Human Resources Manager (Human Resource Manager)

• Babcock for Powerstations (Sandton)
• Lonmin Refinery (Brakpan)
• DCB Logistics (Pomona)
• The Learning Train (Randburg)
• Siyanda Engineering (Pomona)
• Dept. of Labour (Springs)
• Gibela Dunnotor (PRASA)
• Alstom (Woodmead)
• BG Locomotives (Heildelberg)
• DHL (BATSA) HR Services

Present Employment 

November 2016 to date – Became an Entrepreneur

Freelance 

• Recruitment Process – Interviewing to placements
• CSI Projects
• EE Reports- Prepare and submit
• Industrial Relations – Disciplinary Processes
• ER Relations
• Wellness Projects
• HR Reports
• HR Generalist duties

• Compile training material and prepare for training sessions
• Trainer-the-Trainer training skills applied to subject material pertaining to the Generic Management & Soft Skills Learner-ships
• Assess Learner portfolio and submit to relevant SETA for Moderator Assessment
• Chair disciplinary hearings with or without legal representation
• Investigate Unfair Labour practices or unfair dismissal or discrimination
• Formulation of charges
• Investigation of charges
• Preparation of hearings and issue case findings on the balance of probability
• Represent unfair dismissal outcomes referrals to CCMA or Bargaining Council
• Lead conciliation procedure at CCMA or Bargaining Council with ex-employer to try to reach a mutually acceptable settlement to avoid CCMA referrals
• Apply for Con-Arb procedure to speed up processes and eliminate Mediation process
• Labour Attorney as and when required for Arbitration appeals

• Responsible for 4 Divisions within the Fuel Group (RTT, PHD, SCS and Revert)
• Employee Headcount 45000 Employees in all Regions
• Ensures that the organization complies with the requirements of Codes of Good Practice on Broad Based Black Economic Empowerment with regards to Employment Equity, Skills Development, Preferential Procurement, Enterprise Development and Social-Economic Development and in keeping with South Africa's transformation imperative.
• Compile with the assistance of the Procurement Manager & Financial Director the company' Commercial Equity Strategies & Policies
• Review and monitor all related BBBEE Policies
• Ensure that senior management is kept up to date on issues of transformation
• Drive the process of transformation through the various divisions within the organization to ensure the implementation by divisional HR Managers of plans, guidelines and different interventions as vehicles for delivering transformational goals
• Ensure by guiding divisional HR Managers that appropriate structures have been established throughout the group for dealing with such issues as Diversity, BBBEE and Affirmative procurement
• Arrange across the group workshop and awareness campaign to promote transformation & equity.
• Liaise with Procurement dept. to create a database of targeted suppliers
• Review divisional BBBEE scorecards and ensure improvement on transformation elements are achieved
• Drive Learner-ship and all Development Training Programs across all divisions and ensure divisional Work Place Skills Plans an Annul Training Reports are submitted to the Services Seta annually
• Ensures the timely annual divisional and group submission of the Employment Equity Reports to Dept. of Labour
• Lend guidance and support to divisional HR Managers on specific projects on targeted enterprise participation and other related HR issues
• Supervision: 4 Divisional HR Managers

• Designed, developed and implemented the entire HR discipline with procedures and processes, HIV/AIDS and Employee Assistance Program in the organization with a staff compliment of 300 permanent and 800 contractual staff in branches across the country.
• Services 13 branches of the organization country wide on all HR related issues.
• Responsible for monthly reporting the Managing Director, Financial Director and HR Director. Managed 1 HR administrator and 1 Payroll
• officer and was EXCO member.

Setup:

• Ensured that baseline was reached to ensure HR start-up.
• Policies and procedures development and implementation.
• Developed Job Models.
• Organisational Structure.
• Demobilized and mobilized staff.

Planning:

• Responsible for planning based on Strategy and Business plans.
• Developed and implemented policies and procedures to govern business processes that meet legislative requirements.
• Developed and recommended policies and procedures to govern acceptable industrial relation, human resources and training and development matters.
• Developed budgets to cover costs of the aforementioned processes.

Organising:

• Developed and implemented in conjunction with the management team innovative structures and policies to meet the SA legal requirements. Ensured the organization structure met the needs to fulfil the HR and Labour objectives.
• Ensured that professional skills are available.
• Developed and implemented a team structure and culture.
• Ensured formal administrative and related reporting systems exist which includes Labour, Road Freight Bargaining Council, Legislative matters and Training.
• Ensured relevant and timeous recording of information.
• Ensured efficient reporting to Executive management committee on a monthly basis.

