Purpose

• To provide thought leadership in relation to the development and implementation of the company’s transformation strategy in order to create a diverse, capable workforce and achieve the company’s BBBEE transformation goals and enhance business success.
• To support the development of an ER strategy that ensures a sound labour relations environment and enable an environment of high engagement and proactive management of Employee Relations that drive an environment of corrective action and accountability.

Requirements

• Postgraduate degree (Legal, Human Resources, Industrial relations, Labour Relations)
• At least 7-10 years’ HR experience, with focus on Transformation and Employee Relations strategies
• Working knowledge of Employee Relations application (design and development methodologies and principles)
• Working knowledge of HC Transformation application (design and development methodologies and principles)
• Working knowledge of Transformation and ER performance and risk mitigation strategies
• Knowledge of relevant legislation impacting the HC function
• Knowledge of talent management strategies

Skills & Competencies

• Managing in a diverse environment
• Building Culture that entrenches company values
• Strategic business partnering
• Managing and mitigating risk
• Strong analytical skills/ measures and analytics capability
• Communication skills (Verbal and Written)
• Project Management skills
• Negotiation skills
• Presentation skills
• Budget management and cost control skills
• Holding difficult conversations
• Report writing skills
• Working knowledge of budget forecasting & cost control (Finance for HC)
• Computer skills (MS Office with Advanced Excel & PowerPoint)
• MS Teams

Responsibilities

People Transformation Strategy Implementation (Diversity and Inclusion)

• To drive the implementation of the Transformation strategy and all related projects for the company, providing guidance on all initiatives relating to Transformation:
  • Engage business to understand the People Transformation requirements, challenges and gaps
  • Drive the implementation of the transformation strategy and all related projects for the company
  • Provide guidance and direction on all initiatives relating to transformation
  • Identify continuous improvement and sustainability of transformation and diversity practices.
  • Ensure compilation and timeous submission of relevant reports
  • Ensure that all compliance related issues within the businesses are pro-actively managed.

Implementation of Employee Relations Policy and Reporting

• To drive the implementation of IDC Employee Relations (ER) policy across the company and provide guidance on all initiatives relating to ER processes:
  • Oversee management of a sound organisation-wide employee relations platform
  • Conduct research to implement best ER practices
  • Oversee and advise management and employees on ER processes
  • Update the IDC’s ER Policies and procedures to ensure alignment with statutory and legislative changes
  • Facilitate regular ER climate surveys to ensure proactive management of the ER function
  • Ensure effective and efficient implementation of all internal ER processes
  • Ensure effective and efficient management of external dispute resolution processes
  • Compile monthly ER reports

Stakeholder Management

• To establish and maintain effective relations, engage, consult and involve stakeholders (IDC Leadership, forums, committees, relevant external parties) in all delivery elements of the Transformation and ER imperatives to ensure achievement of goals and objectives as well as consistency and uniformity in the execution of their roles and responsibilities:
• Engage, consult and involve Leadership in all delivery elements of the Transformation and ER imperatives to ensure achievement of goals and objectives
• Oversee all activities of stakeholders (forums, committees, etc.) driving the implementation of the Transformation and ER Strategy and ensure consistency and uniformity in the execution of their roles and responsibilities
• Develop and conduct presentations to the IDC’s Leadership and staff on all initiatives relating to Transformation and ER Management
• Build and maintain sound relationships with relevant external parties
• Liaise with key stakeholders (viz. Department of Employment and Labour; IDC Legal Panel, CCMA, Labour Court) and other statutory and non-statutory bodies on behalf of the IDC
• To engage and appoint relevant Legal Firm from the approved Legal Panel for ER matters

EE Target Setting, Management and Reporting

• To effectively manage and monitor Employment Equity (EE) targets and reporting processes. (Includes statistical status and reports for the EE forum, Exco and Board):
  • In consultation with IDC Leadership, set, get approval and submit the corporate EE plan
  • Support and guide the cascading of EE targets to the SBUs/Units
  • Develop measurement tools to enable required change of behaviour within the business
  • Monitor and report on the implementation of the EE plan
  • Agree and monitor implementation of appropriate affirmative actions (includes risk mitigants) in consultation with IDC Leadership
  • Compile quarterly EE reports

Good Governance

• Compile and ensure adherence to Systems and Procedures (S&P) document
• Ensure IDC adheres to ER and EE policies and Transformation strategy

Financial Management

• Provide input into budgeting process
• Monitor and maintain costs within agreed budget
• Verify invoices against service rendered

Additional Information

• IDC is committed to equality, employment equity and diversity.
• In accordance with the employment equity plan of the IDC and its employment equity goals and targets, preference may be given, but not limited to candidates from underrepresented designated groups.

Ref No

• IDC00773