Mncedisi Mfaxa
Employee Relations Manager
East London, East London
Summary
- Committed Employee Relations Manager with about 19 years of success establishing good and sustainable relationships between management , employees and organized labour. Effective in serving as primary liaison with staff members regarding issues and grievances, negotiating resolutions and mutually-beneficial agreements.
Overview
21
21
years of professional experience
Work History
HR Governance and Employee Relations Manager
Daimler Truck Southern Africa Ltd.
2021.11 - Current
- Build and sustain strong relationship with key stakeholders to ensure ER stability and employee relations through addressing identified issues in a speedy and amicable manner
- Responsible for managing and supporting Manufacturing Plant and Industry level negotiations (provide support, guidance, advice on matters of mutual interest, support in the formulation of the negotiation strategy, drafting, interpreting and administering relevant agreements
- Acts as a liaison between the company and union representatives and actively engage in building sound union relations. Ensuring that all engagement structures are functional and effective.
- Proactively conduct research, training and monitor internal and external employee relations environment, trends and developments to ascertain risks and impact to DTSA policies and processes
- Responsible for identifying, facilitating, mediating ER stability within our supplier network (build and maintain strong relationships with the trade union and HR stakeholders. Proactively monitor on-site supplier to identify ER risks.
- Manage formal disciplinary, incapacity and grievance processes both internally and externally (provide guidance and advice to all stakeholders involved in the process. Manage CCMA/LC/LAC cases as the company representative).
- HR Governance and compliance [develop & review of Company regulation, processes, and ensuring Companywide compliance, ensuring the proper control, review, and approval of the Company policies etc.]
Employer Relations Manager
Insync Solution
2021.02 - 2021.10
- Spearheaded initiatives aimed at improving manager-employee communications, fostering greater trust between team members across the organization.
- Provide labour Legislation support to management and employees.
- Ensure that the agreed engagement structures are functional, and effective in dealing with worker related topics in a proactive manner.
- Managed sensitive personnel issues discreetly while adhering closely to confidentiality guidelines outlined in company policies or legal requirements.
Part-Time Commissioner
CCMA
2020.02 - 2021.01
- To perform dispute resolution and dispute prevention functions, including conciliation, mediation, facilitation, and arbitration.
- Provide training in the dispute resolution and prevention skills.
- Perform any other functions of the Commissioner under the Labour Relations Act 66 of 1995 or any other statute.
Industrial Relations Specialist
Mercedes-Benz SA
2015.07 - 2020.01
- Provide training on Employee Relations philosophy and procedure
- Represent the company in the handling of External Conciliation and arbitration processes
- Facilitate conflict resolution between parties within the business unit
- Support Employee Relations contract administration
- Facilitate interaction between line manager and the employee
- Perform IR climate analysis, evaluation, communication and data reporting
- Participate in HR related value adding strategic projects
- Execute administration of IR policies and procedures covering several disciplines in Employee Relations.
- To optimise sound Employee Relations practice through the provision of IR system design, implementation, monitoring and evaluation, advice and service in compliance to the Company's Integrity & Anti Bribery Codes, Conflict of Interest Policy & S.H.E. requirements and to perform delegated S.H.E. tasks and duties & to inform superior about deviations.
Industrial Relations Specialist
Johnson Controls
2011.06 - 2015.06
- Facilitate consultative forums and communication / dialogue among employees, Union and management (e.g. Shop Steward Management weekly and quarterly meetings).
- Collective bargaining and /employee well-being( inconjuction with the plant Employee Wellness coordinator)
- Labour legislation Support to the line managers. E.g. management of discipline on a daily basis, advising on how to conduct investigation where the employer suspect any form of misconduct, assist in drafting the charges.
- Sitting in disciplinary hearings as an HR representative and/or a custodian of Labour relations best practices, ensuring just and consistent application of the company policies and procedures/ applicable legislation.
- Grievance Handling: Facilitate resolution of grievances and unsure that they are resolved speedily so as to create harmonious relationships within the plant.
- Maintenance of IR information for effective and compliant decision-making: Ensuring proper and accurate record keeping mechanisms in respect of all disciplinary and disputes handled within the Company.
- CCMA/DRC: Represent the Company at the CCMA or DRC.
- Champion Employee Engagement in the plant: Unsure that action plans are developed in an inclusive way and as such realised.
- - Facilitate the actual completion of the survey forms and ensure that, they are shipped in good quality and within the required timeframes.
- Attendance and Time Keeping: Ensure that the company attendance and/or time keeping policies are applied by the line management consistently and in fair manner (e.g. absenteeism counselling’s are done within the required time frames as prescribed by the attendance policy of Johnson Controls, reports submitted to the HR manager every month)
Human Resources Manager
STUTT BRICK (PTY) LTD
2008.07 - 2011.07
- Strategic Responsibilities: Identification of HR patterns, challenges and tensions within the Company and develop strategic interventions to address those challenges. Setting of short-term and long term goals in line with the policies and strategic interventions identified.
- Recruitment and selection: Formulating, implementing recruitment and selection policies and procedures to staff and management. Advocating to both management and staff the need to adhere to recruitment and selection best practices.
