Collaborate with trade unions, HRBPs, senior management, and other internal and external stakeholders to facilitate positive change, promote best practices, and champion fair and consistent treatment by incorporating employee perspectives during organisational changes and policy reviews.
Uphold the highest standards of confidentiality and discretion when managing sensitive information, demonstrating sound judgement and ethical decision-making in all ER/IR matters, and ensuring outcomes align with both organisational objectives and legal requirements.
Advise and provide expert guidance on the interpretation and application of relevant legislation, collective agreements, company policies, employment law, workplace behaviour, and conflict resolution, participating in negotiations as needed.
Lead or support collective bargaining processes, including pay and benefits negotiations, and represent the organisation before external bodies (WRC and Labour Court).
Assess business areas for necessary changes related to ER and IR, support change management processes, and proactively analyse ER/IR trends and metrics to identify people risks, recommend improvements, and implement preventative measures.
Manage and resolve complex employee relations cases or disputes, ensuring outcomes reflect organisational objectives, legal requirements, and ethical standards.
Support organisational projects and cross-functional initiatives by offering specialist IR and ER expertise, contributing to a constructive, inclusive work environment.
Establish and maintain effective relationships as a trusted advisor to business leaders and HR colleagues, fostering informed decision-making and promoting a collaborative work environment.
