Job Post End Date: 20 January 2025Job FamilyHuman ResourcesEmployee Relations, Employment Equity and TransformationManage Self: ProfessionalJob PurposeTo Chair disciplinary and incapacity enquiries independently and impartially to ensure substantively and procedurally fair and consistent outcomes.Job ResponsibilitiesChair enquiries in a professional, orderly and impartial manner having no prior knowledge of the facts related to the enquiry and no allegiance to either the employer or employee.Conduct enquiries in accordance with the requirements of substantive and procedural fairness in compliance with the relevant Nedbank policies and legislation.Follow the Chairpersons guideline document with respect to the conduct of the enquiry and explain the process to the parties at the commencement of the enquiry.Question the participants of the enquiry to determine whether there are any preliminary issues prior to commencing and making a ruling.Listen to opening statements, evidence, closing statements and submissions/evidence in mitigation and aggravation, by both parties.Ask questions of clarity to understand the evidence presented.Guide the process accordingly by distinguishing between relevant and irrelevant evidence.Weigh up facts and probabilities in order to arrive at a finding and sanction, if applicable.Justify and give reasons in support of a finding and sanction, if applicable.Ensure consistency of sanction, taking into account evidence in mitigation and aggravation of sanction and inform the parties.Ensure that a proper record is kept of the enquiry and its outcome.Assist with administration relating to enquiries such as the maintenance of statistics and hearing related data (e.g. outcomes, sanction, postponements, trends) for reporting to relevant stakeholders.Undertake post-enquiry reviews and ensure that learnings are shared with other Chairpersons.Attend regular training on subject matter related to the activities and responsibilities of a chairperson of disciplinary and incapacity enquiries.Collaborate and engage with the Centres of Excellence and subject matter experts on the disciplinary and incapacity processes, as required.In collaboration with Group ER, analyse CCMA disputes which have successfully challenged the outcome of enquiries and ensure learnings are applied and controls enhanced.People SpecificationEssential Qualifications - NQF LevelAdvanced Diplomas/National 1st DegreesPreferred QualificationAdvanced Diploma /National 1st Degree in Labour Law or Labour Relations or equivalent NQF qualification. LLB is an advantage.Minimum Experience LevelMinimum 5 years practical experience in Employee and Industrial Relations or in Chairing Disciplinary and Incapacity Hearings.Technical / Professional KnowledgeAdministration of databasesAnalytical SkillsComputer LiteracyGeneral Communication SkillsMathematical SkillsMediation and conflict management processes to use between managers and employeesWorkflow managementOrganisational structureDecision MakingResolving ConflictMonitoring InformationBuilding PartnershipsEarning Trust
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