CORE
COMPETENCIES
PROFESSIONAL PATHWAYS / TECHNICAL COMPETENCIES
CORE VALUES
GOJ
Competency
Model
HRM&D: Employee Relations

The process of managing relationships between employer and employee and their representatives.

Level 1 Essential
  • Collects data to help in the analysis of risks as directed by the supervisor.
  • Monitors changes in turnover and retention metrics and ensures that leadership is aware of such changes.
  • Administers and supports programmes designed to improve employee attitudes towards the organisation.
  • Coordinates the meeting logistics for labour dispute resolution activities.
  • Compiles data on health, safety and wellness needs of employees.
  • Compiles data to support planned negotiation.
  • Coordinates activities to address and mitigate threats to employee health and safety.
  • Advises senior managers when litigation risks are observed or reported.
  • Consults with peers regarding the benefits/merits of labour and employee relations strategies.
  • Gathers data on employee relation strategies.
  • Identifies programme opportunities to create more engaging or motivating jobs.
  • Implements programmes that promote the health and wellness of employees.
  • Coordinates investigations into disciplinary and grievance matters.
  • Manages the risk of litigation and conflicts in all interactions with employees.
  • Provides equal access to HR resources for all employees.
  • Conducts data analysis on labour and employee relations strategies in alignment with the objectives of the organisation.
  • Liaises with legal entities when there is a risk of litigation.
  • Manages disciplinary and grievances interventions.
  • Creates programmes and activities that promote the health and well-being of employees.
  • Advocates for respectful communication between management and employees.
  • Formulates labour relations and employee strategies to achieve the objectives of the organisation.
  • Builds HR policies and procedures that prioritise equity across employees.
  • Collaborates with legal counsel to ensure that labour relation practices mitigate risks.
  • Advocates for human resource practices that promote good labour and employee relations.
  • Develops HR policies to foster health, safety and wellness initiatives.
  • Monitors disciplinary and grievance interventions.
  • Champions health and safety initiatives.
Return to HRM&D
5 Technical Competencies
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Workforce Planning and Talent Management
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Employee Relations
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Service Delivery and Information
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Learning and Development
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Organisation Development
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