Kempton Park, Gauteng
Full-time
Closing Date: 22 July 2026
Full job description
Job Purpose
The Specialist, Employee Relations, is responsible for assisting the Company in utilizing best practices when addressing employee relations issues, and for identifying and working to correct issues affecting the workplace and provide support during workplace investigations, grievance and disciplinary procedures. Develop and deliver various trainings to increase the supervisory competency and employee engagement. The Specialist will additionally interpret and provide guidance to the Company and its employees in terms of the LRA, BCEA, SDA, EEA, Code of good practices, SAAT employment policies and procedures including Collective agreements.
Principal Accountabilities
To manage all disciplinary and grievance hearings including all labour related disputes in order to ensure effective dispute resolution:
Monitor and ensure speedy resolution of grievance and disciplinary hearings, workplace investigations and suspensions;
Represent the company at the CCMA in conciliations and arbitrations and/or any other relevant forum that deals with labour related disputes;
Brief/instruct attorneys in respect of CCMA or Labour Court processes on behalf of the company, as required;
Resolve all labour disputes at the lowest possible level;
Research and monitor legislation and case law in the field of labour relations; and
Assist in the resolution of interest disputes as well as give direction and support during strikes.
To provide an advisory service to manager in order to coach and guide them in
ER matters
Assist managers in compiling charges for and Disciplinary Hearings;
Coach and guide Line Managers to present Disciplinary hearings, Grievances and Disputes;
Identify needs of managers, i.e. training needs, knowledge of collective agreements and bargaining agreements; and
Provide training on basic Labour Law, Co Policies and Procedures in line with best practice;
Consult and advise HR business partners on all ER issues e.g. disciplinary, grievance, incapacity and operational requirements processes;
Create awareness and educate line management and other stakeholders in the application of policies and procedures in line with business objectives and on relevant labour legislation; and
Facilitate/assist with conflict resolution.
To assist the employee relations manager with regards to administration for the ER department in order to ensure orderly collective bargaining, accurate and efficient arrangements and recordkeeping are maintained
Compile reports and update case records in conjunction with the ER Administrator;
Ensure collective bargaining and/or consultation with unions on behalf of the company;
Assist in the preparation for labour and management consultation meetings and collective bargaining;
Attend and/or facilitate in meetings between line management and labour;
Develop and align HR policies and procedures to support the HR plan;
Monitor compliance with labour legislation and align employment policies, practices and procedures with legislation;
Ensure sound labour relations between the company and trade unions; and
Draft collective agreements.
To keep abreast of all relevant legislation and regulations in order to maintain a current working knowledge
Keep abreast of Labour legislation, best employment Practices e.g. Policies and Procedures;
Identify ER Training needs and trends for HR and line management and develop and present training programs;
Update all relevant Policies and Procedures in the Company and do research on employment and case law;
Advise and keep management abreast of all Labour Legislation updates as well best employment practises;
Adhere to all Collective Bargaining Council agreements, and all policies and legislation;
Research legislation or practice as needed to support negotiations and cases, especially previous case precedents; and
Monitor adherence to policy and legislation and escalate problems.
Risk detention mitigation:
Apply employee and labour relations expertise to successfully identify trends and challenges, predict and mitigate risk, and develop and execute solution-focused strategies and programs.
To measure and monitor the ER needs within SAAT in order to offer support where required
Identify ER training needs for Line and HR Management and identify relevant training programs to meet the needs;
Align and monitor Employment Equity Plans;
Monitor support and guide Team Leaders and Managers during Picketing and strike actions;
Monitor all Union representative appointments to ensure that a free and fair process has taken place;
Train line managers on labour relations legislations, policies and procedures; Give advice and professional guidance and liaise with all levels of management, employees and unions; and ensure the Company complies with all relevant labour laws.
Qualifications & Experience
Diploma or Degree in Labour Law/Industrial Relations/Labour Relations or equivalent – Essential
LLB or Labour Dispute Resolution Practice – Advantageous
Drivers Licence with own vehicle – Essential
Employee Relations experience – 5+ years – Essential
Understanding of CCMA case management – 3+ years – Essential
Understanding of Human Resources – 3+ years Essential
ER Experience in aviation industry – 2+ years – Advantageous
Knowledge and Skills
Knowledge of labour/employment legislation acts – advanced
Human resources policies, practice and procedures – advanced
Employment Equity Strategy Development – advanced
Labour Relations Act – advanced
Basic Conditions of Employment Act – advanced
Health and Safety Act – advanced
Skills Development Act – advanced
CCMA rules of conduct – advanced
Employment equity act and related regulations – advanced
BBBEE regulations and related information – intermediate
Constitution – advanced
Negotiation skills – advanced
Conflict management – advanced
Planning and organising – advanced
Interpersonal skills – advanced
Dispute resolution – advanced
Facilitation and Training Skills – advanced
Technical skills – advanced
Report writing – advanced
Research skills – advanced
Attributes
Analytical Thinking
Conceptual Thinking
Information Seeking
Achievement Orientation
Initiative
Organisational Awareness
Impact and Influence
Teamwork and Cooperation
Customer Service Orientation
Integrity
Ethical
Research
Emotionally Intelligent
Reporting
Brand image of SAAT
Adhere to SAAT Policies and Procedures
Stakeholder Relationships
Flexibility and Adaptability
Drives Results
Maintain a high degree of confidentiality
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