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Employee Relations Coordination
- Coordinate employee relations matter across assigned operational and support departments.
- Serve as the first point of contact for employee relations inquiries and concerns.
- Support managers and supervisors in addressing workplace conduct and performance issues.
- Ensure consistent application of company policies, procedures, and standards.
- Provide guidance on employee relations best practices.
Grievance and Dispute Management
- Coordinate the employee grievance process from receipt to closure.
- Maintain accurate records of grievances, investigations, findings, and resolutions.
- Facilitate discussions and mediation between employees and management when required.
- Monitor grievance trends and recommend corrective actions.
Disciplinary Process Administration
- Coordinate disciplinary investigations and hearings in accordance with company policies.
- Prepare employee relations documentation, including notices, hearing packs, letters, and reports.
- Ensure disciplinary actions are applied fairly, consistently, and in compliance with labor legislation.
- Track disciplinary cases and maintain confidential records
Policy Compliance and Governance
- Promote understanding and compliance with company policies, codes of conduct, and workplace standards.
- Support policy communication, awareness campaigns, and training initiatives.
- Monitor compliance risks and escalate concerns to HR management.
- Participate in policy reviews and recommend improvements where necessary
Employee Engagement and Workplace Climate
- Support employee engagement initiatives and workplace culture programs.
- Assist in conducting employee surveys and feedback mechanisms.
- Participate in initiatives aimed at improving morale, productivity, and employee satisfaction.
- Coordinate employee communication activities when required.
Investigations and Case Management
- Assist with employee misconduct investigations and fact-finding activities.
- Gather, analyse, and maintain relevant evidence and documentation.
- Prepare investigation reports and recommendations for review.
- Ensure confidentiality and procedural fairness throughout investigations.
Industrial Relations Support
- Support engagement with employee representatives and relevant stakeholders.
- Assist in the preparation of reports, presentations, and documentation related to industrial relations matters.
- Monitor potential labor relations issues and recommend preventative measures.
Reporting and Administration
- Maintain employee relations databases, trackers, and files.
- Prepare monthly and quarterly employee relations reports.
- Analyse trends relating to grievances, disciplinary cases, absenteeism, and workplace conflicts.
- Support HR audits and compliance reviews.
Qualifications / Experience / Technical Knowledge
Education
- Bachelor’s degree in human resources management, Industrial Relations, Business Administration, Law, Social Sciences, or a related field.
Experience
- Minimum 3-5 years of experience in Human Resources, Employee Relations, Industrial Relations, or a related field.
- Experience handling employee grievances, disciplinary matters, and workplace investigations.
- Experience within a mining, industrial, manufacturing, or large operational environment is advantageous.
Core Competencies / Skills
- Employee Relations Management
- Grievance Handling and Resolution
- Disciplinary Process Administration
- Workplace Investigations
- Labor Law and Employment Practices Knowledge
- Conflict Resolution and Mediation
- HR Policies and Procedures
- Report Writing and Documentation
- Records Management
- Microsoft Office Suite
Personal Qualities / Behavioral Traits
- Integrity and Professionalism
- Confidentiality and Discretion
- Strong Interpersonal Skills
- Effective Communication
- Negotiation and Influencing Skills
- Problem Solving and Decision Making
- Emotional Intelligence
- Attention to Detail
Working Conditions
- Office-based role with periodic travel to operational sites.
- Regular interaction with employees, supervisors, and management.
- May be required to participate in investigations, hearings, and employee consultations outside normal working hours when business needs require.
- Exposure to sensitive and confidential employee information requiring a high level of discretion
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