Purpose of the Job: 

Reporting to the Senior Manager: Employee Relations, the successful incumbent is accountable for the management of prosecutions against employees who have committed misconduct or are incapacitated due to poor performance or ill-health.

Key Performance Areas

Corporate Initiation

• Ensure misconduct cases in formal disciplinary hearings are initiated.
• Ensure incapacity hearings are initiated.
• Guide the preservation of the integrity of documentation and/ or information to be used as evidence.
• Guide the preparation of disciplinary hearing plans for submission to senior management.
• Ensure available evidence is analysed and guide the development of misconduct charges for approval by senior management.
• Manage the consultation and management of witnesses for formal disciplinary hearings.
• Lead employer evidence and cross examine employee witnesses for escalated cases.
• Guide team in the draw-up and presentation of closing arguments and aggravating factors.
• Lead employer evidence at CCMA.

Misconduct Awareness

• Manage the identification of areas of misconduct.
• Guide line managers on the reporting of internal control breakdowns.

Policy Review and Implementation

• Contribute to the development and implementation of departmental policy, procedures and processes.
• Keep up to date with effective policy and practice execution strategies.

Reporting

• Prepare and submit Employee Relations  reports as and when required to provide progress updates and/or inform management decisions.
• Develop reports/ policies/ procedures and guide the process through the alignment of the documents to the overall RAF’s Strategy.
• Develop functional reporting systems, for management, projects or performance reporting.
• Prepare proposals, briefings, presentations, reports, and other documentation and provide management information both verbally and in report format.

Stakeholder Management

• Facilitate and manage communication with relevant internal and external stakeholders in relation to investments and proactively and progressively manage the relationships.
• Manage relationships with vendors, service providers or procurement teams and ensure that all relevant procured items are invoiced and paid on Time.
• Communicate with all levels of stakeholder contact.

People Management

• Ensure the sourcing, development and retention of a high-performance team.
• Manage staff in the department to ensure that they achieve their objectives in line with the strategic objectives of the RAF. Manage the implementation of human capital processes and procedures to control/regulate workplace conflict and/or institute corrective measures and consultation processes to address deviations from standards.
• Allocate, direct, motivate and evaluate subordinates to help them achieve their individual goals.

Qualifications and Experience

• Bachelor’s Degree/ Advanced Diploma in Employee Relations/ Labour Relations or Human Resource Management related qualification.
• Postgraduate in Employee Relations/ Labour Relations or Human Resource Management related qualification will be an added advantage.
• Relevant 6 – 8 years’ experience in an employee relation related environment of which 2 years must have been on a management/ supervisory level/ area of expertise.