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Consumer Products - FMCG : Education, Training and Development Practitioner From February 2004 To July 2006
Duties
Joined the organization in the capacity of Process Trainer and later promoted as a Training and development Practitioner and ensuring process improvement initiatives responsible for:
• Conducting and measuring Training and development needs analysis
- Identifying skills gap across the group
- Researching and benchmarking organizational trends – market related e.g. Sector Skills Plan, Employment Equity Plan etc.
- Compiling and circulating training and development reports.
• Delivering Training and Development
- Coordinated all on-the-job training after instructor led classroom training ended.
- Designed and developed Standard Operating procedures and process training material
- Delivered training (Facilitation and conducted assessments) for personnel for Bottling, packaging, distribution, refinery departments etc.
• Administer training center daily operations and manage training data using SAP system – Learning Management system
• TPM initiatives - Implementation of visual performance management
- Conduct training on TPM methodologies (5S, Figure 8, Interpretation of business performance and data, TPM pillars etc.)
Consumer Products - FMCG : Training Officer From August 2006 To June 2007
Duties
Joined the company in 2006 in the Training and Development consulting capacity and acting as a change agent within the company by means of sharing best practices in people development.
- Conducting Training and development needs analysis
- Implementing Continuous Improvement (CI) Initiatives – Coordinating MDWT process improvement system
- Coordinating Adult learning program - Established ABET program, co-ordinate and monitor the progress
- Providing steadfast support to staff and management throughout the organisation
- Advising management on a “high performance people culture”
- Tracked and maintained training data for monthly and yearly reporting (WSP and ATR)
- Managed apprenticeship programs
- Served as liaison between departments concerning training needs
Projects : Human resource Business Partner From 2012-09 To current
Duties
- Develop the short- and long-term human capital strategy for the businesses through analysis and consultation with the businesses
- Ensure implementation of human capital strategies, as part of the business strategy of the respective divisional companies.
- Custodian of policies, procedure and documentation management, ensuring compliance thereof
- Implementation and managing the changes to legislation
- Ensure legislative certification/compliance with all government bodies is maintained e.g. BCEA, LRA, SDA COIDA, OHSA; EEA, UIF, Income Tax Act etc.
- Manage the activities of the human capital consultant and human capital administrator ensuring a high sense of ownership and highly effective operational capabilities, able to operate current activities with little supervision
- Develop a culture of development and ensure that the human capital function partners with line management on all developmental aspects of their teams
- Support the pace of change required by the business objectives
- Evaluate structure, job design, and manpower forecasting throughout the company to ensure that the organisation is aligned with its business objectives and challenges.
- Ensure that compensation & benefit policies and practices support a growing organisation and pro-actively identify and close policy and process gaps
- Manage employee relations matters and processes. Ownership of disciplinary action instituted against employees
- Manage the human capital service delivery, including wellness programme
- Manage and administer the Payroll process
- Co-ordinate recruitment and selection, including managing new employee on-boarding processes.
- Coordinate and manage the skills development / training and development within the company – establish skills requirements for the organisation by meeting with managers to plan skills development for the different areas of the business.
- Compile and manage the human capital, training and head count budgets
- Provide guidance to management on remuneration and rewards matters.
- Manage and coordinate performance management system and career development process.
- Drive the implementation of the succession planning process.
- Co-ordinate and drive all activities required to ensure improvement in Employment Equity and BBBEE statistics
- Preparation and submission of various human capital-related reports (WSP, EE Report)
Manufacturing : Training Specialist/ Process Improvement From 2006-06 To 2012-08
Duties
Joined the company in 2007 in the capacity of enhancing organizational performance and individual development involving interventions in the organisation's ''processes'', using behavioural science knowledge as well as organizational reflection, system improvement, planning and self - analysis.
• Improve the organisation capacity to handle its internal functioning and relationships, thus improving effectiveness of the departments by the implementation and management of a process improvement system – Mission Directed Work Team
• Implementation and management of world class standards e.g. Identifying gap analysis for Investors In People accreditation, monitor and maintain the standards
• Designed, delivered and evaluated training programs that focused on customer service, leadership, communication, supervision, time management, and problem solving.
• Work directly with internal customers and suppliers to identify process and problem resolutions and innovation ideas.
• Established a system to recognise and reward good performance and behaviour within the business unit - monitor, measure and maintain.
• Implemented strategies on “high performance people culture” measure and continuously improve
• Provided support to department managers in responding to personnel training issues
• Assisted in developing employee mentoring program
• Drove the implementation of the succession planning process
• Delivered presentations to unions unit employees
• Tracked and maintained training data for monthly and yearly reporting
• Served as liaison between departments concerning training needs
• Provided training on all soft skills needed within departments
• Developed and delivered on boarding training for new employees. Trained new and tenured employees on systems and all job functions.
• Implemented corporate retention and engagement program for all employees.
• Responsible for walking new candidates through the various cycles of the employment processes.
• Responsible for morale activation activities and wellness programme
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