Leading:

• Set up internal and external communication processes including "Employer of the Year" programs with committees relating to HR, IR and Learnership programs.
• Ensured staff was informed on relevant company information including policy, agreements, conditions of employment and labour/manpower matters.
• Ensured external communication is open, relevant profitable with various external department, general business development institutions and customers

Staff Motivation:

• Team development/building.
• Innovation in organization, business and opportunity development with search for best Talent initiatives.

Control:

• Monitored actual performance against budget.
• Reviewed risk figures (labour cases, CCMA/Bargaining Council, labour agreements).
• Reviewed budgets if required.
• Ensured control systems were in place to measure the most relevant / effective / best practice activities and processes.
• Set performance standards for:
• Legal Action
• Personnel Admin Systems - Industrial Relations - Manage performance correction when required.

Development:

• Stay abreast of new Human Resources, Industrial relations, Compensation research, Risk, Legal services and HRIS products.
• Researched business needs and supply new approaches and solutions.
• Developed own skills to increase professionalism.
• Developed and implemented a development and training plan (WSP- Works Skills Plan, ATR-Annual Training Report and EE-Employment Equity Plan) to be submitted annually to the department of Labour.
• Empowered staff to function on a full utilization principle.
• Ensured the implementation of policies, practices and procedures that control and govern the learning process and enhance career and staff development.
• Coordinate behavioural training and events such as teambuilding, leadership sessions.

Finance:

• Ensured that reporting takes place within financial requirements.
• Reported on a monthly basis to management.
• Involved in planning the recruitment budget.
• Ensured that remuneration are in line with the current market.
• Identified risks in expected remuneration packages and report accordingly.

Industrial Relations:

• Ensured the development of an acceptable business culture aligned to the Road Freight Association and Logistics business best practices.
• Set goals for own staff and teams then cascade performance management principles to lower levels.
• Maintained good and sound IR and HR practices.
• Ensured all current labour related legislation is adhered to

Recruitment:

• Ensured that vacancies are advertised to recruitment agencies.
• Ensured profiles and positions are in correct format and communicated to recruitment agencies.
• Ensured that vacant positions were filled and engagingly communicates with recruitment agencies.
• Followed up on agents for possible dates and times for interviews of candidates.
• Updated the recruitment schedule and matrix.
• Scheduled interviews in all necessary diaries of management involved for interviews.
• Acted as contact person for candidates to come in for interviews.
• Reported on a regular basis to EXCO management.
• Advised line managers on interview protocol and procedures and made recommendations accordingly for selections of talents.

Appointments:

• Ensured that requested for appointments are made accordingly with successful candidates.
• Ensured correct information on remuneration for services are correct when communicated to recruitment agencies.

Communication:

• Administered and assisted HR administrator with necessary permanent staff admin such as annual leave, sick leave and family responsibility leave.
• Ensured leave chart is kept updated for all project staff.
• Ensured the deliverable aspects of "exit interviews" and receive all necessary items such as laptops, 3G cards etc. which has been issued to exit management.

Payroll:

• Managed payroll administration such as employee rewards and benefits. Sign off monthly payroll with Managing Director
• Endorsement signature for final payroll run.

Achievements:

• With no BBBEE status in place, SOS-Unlimited achieved a Level 5 BBBEE status in 2007 and Completing target Level 1 status for 2006/2007 financial year end results

Receptionist (HR Department) /Training Department

• Manage various projects related to roll-out of People Soft HRIS, online performance management system
• Assist in staffing process through sourcing candidates and conducting interviews
• Select training vendors. Assess proposals, attend presentations and select the most appropriate vendor in terms of cost, quality of service and availability.
• Participate in the development of contracts for selected vendors
• Provide required reporting to Business Units and HR EMEA Leadership
• Liaise with all Business Leaders to determine yearly plans for each department
• Identify training needs, ensure training is aligned with the needs of the business
• Manage the Skills Development Act process. Ensure training is implemented that is aligned with the SDA and NQF
• Develop and deliver EE plans. Integrate data into a comprehensive EE report, following guidelines stipulated in the EE Act
• Develop business case analyses for a variety of HR initiatives
• Provide technical, procedural and policy guidance
• Ensure performance of professional staff is conducted by business team leaders
• Handle labour relations issues (e.g. disciplinary hearings, CCMA cases with Labour Lawyers and representatives)
• Submit monthly report pertaining to training and development to executive management and forward to overseas Head Office for multinational stats
• Work with legal and HR representation in various countries to develop contracts and ensure compliance with local laws and regulations eg. Expatriates
• Designed and implemented and Approval Application Training Portfolio with the ISETT SETA in obtaining Interim Qualification and Training Provider in the Electronics Sector
• Designed the Return on Investment Plan for all training needs aligned to the yearly Appraisal summary and assessment from all departments
• Designed the Management Development training program aligned to the Succession Planning and development program and make training sessions available for Managers and Senior Managers to attend
• Attend the quarterly Human Resources Audits with SABS representatives
• Attend quarterly/yearly HR seminars and meetings pertaining to the Electronics sector

