Head Corporate Operations
Housing development agency
Total years of experience :20 years, 4 Months
Strategic Management:
• Provide required and relevant information, insights and influence on the HDA strategic planning process
• Participate in finalizing the strategic plan and vision
• Define targets and strategies for team to implement in support of the achievement of the HDA strategic objectives
• Develop unit operational plans to facilitate achievement of the organisational strategy.
Corporate Legal
• Providing effective and efficient legal services to all stakeholders
• Responsible for managing legal compliance
• Types of Legal services include among others:
o Manage and monitor legal contracts
o Drafting/vetting of contracts and agreements
o Management of Litigation
o Provision of legal advisory services
o Legal Compliance
o Review of departmental policies
o Manage and monitor all the organisations corporate legal matters
• Develop and manage relationships with identified legal service providers
• Provide legal advice to the HDA to minimise risk and ensure compliance with good practices, policy and legislation.
Human Resources
• Manage the development of an HR strategy to facilitate achievement of the overall organisational strategy
• Manage the development of the organisational establishment in line with resourcing requirements, budget allocations and good practices
• Manage the development and implementation of remuneration policies and practices
• Manage the development and implementation of staff development plans to ensure that the HDA has the required skills
• Manage the recruitment and appointment of suitable and skilled staff
• Manage the implementation of staff disciplinary and grievance procedures to support the creation of a healthy employment environment
• Manage the implementation and administration of employee benefits
• Manage the development and maintenance of HR policies and procedures
Facilities Management
• Manage the HDA facilities are well maintained and are suited to the purpose required
• Manage the lease agreement with the landlord and address any concerns or anomalies
• Manage the provision and maintenance of office equipment to meet the working requirements of staff
• Manage the implementation of appropriate Occupational Health and Safety requirements including training of staff, reporting and implementation of corrective action.
Marketing & Communications
• Lead marketing strategic and business insight for the organization
• Formulate marketing and communications strategy and implementation plan ensuring compliance and integration to the HDA strategy and alliance to divisional strategies
• Collaborate in the formulation of marketing & communications policies and company corporate identify manual
• Lead, shape and implement social media strategies Define and develop the public relations, marketing and communication strategy, plan, and activities in alignment with the company’s business objectives and growth ambition.
• Contribute to the develop of change management strategy and lead the transition in collaboration with human resources
• Ensure business and company viability ad sustainability through sustainable marketing plan
• Collaborate with Head Strategy to develop the ‘Influence and engagement strategy
• Determine and manage the Influence and engagement budget.
• Formulate the public relations strategy and implementation plan
• Manage media relations, media statement releases and press conferences
• Compile write-up and content through excellent writing skills
• Reposition the brand of HDA for success in the media and multi-channels.
• Formulate the stakeholder management framework
• Present the mandate/strategic objective of the company to internal and external stakeholders
• Forge relationships for collaboration and partnerships on business transactions
• Attend networking events to attract potential/new business partners
• Attend to international conferences for learning and information gathering purposes to enhance implementation of strategic plans
Group Corporate Services Management
• Formulate and obtain EXCO approval for Corporate Services strategy.
• Oversee strategic business plans for HR, Marketing & Communications, Stakeholder Management, Risk Management Information Technology, Legal Services, Office management
• Provide corporate leadership to of UNISA Enterprise subsidiaries.
• Represent UNISA Enterprise in board of two subsidiaries based on subsidiary allocation amongst Group Executives
• Provide direction on implementation of the stakeholder management framework
• Defend the brand and image of UNISA Enterprise through a PR and brand strategy
• Identify and mitigate strategic risks while advising teams on resolving operational risks
• Present the risk report in the audit and risk committee meeting of the board.
• Oversee the development and implementation of strategic and operational policies of respective departments within the Corporate Services Division according to legislation and any other rules and regulations.
• Plan and forecast on short, medium and long-term needs.
Talent/people management
• Formulate and align integrated Talent Management Strategy encompassing all HR disciplines to the Organisational strategy.
• Ensure that HR policies and procedures in place and aligned to the Business objectives.
