Head: Employee Relations needed at Liberty Group South Africa

Purpose

• To provide Employee Relations strategic direction in all individual and collective labour issues in entities operating in the Liberty Group taking cognisance of Group Human Capital and business objectives.

Qualification and Experience

• Admitted Attorney
• Masters Degree would be advantageous
• 8-10 years experience
• Business acumen and restructuring experience
• Knowledge and experience of the Insurance and Financial sector
• General Knowledge of FAIS
• Advanced Knowledge and experience in Labour Law Litigation and draft legal pleadings at the CCMA.
• End to end understanding of Labour Relations

Outputs

• Oversee the development and maintenance of budgets for IAM budget that are consistent with the financial guidelines provided by the business unit and Human Capital.
• Monitor employee relations activities and costs in IAM for utilisation of resources required to meet operational requirements.
• Provide support for the implementation of policies, processes and procedures that are in line with applicable labour legislations and business strategies in IAM
• Ensure that all ER processes in place are compliant to the legal and statutory requirements of each country.
• Recommend employee relations communication standards and policy changes to the Group Head: Employee Relations
• Ensure that all relevant in-country legislative requirements are followed in undertaking any restructuring/ redundancy processes.
• Participate actively in task teams aimed at undertaking due diligence prior to opening any Representative Offices in new jurisdictions and give inputs regarding compliance with labour regulatory frameworks.
• Safeguard the integrity and reputation of the Bank by ensuring that all support, training and advice given is aligned to group and local legal and regulatory requirements.
• Render technical advice and support to in-country negotiation teams during annual salary negotiations and consultations regarding the changes to terms and conditions of employment with Unions.
• Participate in high level engagement with in-country labour lawyers in structuring and giving legal instructions in respect of labour litigation cases referred to the Labour Ministries and/or Labour Courts.

Key Responsibilities

• Participate in the review in the development employee relations strategies for the organisation and define an implementation strategy for IAM.
• Lead the Employee Relations strategy planning and execution with collaboration between centre and in-country employee relations to create a cohesive narrative and approach.
• Act as the knowledge expert and provides Employee Relations strategic direction to Executive Leadership, in-country Human Capital Head, Regional Human Capital Head and Employee Relations practitioners.
• Organise and direct meetings on a regular basis to review employee relations operational plans.
• Develop an in-depth understanding of business unit strategies, plans and objectives.
• Participate and be integral to the Human Capital strategic planning of all business units.
• Ensure that all employee relations processes in place are compliant to the legal and statutory requirements of each country.
• Research and keep up to date on resourcing trends and recommend new ways in which resourcing may be used in the Business.
• Accelerate innovation by partnering with all parts of the business.
• Collaborate with business and recommend short- and long-term business unit goals and objectives to the executives.
• Research and remain current with the developing case law, best ER practices to ensure that the business needs are translated into the desired ER outcomes which are efficient, just and fair.
• Monitor and manage the performance and development of staff within the area. This includes regular one-on-one feedback sessions, conducting mid-year and final performance appraisals, as well as the moderation and relative distribution of all appraisals for the team.

Additional Key Responsibilities

• Take responsibility for performance appraisal of direct reports.
• Take responsibility for the recruitment, development, motivation and retention of management staff.
• Take responsibility for inspiring, motivating, leading and managing the business unit marketing team.
• Develop and grow individuals in the marketing team.
• Ensure the effective selection of staff by matching the skills and competencies to the requirements of the job.
• Ensure skills assessments and competency-based training takes place as and when required.
• Build organisational capabilities through evaluating likely future requirements and ensuring that individuals are provided with the best possible development opportunities in line with these.
• Create an environment in which learning and development are emphasised and valued.
• Take personal responsibility for coaching and mentoring others.
• Delegate authority and responsibility effectively in line with business objectives, to ensure the empowerment, motivation and effectiveness of all direct and indirect reports.
• Ensure the implementation of the leadership promise and employee engagement programme.
• Encourage team members to express their views, resolves issues raised by the team, escalate issues if required, and provide feedback to teams on an ongoing basis.
• Develop and maintain an open communication channel with direct reports and supports staff to foster greater co-operation and teamwork.

Continued Additional Key Responsibilities

• Monitor and manage the performance and development of staff within the area. This includes regular one-on-one feedback sessions, conducting mid-year and final performance appraisals, as well as the moderation and relative distribution of all appraisals for the team.
• Drive the Talent Review Sessions and succession planning, in conjunction with Human Resources for business unit marketing team.
• Foster the transformation of the workplace in the business unit marketing team and supports business in the achievement of the undertakings in the transformation scorecard.
• Ensure that disciplinary action and grievances in the business unit marketing team are addressed and aligned to the Standard Bank policies and procedures.
• Update job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organisations.
• Ensure the company’s core values are reflected when leading the team.
• Provide support for training and education of the HC team, line management as well as other stakeholders in-country on ER related matters; i.e. disciplinary matters, performance management; etc.
• Ensure that senior Human Capital Management and business stakeholders in IAM are kept on board on major ER interventions in the region.
• Maintain a sound relationship with the respective in-country Heads of Legal and labour lawyers.
• Partner with the business to provide a value adding service that supports the achievement of business objectives.
• Ensure usage and implementation of established communication and information sharing channels required by the Liberty Group.
• Manage stakeholder engagement and handle positive/difficult conversations.