Employee Relations interviews. 7 titles, each with its own model.
Each page shows the competency model, the questions that test it, what changes with seniority, and where candidates lose the interview.
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Every Employee Relations title
7 titlesWhat the report looks like for Employee Relations
- The situation in one sentence: where, what was short, and by how much.
- The decision that was yours rather than the team’s, and what you chose not to do.
- One number or one consequence that shows it worked.
Every competency is scored out of five with a line you actually said as evidence, and the weakest answers are rewritten as structure and specifics, never a script.
What Employee Relations interviewers keep scoring
Disciplinary process & fairness
Runs disciplinary processes that are substantively and procedurally fair under the LRA and Code of Good Practice, with consistent sanctions.
Grievance resolution
Resolves grievances early and fairly, hears both sides, and addresses underlying causes rather than closing the file.
CCMA & bargaining council representation
Prepares and presents cases at conciliation and arbitration, assesses the merits honestly, and advises on settlement versus defence.
Union engagement & collective bargaining
Builds working relationships with shop stewards and union officials, negotiates wages and conditions with a mandate, and manages strikes and protected action lawfully.
Investigation & evidence handling
Investigates misconduct thoroughly and impartially, gathers and preserves evidence, interviews witnesses properly, and writes reports that support fair decisions.
Advising managers on ER risk
Advises managers on employee relations risk and options, holds them to fair process, and pushes back when they want a quick dismissal.
Conflict de-escalation
De-escalates heated situations between employees, managers and union representatives, and stays impartial and composed under hostility.