• IR Supervisor operates under instruction and guidance of the IR Manager.
• Maintains professional working relationships with Contractors and Project management at all times.
• Through daily assurance and IR focused engagements, verify day-to-day Contractor activities and align with Contractor IR procedures within the area of responsibility.
• Verify all workers have contracts of employment and understand all their conditions of employment.
• Maintain oversight of the worker grievance register, ensuring that it is updated and accurate.
• Assist and provide guidance where appropriate on worker grievance resolution.
• Support the IR Manager with disciplinary actions and disciplinary hearings.
• Maintain workforce records (interview notes and pre-employment checks, employment contracts, disciplinary action records, demobilisation notices).
• Routine and non-routine monitoring of Contractor and sub-contractor IR Plan implementation.
• Issue daily Contractor IR Performance reports summarising daily IR activities and progress updates.
• Elevate Contractor and Project IR issues arising onsite to the Site Manager and IR Manager.
• Prepare IR inputs to routine and non-routine reporting.
• Assist IR Manager to investigate and close or IR non-conformance and field observations arising out of Project, Contractor and Third Party monitoring.
• Coordinate workforce planning per Contractor Labour Management Plans and Local / National Content Plan commitments.
• Verify Contractor recruitment is undertaken according to Project and Contractor recruitment and selection procedures in approved Labour Management Plans.
• Liaise with Project Community Relations Supervisors, Project H3SE, Site Manager, Contractor IR / HR regarding Contractor labour management, camp management, recruitment plans and processes.
• Where relevant, oversee the screening of applicants for experience and suitability, observe local unskilled labour recruitment processes.
• Where required oversee pre-employment medical checks or observe Contractor management of this process.
• Verify and where relevant retain records of activities associated with Contractor recruitment.
• Support the IR Manager in managing the Contractor demobilisation process.
• Ensure all risks associated with Contractor demobilisation planning and implementation are satisfactorily identified and managed.
• Verify Contractor workforce is given sufficient written notice of demobilisation according to the Contractor Labour Management Plan.
• Verify all workers receive their final pay, all demobilisation entitlements, and required paperwork is completed.
• Carry out any and all other duties as directed by the IRM as required to meet the project objectives.
CONTEXT AND ENVIRONMENT
• The CLIENT’S project includes a 1445km 24in oil export pipeline, 8 above ground facilities and a series of main line block valves and trace heating stations, and a green field marine terminal with an export jetty. 150km of feeder lines from Upstream facilities will tie-in to the CLIENT’S project. The CLIENT’S Project will be the largest privately led with Government participation transnational infrastructure project ever undertaken in East African region. The project overall tonnage is estimated at 500,000t of material and equipment.
• Behind the numerous technical (the longest electrically heat traced pipeline in the world), environmental and social challenges faced by the project, the Governments of Uganda and Tanzania agreed to develop CLIENT’S in a fast-track mode. The project is aims for a Ready For Start-up (RFSU) schedule 39 months after FID.
• The Project context is complex with numerous Contractor and Package Manager interfaces within the Integrated Project Team, three partners, development in two countries new to oil development (Uganda and Tanzania), and the need for project development in accordance external financing requirements.
• The field-based positions are located at Contractor Accommodation camp & offices at Contractor Main Camp and Pipeyard locations in Uganda and Tanzania. Position is on an 8×2 rotation involving routine monitoring at Contractor work sites within the area of responsibility.
Supports development and maintenance of a harmonious IR culture on the work site through assurance of Contractor IR management and Contractor implementation of IR plans and procedures. Undertakes routine monitoring of Contractor IR performance, reporting IR issues, non-conformances, and worker grievances and tracking all IR and worker welfare issues at the work site to closure. During construction, monitor and report Contractor IR and camp operations performance, Contractor management and resolution of workers issues and provide inputs to Project IR Performance Project reporting.
QUALIFICATIONS AND EXPERIENCE REQUIRED
• Candidates must be Tanzanian and Ugandan nationals for the respective locations.
• Minimum undergraduate qualification in a relevant discipline and at least 6 years labour or employment law, industrial relations experience.
• Extractive industry experience, construction or logistics industrial relations, labour management, camp operations.
• Experience across a diverse workforce comprising unskilled, semi-skilled, technical, and management/ professional workers and a broad supply chain.
• Ability to maintain good working relationships with project management, contractors and sub-contractors.
• Ability to work independently, meet deadlines, and is a quick, adaptable, learner from on-the-job training.
• Ability to liaise with and communicate productively with Contractor representatives.
• Operate unsupervised to carry out onsite and offsite visits and audits to a professional standard.
• Good written and spoken English and Kiswahili.
• Strong IT and data collection capabilities.
• Interpersonal and networking skills.
• Report writing, analytical skills and intensive problem solving capabilities.
• Communication, collaboration, and team-working skills especially in multi-discipline and multi-cultural teams.
• An ‘Incident Free’ mind-set and commitment to the Project Zero Harm safety culture.
• Human rights awareness and industry good practice expectations, elevating awareness of and contributing to zero tolerance towards discrimination, harassment, corruption.
• An ability to work effectively in a diverse, multidisciplinary team environment, including Interface management experience, within facilities, and across other functions.