Regional HR Manager

Recruitment, Selection & Orientation:

• Identifying Vacancies, Drafting Of Job Descriptions In Conjunction With Line Management And Facilitating The Grading Process If New Position
• Advertise, Screen & Interview Candidates And Ensure Relevant Background Checks & Assessments Are Carried Out Prior To Preparing Offers
• Impact Orientation Process By Reviewing Content And Updating Where Necessary

Performance Management:

• Train Staff In, And Facilitate The Annual Performance Management Process, And Provide Guidance On The Setting Up Of Performance Development Plans
• Communicate And Facilitate The Annual 360° Feedback Process
• Identify Challenges/Problem Areas And Recommend Appropriate Interventions And Corrective Action
• Conduct Performance Counselling Sessions For Poor Performers

Talent Management:

• Ensure That The Talent Management Process Is Followed In Terms Of The Identification, Development And Retention Of Key Talent
• Identifying Key Talent, Critical Roles And Manage Pipeline Of Successors - Run With Succession Planning Discussions
• Career Pathing - Implemented A Defined Process For Promotion At Senior Manager Level

Employee Relations:

• Advise & Counsel Line Management On IR Matters, Draft Warnings, Institute All Disciplinary Action
•  Advise, Assist Initiator In All Disciplinary Enquiries, And Guide Chairperson In Issuing Of Finding & Sanctions
• Facilitate All Grievances Discussions And Outcomes. CCMA Representation At Conciliations And Arbitrations
• Coordinate The Employee Terminations Process - Conduct Exit Interviews And Report On Staff Terminations Quarterly And Bi-Annually

Employment Equity & Transformation:

• Placements In Line With Firms Transformation Strategy
• Reporting On EE Stats Quarterly Basis
• Contribute To Discussions As A Member On The IFS EE Committee Around EE Barriers Including Diversity Agenda

Training & Development:

• Ensure That All Staff Are Trained, Skilled And That Their Expertise Is Optimally Applied, And Provide Coaching On An Ongoing Basis
• Ensure That The Working Environment Contributes To Improving Staff Morale And Increasing Productivity
• Monitor & Tack Mandatory Training Statistics & Have Input Into Training Budget For Next FY
• Manage The Activities Of The Junior HC Consultant/Intern, And Coach And Train As Required

Change Management:

• Organisational Development & Change Enablement
• Culture Shaping
• Ensure Change Management Principles Are Incorporated Into All Major Staff Related Changes

Reward & Recognition

• HC Reporting & Administration
• HC Budgets: Determine Current Vs Future Spend For Input Into The Divisional HC Budget

Policies & Procedures:

• Contribute To Policy Development Or Improvements Ensuring Uniform Interpretation
• Implement & Monitor HR Policies Within The Respective Line Of Service

Business Partnering:

• Work Closely With The Firms’ Senior Leaders In Order To Develop An HR Agenda That Closely Supports The Overall Aims Of The Organisation & Manage HC Delivery
• Provide HR Strategic Input To Senior Management Regarding Latest HR Trends, New Legislation Etc

Achievements at PwC

• Developed training tracker measurement tool
• Currently developing alternative HR reporting method. Proposed HR Scorecard to be reviewed and if ratified, can be adopted more widely within the firm
• IR champion role established
• As a member on the IFS EE Committee I am able to contribute to discussions and strategies to address EE barriers that will impact the firms’ EE score
• I partnered with FASSET in order to implement a learnership program through Ekurhuleni West College positively impacting our BEE scorecard

Responsibilities:

• Perform full recruitment function for dedicated business unit
• Driving equity targets, monitoring & measuring labour turnover, bench strength
• Hr administration / benefits handling
• Facilitating training & booking of all mandatory training
• Managing succession process, facilitating personal development plans
• Employee wellness plans
• Developed strike action plan & member of strike team
• Provide input into the employee relations strategy
• Advise & counsel line management on ir matters, draft warnings, institute all disciplinary action
• Participate in union negotiations & prepare minutes - recognition agreements
• Advise, assist initiator in all disciplinary enquiries, and guide chairperson in issuing of finding & sanctions
• Facilitate all grievances discussions and outcomes
• Ccma representation at conciliations and arbitration - no losses to date
• Drawing up rescission & condonation applications

Achievements at Smollan

• Graduated from the University of Pretoria’s Leadership Development Program facilitated by Doctor Chris Lombard (Director People Capacity Solutions) - attended as part of talent development within Smollan Group
• Identified as an IR Champion and tasked to develop an IR Workplan
• Received the Excellence, Energy & Execution certificate from BU HRM for service & commitment, less than a year with the company
• Nominated for ‘Stars Behind the Scene’ (recognition program)
• Identified as succession candidate on 1st year with the company
• As IR champion I was drawn in to lead with other business units CCMA cases and preparation of rescission & condonation applications 

• Chairing disciplinary hearings on behalf of our members whom are the employers’ in the electrical industry
• Informing the parties to the process of their rights in terms of the LRA of 1995
• Preparing the chairperson’s report i.e. the findings and sanction recommendations (if any) in the form of detailed minutes after fully considerating both aggravating and mitigating factors and detailing the survey and analysis of evidence
• Where applicable, drawing up the termination letter and certificate of service, suspension letters
• Representation at conciliations at the Bargaining Council level and arbitrations at the CCMA
• No losses
• Evidence in chief, cross examination, preparing witnesses, gathering relevant evidence
• Advising members on matters relating to the Industry’s Main Collective Agreement (National Bargaining Council for the Electrical Industry) & procedures in terms of the LRA of 1995 and the BCEA
• Acting liaison between our members and the National Bargaining Council for the Electrical Industry on matters relating to the Main Agreement and prescribed minimum wages
• Typing of legal documents e.g. CCMA documents including;
• Applications for Condonation
• Rescission Applications
• Letters in response to trade unions seeking to negotiate with our members at shop floor level and therefore outside of the industry collective agreement
• Drafting of contracts of employment, termination / promotion letters, compiling exit interview questionnaires
• Responsible for quarterly internal HR newsletter - eHR Connect which is electronic based
• Liaising with numerous print medias’ for the publication of articles
• General activities related to Marketing
• Advertising, preparation of the advertising material, running promotional campaigns and competitions, managing and contributing to articles listed for publication in company journal (Vector Magazine)

Previous positions held at the ECA (SA):

• PA to Regional Director  -  5 February 2007 to 30 June 2009

• ECB Registrations Clerk  - 24 Feb 2004 to 31 Dec 2006

Achievements at ECA (SA)

• The very first case that I had represented at the CCMA, I had won
• Established an in-house HR newsletter which aided better communication with all staff members and served as a motivational tool
• Established good working relations with clients and affiliates
• Led a committee charged with the planning of the 60th Anniversary Gala Banquet in November 2010, which turned out to be a huge success, increasing the association’s visibility in the market
• Produced informative articles which were published in the Vector magazine (EE Publishers) in the interest of increasing awareness