Assistant Director: Labour Relations

Overview

Assistant Director managing labour relations, misconduct investigations and employee relations at GPAA.

Requirements

• A relevant 3-year National Diploma/ Degree in Human Resource / Labour Relations or Industrial Relations or equivalent qualification (at least 360 credits).
• Minimum 3-5 years’ experience in Human Resource / Employee Relations environment.
• With two (2) years supervisory or junior management experience.
• Computer literacy that would include a high level of proficiency in Microsoft products and PERSAL system.
• Knowledge of Labour Relations Act, Basic Conditions of Employment Act and Employment Equity Act.
• Knowledge of DPSA Frameworks and prescripts.
• Knowledge of investigations.
• Knowledge of Code of Conduct.
• Knowledge of report writing.
• Knowledge of strike management.
• Analytical skills.
• Facilitation skills.
• Presentation skills.
• Motivational skills.
• Computer literacy skills.
• Customer relations skills.
• Supervisory skills.
• Leadership skills.
• Problem solving skills.
• Communication skills.
• Organization and coordination skills.
• Programme and project management skills.
• A strong understanding of Human Resources.
• Ability to build strong network relationships.
• Ability to work independently.
• Outgoing personality.
• Ability to communicate at all levels.

Duties

• The incumbent will be responsible for a wide variety of tasks which include but are not limited to the following: Manage the finalization of all misconduct received in the organization.
• Assign investigators to conduct investigations into misconduct cases.
• Finalize the investigations on misconduct in the organization.
• Ensure that prescripts are adhered to regarding the finalization of the misconduct cases.
• Analyse investigation reports received.
• Prepare for the disciplinary processes and communicate the outcome thereof.
• Monitor, consolidate and analyse National misconduct statistics.
• Ensure that the Department maintains procedural and substantive fairness in the handling of misconduct cases.
• Manage the finalization of all grievances received from employees in the organization.
• Assist in preparation, representation and management of disputes emanating from grievances.
• Represent the employer in grievance cases.
• Provide a specialist advisory, consultation and facilitation service on all grievance and dispute related matters.
• Assist in identifying designated employees to conduct investigations into grievances.
• Ensure that relevant prescripts are adhered to regarding the finalization of grievances.
• Consolidate and analyse grievance statistics.
• Ensure that the Department maintains procedural and substantive fairness in the handling of grievance cases.
• Coordinate the provision of a collective bargaining function to the organization to ensure compliance with the legislative prescripts.
• Provide input to the development of a collective engagement strategy and model (matters of mutual interest, GPAA objectives, structural interface, responsibilities, accountabilities, monitoring processes); so as to ensure effective collective bargaining within the organization.
• Represent the GPAA at bargaining chamber and ensure that the appropriate actions are taken to action the decision taken at the departmental bargaining chamber and the PSCBC and GPSCBC.
• Provide input and advice on the management and resolution of individual and collective disputes.
• Liaise with other government departments on matters of mutual interest.
• Support and provide assistance to the regional offices in all aspects of Labour Relations.
• Identify and respond to labour related risks that may stem from the transfer of staff and/or other collective employee decisions that have the potential to have a negative impact on employees in some or all cases.
• Provide proactive advice on labour law, government prescripts, policies, procedures and agreements.
• Provide input into the development and maintenance of appropriate capacity building programmes (line management and LR staff) and training manuals.
• Provide input with the training delivery on LR and related training.
• Review cases.
• Analyse arbitration awards for review to the Labour Court.
• Discuss and evaluate cases referred with the Senior Manager at Legal Services.
• Liaison meeting with the State Attorneys.
• Monitor and analyse the outcomes from the Labour Court and Labour Appeals Court.
• Manage dispute resolution emanating from misconduct.
• Preparation, representation and management of disputes emanating from misconduct.
• Attend dispute proceedings, represent the department/ facilitate representation and provide required evidence.
• Provide a specialist advisory, consultation and facilitation service on all dispute related matters.
• Challenge issues of jurisdiction and condonation of disputes forwarded to GPSSBC, PSCBC and CCMA.
• Report to Senior Manager on all disputes that may arise in the organization.
• Develop appropriate strategies and processes to manage disputes and minimize the negative effects.
• Ensure that the Department maintains procedural and substantive fairness in the handling of dispute cases.
• Management and development of staff.
• Manage the performance of the Unit which involves coaching, mentoring and taking corrective action where required.
• Develop performance standards and evaluate team and individuals.
• Monitor staff regarding human resources such as leave, recruitment and grievances.
• Compile the work plans for the Unit including the consolidation of the operational plans into the directorate’s overall work plan.
• Manage relationship with stakeholders.
• Manage relationships with organized labour.
• Manage all external relationships with the Bargaining Councils (e.g.
• GPSSBC and PSCBC).
• Collaborate with Senior Managers on disciplinary and dispute matters as required.
• Leverage and manage relationships between management, employees, organized labour, labour institutions and areas for interventions.
• Participate in strategic planning in the management of the Directorate.
• Monitor the system of finalizing all misconduct cases in the organization.
• Monitor capturing cases on PERSAL in order to assess progress.
• Analyse and manage records of misconduct cases in the organization.
• Monitor coordination of information regarding misconduct.

