Industrial Relations Coordinator

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Job Description

Fiji Airports Pte Limited trading as Fiji Airports (FA) is a fully Government-owned Commercial Company (GCC). The company was established on 12 April 1999 under the Public Enterprise Act, 1996. It was formed following the reorganisation of the Civil Aviation Authority of Fiji (CAAF). FA owns and operates Nadi International Airport and manages Nausori Airport including 13 other domestic outer island airports on behalf of the Government. It also provides Air Traffic Management (ATM) services in the Nadi Flight Information Region (Nadi FIR (Flight Information Region)). This includes the air space of Fiji, Tuvalu, New Caledonia, Kiribati and Vanuatu, covering an area of 6.0 million square kilometers. FA is governed by its Board and reports to the Prime Minister and Minister for Public Enterprises.

The Industrial Relations Coordinator is responsible for fostering harmonious employment relationships between Fiji Airports Limited and its employees through the effective management of labour relations, negotiation of collective bargaining agreements, and timely resolution of employee grievances, while working closely with management, unions, and employees to support a productive and positive work environment. This role reports to the Manager People, Organisational Development & Culture.

Outcomes

Organisational Stakeholders
1. Labor Relations Management:
Effective working relationships with unions, employees, and management developed and maintained to support constructive labour relations. Collective bargaining agreements negotiated, implemented, and administered in accordance with legislative requirements and FA standards. Employee grievances and disputes addressed and resolved in a timely, fair, and consistent manner. Sound advice and recommendations on labour relations matters provided to management. Formal correspondence with unions, CAAF, relevant Ministries, and internal and external stakeholders drafted and coordinated to support effective labour relations, legislative compliance, management of industrial matters, and protection of FA’s interests. All labour relations actions and communications ensured as compliant with applicable legal, regulatory, and internal policy requirements. Labour disputes managed strategically to minimise financial exposure, legal costs, and productivity impacts.
2. Statutory Compliance and Governance:
Industrial relations policies and procedures implemented, monitored, and embedded across the organisation. Relevant changes in applicable labour laws implemented and embedded within the FA context, ensuring policies, procedures, and practices remained compliant and up to date. Company policies and frameworks reviewed and updated to ensure alignment with legal requirements, Policy Development & Review Group standards, and best practice. Training on employee relations and industrial relations matters provided for management and employees. Project‑led assignments and working groups supported through coordinated and accurate employee relations and labour relations inputs, particularly where initiatives affected workplace conflict mechanisms and people practices. Ongoing monitoring and interpretation of labour legislation and industry trends conducted to ensure FA compliance with labour laws, regulations, and company policies. Disciplinary matters, labour disputes, and negotiations conducted as Manager PODC’s designate. Outcomes and resolutions from disciplinary meetings accurately documented, acted upon, and followed up in a timely manner in line with FA policies and SOPs. Company representation at mediation forums and court proceedings ensured, with sound advice provided to support effective resolution of employment‑related disputes.
3. Employee Engagement and Communication
Clear and effective communication between management and employees facilitated. Regular meetings with employee representatives and union officials conducted. Positive work environment promoted through employee engagement initiatives delivered in collaboration with the Employee Relations Coordinator. Employee relations practices supported to promote workforce stability, employee confidence, and retention.
4. Grievance Resolution and Dispute Management
Employee grievances managed end‑to‑end in accordance with established grievance procedures, ensuring timely investigation, resolution, documentation, and formal closure. Early intervention and dispute prevention strategies implemented to minimise escalation to industrial action. Workplace conflicts and disputes between employees and management mediated effectively. Conflict resolution strategies implemented to minimise workplace disruptions and escalation. Constructive and professional engagement between Management and Employee Representatives / Unions facilitated through the LMCCC, promoting open dialogue, trust, and collaborative problem‑solving. Procedural and technical advice provided to Management on LMCCC matters, including interpretation of collective agreements, policies, employment legislation, and consultation requirements. LMCCC processes ensured as compliant with applicable employment legislation, collective agreements, organisational policies, and recognised industrial relations best practice.
5. Data Management and Reporting
Accurate records of labour relations activities and negotiations maintained. Industrial relations reports, metrics, and trend analyses prepared for senior management and Board review. All industrial relations‑related matters updated in HRIS in a timely and accurate manner.
6. Supervision and Team Coordination
Supervise and provide day-to-day guidance to the Human Resources Officer. · Review and oversee employee relations case handling to ensure consistency, fairness, and compliance. · Support the performance management and development of direct reports. · Delegate tasks effectively and monitor outcomes to ensure timely delivery. · Any other tasks assigned by Manager Human Resources.
7. Teamwork and Collaboration
Effective collaboration with management, unions, and employees maintained to support constructive labour relations. Professional engagement with employee representatives and unions facilitated to enable open dialogue and cooperative problem‑solving. Cross‑functional coordination with internal HR stakeholders ensured to support consistent, fair, and compliant employee relations outcomes. Contributions to project‑led assignments and working groups delivered through effective teamwork and information sharing.
8. Fiji Airports' image and value standards demonstrated and promoted
Collaborate with other teams in the organisation for the benefit of the organisation Monitor and encourage team members to uphold image and value standards Uphold and demonstrate the organisation's image and values

