Labour Relations Manager jobs in Gauteng

Company Description: The Clinix Health Group (CHG) assists communities to live longer, healthier lives through the provision of quality and affordable healthcare. The group provides integrated world-class healthcare systems both internally and externally to the broader ecosystem as a trusted local citizen.

Job Title : Group Employee Relations Specialist

Location : Clinix Health Group Head Office

Reports to : Chief People Officer

JOB SUMMARY

To promote and maintain a fair, compliant, and productive workplace by managing employee relations, ensuring adherence to labour legislation and company policies, and facilitating effective communication between employees, unions, and management. The incumbent will manage grievance, disciplinary and dispute resolution processes, provide expert employment relations guidance, and foster positive union and stakeholder relationships aligned to Clinix Health Group's strategic objectives.

REQUIREMENTS

Minimum Qualifications

• Degree in Human Resources Management, Industrial Relations, or Labour Law.
• Business-related degree will be advantageous.

Minimum Experience

• 7-10 years' experience in Employee Relations, Human Resources, or a related field.
• Experience working with labour unions, employee representatives, and various stakeholder groups.
• Extensive experience in collective bargaining and union relations.

Key Competencies

• Sound knowledge of labour legislation, policies, procedures, and employment relations practices.
• Computer literacy.
• Conflict management and dispute resolution skills.
• Policy development capability.
• Leadership and stakeholder management skills.
• Negotiation and influencing ability.
• Strong communication and relationship-building skills.
• Problem-solving and organisational awareness.

DELIVERABLES

Manage Collective Bargaining and Union Relations

• Develop and implement collective bargaining strategies aligned to CHG objectives.
• Lead negotiations with trade unions and secure fair, sustainable agreements.
• Build and maintain productive relationships with unions through effective engagement and communication.
• Ensure compliance with legal and procedural requirements relating to collective bargaining and union relations.
• Provide expert guidance on labour agreements and union-related matters.
• Support and equip managers and HR teams to effectively operate within unionised environments.
• Standardise employment relations practices across all CHG facilities.

Drive Dispute Resolution and Employment Relations Processes

• Facilitate cooperative relationships between management and employees.
• Develop and implement disciplinary, grievance, and workplace conduct processes.
• Mediate and resolve workplace conflicts effectively.
• Address grievances proactively before escalation.
• Manage disputes to minimise operational disruption and productivity losses.
• Represent CHG at the CCMA and Labour Court where required.
• Educate management and employees on labour law compliance and workplace rights.

Ensure Compliance with Labour Legislation

• Ensure compliance with the Labour Relations Act (LRA), Basic Conditions of Employment Act (BCEA), Employment Equity Act (EEA), Occupational Health and Safety Act (OHSA), and other relevant legislation.
• Ensure disciplinary actions and dismissals are managed fairly, consistently, and legally.
• Monitor labour market developments and legislative changes and advise the organisation accordingly.

Build and Maintain Strategic Stakeholder Relationships

• Manage relationships with internal and external stakeholders, including unions, government bodies, and labour advisors.
• Collaborate with HR, management, and operational teams to align employment relations strategies with business objectives.
• Provide training to employees and line managers on Employee Relation processes
• Serve as a liaison between employees, unions, and management to support business priorities.
• Balance organisational and employee interests while responding to evolving business needs.

Reporting, Governance and Risk Management

• Establish and maintain employment relations reporting standards and best practices.
• Research, analyse, and present employment relations insights to support decision-making.
• Ensure accurate, complete, and timely reporting.
• Drive compliance with organisational policies, procedures, and governance requirements.
• Monitor employment relations risks and implement appropriate mitigation measures.
• Manage and mitigate labour-related costs arising from grievance, disciplinary, dispute resolution, CCMA, and Labour Court processes.
• Support audits and governance activities related to employment relations.