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HR and Training consulting : Principal Consultant/Owner From 2016-01 To Current
Duties
- Recruitment and Selection
- Employment Equity
- Training and Development and Project Management
- Industrial Relations
- Performance Management
- Policy and Procedure writing
- Organisational Development and Design
- HR Audits
- Induction and Orientation Programmes
- HR Strategy
- HR Admin
Automotive - Motor Vehicles : Franchise HR Business Partner From 2012-07 To 2015-12
Duties
- Recruitment & Selection
- Employment Equity
- Training and Development
- Industrial Relations (including conciliations and arbitrations)
- Performance Management
- Policy & Procedure compliance
- Apprenticeship programme coordination
- HR Reporting (EE, WSP, ATR,)
- Ill-health consultations & processing
- Employee Assistance Programme coordination & referral
- Career Development & Management
- HR Consulting
Management Consulting : Principal Consultant/Owner From 2011-05 To 2012-06
Duties
- HR Project Management
- HR Consulting
- Recruitment
- Training (Course design and facilitation)
- Policies & Procedures
- Employment Equity
- Skills Development (WSP and ATR)
- Organisational Design & Development
- Performance Management
Leader and innovator in supermaterials : HR Manager From 2010-4 To 2011-04
Duties
Recruitment & Selection
Employment Equity
Training and Development
HR Administration
Industrial Relations
Policies and Procedures
Organisational Design
Passenger Transport : Organisational Development Manager From 2007-7 To 2010-3
Duties
Selection Centre
Employment Equity
Training & Development
Performance Management
Organisational Design
Manpower planning and database
July 2007 – June 2008
Performance Management Systems Manager
Design, implement and manage a Performance Management System
Develop and maintain a “Performance” Database
Train all relevant parties that will be using the system
Design, compile and present Company Induction Programme
1. Training & Development
Develop, facilitate and manage Training & Development initiatives in the company by identifying training needs (training needs analysis), developing intervention plans and evaluating the effectiveness and efficiency of the solutions.
Develop and design a Training & Development strategy to support business goals.
Evaluate training provider performance and the effectiveness of training programmes and provide recommendations for improvement.
Oversee skills audits.
Plan and manage the bursary and learnership programmes in conjunction with the Skills Development Manager.
Budget and cost management of the Training & Development budget.
Manage the Workplace Skills Plan and Annual Training Report.
Promote Training & Development within the company.
Establish, build and maintain relationships with key stakeholders (TETA, training providers, etc.).
2. Performance Management
Manage and facilitate the implementation of the Performance Management process.
Ensure performance appraisals and tracking are done 3 X per year.
Compilation of a Performance Management training programme.
Facilitate Performance Management training for all managers and supervisors.
Support and assist Line Management to implement performance management (improvement) strategies, analyse plans to resolve performance problems and to manage top/under performers.
Facilitate compliance with the company’s Performance Management policy and procedure.
Review, evaluate and enhance the Performance Management process/procedure.
Develop, manage and monitor retention strategies.
Facilitate and manage career development for employees identified as successors.
Implement, maintain and review equitable recognition and reward systems as well as performance improvement initiatives.
3. Organisational Design
Manage the company’s structures, systems, processes and work procedures.
Monitor and evaluate the effectiveness of the company’s structures, systems, processes and work procedures.
Assist Line Management in evaluation of jobs and make the necessary recommendations in terms of pay guidelines and benefits.
Evaluate pay guidelines and benefits and make recommendations to Senior Management.
Ensure job descriptions are up-to-date and accurately describes each position.
Manage re-structuring processes within the company.
4. Selection Centre
Plan and manage the overall selection function.
Ensure that the company’s ethos, philosophy, ethics and policies are adhered to in terms of the entire selection cycle.
Ensure that selection is in line with the company’s Employment Equity strategy and plan.
Analyse and manage unplanned staff turnover and make recommendations to Senior Management.
Ensure employee selection programs are developed and implemented.
Budget and cost management of the Selection Centre budget.
5. Manpower Planning & HR Database
Monitor and report on the approved staff establishments for the various Business Units within the company.
Manage manpower planning and forecast requirements on a monthly basis.
Manage the HR Database – data manipulation for HR reporting purposes.
6. Employment Equity
Appointed Employment Equity Manager for the company.
Prepare, manage and control the Employment Equity plan and annual report for the company.
Ensuring compliance with all legislative requirements in terms of Employment Equity.
7. General
Overall accountability for the HR functions with particular focus on Training & Development, Performance Management, Organisational Design, Selection and Employment Equity.