• Design solid remuneration strategy and ensure implementation in line with finance/ affordability principles.
Managing Information Technology
• Oversees compliance of all IT systems to adhere to applicable laws and regulations e.g. manages adherence to policies.
• Oversees continuous delivery of IT services through oversight of SLAs with end users and monitoring of IT system
• Oversees project deliverables in line with project plan for all IT projects.
Legal Services
• Contributes to the formulation of the legal strategy and develop and update the Corporate Governance Policy Framework which includes e.g. Delegation of Authority, Whistleblowing Policy, Fraud Prevention Policy, Code of Conduct for Board and Staff, Board Charter, Committee Terms of Reference, Legislative Compliance Matrix, etc.
• Formulate legal engagement procedure manual
• Monitor and ensure company-wide legislative compliance requirements (Companies Act, Higher Education and Training Act, King IV) and reports on compliance/non-compliance to Board and shareholder as required
• review and formulation of organisational policies
• Oversee the harmonisation of documents(shareholder compact, MOI, convertible loan agreement, delegations of authority and policies.
Strategic Facilities management and office management
• Oversees compliance with Safety, Health, Fire and Environment Laws e.g. OHSA.
• Promotes the occupational health cause within UE to avoid injuries e.g. ergonomic issues.
• Oversees all usage of company assets
• Oversees administration of lease agreements of various service providers.
• Oversee the implementation of various initiatives within the Corporate Services Division that are required to drive the broader organisational vision and strategy.
• Formulate the registry framework and process
• Always ensure tight tactical and physical security.
Integrated marketing and communication
• Formulate brand strategy and ensure alignment with vision, mission and values
• Oversees Brand architecture development and alignment to give the UE its identity.
• Ensures that the website is aligned with the look and feel of the corporate identity.
• Ensure Marketing platforms are created to position and profile UE as a brand.
• Oversees content development for various mediums.
• Manages media interactions on behalf of UE.
• draft the communication policy is in place.
• Ensures that participation in press events and negotiations with editors
Strategy and leadership
• Formulate Corporate Services strategy comprising of Legal, Marketing & communications, HR, IT, Facilities and security management.
• Formulate Corporate Services Policies and Procedures.
• Manage FY budget of R 15 m and R 35 mil staff budget.
• Compile Board Committee reports: REMCO; Social and Ethics Committee.
• Present people management report to REMCO.
• Present Skills Development and EE matters to Social and Ethics Committee.
• Implement board resolutions.
• Oversee strategy and operations of Corporate Services.
• Chair Corporate Services management meetings.
• Compile strategic risk register for HR, IT and Facilities.
Board and Exco Reporting: Compile and present the following reports
• Oversee Audit processes for Corporate Services.
• Compile and present EXCO report for Executive Committee.
• Compile and present Remuneration Committee (REMCO) report at REMCO Board Committee.
• Compile and present Skills development, Office and operations management and ethics report for Social ethics Board Committee.
• Compile and present risk and ICT report for Finance and Risk (FINRISK) Board Committee.
• Compile Quarterly report for Corporate Services strategic objectives.
• Compile and present Mid-year report for Corporate Services strategic objectives.
• Annual report for Corporate Services strategic objectives
• Prepare, monitor and control the Corporate Services budget to ensure.
Provide strategic leadership to HR team
Formulate HR Strategy and workforce plan.
• Design and oversee implementation of performance management framework.
• Identify suitable pension fund scheme and oversee implementation in line with total cost to company remuneration structure.
• Address grievances/labour relations matters escalated to CCMA and labour court.
• Resolve union issues in relation to bargaining council matters and recognition agreements.
• Lead organisational effectiveness issues related to section 198 of LRA.
• Contract ICAS to manage employee assistance programme and design wellness milestones.
• Benchmark reward and remuneration strategies in line with like agencies and affordability.
Provide strategic leadership to facilities and security management team
• As a section 16.2, formulate Occupational Health and Safety strategy in accordance with OHS Act.
• Oversee establishment of contracts with security services to implement security strategy within the premises (Security camera, voice adaptations, security clocking/reporting system).
