Human Resource Director level (Human Resource Director level)

and HUMAN RESOURCES DIRECTOR – AFRICA REGION
05/2012 - to date
HRBP: SC– AFMET REGION
Overseeing the HR function for ± 2200 employees in Turkey, Middle East and Africa (Looking after 26 countries). The HR team has 22 people across the region and 8 are my direct reports.
I am part of the Leadership Teams in Africa, Turkey and Middle East. Reporting to VP: Human Resources - AFMET Region (based in Turkey) and dotted line to VP: Operations - Africa (based in Kenya).

STRATEGY
Develop Human Capital plans and strategies aligned to the organisation's strategic direction and business strategy.
Directing the development and consistent implementation of HR policies and practices and best practice throughout the organisation to support and achieve corporate business objectives
Manage the development, implementation, integration and co-ordination of policies and programmes covering employment, placement, orientation and training, labour/employee relations, remuneration, performance management, organisation and development, safety and health, benefits, employee services and performance management
Assess the long-term impact of short-term decisions on people and manage people related issues
Provide tools, training and tactics to enhance execution of these strategies
Scan the environment and identify emerging trends that will affect the organisation and the management of people therein
Provide overall HR strategic direction in support of the organizations operations, formulate and implement HR management strategy and plan, attract and retain employees, implement sound employee development, performance management, rewards and recognition, wellness and labour relation programmes, be responsible for financial and people management and advise on other relevant matters.
Ensures continuous collaboration and partnership with the executive leadership team
Supports managers to recognise and manage risks and probability of success in their endeavours effectively
Facilitates strategic and/or operational plans, projects and programs for Business and HR
Reviews business and HR performance measures and advises management on the human capital implications
Advises on Human Capital planning and Sourcing
Aligning and advising the company re BBBEE compliance
Facilitates compliance with appropriate corporate strategies, regulations and policies
Realigns HR to ensure tacit partnership to ensure operational excellence

ORGANISATIONAL DEVELOPMENT
Champion and encourage the appropriate Education, Training and Development (ETD) of all employees; the empowerment of all employees; the entrenchment of business values; the entrenchment of a culture of continuous learning.
Ensure leadership competence at all levels of management.
Create a work environment conducive to the achievement of our corporate vision.
Provide our clients with professional and timely guidance and advice on all aspects of HR management, thereby empowering line to proactively manage their human capital.
Continuously improve the standardisation of HR management practices in accordance with world-class standards.
Ensure a strategically focused performance-based culture.
Manage the transfer of HRM skills to line managers.
Develop, implement and sustain an entrepreneurial work ethic.
Develop Human Resource plans / interventions aligned to the organisation’s strategic direction and business, incorporating succession planning / career advancement and potential development.
Manage work place diversity and assist line management in creating a mutually tolerant workplace.
Guide, facilitate and co-ordinate change management within the Africa region.
Establish Sealed Air as the employer of first choice in Africa’s manufacturing industry

EMPLOYEE RELATIONS
Ensuring compliance of the company legislative requirements, policies and procedures
Advising management on fair practice in respect of people management issues, including, but not limited to, disciplinary and grievance matters.
Consulting / advising / facilitating to line management on all labour related legislation
Assessment and management of the organisational climate and employee relations
Union liaison (SATU, CEPPWAWU, NUFBWSAW)
Wage negotiations
To ensure the implementation of the outcomes of collective bargaining issues where applicable.
Ensuring compliance with procedural and substantive agreements.

Representing and acting on behalf of the company at the Council for Conciliation, Mediation and Arbitration (CCMA) or Bargaining Council on matters which require mediation or arbitration.
Ensuring compliance with the OHS Act and MEIBC main agreement.
Management of staff counselling, coaching and mentoring programmes
Ensure effective functioning of people management though communication, leadership and change management

PERSONNEL SERVICES
Ensuring the Company’s Human Resources policies and procedures are implemented, administered and maintained effectively, including the maintenance of statistical information.
Consultation with line management on all aspects relating to Human Resources.
Ensuring best Recruitment and Selection practices are consistently applied and maintained thus ensuring a competitive skills advantage, which is aligned to the strategic thrusts of the company and in accordance with prevailing legislation.
Advising on and implementing improvements to the HR function.
To instil and maintain optimal compliance with HR procedures, by ensuring an understanding and compliance from line management. Conducting regional HR audits and reporting on findings.
Compiling, monitoring and recording of Employment Equity Plan progress / deviations and all related statutory reporting.
Responsible for regional representation at Employment Equity Forum meetings including preparation and presentation of regional statistics.
Responsible for the compliance of HRM with pending and current legislation including, but not limited to LRA, BCoEA, SDA, SLA, EEA, OHSA. COIDA
Monthly / quarterly reporting.

