An excellent career opportunity exists for interested and qualified candidates to apply for the above-mentioned position at Namib Mills (Pty) Ltd in Windhoek.
PRIMARY PURPOSE OF THE POSITION:
KEY FUNCTIONS AND RESPONSIBILITIES:
1) Workplace presence and trust relationship
– Facilitate workplace forums and other employee-engagement channels.
– Maintain a visible and approachable presence across operating sites, shifts and departments.
– Walk the floor, attend shift handovers and toolbox talks, and hold informal conversations with employees
and supervisors.
– Identify workplace concerns early, provide feedback and escalate unresolved risks.
– Support managers and supervisors in the effective handling of employee-relations matters.
– Recommend impactful training programs for employees at all job levels.
2) Employee engagement and workplace forums
– Establish and facilitate workplace forums or consultative committees at each site, with elected employee
representatives and line management.
– Set terms of reference, agendas and meeting calendars. Minute meetings, track actions and publish
outcomes to the workforce.
– Run supporting channels such as engagement surveys, focus groups, suggestion schemes and
management roadshows.
– Analyse results per site and agree action plans with general managers.
– Explain policies, benefits and business changes in plain language.
3) Discipline and grievance management
– Ensure that completed matters are recorded before filing and prepare briefing packs for approval.
– Advise managers and employees on misconduct, incapacity, poor performance and grievance matters.
– Guide investigations and prepare charges, notices and supporting case documentation.
– Analyse Incident Trends and identify related risks across Departments and Companies.
– Facilitate, Initiate or Chair hearings, grievance proceedings and Incapacity enquiries, where appropriate.
4) Dispute resolution
– Prepare cases and represent the Group at conciliation and arbitration before the Office of the Labour
Commissioner and, where applicable, the CCMA.
– Prepare evidence bundles, witnesses and case documentation.
5) Trade union relations
– Maintain constructive relationships with recognised unions and workplace representatives.
– Administer recognition and procedural agreements.
– Schedule and minute consultative meetings.
– Facilitate wage negotiations within the approved mandates and provide detailed feedback to stakeholders.
– Respond to petitions, demands and emerging IR risks.
– Keep workplace forums complementary to, and not a substitute for, recognised union structures.
– Contribute to industrial action preparedness and contingency planning.
6) Collective bargaining
– Prepare mandates, costings and benchmark data for wage negotiations.
– Take part in negotiation teams.
– Draft and implement agreements.
– Maintain strike and lockout contingency plans.
7) Compliance, Policy and Organisational change
– Monitor compliance with labour legislation, collective agreements and internal IR policies.
– Review relevant Audit Reports and implement preventative measures accordingly.
– Support restructuring, retrenchment and transfer consultation.
– Liaise with labour inspectors and assist in addressing potential or identified compliance risks.
8) Training reporting and risk management
– Provide practical IR training and guidance to managers, supervisors and Human Capital practitioners.
– Maintain accurate case records, registers and management reports.
– Identify workplace trends and recommend preventive or corrective action.
9) IR reporting and risk
– Maintain the case register for all entities.
– Supply monthly disciplinary and dispute data for Group HC reporting.
– Report site visit findings and employee climate per entity.
– Identify trends and recommend preventive action.
MINIMUM QUALIFICATION AND EXPERIENCE:
– Bachelor’s degree (NQF level 7) in Law, Labour Law, Industrial Relations, Human Resource Management
or a related field.
– A postgraduate qualification or Certificate in Labour Law is an advantage.
– At least five (5) years relevant working experience in an industrial relations role within a Unionised
environment.
– Proven experience representing an employer at conciliation and arbitration proceedings.
– Direct involvement in wage negotiations and union consultation.
– Manufacturing, FMCG or Agri-processing experience is an advantage.
KNOWLEDGE
– Sound knowledge of the Namibian Labour Act 11 of 2007, its regulations and relevant case law.
– Affirmative Action (Employment) Act 29 of 1998, Social Security Act 34 of 1994 and Employees’
Compensation Act 30 of 1941.
– Working knowledge of South African labour law (Labour Relations Act 66 of 1995, Basic Conditions of
Employment Act 75 of 1997) for NM South Africa and Gordonia Mills.
– Sound knowledge of disciplinary and grievance procedures, evidence, collective bargaining and
recognition agreements.
COMPETENCIES
Technical
– Sound judgement and practical application of labour law.
– Investigation, case preparation and representation.
– Negotiation and conflict-resolution skills.
– Investigation and report writing.
– Strong administration, follow-through and attention to detail.
– Integrity, impartiality and resilience.
Behavioural
– Integrity and impartiality
– Sound judgement
– Composure and resilience
– Influence and relationship building
– Coaching
– Cultural awareness
OTHER
– Fluent in English; Afrikaans and Oshiwambo or another Namibian language an advantage
– Proficient in MS Office, particularly Excel and Word
– Valid Code B driver’s licence and willingness to travel
– Willingness to work outside normal hours when operationally required
Closing Date: 29 October 2026
