of HCM strategy and ensure alignment between HCM and Employee Relations initiatives within the University.
• Assist in the implementation of ER strategy.
• Facilitate the implementation of ER processes.
• Identify and implement ER processes.
• Develop, implement, monitor, and review ER policies, procedures, and systems (e.g., discipline etc.).
• Ensure implementation of ER strategic issues and ensure effective and consistent implementation of policies, systems, processes, procedures, and collective agreements.
• Identify and implement positive employment relations programmes, in consultation with the Director. 

• Investigate plan for each case and assigns proper resources, identifies witnesses and key individuals.
• Determine methods, order timing of interviews.
• Gather evidence and maintains contacts with service request owners.
• Conduct workplace investigations, as appropriate, including offsite, on-site interviews with key individuals.
• Gather evidence and facts required for conducting a proper assessment of the case.
• Handling evidence in accordance with all UJ policies and guidelines.
• Identify UJ policies that are relevant to the case to identify 
• Research and make recommendations based on the findings, and actions to be taken to appropriately resolve the case.
• Manage requests and inquiries from clients by following defined procedures and guidelines.
• Conduct proper reviews and investigations to resolve cases within the acceptable timeline.
• Support managers in documentation and meeting preparation for all ER related activities.
• Escalate inquiries as appropriate to achieve timely and effective resolution.
• Maintain appropriate documentation and records for employee relations cases.
• Determine and defines the project by developing realistic and achievable work plans that include project objectives, outcomes, and key success factors.
• Obtain and manages appropriate and necessary resources to accomplish objectives in a timely and efficient manner.
• Provide ongoing direction and support throughout the project lifecycle
• Keep stakeholders informed and prepares contingency plans for possible hindrances or challenges.
• Ensure timeous delivery of projects, within the agreed budget and achieve the expected set goals.
• Draft affidavits, pleadings and applications as required. 

• Regular benchmarking in terms of ER practices.
• Participate in Higher Education Employment Relations Forum.
• Provide training on ER matters for managers, HR team and associates.
• Advise on trends relating to changes or amendments in Labour legislations and ensure a link to UJ processes.
• Support managers in documentation and meeting preparation for all ER related activities. 

• Deliver ER related service in a professional and efficient manner.
• Provide prompt assistance while managing expectations to achieve high levels of customer satisfaction.
• Gather and share information to allow for transparent knowledge transfer and effective overall capability of the HCM team.
• Follow-up and provide continuous feedback, guidance and information to customers, key stakeholders, and peers within the HCM functional areas.
• Ensure high quality standards of all activities, initiatives, and tasks within the designated functional areas of responsibility. 

• Manage all disciplinary, grievance, CCMA, and Labour Court cases.
• Represent UJ in external dispute resolutions including arbitration proceedings.
• Assist the Director with formal consultative structures and negotiation processes as identified.
• Ensure dispute resolution and collective bargaining proceedings are followed.
• Chair and facilitate consultative sessions.
• Manage and monitor dispute resolution and collective bargaining processes.
• Identify and implement positive employment relations programmes, in consultation with the Director: ER.
• Assist the Director: ER with formal consultative structures and negotiation processes as identified.
• Advise Line Managers.
• Represent UJ in external dispute resolution including arbitration proceedings. 

• Draft and review ER/HCM policies and procedures in partnership with the HCM team and ensure alignment with legislation and mitigate potential risks
• Develop, implement, monitor, and review relevant ER policies, procedures, and systems (e.g., discipline and grievance, etc.).
• Serve as an ER expert, by providing guidance and conducting comprehensive investigations for all complex and escalated issues, or those representing significant risks to the organization.
• Keep up to date on trends and legislation.
• Provide expert advice to managers on any ER related matters.
• Research or investigate employee concerns and making recommendations that effectively promote positive employee relations.
• Recommends appropriate personnel actions in accordance with the university’s policies and guidelines on Labour related matters.                             
• Coordinates reviews with Labour relations on guidance as appropriate in addressing cases that may result in potential legal actions.
• Assists managers in preparing corrective action documents and performance improvement plans and preparing for employee engagement.
• Notifies managers of processes and timeline-based on the recommended actions.
• Reviews escalated matters with relevant stakeholders and operates as an intermediary as required between the manager and the employee.
• Engages relevant stakeholders at the appropriate time in the case lifecycle in accordance with the HCM functional areas, procedures, and guidelines.
• Advice on trends relating to changes or amendments in Labour legislations and ensure a link to UJ processes. 

• Build and maintain a positive climate with all relevant stakeholders including and mainly, Trade Unions. Partner with operational stakeholders, HCM BP’s, unions and legal.  

• Postgraduate qualification (NQF 8) in Human Resources or ER with specialisation in Labour Law.
• 5 years’ HR management experience.
• 3 years’ experience representing employer at the CCMA.
• 2 years’ experience negotiations with the Unions. 

• Analytical skills
• Extensive knowledge of South African Labour Relations
• Excellent verbal and written communication skills
• Advanced Negotiation skills
• Ethical and Accountable
• Planning and organisational skills
• Conflict Management 

• Experience within the Higher Education environment