KEY ACCOUNTABILITIES
Strategic Employee Relations Practice Leadership
- Translate ER strategy into standardised frameworks, toolkits and operating models aligned to Absa’s people and risk strategy.
- Shape and continuously evolve ER practice standards to ensure enterprise‑wide consistency and future readiness.
- Act as a senior ER authority on complex, sensitive and cross‑border matters with material organisational impact.
Complex and Precedent‑Setting Case Management
- Provide strategic management and quality assurance of high‑risk ER cases, including matters with litigation, reputational or regulatory exposure.
- Guide Line Managers and HC leaders and Practitioners on judgement calls where precedent, complexity or ambiguity exists.
- Intervene directly in matters requiring senior‑level credibility, neutrality and influence.
Governance, Risk and Labour Law Stewardship
- Ensure ER practices comply with labour legislation, internal policy, ethical standards and regulatory expectations across jurisdictions.
- Identify systemic ER risks and drive preventative, enterprise‑level mitigation strategies.
- Partner with Legal, Risk and Compliance to strengthen defensibility and governance maturity.
Senior Stakeholder Advisory and Influence
- Provide trusted ER counsel to senior leaders, executives and governance forums on sensitive people matters.
- Influence decision‑making by balancing commercial, legal, cultural and employee considerations.
- Represent ER perspectives in strategic people and risk discussions at enterprise level.
ER Insights, Analytics and Preventative Interventions
- Analyse ER data and trends to identify root causes, emerging risks and capability gaps.
- Design and sponsor preventative interventions to reduce future disputes and improve organisational climate.
- Monitor effectiveness of ER strategies and adjust approaches based on insight and evidence.
Capability Building and Knowledge Leadership
- Lead the development of ER capability through coaching, mentoring and advanced practitioner training.
- Build investigation, disciplinary and advisory capability within HC and leadership communities.
- Drive continuous improvement by embedding lessons learned into policy, practice and learning programmes.
Education / Qualifications
- Bachelor’s Degree, Advanced Diploma, Postgraduate Certificate or BTech NQF Level 7 in Human Resources, Labour Relations, Industrial Psychology, Law, or a related discipline.
Work Experience
- 5-12 years’ experience in employee relations, labour relations, governance or HR risk, including 3 years of experience in a relevant people management role.
