1. PURPOSE
Provide advice to officers in charge of different sections and units, as well as managers, directors, and employees, regarding the prevention and resolution of grievances, union consultation, employment legislation award provisions, and wage negotiations. Also, to maintain a regular and consistent dialogue with the public sector unions and other stakeholders to ensure harmonious industrial relations in the public service under the direction of the Director of Human Resource Management of the Royal Papua New Guinea Constabulary (RPNGC).
2. DIMENSIONS
Financial: Nil
Staff: Nil
Others: N/A
3. PRINCIPLE ACCOUNTABILITIES
• Up-to-date record of signed Public Sector Industrial Awards and Agreements with scheduled dates of their signing and expiry.
• Timely coordination of meetings and negotiations between the Police Association of PNG, the Government, public sector unions, and employee associations regarding the log of claims concerning grievances, industrial disputes, and employment conditions and enquiries over improvements to terms and conditions of employment.
• Provide timely responses to submissions from employees on industrial and Employment-related matters.
• Provide reliable and sound advice to stakeholders and employees on behalf of the RPNGC and the Government on the procedures and processes related to government policy on dispute management.
• Undertake research (legislation, industrial instruments, industrial bulletins, media, and the Internet) to provide information on current industrial issues for the RPNGC.
• Monitor organisational change processes and provide proactive advice to managers, OICs and staff to mitigate the risk of industrial disputes and ensure compliance with organisational policies
4. MAJOR DUTIES
• Maintain a register of all the signed Industrial Awards and Agreements where RPNGC is involved in negotiating and finalising the agreements. In administering this, maintain regular communication with the Office of the Industrial Registrar and the Department of Personnel Management (DPM) Industrial Relation Branch
• Whenever required, assist the Director Human Resource management and the Top Management on Industrial & Employment Conditions
• Preparation of negotiation strategies and scheduling of meetings and analysing of log of claims, concerning graviances, industrial disputes, and employment conditions and preparation of relevant notes on the main issues of the submitted claims.
• Prepare and develop checklists of tasks to be undertaken with timeframes on submissions or logs of claims from the employees and the Police Association of PNG.
• Provide sound advice to client agencies on matters related to industrial relations and other general and important queries on terms and conditions of employment in the public service especially the RPNGC. In addition to these, monitor and supervise the work and performance of subordinate staff.
• Developing and maintaining positive relationships with employees, management, and labour unions.
• Conducting investigations into employee misconduct or violations of RPNGC employment Policies.
• Consult with the organization on labour laws and applicable legislation
• To establish communication between employees and management to maintain a sound relationship between the two.
• Support senior staff in the provision of Industrial Relations training for managers,OICs and employees, as required
• Support the development of dispute-resolution strategies
• Assist senior unit staff in advocacy and negotiations with unions and other external bodies
• Provide written and verbal advice on general industrial matters within RPNGC and within the government
• Responsible for managing the relationship between the Management and employees of the RPNGC, including the formation and negotiation of collective bargaining agreements, handling grievances and disputes, and ensuring compliance with labor laws and regulation
5. NATURE AND SCOPE
5.1 WORKING RELATIONSHIP
a) Internal
• Reports directly to the Director Human Resource Management
• Communicate with officers within the RPNGC on Industrial and employment conditions
• Communicate with Officers and Provincial Administrtaive Officers in other Provincial Police Head Quaters on Indiustrial matters and Employment Conditions
b) External
• Communicates with Public Sector Union officials through the Director of Human Resource Management
• Communicate with the Department of Personnel Management (DPM) Industrial Relation and Employment Conditions Branch
• Communicate with the Police Association of Papua New Guinea on Industrial Matters on behalf of the RPNGC employees
• Liasis with the Labour Department and Office of Worker Compensation on workplace welfare matters.
5.2 WORK ENVIRONMENT
• The Job involves regular contacts, reviews, and re-negotiations of industrial agreements with industrial unions, the Department of Personnel Management, and the Police Association of PNG. This position is located within the Directorate of Human Resource Management and is based at the Human Resource Directorate of RPNGC, Port Moresby.
• Develop an effective communication channel. Protect the interests of both employees and management among all segments of the RPNGC by ensuring good mutual understanding and respect. Improve living and working conditions for employees to maintain industrial peace
6. GOVERNANCE FRAMEWORK
• Rules/procedures
The Police Act, the Constabulary Standing Orders, the Public Service (Management) Act, the Public Finance (Management) Act, the PNG Government General Orders (2012), the PNG Planning and Monitoring Responsibility Act 2016 and the Employment Act
• Decision
The authority to make decisions without reference, provided the decisions fall within the scope of the role's dimensions.
• Recommendations
• Provide Recommendations to the Director Human Resource Management on Industrial Related matters.
• Assist the director in providing recommendations for RPNGC Industrial matters to the Department of Personnel Management and other government divisions.
7. CHALLENGES
• To maintain harmonious industrial relations in the RPNGC at all levels.
• Be able to influence or motivate clients and stakeholders, share knowledge and ideas and create networks for making strategic friendships and connections.
• As a leader, officer must thrive on working through other people (industrial unions and stakeholders) to reach the goal. Be a team player and open to criticsms.
• Operates with a degree of autonomy, managing work within a framework set by the Director Human Resource and the superiors
• Contributes to the development of solutions and options that might be adopted in negotiating and resolving a diverse range of workplace and industrial disputes
• Manage grievances and grievance procedures timeously and ensure management is updated
8. QUALIFICATIONS, EXPERIENCES AND SKILLS
(a) Qualifications
• A Degree in Industrial Relations, Human Resource Management, or other related Degrees in Business Management and Social Science Disciplines from a recognised University.
(b) Knowledge
• Extensive knowledge of best practices in the Collective Bargaining process
• Employment law and regulations that govern employment in the public sector
• Knowledge of dispute resolution and compensation administration.
• Public Service (Management) Act
• Public Service General Orders
• Public Finance (Management) Act
• Industrial Relations Act
• Industrial Organizations Act
• PNG Planning and Monitoring Responsibility Act 2016
• Employment Act
(c) Skills
• Communication skills (oral & written)
• Excellent conflict resolution, mediation, counselling, influence and negotiation
• Ability to develop strategies for negotiation and collective bargaining.
• Research and Analytical
• Interview skills
• Managerial/Leadership
• Computing
(d) Work Experience
• 5 Years experience in Human Resource Management, particularly Industrial Relations.
• Demonstrated experience in providing industrial relations advice to employees and managers
• Experience in dealing with employee relations issues in a public sector environment.
Full Time
hours weekly
English
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