Job offer: Director Employee Relations

MINISTRY : PUBLIC SERVICE

JOB TITLE : DIRECTOR EMPLOYEE RELATIONS

GRADE : J
RESPONSIBLE TO : PRINCIPAL SECRETARY

NUMBER OF POSITIONS : 1

JOB SUMMARY

The Director Employee Relations is responsible for development and revision of employee relations policies, strategies and procedures; promotion of sound labour relations within the public service; prevention of conflicts and facilitates the resolution of grievance between employees and management; coordination of dispute resolution processes and coordination of prevention of sexual exploitation, abuse and harassment within the public service.

MAIN DUTIES

DEVELOPMENT AND REVISION OF EMPLOYEE RELATIONS POLICIES, STRATEGIES AND PROCEDURES

• Develops new labour relations policies including the manuals and guidelines in consultation with the representatives of Public Service Workers’ Organisations to give effect to the National Labour Laws and ratified International Labour Standards.
• Identify requirement for revision of existing policies by analysing the new labour relations trends and outcome of collective agreements.
• Engages with appropriate internal or external stakeholders, consultants and advisors, to gain specific legal or best practice advice on policy revision and cross market issues.
• Analyses information obtained and prepares a written draft of both new and revised policies by harmonizing policy with collective agreements.
• Conduct validation workshops with various stakeholders in the public service and externally.
• Finalises the draft by incorporating the stakeholders’ comments and submit for consideration and approval.

• PROMOTION OF SOUND LABOUR RELATIONS WITHIN THE PUBLIC SERVICE

• Educates Management and Human Resources Officers and Worker Representatives through training on various Employee Relations policies, procedures and the application of the collective agreement in order to insure consistent application.
• Facilitates and participates in employee relations training programs, workshops, and meetings to promote understanding and awareness of good practice in employee relation policies, procedures and application of the collective agreements, and new developments locally and internationally.
• Creates platform for continued social dialogue, and workplace forum and collective bargaining to address workplace issues, and ensure compliance with labour laws.

PREVENTION OF CONFLICTS AND FACILITATION OF THE RESOLUTION OF GRIEVANCES BETWEEN EMPLOYEES AND MANAGEMENT

• Acts as a primary point of contact for employee grievances, complaints, and concerns, ensuring they are resolved promptly and in line with policies and employment laws.

• Conducts thorough investigations and internal complaints, ensuring fairness, impartiality and prescribes appropriate remedy to dissolve the complaints or concerns.
• Liaises with legal department in responding to employee complaints.
• Proactively identifies potential employee relations conflicts and develop strategies to prevent or mitigate them.
• Recommends regular platform for social dialogue to address workplace issues.

• COORDINATION OF DIPUTES RESOLUTION PROCESS

• Represents the Ministry in conciliation and arbitration.
• Advises Management on negotiations strategies to influence outcome.
• Provides expert interpretation of collective agreement in line with employment laws.
• Facilitates implementation of settlement agreements and arbitration awards that include financials, reinstatements or withdrawal of cases.

• COORDINATION OF PREVENTION OF SEXUAL EXPLOITATION, ABUSE AND HARASSMENT WITHIN THE PUBLIC SERVICE.

• Builds collaborative relationship with all internal and external stakeholders to enhance planning and implementation of strategic initiatives.
• Ensures compliance with the various regulatory documents, GBV policy and applicable legislation.
• Ensures that all sexual exploitation, abuse and harassment cases are investigated and ensure compliance with the applicable legislation.
  • Manages stakeholders and stakeholders’ relations with reference to GBV.

JOB SPECIFICATION

Master’s IN Industrial and Labour Relations/Labour Law/Labour Relations/ Human Resources Management or the related field plus three years’     experience     in    managing     employer-employee      relations         at Managerial level.

OR

Postgraduate Diploma m Industrial and Labour Relations/Labour Law/ Labour Relations/ Human Resources Management or the related field plus five (5) years’ experience in managing employer-employee relations at Managerial level.

OR

BA m Industrial and Labour Relations/Labour Law/Labour Relations/Human Resources Management or the related field plus seven (7)   years’ experience in managing employer-employee relations at Managerial level.

Passing Competency Assessment Test is a requirement

OTHER NECESSARY SKILLS/COMPETENCIES

Knowledge or appreciation of International Labour Organisations Conventions (Core/Fundamental, Governance & Technical) applicable to the Public Service of Lesotho.

Knowledge of Labour laws governing the Public Service.

Excellent interpersonal and communication skills, with the ability to effectively interact with employees at all levels of the organization.

Demonstrated experience in conflict resolution and mediation.

Problem-solving and decision-making skills.

Strong organizational and time-management abilities, with the capacity to handle multiple priorities and meet deadlines.

Ability to maintain confidentiality and handle sensitive employee information discreetly and professionally.

Proven ability to build and maintain positive working relationships with individuals at all levels of the organization.

Excellent analytical and critical-thinking skills, with the ability to assess situations objectively and provide effective solutions.

OTHER NECESSARY SKILLS

• RESPONSIBILITY
• For work of others: The incumbent is fully responsible for the activities of Managers
  • For Property: Has direct responsibility for ensuring safekeeping of equipment and official documents under his/her charge

• COMPLEXITY
  • Authority for decision making: The incumbent is the overall decision maker in the Department. He/she makes decisions within well-defined policy and operational guidelines. The incumbent can make decisions with implications for policy change

• Problem solving: The incumbent is the overall problem solver in the Department. The incumbent is expected to deal with related issues (safety issues)

• Supervision received: Expected to generally work independently and report to the Principal Secretary.

• Dexterity: This is a managerial position in which dexterity is considered average.

• CONTACTS

The incumbent is always in contact with senior managers from other ministries, trade unions and development partners usually representing the Ministry and sometimes to commit the Ministry, Diplomacy and courtesy are essential.

• EFFORT
• Mental effort: Requires careful consideration of all matters put before him/her, a lot of creativity (thinking out of the box is required)

Physical effort: The incumbent is not expected to lift or push heavy things.

• Emotional effort: This job requires patience, understanding and tolerance

• WORKING CONDITIONS
  • Minimal exposure to unpleasant conditions.

Applications on relevant forms of G.P 104 for serving officers and GP 103 for job seekers duly accompanied by certified copies of educational certificates, transcripts, ID., C.V’s & Council on Higher Education (CHE) certificate of verification should be hand delivered to HUMAN RESOURCES OFFICE AT THE MINISTRY OF THE PUBLIC SERVICE NOT LATER THAN 30th DECEMBER, 2024.

FOR THE POSITIONS OF DIRECTOR TRAINING & DEVELOPMENT AND REMUNERATIONS & BENEFITS OFFICER, DEADLINE FOR SUBMISSION WILL BE NOT LATER THAN 13th DECEMBER, 2024 (2 WEEKS)