How to apply

To apply visit: https://erecruitment.gpaa.gov.za/

Enquiries: Celimpilo Mthembu Tel No: (012) 319 1275 Enquiries.erecruitment@gpaa.gov.za

Notes

Effective from 19 June 2026, the GPAA now utilises an e-Recruitment System which means all applicants must login/register to apply for positions, we only accept e-Recruitment online applications. The applicant’s profile on the e Recruitment is equivalent to the newly approved Z83, and it is the responsibility of applicants to ensure their profiles are fully completed or their applications will not be considered, as per the DPSA Practice Note. Certain documentation will still be required to be uploaded on the system such as copies of all qualifications including National Senior Certificate/Matric certificate, ID, etc., however these documents need not be certified at point of application, however certification will be required prior to attending the interview. The candidate must agree to the following: Shortlisted candidates must avail themselves for a virtual or in-person panel interview at a date and time determined by the GPAA. Please note: All shortlisted candidates, including the SMS, shall undertake two pre-entry assessments. One will be a practical exercise to determine a candidate’s suitability based on the post’s technical and generic requirements and the other must be an integrity (ethical conduct) assessment. It should be noted that the GPAA does not support the use of Artificial Intelligence (AI) in any of its recruitment and selection processes and will disqualify an application if it picks up the use of AI when completing assessments without acknowledging the source of information. Successful completion of the Nyukela Public Service SMS Pre-entry Programme as endorsed by the National School of Government, available as an online course on https://www.thensg.gov.za/training-course/sms-pre-entry-programme/, prior to finalisation of appointment, is a requirement for all SMS positions. All shortlisted candidates for SMS posts will be subjected to a technical exercise and interview. Following the technical exercise and interview, a maximum of three (3) SMS candidates will undergo psychometric assessments to assess cognitive capabilities, behavioural preferences, emotional intelligence, and integrity. Applicants must note that pre-employment checks and references will be conducted once they are short-listed and the appointment is also subject to a positive outcome on these checks, which include but not limited to: security clearance, security vetting, qualification/study verification, citizenship verification, financial/asset record check, previous employment verification and criminal record. Applicants will be required to meet vetting requirements as prescribed by Minimum Information Security Standards in line with the new DPSA Directive effective 01 April 2024. By submitting your application, it also means you consent to the GPAA processing your information for Human Resources Management purposes. It is the applicant’s responsibility to have all their foreign qualifications (this includes O and A level certificates) evaluated by the South African Qualifications Authority (SAQA), at your own expense. Upon appointment, successful candidates will be required to sign a Performance Agreement within 3 months from date of appointment and for candidates whose appointment exceeds 12 calendar months will be appointed on probation for the period of twelve (12) calendar months excluding leave taken as prescribed by Public Service Regulation 68. The status of your application will be visible on the e-Recruitment system. However, if you have not received feedback from the GPAA within 6 months of the closing date, please regard your application as unsuccessful. The candidate must take note: It is the GPAA’s intention to promote equity (race, gender and disability) through the filling of this post(s) with a candidate whose transfer / promotion / appointment will promote representativeness in line with the numerical targets as contained in GPAA’s Employment Equity Plan. Note: The GPAA reserves the right not to fill the below-mentioned posts, withdraw or to put on-hold a position and/or to re-advertise a post. MANAGEMENT ECHELON