• Responsible for the Edcon Group - retail chain stores
• All recruitment and selection of staff for the new stores

• Dealing with all the advertisements and correspondence with Consulting Agents nationally for all recruitment needs
• Recruitment of management positions across SA regions
• Screening and selection of candidate in the national office
• Arranging psychometric assessments and interviews
• Concluding final appointments with Senior Management and the CEO's office for all appointments
• General HR administration

Human Resources

• Recruitment and selection up to middle management
• Interviewing and screening applicants
• Manage and implement all HR functions
• Make all travel, car and hotel arrangements for the HR Managers and Director
• Undertake information workshops / sessions for line managers and employers
• Physically checking tasks performed in the factory that must conform to all the job descriptions
• Resolve payroll and employee benefit queries
• Book courses and arrange payments
• Prepare HT invoices for payments
• Get feedback from employee attending courses
• Administer employee relations
• Chair disciplinary hearings
• Numerous ad-hoc duties
• Implementation of skills development
• Planning of Industrial Relations issues with CCMA cases
• Generate and distribute HR reports monthly and accurately as well as maintain accurate statistics
• Prepare salary surveys data for FSA
• Calculate gross increases and wage increases
• Assist personnel administration on casual wages to balance sheet for tax and UIF purposes
• Worked on the People Soft in-house HR system

Training

• Manage and monitor the training budget on a monthly basis
• Keep training files updated with training schedules and records
• Employee results and monitoring staff attending courses overseas and locally
• Manage own diary and administrative requirements of the flavour and ingredients training: Head Office in Naarden - Holland
• Policy implementation
• Assist with curriculum development plan, organize and implement travel arrangement
• Liaise with internal clients for the purpose of diagnosing interventions - needs analysis
• Involvement with assisting ISO 9001/2003 training requirements
• Consolidate training materials, ensuring standard format
• Manage Quest International Flavour and ingredients recruitment programme
• Ensure training and consulting initiatives conform to statutory requirements
• Arrange medicals and psychometric testing for applicant
• Reporting results to management
• Source courses available locally and internationally and liaise with HR Manager and Line Manager
• Lead team in delivery appropriate training initiatives to the business units

• Recruitment of drivers from code 02 to 15
• Recruitment of warehouse staff
• Lacing adverts in the new media - writing own advertisements
• Interviewing and screening of candidates
• Reference checking
• Referrals to clients
• Visiting existing clients and marketing of new clients
• Keeping client cards updated
• Banking of COD, cheques and cash
• Liaison with all branches for orders exchanging and placements
• Checking of CV's
• Writing up daily, weekly and monthly statistics
• Writing up new client cards
• Handling disciplinary hearings

• Prepare salary surveys data for FSA
• Replying to applicants for employment and type regret letter
• Do quarterly audit for new canteen premises and report to HR Manager
• Check increase data before dispatch to line manager and personnel
• Capture wages on MS Excel and reconcile for tax purposes
• Relieve receptionist on ad hoc basis on casual wages to balance sheet for tax purposes
• Collate group increases
• Do task performance to update all Job Descriptions for evaluations
• Recruitment and selection duties up to middle management
• Reference checking
• Organize year end functions for management and staff
• Attend all HR related meetings at Head Office and different branches

Training

• Keep training files updated with training schedules and monitoring staff attending courses locally
• Keep quarterly stats on employee results
• Consolidate internal training manuals ensuring standard format
• Manager and monitor training budget on monthly basis
• Advise employees and line managers of success and failure rates
• Internal training of sales consultants to do filed sourcing on contracts
• Internal training employees for preparation of yearly ISO 9000 audits
• Co-ordinates scheduling of courses, booking venues, catering and equipment
• Arrange medicals for new employees
• Administer employee relations
• Analyze training needs with line managers and schedule external training sessions

• Daily visits to all PDC clients (pharmaceuticals) in the Gauteng, Eastern and Western Cape provinces
• Taking monthly stock orders for deliveries in pharmacies on the PDC order books
• Clients liaison and queries on late stock and incorrect order
• Conducting benchmarks to establish the best prices level required
• Plan and organize major group interactions with players in the market place
• Strategically manage external and internal communications between PDFC and its clients
• Arrange marketing functions to introduce new products to clients
• Chair monthly meeting with marketing Director to introduce new client base strategic stock distribution
• Manage 23 sales team reports
• Attend opening functions of new pharmacies
• Marketing of new products to own client basis
• Writing monthly report to analyze customer needs on special products
• Develop management reports on yields on sales and customer performance
• Manage all Adhoc communication projects in Pharmaceuticals