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Carel Rothmann, Owner

Carel Rothmann

Owner·Progressive GE

South Africa

Master's degree, Human Resources Management

Work experience

Total years of experience: 40 years, 10 months

Owner

July 2017 - Present

Progressive GE

Oman

July 2017 - Present

Company industry:
Human Resources Outsourcing
Job role:
Management

Head

September 2014 - July 2014

Yanbu Aramco Sinopec Refinery (YASREF)

September 2014 - July 2014

Policy and Planning (Gap - for Visa and work permit arrangements)
Company industry:
Oil & Gas
Job role:
Management

CONSULTANT

March 2012 - March 2012

PAN GULF HOLDING

Saudi Arabia

March 2012 - March 2012

Overview (Gap - for Visa and work permit arrangements)
•Establish and build a full HR Department as the Head Office for the group with all functions Training and Development, Remuneration, OD, Policies and Acquisition apart from the Admin Functions. Adheres to the change management that goes with the processes and implemented plan. Pan Gulf has 3400+ employees and consists of 23 companies (Steel, Welding Solutions, Steel Works, Industrial Systems, Fabrication, Piping and Telecoms). It is also expanding on its, Food, FMCG and Vita leg recently established.
Company industry:
Other Business Support Services
Job role:
Information Technology

Advisor

October 2007 - October 2011

Manpower

United Arab Emirates

October 2007 - October 2011

Same as in previous underneath position with more emphasis on Job Evaluation (Hay and Meirc),
Company industry:
Recruitment & Employee Placement Agency
Job role:
Customer Service and Call Center

HR Specialist

August 2006 - August 2007

KUWAIT PETROLEUM COMPANY (KPC)

Kuwait

August 2006 - August 2007

Performing HAY Job Evaluation for all executive staff positions. Included MEIRC Job Evaluation for all staff below Manager Position. In addition create training materials, instructional aides to inform employees about the grading system. Major impact of the position was to maintain the organization structure and tabling any deviations/changes to higher management for approval.
•Chairing work groups, meetings and providing consultative services to administrative personnel on human resource issues on long and short-range plans to effectively utilize the organization's human assets in accordance with KPC’s policies and procedures.
•Directing all staff responsible for maintaining and improving existing programs, analyzing, developing and implementing new policies and programs, tracking departmental budget, forecasting, approval, reconciliation of expenses, making decisions regarding employment, performance appraisals, training, disciplinary actions and salary adjustments.
•Drafting and implementing committee decisions in the form of procedure systems, regulations and devised models for personnel development, coordinating recruitment, staff testing, cross departmental deputation, formulating job descriptions and supervising execution of documentary and administrative functions for employees.
•Pooling resources, ensuring optimum utilization in terms of manpower and developing strategies in adherence to the provisions set by the Executive Committees, enforcing training plans for staff in collaboration with the management, ensuring right control systems are in place in consultation with officials.
•Administering and regulating benefits, amending employee leave, health services, housing, payroll, record-keeping, accounting and legal requirements in addition to assisting employees and officials in this regard.
•Confirming employee benefits are provided according to the instructions manual, policies and personnel procedures, resolving complaints, disputes regarding personnel issues, representing and conveying needs of lower level to officials.
Company industry:
Oil & Gas
Job role:
Human Resources and Recruitment

Head

February 2006 - July 2006

Doh

Qatar

February 2006 - July 2006

of Policy & Compensation
Achievements & Responsibilities:
•Established a turnkey job evaluation system (MERCER) and a new remuneration system.
•Initiated migration of existing HR policies and system to an English compatible framework within a timeframe of two years.
•Superintended all programs and activities pertinent to HR policy, planned, developed, directed and coordinated strategic objectives envisaged.
•Determined work allocation, instructed work protocol and monitored workflow according to prescribed methods making available relevant reference materials, achieved deliverables in time.
•Conducted OJT and established staff-development procedures, commended leave, proposed draft policies and implemented directives pertaining to human-resource management in QGEWC, analyzed proposed and existing regulations, provided advice on modifications to avoid duplication and maintained a compensation program to reduce turnover in the most cost-effective manner.
•Extended critical guidance in areas such as benefits administration and advised management on strategies for compensation flexibility in prevailing job-market and created a system of documenting and regularly reviewing specific HR process to ensure efficiency, developed new forms and led development of related guidelines.
•Formed correspondence style, installed systems for file and data control, record disposition, updated reference indices; and of similar or related services.
Company industry:
Other Healthcare Services
Job role:
Management

