IR Superintendent Central Region
Johannesburg, Gauteng, ZA
1d ago
source : Work-Force

An exciting opportunity has become available. Our client, a reputable mining company is looking for an experienced IR Superintendent to join their team.

Description Purpose of the job : To identify and develop relevant interventions which will assist the organisation to attain its objectives of a healthy conducive IR climate through good relationships with internal and external stakeholders.


  • Identify and assess level of issue based risk exposures in area of responsibility by considering exposures to business, financial, legal issues, people, equipment, material, environment, processes, etc.
  • Consider the level of risk, apply mitigation and implement control measures for residual risk (set objectives, minimum requirements, etc.)
  • Manage SHEQ compliance within the Section through effective use of the Toolbox
  • Utilise the Information Management System (IMS) to initiate, investigate and report SHEQ status

  • Compile and conduct IR / Labour Law / Disciplinary training
  • Provide support and guidance to IR Practitioners and HR Managers
  • Ensure an enabling climate / culture
  • Manage labour stability by minimising labour turnover
  • Labour complement in line with budget
  • Achieve HDSA / Female targets for the Section
  • Manage performance against set targets and competencies
  • Ensure IDP's are linked to performance results and implemented as per plan
  • Conduct career discussions and implement actions with all identified talent (quarterly)
  • Ensure discipline is maintained (absenteeism, lateness, overtime, misconduct, etc.)
  • Coach and counsel people to ensure improved performance levels
  • Conduct recruitment interviews
  • CUSTOMERS Customer Relations :

  • Maintain and improve relationships with key internal and external stakeholders
  • Measure customer satisfaction in terms of Corporate Communication and recommend corrective action
  • Attend to and resolve communication related issues by advising internal and external customers when required
  • BUSINESS PROCESSES HR Legislation, Policies and Procedure :

  • Comply with the relevant HR Legislation (Labour Relations Act, EE Act, Skills Development Act, etc.)
  • Provide information and advice regarding legislation that may affect employment issues.
  • Initiate and develop IR Policies, Procedures, Standards, Protocols, Work Instructions, etc.
  • Manage implementation of all policies and procedures and protocols consistently throughout the Group
  • Industrial Relations :

  • Monitor the IR climate and provide guidance to BU's in stabilising and improving the climate
  • Analyse IR trends and make suitable recommendations
  • Analyse complaints and reports relating to referred disputes and select appropriate resolution process
  • Advise the operations on IR issues
  • Track absenteeism and make recommendations
  • Monitor disputes
  • Conduct arbitration cases
  • Manage the Disciplinary an Grievance process
  • Ensure efficient and consistent application of IR / Disciplinary Policy
  • Conduct EE audits and monitor compliance
  • Negotiate within mandates
  • Facilitate relationship building between stakeholders and management
  • Chair Union meetings and Liaise with HR Managers; IR Practitioners and site Shop Stewards
  • Wage negotiations :

  • Assist with wage negotiation process
  • Advise during negotiations
  • Research information in preparation for wage negotiations
  • Revise agreements when required
  • Reporting

  • Compile and report IR statistics report
  • Coordinate Reports from Business Units and Submit to ER Manager

  • Manage Continuous Improvement through Operational Excellence

  • Control costs and budget in area of responsibility
  • Prepare and plan for Departmental Budgets

  • Microsoft Office
  • SAP - Maintenance of disciplinary recordkeeping
  • SAP - Running reports to obtain IR related information
  • Knowledge :

  • Understanding of HR Legislation
  • Demonstrate and apply an understanding of Basic Conditions of Employment Act (Act 75 of 1997)
  • Demonstrate and apply an understanding of the Labour Relations Act (Act 66 of 1995)
  • Demonstrate understanding of Dispute Resolution Legislation and Procedures
  • Company Policies and Procedures
  • Education Minimum qualifications :

  • Law Degree with specialisation in Labour Law
  • 6 years' Industrial Relations experience in similar environment, preferably 2 years' managerial experience
  • Experience in participating / contributing in wage negotiations
  • Representing the company at CCMA / MEIBC
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