Develop HR strategies, processes and policies for the company that will ensure a productive workforce and improved HR services.
Partner with business to align the HR strategy with business needs.
Facilitate relationship building in the company.
Monthly/Quarterly reporting for all departments.
Lead and develop the HR team.
Promote a healthy team culture where success is celebrated and people are valued.
Measure the HR teams effectiveness in terms of strategy execution.
Develop and direct project plans for the HR team.
Ensure compliance with all applicable statutory requirements.
Tender information and calculations
BBBEE scorecard
Manage the annual departmental budget process.
Monitor and control departmental budgets.
REPORTING STRUCTURE
Training & Development
Direct Skills Development Manager
Indirect Manager: Operations Training
Skills Development Support Officer
Training Officer: Admin
IT Training Officer
Senior Driving Instructor
Driving Instructors X 8
Receptionist
Office Cleaner X 2
TOTAL 17
Organisational Design
Direct Work/Study Officer
TOTAL 1
Selection Centre
Direct Industrial Psychologist
Indirect Senior Selection Officer
Office Cleaner
TOTAL 3
Manpower Planning & HR Database
Direct Senior Personnel Officer
TOTAL 1
BUDGETS
Training & Development R14,150,000
Selection Centre R1,950,000
Organisational Development R1,525,000
TOTAL R17,625,000
ACHIEVEMENTS
Appointed as the Performance Management Systems Manager in July 2007 and promoted to Manager: Organizational Development, one year later.
Designed and developed a performance management system for the company.
Designed and developed a rewards and recognition system for the company.
Designed and developed an Induction Programme for new recruits.
Selected as part of the project team in the takeover of two other companies.
Building Construction : Group HR Coordinator From 2005-8 To 2007-7
Duties
Group training and development
Recruitment & Selection
Employment Equity
HIV/AIDS
Bursary student and In-service trainee recruitment and administration
BEE Scorecard
Stats SA
Long service awards
Writing company policies and procedures
Generalist HR at Plant Yard
Mentorship programme coordination
Tender information ¡V training & employment equity
1. Training and Development
Workplace Skills Plan – CETA
Implementation Report – CETA
Compilation of monthly training report for all Divisions
Record keeping
Training and accommodation bookings
Payments
Notification to delegates to attend scheduled/booked training
Sourcing of requested training programmes
In-house training – programme compilation & facilitation on Disciplinary procedures
Coordinating the mentorship programme
Managing training projects
2. Recruitment and Selection
Recruitment
Compilation of adverts for vacancies or newly created positions
Advertising in relevant media
CV screening
Interview arrangements
Compilation of interview panel
Interviews
Recommendations to management re interviewed applicants
Phone or send letters to unsuccessful candidates
Regret letters to unsolicited CV’s
Job profiling
Arranging psychometric assessments and making recommendations to management re assessment results
Terminations
Exit interviews
3. Employment Equity
EE Committee meetings on a yearly basis
Compilation of quarterly EE reports for all Divisions
Completion of yearly EEA2 and EEA4 forms to be submitted to the Department of Labour (WBHO & EDWIN Construction)
4. Bursary Students & In-service Trainees
Graduate recruitment
Bursary applications
Student administration – contracts, accommodation, monthly payments, books, etc
Vacation work – Placing of students on sites, payments, accommodation
Interviewing In-service students
Recommendations to management re In-service Trainee appointments
Arranging psychometric assessments and making recommendations to management re assessment results
5. HIV/AIDS
Manage the companies HIV/AIDS initiative
Representing the company at Industry level (SAFCEC)
6. BEE Scorecard
Updating the BEE Scorecard on a quarterly basis
7. General
Submitting Quarterly figures to Stats SA (WBHO & EDWIN Construction)
Long Service Awards
Generalist HR at Plant Yard
Writing company policies and procedures
Tender information – training & employment equity
ACHIEVEMENTS
Wrote and updated certain company policies and procedures to ensure legal compliance and alignment with Codes of Good Practice.
Developed and facilitated a Disciplinary Hearing training programme for the company.
Streamlined the long service awards process for the company.
