The ER Litigation & Compliance Manager will be responsible for implementing the Group Employee Relations (ER) strategy, ensuring legal compliance, managing labour relations risk, and providing operational ER support to the Human Resources function within a mining environment. The role also includes representing the company in litigation matters and fostering constructive stakeholder and union relationships.

Employee Relations Management

• Implement and drive the Group ER strategy across operations.
• Develop, review, and update ER policies and procedures in line with legislative requirements and best practice.
• Provide operational ER support to the Senior Manager: Human Resources on day-to-day ER matters.
• Manage strikes, lockouts, and other industrial action processes.
• Represent the company at the CCMA and other external dispute resolution forums.
• Draft formal ER communications, notices, and departmental correspondence.
• Prepare weekly and monthly ER reports and trend analyses.
• Manage subcontractor/business partner ER-related matters.
• Participate in key stakeholder forums including Employment Equity, Skills Development, Health & Safety, and Future Forums.
• Chair incapacity consultative committees and union-management meetings.

Compliance Management

• Ensure continuous compliance with South African labour legislation, mining regulations, and applicable industry standards.
• Monitor and communicate relevant case law and labour law developments to management to support proactive ER management.
• Drive compliance risk mitigation across all ER processes and practices.

Financial Management

• Analyse departmental data to identify trends and determine annual budget requirements.
• Monitor and manage departmental budgets to ensure effective cost control and efficient resource utilisation.
• Track expenditure against budget allocations and recommend reallocations where necessary.
• Ensure compliance with financial, SCM, and organisational policies to minimise financial risk.
• Manage incapacity-related settlements, including ill-health, injury, and poor performance cases in line with the LRA and fair process requirements.

People Management

• Foster a compliant, productive, and high-performance work environment through effective application of HR policies and procedures.
• Lead and develop the ER team in line with organisational leadership principles and values.
• Partner with HR and management to ensure consistent and fair performance management practices.
• Identify ER training needs and collaborate with L&D to deliver targeted interventions.
• Promote diversity, inclusion, and a positive workplace culture.
• Upskill the ER team to effectively represent the organisation at the CCMA and related forums.

Stakeholder Relations

• Manage relationships with recognised trade unions (e.g., NUM, AMCU) and other key stakeholders.
• Build and maintain strong internal and external stakeholder relationships to ensure effective communication and alignment.
• Facilitate constructive engagement between management, unions, and employees to support stable labour relations.