Evaluation Analyst

June 2002 - February 2006

Doh

Qatar

June 2002 - February 2006

Achievements & Responsibilities:
•Generated job descriptions for all grades in the company.
•Established job families that were used for development of training programs for the different levels of engineering and technical staff.
•Assisted IT in new salary structure setup for correct payment of benefits and salaries.
•Engineered processes for job evaluation, professional career ladders, and spot awards, coordinated and monitored performance appraisal process and ensured that all awards across the company are equitable, assimilated data using various methodologies to aid in development of job descriptions and defined operational skill sets critical to performance and instituted a measurement framework for the same.
•Verified accuracy of job descriptions and negated discrepancies, reviewed content of all professional ladders and formulated necessary submissions for the Job Evaluation Committee, conceived salary and grading systems, briefed managers and employees on how to prepare job descriptions to meet specific system requirements.
•Applied appropriate grading mechanism for new and significantly altered jobs, recommended provisional grades to Team Leader and liased with consultants on audit reviews and surveys, started salary surveys and job correlation exercises to benchmark against major Gulf companies and made commensurate changes to salary offers for new engagements, promotion increments and spot awards.
•Resolved pay related grievances and problems and assured speedy mitigation, ensured assessments are accurately input into the system and all adjustments are quickly implemented and generated management reports on skill development and other associated trends, maintained a safe working environment compliant with HSE Requirements.
•Oversaw quality control, database maintenance and revised design of job description policies and formats, implementing changes as appropriate.
Company industry:
Other Healthcare Services
Job role:
Human Resources and Recruitment

Owner

February 1998 - June 2002

OWN ENTERPRISE

South Africa

February 1998 - June 2002

Ran a self owned business chiefly into importing clothing and selling while simultaneously functioning as a HR consultant.

Responsibilities:
•As a recruitment consultant, advertised staff vacancies, assessed applications, interviewed applicants, administered selection tests and formulated plans for attracting manpower to the best opportunities.
•Offered management consultancy on HR policies and procedures, including equal opportunity, anti-discrimination and affirmative action programs in an effort to improve morale and productivity and to limit job turnover.
•Expanded business profitability in the apparel import market and maintained strong market presence through innovative marketing and sales strategies.
•Met and exceeded budgetary and sales targets through staff enrichment and controlled store compliance in all areas including customer care, staff training and development, organisation and time management.
•Promoted the highest standards of customer care and recognized potential growth opportunities whilst focusing on inventory control and cash flow management for procurement decisions.
•Successfully conducted business in spite of unrest and political violence, showed utmost resilience and entrepreneurial fortitude.
Company industry:
Construction & Building
Job role:
Management

HR Manager

March 1992 - February 1998

Spoornet Railway

March 1992 - February 1998

Job role:
Human Resources and Recruitment

January 1983 - February 1998

TRANSNET – NATIONAL TRANSPORT

South Africa

January 1983 - February 1998

HR Superintendent

January 1991 - February 1992

January 1991 - February 1992

Job role:
Human Resources and Recruitment

Computer Trainer

January 1989 - December 1990

Transmed

United Arab Emirates

January 1989 - December 1990

Company industry:
FMCG
Job role:
Training and Development

Senior Clerk

January 1988 - December 1988

SAA (Airways

January 1988 - December 1988

Company industry:
Hospitality & Accomodation
Job role:
Administration

Clerk

January 1983 - December 1987

Transmed Medical Aid

January 1983 - December 1987

Devised a novel job description engine which could operate in absence of psychometric testing models.
•Trained and led intradepartmental management initiatives for a pool of over 50 professionals from different disciplines for job evaluation and related studies by HAY system.
•Principles devised were used to establish productivity in addition to fixed procedures and standards set up on request, contributed to business planning, recruitment, selection industrial relations and strategic planning activities in addition to work related audits of the organizational structure.
•Sketched competency profiles, revamped systems and processes, formulated remuneration contracts for management and assumed responsibility for the total annual budget.
OTHER RELEVANT EXPERIENCE
Job role:
Administration