- Policy Development: Contributes towards formulation and implementation of policies and procedures (e.g. Employee Relations, EE policy and Plan, Employee Performance Management System and Training and development.
- Staff/Employee Relations: Ensure compliance with labour legislation. Act as a mediator between parties in event of complaints, grievance, disciplinary cases and disputes. Liaise regularly with staff and line management to establish dissatisfaction or pressure points, which might develop into dissatisfaction/labour unrest and make recommendations.
- Liaise with union representatives regarding the interpretation of rules and regulations, collective agreements, legislation and differences that might occur. Employ proactive approach on maintaining sound relationship with the organised labour and the rest of the staff
- Handling retrenchments where applicable and represent the Company at the CCMA/Industrial Court.
- Training and Development: Conduct training needs analysis; liaise with the outside training providers when the training intervention is beyond our capacity. Inconjuction with the EE & training and development forum compile the Work Place Skills plan, EE report and submit to relevant institutions. Coordinate all training and development interventions e.g. internships, apprenticeship etc.
- Manage budget and funds: Submitting a budget proposal to the finance department after having discussed with the immediate Supervisor. Ensuring that HR department’s expenditure is efficient and that spending is always in line with the Company policies and procedure.
DIVISIONAL PERSONNEL MANAGER
LEWIS GROUP/BEST ELECTRIC
2005.05 - 2008.07
- Recruitment and selection: Advertising of vacancy positions, psychometric testing of candidates, conducting interviews, reference check final candidates (using Experian) and conducting exit interviews.
- Industrial Relations (CCMA/Disciplinary hearings/Grievances): Ensure that industrial policies, i.e. disciplinary and grievance procedure are implemented and adhered to within the division. Represent the company at the CCMA. Industrial Court. Giving Labour Legislation support to the regional managers, divisional general manager.
- Personnel Administration: Scrutinize monthly vacancy complement, discuss with DGM and counter sign applicable documents. Assist salary department with the documentation when necessary. Audit of outstanding leave and liaise with the regional managers to ensure that leave is correctly taken.
- Training and Development: Arrange and present behavioral training courses such as IR, Interpersonal Skills etc.
- Co-ordinating strategic Human Resources planning for the Coastal Division.
Human Resources Officer
MOLTENO BROTHERS TRUST (GLEN ELGIN, WESTERN CAPE)
2003.01 - 2005.04
- Industrial Relations: Line management Labour legislation support. Assist in translation in some disciplinary hearings and assist employees to understand company policies and procedures. Sit in the disciplinary hearings as a custodian of the Labour relations act ( ensuring adherence to procedural and substantive fairness).
- Personnel Administration: Keeping training and industrial relations record. Administering the employee loans, provident fund, death claims and UIF claims. Issuing protective clothing requisition as per departmental requirements.
- Recruitment and Selection: Recruitment and selection of seasonal and permanent workers as required by the various departments. Advertisement of vacancies on the relevant media and deal with response and short-listing. Conducting interviews and induction of newly appointed employees.
- Coordinating training and Development: Facilitate and coordinate newly introduced training programme (called Word Class Training).Planning and organising training venues, material etc.
Education
Some College (No Degree) - PG Diploma Labour Law Practice
Nelson Mandela Metropolitan University
Port Elizabeth, South Africa 2001.04 -
Master of Arts - Magister Legum (Masters) –(LLM LABOUR LAW)
Nelson Mandela Metropolitan University
Port Elizabeth, South Africa 2001.04 -
Bachelor of Arts - BA Hons Labour Relations & HR Management
Nelson Mandela University of Technology
Port Elizabeth, South Africa 2001.04 -
No Degree - Labour Law
Global Business Solutions(GIMT)
East London, South Africa 2001.04 -
No Degree - National Diploma in Human Resources Management
Port Elizabeth Technikon
Port Elizabeth, South Africa 2001.04 -
Skills
Timeline
HR Governance and Employee Relations Manager
Daimler Truck Southern Africa Ltd.
2021.11 - Current
Employer Relations Manager
Insync Solution
2021.02 - 2021.10
Part-Time Commissioner
CCMA
2020.02 - 2021.01
Industrial Relations Specialist
Mercedes-Benz SA
2015.07 - 2020.01
Industrial Relations Specialist
Johnson Controls
2011.06 - 2015.06
Human Resources Manager
STUTT BRICK (PTY) LTD
2008.07 - 2011.07
DIVISIONAL PERSONNEL MANAGER
LEWIS GROUP/BEST ELECTRIC
2005.05 - 2008.07
Human Resources Officer
MOLTENO BROTHERS TRUST (GLEN ELGIN, WESTERN CAPE)
2003.01 - 2005.04
Some College (No Degree) - PG Diploma Labour Law Practice
Nelson Mandela Metropolitan University
2001.04 -
Master of Arts - Magister Legum (Masters) –(LLM LABOUR LAW)
Nelson Mandela Metropolitan University
2001.04 -
Bachelor of Arts - BA Hons Labour Relations & HR Management
Nelson Mandela University of Technology
2001.04 -
No Degree - Labour Law
Global Business Solutions(GIMT)
2001.04 -
No Degree - National Diploma in Human Resources Management
Port Elizabeth Technikon
2001.04 -
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