Employee Relations Advisory and Service Delivery:

• Provide expert advice and guidance to line managers and HRBPs on all employee relations matters, ensuring consistent application of labour legislation and company policies.
• Manage and oversee the full lifecycle of disciplinary processes, including investigations, hearings, outcomes, and appeals.
• Support and prepare line managers and HRBPs for disciplinary enquiries by providing coaching, documentation guidance, and procedural expertise.
• Ensure all ER cases are handled fairly, consistently, and in accordance with procedural and substantive fairness requirements.
• Monitor and track ER cases to identify trends, risks, and areas for intervention.
• Provide recommendations to mitigate ER risks and improve organisational practices.
• Manage and coordinate CCMA referrals, including drafting responses, preparing documentation bundles, and ensuring adherence to statutory timelines.
• Represent the organisation at CCMA proceedings where required or support internal stakeholders and external legal representatives.
• Provide support in Labour Court matters by coordinating documentation, evidence, and case preparation.
• Liaise effectively with external legal service providers while progressively reducing organisational reliance on outsourced legal support.
• Analyse dispute outcomes to identify root causes and implement preventative measures.
• Ensure compliance with all dispute resolution processes and legal requirements

      Policy Development and Governance:

§  Review, interpret, and update employee relations policies to ensure alignment with current labour legislation and organisational best practices.

§  Drive the implementation of improved ER policies, processes, and frameworks across the business.

§  Ensure strong governance, compliance, and risk management practices are embedded within all ER activities.

§  Conduct audits and reviews of ER practices to ensure adherence to internal standards and regulatory requirements.

§  Provide expert input into organisational change initiatives from an ER perspective.

§  Promote ethical conduct and fair labour practices across the organisation. 

Employment Relations Capability Building:

• Build ER capability within the organisation by training and coaching line managers on disciplinary processes, labour law, and best practices.
• Initiate relevant ER knowledge sharing and education sessions with key stakeholders to ensure sound understanding of ER solutions provided
• Develop and deliver training programmes on employee relations topics to improve management effectiveness and reduce risk.
• Establish strong working relationships with HRBPs, line managers, and key stakeholders to enable effective ER support.
• Engage with unions (where applicable) and manage union-related matters constructively and professionally.
• Act as a trusted advisor to management by providing balanced, well-reasoned, and legally sound recommendations.
• Facilitate communication and collaboration between stakeholders to ensure effective resolution of ER matters.

     Stakeholder Engagement:

• Engage continuously with relevant stakeholders to ensure that the ER services delivered meet the agreed upon service level standards.
• Schedule regular interactions with relevant business stakeholders to stay in touch with business requirements and strategic objectives.
• Responsible for managing department level relationships directly to ensure mutually beneficial working partnerships across the Tracker business.
• Provide for the creation and maintenance of mutually beneficial relationships with all relevant external stakeholders by ensuring that all partner obligations are met, and expectations exceeded.
• Responsible for implementing and maintaining relevant processes to measure customer satisfaction with all ER services provided and ensure improvements are implemented where needed within the business function being served.
• Responsible for the provision of quality recruitment insights that support and enable business to solve relevant problems effectively.
• Deliver a strong business partnering approach within the Human Capital team that fosters the ability to understand business and play the role of trusted advisor on all ER matters.
• Act as liaison between Tracker and relevant expert service providers where engaged.

     Compliance and Risk Management:

§  Engage proactively with the business function on any legislative or compliance changes from an ER perspective that may have an impact on the successful delivery of Tracker’s strategic objectives.

§  Guide and aid business in ensuring strict compliance with all required HC and ER legislation, policies, procedures and best practices.

§  Responsible for the maintenance of all ER value chain transactions on the relevant HC system.

§  Ensure continuous data integrity and accuracy when capturing or reporting on any ER related information that exists on the HC system.

§  Assist in identifying and adhering to fraud controls, risk prevention principles, sound governance and compliance processes, and tools to identify and manage risks for the Tracker business.

§  Support and provide evidence to all internal and external audit and regulatory requirements where necessary.

• Maintain and enforce all related Service Level Agreements to minimise business risk and ensure business continuity.