Representative

December 1979 - February 1983

SANLAM INSURANCE

South Africa

December 1979 - February 1983

Company industry:
Insurance & TPA
Job role:
Sales

Managing Director

-

IDP

United Arab Emirates

-

Main function was to implement a full HR Department and synthesize the companies that new processes, plans and policies will change the total HR setup. Best practice principals will be implemented and the companies will drive it as entities on their own after implementation.
•Indirectly managing first tier staff affected by the process from a consultant perspective.
•Entrusted with the responsibility of establishing a fully fledged HR Department into operation with OD & compensation, training, policies, manpower and systems.
•Planning and organizing training for people to occupy various HR functions in the established sections.
•Tasked with writing up job descriptions for all the companies within the timeframe of 6 months
•Responsible for implementing and evaluating the job evaluation system (Hay), getting all positions evaluated and developing salary structure.
•Involved in benchmarking positions in the market on prior market research and pinning down a company specific remuneration and benefits structure for all to use.
•Analyzing and revising the current performance management system and implementing Individual Development Plan (
Company industry:
Primary, Prep, & Secondary School
Job role:
Management

VP

-

-

This was to maintain set standard practices as set by Aramco best practice principals.
•Indirectly managing first tier staff affected by the process from a consultant perspective.
•Entrusted with the responsibility of establishing a fully-fledged HR Department into operation with OD & compensation, training, policies, manpower and systems.
•Planning and organizing training for people to occupy various HR functions in the established sections.
•Tasked with writing up job descriptions for all and incorporate the competencies with the SAP system.
•Implementing and evaluating the job evaluation system (Towers Watson), getting all positions evaluated and match them up with the salary structure.
•Involved in benchmarking positions in the market on prior market research and pinning down a company specific remuneration and benefits structure for all to use.
•Managing the current performance management system and implementing Individual Development Plans (IDP) to enhance the Saudization program.
•Assigned responsibility of getting employees (Saudi citizens) trained up in job evaluation, remuneration and compensation and giving them appropriate coaching and exposure to the job at hand.
•Instrumental in implementing the payroll system (SAP) in spite of the lack of infrastructure with the help of the ERP Department.
•Compile and maintain the job matrix of YASREF.
Job role:
Management

Education

Technikon Pretori

December 1995

December 1995

Master's degree, Human Resources Management

United Arab Emirates

Skills

Policy Design
Expert
Policy Design
Expert
Compensation Plan Development
Expert
Compensation Plan Development
Expert
Job Evaluation
Expert
Job Evaluation
Expert
Job Analysis
Expert
Job Analysis
Expert
Training Planning
Expert
Training Planning
Expert
ADMINISTRACIóN DE BENEFICIOS
Expert
ADMINISTRACIóN DE BENEFICIOS
Expert
CONSULTING
Expert
CONSULTING
Expert
HUMAN RESOURCES
Expert
HUMAN RESOURCES
Expert
MARKETING
Expert
MARKETING
Expert
PERFORMANCE ANALYSIS
Expert
PERFORMANCE ANALYSIS
Expert
POLICY ANALYSIS
Expert
POLICY ANALYSIS
Expert
PROCESS ENGINEERING
Expert
PROCESS ENGINEERING
Expert
RECRUITING
Expert
RECRUITING
Expert
ACCOUNTANCY
Expert
ACCOUNTANCY
Expert
ADMINISTRATION
Expert
ADMINISTRATION
Expert
Policy Design
Expert
Policy Design
Expert
Compensation Plan Development
Expert
Compensation Plan Development
Expert
Job Evaluation
Expert
Job Evaluation
Expert
Job Analysis
Expert
Job Analysis
Expert
Training Planning
Expert
Training Planning
Expert

Languages

Afrikaans

Expert

English

Expert