• Oversee fraud/break-in/ terrorist investigations in collaboration with SAP and Tshwane Metro Police.
• Oversee the development of OHS committee and certification.
• Oversee interface with DOL and SAP for IOD submissions.
• Secure lease agreement for occupation.
• Upgrade office environment and oversee procurement of corporate facilities as tool of trade.
Provide strategic leadership to IT team
• Formulate ICT Mobile Tablet policy, ICT security policy, governance framework, ICT disaster recovery plan.
• Formulate and implement ICT strategy as per business plan to provide.
• Collaborate with Security Services to upgrade and maintain security access control.
Legal and contract Management
• Interrogate contracts in collaboration with the Company Secretary and Supply Chain Management pertaining to acquisition of assets, fixed-terms contracts for all Executive roles as appointed based on the employment contract of City of Tshwane.
• Interrogate service contracts in line with the Municipal Finance Management Act.
• Participate in the Bid adjudication committee as part of supplier acquisition process.
• Manage SDA, SLAs and MOUs between the City of Tshwane and TEDA as the entity of the municipality.
• Manage the lease agreement between TEDA and Anker as the landlord for the occupational period.
• Review the code of conduct for employees in line with King IV.
• Manage the communication plans governing the interaction of employees and the Board of Directors.
People Organisational Effectiveness
• Initiate change management initiatives to empower the business units to meet entity targets.
• Continuously improve upon corporate systems, HR technology and infrastructure.
• Facilitate organisational design projects to improve the organogram, job profiles, competency profiles.
• Identify and implement relevant remuneration structure and conduct external benchmark and infrastructure.
• Facilitate organisational design projects to improve the organogram, job profiles, competency profiles.
• Identify and implement relevant remuneration structure and conduct external benchmark exercise.
• Conduct internal benchmark exercise to address anomalies in pay and appointments.
• Design and implement employee engagement initiatives such as new leader transition, team identity and team building.
Performance Management:
• Formulate philosophy and Policy of the Performance Management System.
• Design rating scale for the performance to be measured.
• Drive performance agreements/score cards and PDP contracting process.
• Ensure implementation of quarterly performance reviews.
• Implement measures to improve compliance to performance evaluations.
• Conduct performance system management training.
• Assess progress towards meeting performance objectives.
• Identify barriers to accomplishing performance objectives.
• Implement performance improvement plans where necessary.
• Align rewards, training and payroll to performance management system.
• Track and implement amendments of the MFMA to rewards system.
Payroll management:
Ensures the smooth running of Payroll, Compensation and Benefits function:
• Compile payroll blueprint.
• Approve remuneration reconciliation report for salary payment.
• Ensure finance department pays 3rd parties.
• Reporting - analyze monthly Payroll reports and variance reports.
• Resolution of all queries regarding any payment issues.
• Implement salary increases/bonuses in accordance with board resolution
• Manage the integrity of Data and Information Management System.
• People managed to achieve operational objectives.
• Improve and maintain high standards of customer service.
• Review payroll blueprint in accordance with Conditions of Services Policy where amendments prevail.
Employment Equity
• Appointed as TEDA skills development and EE facilitator.
• Arrange EE training in collaboration with DOL.
• Facilitate the nomination of EE Committee members.
• Ensure that the EE committee formulate and implement an EE plan.
• Set EE targets.
• Report/submit EE plan and reports to DOL.
• Implement amendments of the EE Act and review standard operating procedure of the EE Committee.
Skills development
• Report WSP and ATR to services Seta.
• Conduct a skills development analysis.
• Develop sound training strategy and related programme including learnership /internship programmes.
• Evaluate impact of internal and external training.
Recruitment/Talent Management:
• Responsible for attraction, retention and engagement of high- performing talent.
• Design selection and assessment solutions for the company.
• Review and evaluate the existing methodologies and benchmark with market and alignment with current legislation and best practise.
• Ensure that appointment is filled according to companies’ EE targets.
• Compile a recruitment report.
• Oversee the implementation of the on-boarding programme.