Steel Pipes and Fittings : HR Coordinator From 2003-9 To 2005-7
Duties
Personnel administration and reporting
Compiling of monthly HR Report for Board meeting
Recruitment, selection, administration and induction
Employment Equity planning and reporting
Training and facilitation – In house training courses
Assisting in Training Needs Analysis
Training and development administration
IR administration
Observer at grievance, disciplinary enquiry, internal dispute resolution and CCMA
Mentorship programme
Performance Management
1. Training and Development
Compilation of monthly training report
Attend Training Committee Meeting on a monthly basis
Book training and ensure the training institution is paid
Notification to delegates to attend scheduled/booked training
Training needs analysis
In-house training
Bursary and loan administration and approval
Filing – certificate etc. in personnel files
Controlling of training budget
Unplanned training – discussions with/permission from CEO
Collection of information (training invoices, attendance registers etc.) for submission to MERSETA
Skills Plan
2. Recruitment and Selection
Recruitment
Compilation of ad’s for vacancies or newly created positions for internal and external advertising
CV screening
Interview arrangements
Compilation of interview panel
Interviews
Recommendations to management re interviewed applicants
Drawing up the new employees Contract of Employment
Ensuring that all relevant documents s are completed and information obtained from the employee
Hand over of all relevant documents to the Payroll Department
Phone or send letters to unsuccessful candidates
Arrange formal induction – Company, medical, health & safety and job profile
Filing of induction documents in personnel files
Regret letters to unsolicited CV’s
Job profiling
Terminations
Administration of terminations
Hand over of all relevant termination documents to the Payroll department
Assisting employees with pension/provident fund pay outs or transfers (wages)
Exit interviews
Labour Brokers
Sending of job profiles to Labour Broker to source the most suitable candidates
Receives applicants and arranges interviews
Compilation of interview panel
Interviews
Ensuring that all relevant documents are completed and information obtained from the employee
Arrange formal induction – Company, medical, health & safety and job profile
Filing of induction documents in personnel files
Payment of Labour Broker
Limited Duration Contracts
Assist management in employment structure for contract work
Contact ex-employees/previously retrenched employees for availability for contract work
Interview arrangements
Compilation of interview panel
Interviews
Drawing up the new employees Contract of Employment
Ensuring that all relevant documents s are completed and information obtained from the employee
Hand over of all relevant documents to the Payroll Department
Arrange formal induction – Company, medical, health & safety and job profile
Filing of induction documents in personnel files
Monitor Contract Expiry dates and renew/extend if necessary
If contract is not renewed/extended, ensure that notice is given timeously
Administration of terminations when Limited Duration Contract expires
Hand over of all relevant termination documents to the Payroll department
Assisting employees with pension/provident fund pay outs or transfers
3. Employment Equity
Attend EE Committee meetings on a monthly basis
Compilation of monthly EE report – report contains
Current versus actual figures
Staff movements for the month (recruitment, terminations, promotions etc.)
Completion of yearly EEA2 and EEA4 forms to be submitted to the Department of Labour
4. Industrial Relations
Attend monthly Managers/Shop Stewards meetings
Sit in on all negotiations with the Unions
Help and advise management with investigations re disciplinary enquiry/interview
Compilation of charges against employee
Notification to employee re the disciplinary enquiry/interview
Ensuring that documents are completed as per the relevant procedures
Arranging of the enquiry/interview (venue, chairperson etc.)
Attend disciplinary enquiry/interview
Minute taking and distribution of minutes to all relevant parties
Filing of all documents in personnel file
Any appeals are handled in the same way
Handle grievances
Attend conciliation/mediation/arbitration when required (only as an observer)
5. General
Updating the HR database on all HR related issue
Policy and Procedure writing
Career development
Transport arrangements for night shift employees
Keeping the Company organogram updated
Compilation of a monthly absenteeism report and addressing excessive employee absenteeism with relevant managers
Personnel administration and reporting
Compilation of the monthly HR report for the MD’s/CEO’s Board pack for the monthly Board meeting
Arranging of the year-end function for all employees
Long service awards
Ensuring that all information is available for HR audits
Assisting employees/their families in claiming for funeral benefits
Communicate with MEIBC and/or SEIFSA on all HR issues relating to the Company and its employees
Attend weekly EXCO meetings
Controlling of the HR budget
Performance counseling
Ordering and controlling of medicine at the on-site medical clinic
Banking : HR Officer From 2001-9 To 2003-9
Duties
All HR related staff queries
Selected aspects of recruitment
Induction to new recruits
Balanced Scorecard Administration
Selective HR administration
Training administration
Project management ¡V Training department
Arranging and coordinating training
Assisting with individual development plans
All secretarial functions
Head office to branch communications
Departmental budgets (Training and HR)
Writing of selective policies and procedures
Training received:
Coping with Change
Training and facilitation Skills
First Aid level 1 & 2
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