Consultant
ENEC
Total years of experience :21 years, 4 Months
Consulting on all processes related to Talent Management activities and strategic plans.
Reviewing of Competency Frameworks including technical, core and leadership with proficiency mapping.
Review HR processes and recommend best practice and improvements, including career paths, succession management, performance management, career strategies.
Manage various Career Management activities, such as technical competency assessments, career path progression, succession planning.
Talent Management project responsibilities.
Independent Human Resources and Industrial Psychology Consultant and Coach.
Companies: Construction, Oil and Gas
Projects include:
Competency framework development and implementation
Advising on succession and talent management processes, including psychometric assessments
Advising and creating HR policy and procedure frameworks
Executive Coaching
• Develops organisation strategies by identifying human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives and identify organisational capabilities required to execute the business strategy for Emcon and its subsidiaries.
• Manage daily HR operations, recruitment of staff, repatriation of staff, health insurance, PRO activities, salary and benefit allocations, contracts of employment
• Provide robust advice and coaching to Business Leadership across entities on staff related issues and decisions impacting human resources
• Implements human resources strategies by establishing group company needs, including talent acquisition, talent management programmes, performance management systems, compensation, health and welfare benefits, training and development, records management, employee relations and retention, legal compliance and labour relations.
• Drives human resources operations by designing HR systems and processes for the group and implementing change accordingly.
• Diagnose organisational improvement opportunities and design solutions.
• Designing and facilitating organisational development and change in line with strategic objectives for current and new investment companies.
Managing HR projects as and when required, example implementation of HRIS, restructuring, performance process implementations.
• To project manage, support and drive the vision of the identified strategic priorities of CHEP MEA.
• Facilitate the organisational excellence initiatives as identified through necessary methodologies and collaboration.
• Collaborate cross functionally within CHEP and across regions, as well as externally to ensure all key contacts are engaged and aligned with the project and company strategic initiatives.
• Influencing and motivating key contributors to projects in order to achieve set objectives.
• Ensure an effective communications approach providing the various levels of the organisation with timeous information and feedback on the progress being made on MEA strategic priorities.
• Facilitate organisational change and transformation in line with the business requirements and priorities.
• Ensure appropriate feedback to Leadership Teams and Exco.
2004 - May 2012 Human Resource Manager (CHEP MEA)
• Providing expert advice and translating business needs into Human Resources requirements to drive and implement value adding Human Resources initiatives so as to architect capability and increase organisational effectiveness and business performance.
• Diagnose organisational improvement opportunities and design solutions. Including but not limited to Change management interventions; employee engagement surveys with focused action planning and retention strategies, including communication plans. Supporting business structures changes, restructures and OD initiatives.
• Ensure a recruitment and selection strategy throughout MEA in order to meet the talent pool needs as directed by organisational objectives, including the management of psychometric assessments requirements within legal framework.
• Facilitate organisational talent and staff planning with the business including Headcount Budget.
• Manage HR department budget.
• Responsible for integration of Competency Based HR systems into all HR structures.
• Responsible for remuneration management, proposing and implementation of reward proposals.
• Accountable for the benchmarking and job evaluation in MEA region, benefit packages and salary levels.
• Accountable for annual performance management process (PDP) including management support and coaching, driving business objectives through the process.
• Support BBBEE transformation throughout the organisation and ensure company BBBEE scorecard is attained.
• Employee relations support, guidance, advice to line management on relevant labour law processes and risks.
• Responsible for employee wellness in the organisation.
• Managing various projects as and when required -implemented new HRIS system and automation of processes in HR, Engagement surveys, change management initiatives, competency roll out and alignments, leadership best practice, line coaching.
• Deal directly with Global HR teams on projects and roll outs of global processes e.g. performance management, training and development initiatives, systems changes, group initiatives.
• Support talent management processes and ensuring a talent pipeline to fulfil business objectives. Activities include Development/Assessment Centres, Talent Review/Talking Talent processes in line with business unit needs, and specific programmes for High Potentials.
• Implement and drive retention strategy.
• Develop strategic planning of Department with HR Director each FY.
• On-going consultation, support, guidance and advice to all levels of management and employees on legal compliance, governance best practice, and policy requirements.
• On-going Organisational Development and HR Value Chain consulting and analysis with managers to ensure business execution, objectives and strategies are achieved.
• 4 Direct reports - 2 x HR BP's, 1 x Snr HRBP and 1 x Training and Development Manager - total staff complement responsible for: 11.
• Completed High Potential Individualised Coaching programme - 12 months.
iTalk Cellular
Cellular Service Provider affiliated to MTN Holdings at the time. The Head Office is situated in Durban with various stores and regional sales offices around South Africa. The company employed approximately 275 employees.
• Responsible for HR and payroll functions throughout the group.
• Ensure legislative compliance for all entities.
• Industrial relations: dealings with 4 unions, 3 bargaining councils, shop stewards, all disciplinary hearings, performance management, counselling, line management support with regards to industrial relations, negotiations and CCMA cases.
• Recruitment, selection and induction of staff.
• HR accounting and related tax and levy requirements.
• HR strategic involvement: planning, organising and controlling.
• Visiting various factories for staff related issues +- 650 staff members.
• Liasing with directors regarding HR best practice and
• Reporting to CEO.
2001: Masters of Commerce (Industrial Psychology, University of Stellenbosch)
1998: Bachelor of Commerce Honours Degree (Industrial Psychology, Rand Afrikaans University)
Academic Honours Award for Human Resource Management Diploma 1994-1996
Award for Industrial Relations in Diploma 1994
1993: Matriculated (High School Bergvlam-Nelspruit) Subjects: Afrikaans English Maths Biology Accountancy Science History Academic and Professional Achievements