HR & Operations Manager
Potentiam UK
Total des années d'expérience :21 years, 11 Mois
Recruiting and Hiring
- Assisting in the hiring of quality personnel per the client’s job spec
- Coordinate with the other branches and the London head office in recruiting staff to evaluate potential candidates, participate in initial phone screens and provide relevant guidance and feedback during onsite interview loops. You will also be responsible for ensuring that proper training takes place for all new hires.
- Assist in employee retention and development
- Conduct staff appraisals, manage performance and discipline staff
- Organise and chair meetings with staff
- Assisting Potentiam UK and its clients with administrative, research and all other related matters
- General office management
- Organising all office operations and procedures
- Record office expenditure and manage the budget
- Manage social media for Potentiam (Pty) Ltd.
- Promote staff development and training
- Implement and promote equality and diversity policy
- General administration relating to legal adherence in terms of labour issues, contracts and regulatory compliance
- Keeping abreast of data protection laws, in South Africa and the E.U. in relation to the storage of data and personal information.
- Review and update policies on a regular basis or as is necessary.
Manage the recruitment process; create a talent pool from head hunting to working with agencies.
Define competencies per position to ensure the right talent is being hired
Create and instill a workplace culture aligned to moving the business to the next level from beliefs, values and ways of working
Plan and manage the employee lifecycle from interviewing, appointing, on-boarding to exiting.
Develop and implement an employee performance review process to get an overview of performance and development needs to grow and retain talent
Train managers to coach and mentor employees; hearing and resolving employee grievances; counseling employees and supervisors.
Championed and establish employee engagement activities to strengthen the company culture guided by the company values and global best practices
Represent the company at hearings, disciplinary inquiries and CCMA
Part of business management team
Strategic HRM: develop and implement an annual strategic HR plan.
Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
Manages the design, development and implementation of a performance management system to measure individual performance and facilitate the identification of training and development needs.
Supports the planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; hearing and resolving employee grievances; counseling employees and supervisors.
Maintain employee benefits programs and inform employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; designing and conducting educational programs on benefit programs.
Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.
To support all recruitment requirements internationally across 4 markets (Asia, Africa, Middle East & Europe)
To ensure proper administration and control all employee related documentations.
Training and Development: monitoring employee succession planning and subsequent career paths.
Responsible for manpower budgets/training budgets/company conferences/team building activities on an annual basis.
Part of the Executive Leadership team
Human Resources Management
• Plan and co ordinate staffing levels; create a talent pool and manage the manpower plan for the business.
• Work with the Managers to recruit, interview, select, hire, and employ team members as required
• Consciously create a workplace culture that is consistent with the mission, vision and values of the organization
• Ensure all HR processes and systems support the productivity of the Team
• Maintain and continuously update job descriptions, career pathways, commission programs, remuneration policies etc.
• Plan and manage the employee lifecycle from on-boarding to exiting.
• Lead employees using a performance management and development process that provides an overall context and framework to encourage employee contribution and includes goal setting, feedback, and performance development planning.
Support Team Management
• Manage the overall operational, budgetary, and financial responsibilities and activities of the Support Team, i.e. IT, Office management, overheads etc.
• Plan, evaluate, and improve the efficiency of business processes and procedures to enhance speed, quality, efficiency, and output, for the business.
• Communicate regularly with the DMs, PMs, the Director, Managing Director, and other designated contacts within the organization.
Process improvement
• Review and develop all processes in alignment with ‘the lean approach’ to improve the productivity for the Team.
Achievements
• Additional role: Managed as Division Manager - FMCG, Retail, Procurement, Supply Chain and Logistics the recruitment team (3 people) within first 3 months
• Redesigned the exit process to ensure a positive exit process for leaving employees from the company
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* Ensure the smooth running of the office
* Secretarial & administrative responsibilities
* Input and update the company’s financial accounts in Pastel Evolution
* Month-end forecast and cash flow projections
* Prepare and submit statutory government returns
• GAP analysis to identify efficiencies in the work streams - creation of Standard operating procedures and work streams
• Mentoring and work closely with HR Supervisor to create and implement salary benchmarking exercise and grading structure.
• Aligning HR practices with global acceptable norms and UAE Labor law
• Performance appraisal of entire front office (finance, customer support team, HR, sales team) to assess capabilities and identify gaps for training
• Prepare strategy plan for 5 year horizon showing expansion into new business lines and investment costs incl. SWOT analysis
Responsibilities:
• Responsible for the implementation and execution of the Global / Business Sector HR plans, people strategies and focus for the year
• Align the HR delivery and solutions to meet business and employee needs
• Manages, engage and roll-out performance and talent management programs across all business sectors
• Head up and manage change management programs across the GCC operations
• Coach managers and employees to improve skills and career development
• Understands the business environment, strategy and people impact
• Support the management team of the business sectors to exceed their people goals
• Consult with business management teams on people related issues / subjects;
• Develop and roll-out employee engagement programs aligned with business goals and strategies
• Liaise with Global HR on HR initiatives and programs for engagement and implementation in the GCC operations
• Design the training plan and work closely with 3rd party vendors to implement training throughout the business.
General
• Manage the implementation and roll-out HR projects across ME offices
• Ensure accurate and up to date employee files are maintained. Align with C&B manager and HR Director
• Coordinator for area leadership team i.e. CEO, CFO and Division Managers to drive agenda, key actions and follow up.
Real Estate Project (stretch assignment within HR department: 11 month assignment)
• Change management program - change in way of working from fixed to flexible work environment - design and implement programs to create new mind set for way of working
• Communication and alignment between external (fit-out contractor; electrical engineer, project management company) and internal (business sectors, management teams) stakeholders.
Achievements
• Health & Wellbeing Employee Engagement project voted as Best Practice in Philips global
• Human Resources - scheduling, recruitment, training, evaluations, career paths, staff developments, staff morale
• Financial Control - budgetary, day to day financials, forecasts
• Stock Control - both of the outlet and central warehouse
• Customer Relations
• Catering and event co-ordination
• Developing, implementing and evaluation of Standard Operating Procedures
Achievements
I was part of the opening team for the first outlet opened by GC&HS in June 2005. I was promoted within 6 (six) months to Outlet Manager.
• Marketing a portfolio of 45 properties (hotels, resorts, guest lodges)
• Developing the corporate market in the Eastern Cape region
• Public and media relations
• Reporting to the Regional Head Office on a weekly basis
• Human Resources - recruitment, induction, training, performance appraisals, staff development, payroll and staff morale +/- 150 staff
• Supervision of junior bookkeeper and assistant Human Resources staff
• Drafting, implementation and evaluation of Operating Procedures Manuals
• All aspects related to the financial planning, control and progress of the businesses
• Develop and monitor performance objectives for the companies
• Quality control - ensure the quality and standards are maintained through out the various businesses
• Public and media relations
• Customer Relations
Achievements
• With the financial assistance of the Directors of Afrileisure I purchased the company, Morton’s in Knysna, South Africa which was in partial liquidation due to mismanagement. I took over as General Manager of the company in July 2002 and subsequently changed the name and created a new brand image under the name Celsius Foods. When the decision was taken to sell the company in February 2004, it was profitable and had repaid all its outstanding debts.
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