INDUSTRIAL RELATIONS OFFICER

VACANCY: SENIOR: INDUSTRIAL RELATIONS OFFICER

Position: Senior: Industrial Relations Officer

Reporting to: Head: Industrial Relations and Company Secretary

Purpose of the Job:

To provide support to members on Industrial Relations matters, represent members in litigation and contribute to the organization’s value proposition. The role is designed to strengthen the IRSP department by delivering strategic and practical support to members. It promotes industrial harmony, helps enterprises stay compliant, and represents member interests in tripartite forums, balancing decent work with enterprise sustainability.

1. KEY RESPONSIBILITIES

A. Strategic Advocacy & Policy Formulation

• Support the Development of the IR Advocacy Agenda: Support the Head IRSP in the formulation and execution of the Business Eswatini IR strategy, ensuring it aligns with national economic goals and protects member interests in tripartite negotiations.
• Executive Policy Advisory: Provide expert briefings to the IRSP Committee and members on the implications of emerging labour legislation, ensuring proactive compliance and strategic alignment across all sectors.
• Ensure all IR advice and policy submissions align with ILO core conventions.
• Develop evidence-based position papers to influence national labour legislation and promote a balanced regulatory environment.
• Represent employer interests in tripartite structures, contributing to a stable and predictable industrial relations climate.

B. Dispute Management & Legal Representation

• Represent members in the Industrial Court and at CMAC (conciliation, mediation, and arbitration).
• Draft legal opinions, pleadings and proposals on behalf of Business Eswatini and its members.
• Use alternative dispute resolution (ADR) to help members proactively resolve disputes to mitigate legal costs and industrial action risks.

C. Dispute Management & Legal Representation

• Guide members on fair and lawful disciplinary procedures, from investigation to sanction.
• Assist in drafting or reviewing grievance policies, charge sheets, and outcome letters.
• Provide advice on handling complex employee grievances to prevent escalation and litigation.

D. Promoting Industrial Harmony

• Lead initiatives to foster stable labour relations at industry and national level through proactive engagement with labour formations, government, and social partners.
• Facilitate sectoral dialogue platforms to address emerging issues before they escalate.
• Advocate for collaborative approaches that balance worker protections with enterprise sustainability.

E. Support for SMEs on Workforce Planning & Compliance

• Provide targeted guidance to small and medium enterprises on workforce planning, employment contracts, and legal compliance.
• Simplify complex labour legislation into practical tools and checklists for smaller businesses with limited HR capacity.
• Conduct advisory visits and clinics to help SMEs build sound employment practices and avoid costly disputes.

F. Employment Promotion & Skills Development

• Provide targeted guidance to small and medium enterprises on workforce planning, employment contracts, and legal compliance.

G. Tripartite Representation

• Represent member interests in national wage-setting processes (e.g., Wages Councils), ensuring rates are sustainable for business.
• Advise members on compliance with wage regulations and the implications of sectoral determinations.
• Participate in committees on occupational safety and health (OSH) and employee safety, advocating for practical, risk-based standards.
• Support members in implementing responsible business conduct frameworks that align with international standards and local expectations.

H. Member Technical Support & Capacity Building

• Design and deliver training for HR practitioners and business leaders on disciplinary procedures, labour law updates, and dispute prevention.
• Create standard operating procedures (SOPs) for the IRSP department to ensure consistent, high-quality member support.
• Provide timely briefings on labour market changes including changes to labour law, social policy, minimum wage and the industrial relations environment.

I. Secretariat Support

• Work cross-functionally with Legal, Trade and Commerce, CRM, and Communications to ensure the IRSP value proposition is clearly communicated to members.

2. EXPERIENCE

The ideal candidate must have:

• Minimum 3 years working experience
• Experience in Strategic Planning and Organizational Development
• Experience in Human Resources Management and Project Management

3. QUALIFICATIONS

Minimum qualifications required from the candidate:

• Bachelor of Laws Degree, Industrial Relations and any related field
• Admitted Attorney
• Experience in Industrial Relations and working in Private Sector and or Development Sector

4. SKILLS / COMPETENCIES / KNOWLEDGE

The position requires the following skills, competencies and knowledge:

• Labour Market Analysis: Proficiency in interpreting labour market data, economic trends, and employment statistics to provide actionable insights for members and the Business Eswatini executive.
• Policy Formulation & Advocacy: Ability to synthesize complex legislative information into coherent Position Papers and policy briefs that advocate for the private sector’s interests.
• Strategic Thinking: Capacity to move beyond day-to-day administrative tasks to identify long-term industrial trends and anticipate legislative shifts before they impact member organizations.
• Stakeholder Engagement: Advanced skill in managing relationships with tripartite partners (government, labour unions and international bodies), ensuring a unified and persuasive voice for Business Eswatini.
• Advanced Legal Research & Litigation: Proficiency in navigating the Industrial Court, managing litigation processes, and delivering high-level legal interpretations of complex labor statutes.
• Alternative Dispute Resolution (ADR): Background in mediation, conciliation, and arbitration techniques to resolve conflicts efficiently outside of formal litigation.
• Project Management: Demonstrated capability in coordinating multi-stakeholder workshops, sectorial meetings, and training programs from conceptualization to execution.
• Digital Literacy & ‘Future of Work’ Fluency: Understanding of the intersection between technology and labor, including the ability to advise on automation, hybrid work policies, and digital compliance.
• Tact and discretion, in dealing with confidential information
• Excellent organizational and time management skills
• Accuracy / attention to detail and must be able to meet deadlines
• Decision making
• Ability to work independently and as part of a team
• Strong ethics and values
• Mature judgment and high emotional intelligence quotient
• Innovative
• Accountability
• Sense of urgency
• Above-average interpersonal skills
• A calm and professional manner

5. REMUNERATION

Business Eswatini offers a competitive remuneration package commensurate with experience and qualifications.

6. HOW TO SUBMIT APPLICATION

Applications, containing: Cover Letter and Curriculum Vitae with 3 referees should be sent to

nancys@business-eswatini.co.sz no later than 12h00 on Thursday, 23rd April 2026

Addressed to: Head: Human Capital Business Eswatini P.O. Box 72, Mbabane

Only shortlisted candidates will be contacted.

“THE HOME OF BUSINESS IN ESWATINI”