Manager Employee and Industrial Relations

JOB TITLE: Manager Employee and Industrial Relations

REPORTS TO: Executive Manager Human Resources

DIRECT REPORTS

• Industrial Relations Officer
• Manager Health and Safety
• Clerical Officer 11
• Employee & Industrial Relations Assistant

DELEGATION & LIMITS OF AUTHORITY

Refer to Financial Limits of Authority, and relevant Corporate Policies, Procedures and Instructions.

JOB LEVEL

Senior Management Grade 8

STANDARD OF PERFORMANCE

Performance of the incumbent will be measured against:

• Key Performance Indicators set in relation to:

–             Organization’s Strategic Plan;

–             Business Unit’s Operational Plan; and,

–             Budgetary Controls

• Adherence to the Organization’s Corporate Policies, Procedures and Instructions.
  • Adherence to established professional standards, industry best practice and statutory requirements.

STRATEGIC RELATIONSHIPS

The incumbent will be required to establish and manage relationships with:

INTERNAL:   Executive and Senior Management, All other Staff, and Union Section

                      Committee

EXTERNAL:  Union Executive Members, Representatives of the Industrial Court, Representatives of  the Ministry of Labour, Representatives of the Registration, Recognition and Certification Board, Representatives of the Employers Consultative Association, Consultants (C.P.O) Office of the Chief Personnel Officer, Legal Counsel, and Organization’s Medical Practitioner

ORGANISATIONAL OBJECTIVES

The incumbent will be required to:

• facilitate productivity and industrial peace through the implementation of effective labour relations strategies reflected in the management of the terms and conditions of the Collective Agreement;
• advise and support management in the effective management of human resources in keeping with the industrial agreements and positive Industrial Relations practices; and
• develop and implement employee welfare interventions and facilitate the maintenance of a safe and healthy work environment.

PERFORMANCE REQUIREMENTS

The incumbent will be required to:

Employee and Industrial Relations Management

• manage grievance & disciplinary processes and preside over the resolution of disputes
  • chair monthly Non-Crises Meetings (attended by Union Representatives) to discuss, brainstorm and resolve or mitigate crises and address staff concerns
  • ensure adherence to the Health, Safety, Security and Environment Policies and Procedures of the Organization and related Legislation to maintain and promote good industrial relations
  • research, inform and compose proposals for the establishment or revision of Collective Agreements inclusive of costings for Bargaining Units' Terms and Conditions based on authoritative references, comparative analyses, organisational demands and industry norms
  • negotiate with the Recognised Majority Union toward the establishment of Memorandum of Agreements in accordance with guidelines established by the Board of Directors, and Minister where applicable.
  • administer and interpret the Collective Agreements for Bargaining Units A & B.
  • represent the Organization in conciliation at the Ministry of Labour and hearings at the Industrial Court as required.
    • develop, maintain and administer Industrial Relations and Health & Safety Policies, Procedures and Work Flows.
    • develop, implement and administer Employee Welfare Programs.

People Management

• manage the performance of immediate subordinates, providing advice on technical and administrative matters and providing training as required.
• monitor & evaluate performance of subordinate staff through implementation of Performance Management System, including the conduct the annual performance appraisals.
• ensure that Training Needs Reports are completed and approved Action Items are executed in order to equip staff with the necessary Knowledge, Skills, Abilities and Other Attributes required to achieve approved objectives;
• promote compliance with the Organization 's Corporate Policies, Procedures & Instructions related to: Human Resource Management, including Industrial Agreements; and, Health, Safety, Security and  the Environment, including relevant elements of the OSH Act.
• manage equipment, operating systems and supplies, information and physical amenities necessary for the efficient and effective conduct of the Department's business and the maintenance of a healthy and safe work environment.

Audit, Compliance & Risk

• assess recommendations arising out of the conduct of audits and system reviews, and implement approved action items where necessary.
• implement, monitor & evaluate relevant risk mitigation strategies contained in the Business Unit’s Operational Plan identified by the Executive Management Team
• co-operate with and provide assistance to Internal and External Auditors, and internal Compliance and Risk Managers with regard to access to, or provision of information, records and responses required for preparation of financial statements as well as audit and risk reports.

Strategic Support

• provide advice to Executive, Senior and Middle Management on Industrial Relations matters.
• visit Service Centres and departments in order to provide guidance and advice;
  • participate in the development  and review of the Human Resources Operational Plan,  Organisational Structure, Performance Management System, Compensation System, Job & Position Descriptions and Performance Standards.
  • contribute to the efficiency and improvement in operations of the Business Unit through active participation in meetings, the development and management of internal operational procedures and implementation of agreed approaches to organisational issues.
  • participate in the management decision-making process as a member of the Organization’s Senior Management Team.
  • represent the Human Resources Unit on Internal and External Committees as directed by the Executive Manager Human Resources or Chief Operating Officer Corporate Services, and co-ordinate the Unit’s efforts in meeting the approved objectives of the particular committee.
  • perform other related duties as requested.

EDUCATIONAL REQUIREMENT

• REQUIRED: Masters’ Degree (preferably in the Social Sciences, Management or Business Administration).
• REQUIRED: Advanced Certificate or Diploma in Industrial Relations from a recognised Educational Intuition
• DESIRED:Certification from a Recognized HR Body

EXPERIENTIAL REQUIREMENT

• A minimum of five (5) years’ progressive Human Resource Management experience involving collective bargaining, grievance handling, discipline and interaction with Trade Unions, Ministry of Labour, Industrial Court and Registration, Recognition and Certification Board
• A minimum of five (3) years’ managerial experience
• Any equivalent combination of qualifications and experience

AREAS OF SPECIALIST KNOWLEDGE

·       Legal Method

Understanding, analysing and applying legal rules and principles.

·       HR Management

Understanding of principles and procedures required for effective management of an organization's human resources. Includes recruitment, selection, training and orientation, compensation, labour relations and HR information systems.

·       Sociology

Knowledge of human social behaviour, especially the study of the origins, organization, institutions, and development of human society.

·       Human Resources

Knowledge of the field of human resources, specifically regarding personnel recruitment and selection, training, compensation and benefits, labour relations and negotiation.

·       Business Administration

Knowledge of how to manage all or part of an organization by developing strategies, planning, allocating resources (human, financial, material, intellectual or intangible), controlling procedures and evaluating outcomes.

SKILLS

·       Auditing and Control of Procedures

Extent to which one is able to keep track of how well employees are following procedures.

·       Training

Extent to which one is able to effectively and efficiently transfer knowledge to others.

·       Interviewing

Skills related to asking pointed and structured questions that are intended to help gather important information.

·       Planning

Extent to which one is able to take into account organizational goals in order to develop a step-by-step plan for how to proceed.

·       Planning Events

Extent to which one is able to make arrangements, foresee potential problems and come up with alternate plans, as well as ensure the actual event goes as anticipated.

ABILITIES

·       Critical Thinking

Ability to use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.

·       Negotiating