Job Purpose

To lead and manage the Nedbank unit of chairpersons and ensure effective governance and adjudication of disciplinary and incapacity enquiries in an impartial manner to ensure substantively and procedurally fair and consistent outcomes. To manage Ethics within the Cluster through execution and upskilling with the inclusion of skills transfer. 

Job Responsibilities

• Establish and maintain an independent and impartial unit of chairpersons to preside over disciplinary and incapacity enquiries.    
• Lead and manage chairpersons to ensure sound implementation of processes in accordance with Nedbank’s Disciplinary and Incapacity Policies, in an independent and impartial manner.    
• Ensure chairpersons are adequately trained and capacitated to undertake their responsibilities with the required technical expertise.     
• Ensure the avoidance of conflicts of interest in the execution of the unit’s duties and responsibilities.     
• Engage with the relevant Centres of Excellence and subject matter experts on changes in labour legislation, the interpretation and application of labour laws and Nedbank’s Disciplinary and Incapacity Policies, as required.     
• Ensure the formulation and implementation of governance processes related to the administration of disciplinary hearings, for example, the maintenance of data and statistics, compiling reports reflecting relevant statistics and trends, the use of appropriate administrative templates.    
• Undertake regular post-enquiry reviews to identify and apply learnings and enhancements.       
• In collaboration with Group ER, analyse CCMA disputes which have successfully challenged the outcome of enquiries and ensure learnings and enhancements are applied.      
• Attend Exco’s to ensure ethical behavior is maintained.    
• Provide training to Executives, Line Managers and general staff on Ethics.  
• Review communications relating to Ethics prior to it being distributed to the Business,        
• Manage the Disaster Recovery (DR) and Business Continuity Planning (BCP) for team.    
• Building of Pipeline to ensure availability of additional candidates for succession planning and continuance of the Chairpersons, to have champions to support the business in the frontline, as well as overall knowledgeable management.    
• Plan the utilisation of resources by balancing available resources against required outputs.    
• Monitor team to ensure the mental wellbeing of all members.    
• Manage team effectively and efficiently across the HR value chain including recruitment, performance management, retention of critical staff, succession planning and coaching and talent management.    

Essential Qualifications – NQF Level

• Professional Qualifications/Honour’s Degree

Minimum Experience Level

• 7 – 10 years Managing Professionals, Ability to train and upskill, Mitigate Risk, Labor Activities

Technical / Professional Knowledge

• Financial Acumen
• Statistical Analysis
• Written and verbal communication skills
• Proven negotiation and mediation skills
• Coaching and mentoring
• Succession Planning
• Analytical Skills
• Problem solving skills
• Competitive Intelligence

Behavioural Competencies

• Delegation and Empowerment
• Inspiring Others
• Strategic Planning
• Decision Making
• Aligning Performance for Success
• Building Talent
• Coaching
• Creating a Culture of Trust