REMUNERATION AND REWARD
Development of policies and procedure for remuneration and reward and recognition
Investigate, implement and monitor optimal, market-related remuneration practices across the organisation
Facilitate regular benchmarking of remuneration to market and against similar roles and grades within the organisation and against other similar organisations
Overseeing and managing weekly wage payroll and 2 monthly payrolls
Design and development of strategies for the effective application of policies, budgets and methods to participate in remuneration and benefit projects and assignments
Job profiling and evaluation systems and processes
Engage and advise management on effective remuneration and benefit programs and policies, e.g. incentive schemes, grading, salary models, bonuses etc.
Collating the assessment data to be used for annual increases and bonuses
Ensure fair and equitable remuneration is applied across all levels of the company

MANAGEMENT RESPONSIBILITIES
Responsible for the growth, development and performance of subordinates.
Responsible for fostering an environment that is conducive to optimal productivity and efficiency.
Responsible for daily management of subordinates including communication, problem solving, delegation and control.
Imparting superior, expert knowledge to subordinates.
Responsible for aligning the skills levels to the strategic focus of the company by identifying the skills levels in the department, addressing the training needs and monitoring the progress thereof.
Being able to offer added value and unique HR related expertise / service to employer and employee customer base.
Provide meaningful input into the budgeting process and provide accurate, prompt and useful information for the monthly financial pack.

PERFORMANCE MANAGEMENT
Developed and implemented the performance management policy and procedures
Set up and implemented a performance management system
Identifying talent and training needs from the appraisal
Together with training manager – ensure that line managers have the capacity to effectively use the performance management system

TRAINING AND DEVELOPMENT
Overseeing the SETA accreditation process
Managing the setting up our training hub, train the trainer centre, assessments and learnerships
Implemented training and development policy, process and procedures to assist with creating a culture of learning, developing and transferring of skills within the organization
Work in line with the business to follow through on the organizations WSP
Setting up of in-house training courses in line with NQF standards.
Ensure vacancies are in line with strategic intent

TALENT MANAGEMENT
Significantly reduced turnover experienced in identified talented by:
Work to understand the drivers of identified talent, and implement talent retention programmes that are aligned to these drivers
Work closely with Training Manager to ensure that good executive and leadership development programmes are in place
Ensure future people requirements are proactively planned and high-quality talent is hired
Implement effective development programmes for identified talent by:
Implement talent audit processes and identify talented individuals in the organization
Implement programmes to ensure that managers are aware of talent identification processes and understand the importance of identifying and retaining talent in the organization
Participate and advise in workforce planning discussions – both on a departmental and organizational level
Ensure that sound career management processes are in place for talented individuals – and these are aligned to Business Strategy
Ensure that EE goals are always front of mind when identifying and developing talent in the organization

TRANSFORMATION AND CHANGE MANAGEMENT
Guiding the company regarding BEE requirements
Maintaining and improving on the company’s BEE scorecard
Examine and evaluate the organizations targets to determine our BEE status
Conduct BEE audits by reviewing client information as per the verification plan
Identify and manage risks associated with all verifications conducted
Managing BEE service providers and update changes in compliance with our policy
Chairing of the BEE forums and communicate decision by the committee to management and staff
Facilitate the annual BEE verification process with Empowerdex
Preparation and submit EE report to the Department of Labour
Coordination of transformation activities throughout the organization
Conduct diagnosis on organisation design, identify risks, recommend and ensure implementation of corrective actions
Assurance of alignment of transformation initiatives
Implement and monitor transformation initiatives in the business in line with the transformation strategy
Continuously assess the current status, identifies gaps, impact and recommend an action plan in order to assist all internal stakeholders to achieve their transformation objectives.
Anticipate business change impact on people and set strategy to mitigate the impact
Manage the diversity programmes within the organization
Performance of the workplace analysis
Manage communication throughout the organization
the process
Collating and distribute the assessment data to be used for annual increases and bonuses

POLICIES AND PROCEDURES
Formulate, implement, update, maintain policies
Facilitate quarterly training and communication on all company policies and procedures

RISK AND COMPLIANCE
Investigate and report on identified risks
Implement controls to minimize risks

PROJECT MANAGEMENT
Manage and monitor projects to ensure they deliver business improvement and are aligned with organization objectives
Managing and facilitating the Job Analysing and Organizational Development projects
Planning, tracking and controlling of the projects
Roll out of projects and present to relevant stakeholders
Managing the new learnership programme

WELLNESS
Develop health and wellness strategies and provide direction for the implementation thereof
Provide guidance into the implementation of health & wellness programmes
Providing leadership for service delivery within health and wellness centres in the division
Monitoring health and wellness performance and implementing corrections
Health and Wellness positioning within the Business
Ensure continuous initiatives and improvement on health wellness processes through communication
Managing all wellness monthly events

PAYROLL
Payroll management

GENERAL
Budget Management
Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures. Consult and deliver new/amended policies and procedures into the depots.
Provide compensation support including salary planning, position grading, promotions
Provide on-going support to the leadership team on human resources related matters, policies and procedures
Partner with managers to retain, develop and motivate people to achieve their fullest potential
Work with line management and employees to address all types of employee relations issues ensuring a balance in representing all parties’ interests
Provide management coaching to build leadership capabilities to address and resolve employee issues
Review and analyse business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience
Partner with business on organizational design, workforce planning, succession planning.