Responsibilities - Critical Competencies

Competence	Description
Business
Risk Management	Analyse and manage risk.
Planning	Deliver results by developing, reviewing or following a work plan, action plan or operational plan.
Systems and Procedures	Develop and/or apply procedures to assist the organisation achieve its goals.
Documentation	Communicate using formal business writing.
Communication	Exchange information through verbal communication
Customer
Relationship Building	Build beneficial relationships with suppliers and stakeholders.
People
Problem Solving	Develop practical solutions to a situation.
Negotiation	Reach agreement through discussion and compromise.
Self-Management	Manage your priorities and objectives efficiently and effectively
Professional
Technical Strength	Demonstrate knowledge of a specialist discipline.
Compliance	Comply with relevant laws and the policies and procedures of the organisation.

Qualifications

Qualification	Discipline	Notes
Preferred
Degree	Human Resource Management, Industrial Relations
Desirable
Higher Degree incl. Post Grad Cert or Dip	Human Resource Management, Industrial Relations

Work Knowledge and Experience

1. 5–8 years’ proven experience in industrial relations, employee relations, or a comparable role.
2. Demonstrated hands‑on experience in union engagement and collective bargaining environments.
3. Strong working knowledge of labour laws, employment legislation, and regulatory requirements.
4. Legal knowledge or experience in employment or industrial relations matters is highly desirable.
5. Proficiency in Microsoft Office Suite and ability to manage records, reporting, and HR systems effectively.

Requirements

Language Proficiency
Excellent command of English
Professional Associations
Membership of appropriate Professional Institution
Regulatory Compliance Requirements
Police Clearance

Interactions

Interaction	Comments
Internal
All employees
External
Statutory Authorities
Regulators
Unions
External Consultants
Ministry of Employment, Productivity and Workplace Relations (MEPWR).

Attributes

Attribute	Definition
Behavioural Styles
Accountable	Assumes full responsibility for own actions and identifies with the success or failure of own part of the overall work/goal.
Integrity	Adherence to moral and ethical principles; soundness of moral character; honesty.
Reliable	Is able to be trusted to do what is expected or has been promised, puts in a great amount of effort believing in the value of work.
Interpersonal Styles
Empathic	Has the ability to understand somebody else's feelings or difficulties.
Objective	Impartial and honest in dealings with others, eliminating own feelings and view to reach a balanced judgement.
Perceptive	Shows keen insight and understanding of issues or situations.
Thinking Styles
Conscientious	Demonstrates a sense of right and wrong and a personal obligation to do the right thing.
Disciplined/Systematic	Is controlled in conduct, shows an orderly pattern of behaviour, following a methodical and thorough approach.
Well organised	Controls tasks in a well thought out and critical manner.

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