Employee Relations Manager at DHL

Role Context

• To develop and implement an employee relations strategy and program to effectively deal with problem resolution and performance issues within DHLand other labor structures.To listen to & address employee concerns to encourage a supportive atmosphere in the workplace. To implement the laid down policies & procedures which determine the way the employees conduct themselves in the workplace.

Key Responsibilities

EMPLOYMENT RELATIONS

• Act as a bridge between the organization and the employee through the consultation process with particular emphasis on providing an advisory role to business with regards to Labour Relations, dispute mediation with conflict and grievance resolution, terms and conditions of employment.
• Administers and interprets various labor agreements, administers grievance procedures, and provides labor relations support during contract negotiations
• Acts as a liaison between, the bargaining council, department managers, and union representatives
• Provides advice and counsel to managers and supervisors regarding ER policy and employment laws
• Design, develop, and implement ER policies and procedures
• Advises and assists in developing, planning, directing, and implementing procedures to produce effective and efficient management of the employee relations function
• Analyze and interpret people-related metrics to identify trends and inform the development and improvement of ER policies and processes, management development activities, and employee engagement

STAKEHOLDER ENGAGEMENT

• Design, develop, and implement stakeholder engagement structure in DHL
• Establish the necessary governance structure within the organization to resolve employee issues and disputes.
• Facilitates communication among employees and management by providing guidance and consultation regarding problem-solving, dispute resolution, regulatory compliance, litigation avoidance
• Resolve internal conflict informally through appropriate conflict management and mediation techniques including stakeholder engagement to nurture a unifying corporate philosophy and culture and promote employment relationships within DHL Implement joint structures /partnerships to successfully identify possible solutions to problems, concerns, and challenges Ensure constant engagements between stakeholders to enhance relations, trust and understanding in a variety of issues.

EXIT/SEVERANCE MANAGEMENT

• Calculation of the Final Benefit and all other benefits accrued to a separating staff, taking into cognizance the labor law, and generating the separation letters
• Ensure retrieval of Company property from a separating staff on or before the Final exit day (E.g. Car, Laptops, ID cards, and Handbooks, etc).
• Inform the IT Department by E-mail of any staff separation to deactivate the E-mail Access of the staff.
• Arrange for an Exit Interview for the separating staff, for voluntary exits.
• Write to any separated staff’s chosen Fund Administrator with their service records to facilitate the payment of their benefits.
• Ensure that request for Past Employer letters directed to us by another employer who has employed our ex-staff is responded to in good time.

EMPLOYEE OPINION SURVEY MANAGEMENT

• Implementation of Orgmapping for all Staff, in preparation for the survey.
• Coordination of the EOS Participation
• Coordination of the Roadshow for the Action Points.
• Collation of the Action Plans
• Follow up with Heads of Departments/unit Heads to ensure that actions are being taken on the raised action plans, keeps track records of the progress.
• Updates the EOS Ishare
• Ensure adherence to all the EOS milestones.

HR MONTHLY STAFF & CREST REPRTING

• Generates and updates All Staff Activity Reports (Full-Time Equivalent) with the analysis of staff categories by crest codes.
• Update staff list for addition, Separation, promotion, appointment, transfer, and re-classification of staff crest on All Staff Activity Report.
• Generate Sick Leave report in line with DPWN requirements to monitor absenteeism
• Generates Loss Time Accident reports (working days lost, man-hours lost, and total available working days).
• Generates the turnover rate on monthly, quarterly and annual basis
• Analyse FTEs crest codes by functions for budget and planning arm of Finance Department.
• Preparation of EMEA Attrition tools of the country to the centre.
• Preparation of SSA Monthly Reporting of the country to the region.
• Calculations of workdays, training days, and reflection of FTE Monthly average and female headcounts
• Process EMA Security Report to assist the National Security Manager’s report to Emerging Markets Security for ratification purposes.
• Preparation of other kinds of reports as required by other Departments in the company, Region, and network, like the following: Country Feedback Reports to the Management, Leavers, Joiners, and Movers reports, Periodic preparation of leavers and joiners for Information Services Department and the company’s medical providers.

EMPLOYEE RECOGNITION AND ENGAGEMENT

• Coordination of the Employee / Supervisor of the Quarter / Year (EOQ, SOQ, EOY & SOY nominations.
• Coordination of the Employee Appreciation Week.
• Coordination of the Upstairs Scholarship Scheme.
• Ensure that staff who are due for the long service award are recognized during our town hall meetings.
• Seek affordable strategies to further motivate staff.

Qualifications - External

Minimum Requirements

Education & experience

• Minimum of 8 years in Human Resources function cross-functionally
• 3 years’ experience leading the ER function.
• 3-5 years experience representing the organization on labor relation issues and bargainingcouncil for trade unions.
• Good oral and written communication skills.
• Good interpersonal relationship skills.
• Good analytical skills.
• Champions continuous improvement and innovation.
• Takes responsibility for own decision and recognizes the contribution of others.
• Ability to work accurately with defined time guidelines with minimal errors, maintain confidentiality and be able to take on additional responsibility to assist other personnel