LABOUR RELATIONS PARTNER

Contact person for this position:

Rayleen Lentz

rayleen@joblinkplacement.co.za

Website: www.joblinkplacement.co.za

PURPOSE OF THE ROLE:

The Labour Relations Partner is responsible for managing and enabling sound, fair, and consistent labour relations practices across the business. The role partners closely with leaders, People Operations, and trade unions to proactively manage employee relations risks, ensure compliance with South African labour legislation, and support a positive, respectful, high-performance work environment.

This role acts as a trusted advisor to leadership on all IR matters while maintaining strong governance, procedural fairness, and constructive stakeholder relationships.

KEY RESPONSIBILITIES:

Disciplinary & Grievance Management

• Manage the full disciplinary lifecycle, including investigations, drafting charge sheets, chairing (when required) and supporting disciplinary hearings, determining appropriate sanctions, and advising on outcomes to ensure business consistency.
• Ensure procedural and substantive fairness in all disciplinary actions in line with legislation, case law, and internal policies.
• Handle employee grievances, providing guidance on fair process, conflict resolution, and consistent application of IR principles.
• Support early intervention and informal resolution were appropriate to limit escalation of disputes.

CCMA & External Dispute Resolution

• Represent the organisation at CCMA and relevant bargaining councils for conciliations and arbitrations.
• Prepare cases thoroughly, including evidence packs, witness preparation, legal arguments, and strategy.
• Present cases effectively and professionally, safeguarding the organisation’s interests and reputation.
• Track outcomes, award compliance, and lessons learnt to strengthen future IR practices.
• Provide guidance and assistance to People Operations partners in terms of the above should they be designated to oversee the CCMA cases.

Trade Union & Collective Bargaining and Workers Forum Engagements

• Maintain constructive and professional relationships with recognised trade unions and employee representatives.
• Support and participate in collective bargaining processes, consultations, worker forums and assist the Legal Operations Manager with negotiations as needed.
• Manage union engagements, shop steward interactions, and workplace forums in line with recognition agreements.
• Proactively address potential labour risks and tensions to promote stable labour relations.

IR Advisory & Business Partnering

• Provide practical, commercially sound IR advice to People Operations Partners and Line Leaders on labour law, discipline, grievances, incapacity, misconduct, poor performance, and workplace conflict.
• Guide leaders through complex or sensitive employee relations matters with empathy, consistency, and risk awareness.
• Advise on fair performance management and corrective processes aligned with company standards and values.

Training & Capability Building

• Train and coach all Line Leaders, Supervisors and People Operations Partners on labour relations policies, disciplinary procedures, grievance handling, and fair people management practices.
• Build IR competence within leadership to ensure consistent and confident handling of employee matters at operational level.
• Develop and update IR toolkits, guides, and templates for Line Leaders and People Operations Partners.

Legislative Compliance & Governance

• Ensure ongoing compliance with South African labour legislation, including the LRA, BCEA, EEA, SDA, and relevant Codes of Good Practice.
• Monitor changes in labour law and case law and translate these into practical guidance for the business.
• Ensure internal IR policies, procedures, and practices are up to date and fit for purpose.

Organisational Change & Restructuring Support

• Support organisational change initiatives including restructures, retrenchments (Section 189/189A), operational changes, and consultations.
• Prepare consultation documentation, facilitate consultation processes, and ensure legal compliance and fairness.
• Partner with leadership and People Ops to manage employee impact professionally and ethically.

Reporting & Case Management

• Maintain accurate and confidential IR case files and documentation.
• Prepare monthly IR reports and dashboards, tracking trends such as disciplinaries, grievances, disputes, CCMA outcomes, and labour risk indicators.
• Use insights to recommend proactive interventions and continuous improvement in IR practices.

KEY SUCCESS METRICS (KPI’S):

• Reduction in CCMA referrals and adverse awards.
• Quality and consistency of disciplinary and grievance outcomes.
• Compliance with IR processes, legislation, and timelines.
• Line Leader capability and confidence in handling IR matters.
• Constructive union relationships and stable labour environment.

SKILLS & COMPETENCIES REQUIRED:

• Exceptional relationship-building and interpersonal skills, aligned to the Company values.
• Friendly, helpful, confident, humble, and team-oriented with strong emotional intelligence.
• Ability to operate in a competitive, high-pressure, dynamic retail environment.
• Strong communication skills (written and verbal) with the ability to influence and build trust.
• High accuracy, attention to detail, and strong administrative capability.
• Demonstrates integrity, ownership, resilience, and a willingness to go the extra mile.

QUALIFICATIONS & EXPERIENCE:

• Relevant qualification in Labour Relations (LLB degree will be advantage).
• Minimum 3-5 years’ experience in labour relations/employee relations.
• Proven experience representing organisations at CCMA and/or bargaining councils.
• Experience working in unionised environments and supporting collective bargaining.
• Exposure to organisational change and restructuring processes.

Salary – Market related