• Facilitate talent reviews, identify talented employees and succession pool as per talent management philosophy.
Employee Relations and Wellness:
• Track and implement amendments of the LRA/BCEA.
• Advise management and employee on implementation of internal labour relations policies.
• Mediate lodged grievance in accordance with the relevant policy, labour legislation etc.
• Oversee proper implementation of disciplinary/grievance policies
• Prepare cases in collaboration with external legal experts for representation at labour
Responsibilities
People Management:
• Contract personal development agreement and plans with direct reports.
• Facilitate weekly progress meeting on HR project and BAU activities.
• Plan and organise HR planning meetings.
• Facilitate health-check meeting with direct reports.
• Provide on the job coaching.
HR Advisory:
• Formulate HR policies.
• Advise line on HR policies and procedures.
• Update organised labour on amendments to policies.
• Mediate management and organised labour relationship.
• Advise line on current strategies/models to implement regarding talent, career path performance management and leadership development.
• Share best practice with fellow HRM managers.
HR Design/plan/initiatives:
• Compile HR plan aligned to companywide HR vision.
• Compile HR calendar to ensure smooth HR project monitoring process.
• Submit proposals to improve performance of call centre staff.
• Completed initiatives include:
1. Contact centre career path model
2. Level progression for call canter and consultants
3. Talent framework for call centre environment
4. Call centre Leadership development model
Performance management:
• Communicate PD contracting and review dates/plan to line management.
• Ensure PM reviews 100% compliance within the cluster.
• Finalise a coaching plan for staff.
• Ensure the completion of WSP for the cluster and submit to head office.
• Drive all processes around poor performance/incapacity matters.
• Facilitate the appraisal process to ensure that this is a useful tool for.
• performance review and development.
Employee relations:
• Handle IR issues and represent the company at CCMA.
• Provide sound labour relations information to management.
• Provide generalist HR support to the Senior Managers site.
• Interact with trade union in resolving of any issues related to HR.
Talent Management:
• Design and propose talent philosophy for the cluster.
• Facilitate talent identification and verification session with line managers.
• Educate line managers to conduct career conversations with staff.
• Conduct stay interviews with identified talent.
• Facilitate the talent day to recognise and celebrate identified talent.
Generalist consulting:
• Oversee delivery of management training for managers.
• Coach managers to manage divisional absence cases.
• Coach managers to handle off-site disciplinary and grievance matters.
• Analyse staff turnover, identify hot spots and propose resolution tactics.
• Carry out HR audits, to ensure compliance to procedures.
• Collaborate with Senior Managers to ensure the salary review process is carried out effectively.
• Recruit staff and ensure related processes are strictly followed.
• Induction of new staff members and all arrangements attached to this.
• Monthly HR and IR reporting to Executive HR Manager.
• Conduct HR staff engagement sessions to provide information to staff.
• Plan and execute a social plan related to staff.
• Execute employee well-ness programs according to wellness calendar.
• Update and write job profiles.
• Drive compliance with regards to Employment Equity and BEE.
Provide HR advise and leadership to HRBPs in Northern region.
• Act as central consolidation point for HR projects, submission and reporting.
• take a lead role on project delivery as well as coaching and mentoring HR Business Partners ensuring consistently high standards of HR service delivery.
• Provide coaching and mentoring to HR Business Partners ensuring consistently high standards of HR service delivery.
• Support organisation effectiveness by developing and implementing solutions aligned to strategy.
• Lead the HR vision, including role modelling great personal and team leadership and taking an active role in ensuring the HR Operating Model is embedded successfully.
HR Consultation sessions
• Liaising with resourcing manager to meet recruitment needs.
• Coach line managers on recruitment and selection process of following best practice, resulting in selection of most competent candidates to avoid unlawful discrimination.
• Oversee redeployment of staff in the business.
• Provide professional leadership and expertise to ensure that decisions on personnel matters are made in accordance with good employee relations practise.
• Support line managers in the implementation of the HR strategy.
• Deliver presentation of Employee Opinion Survey, facilitate focus group sessions and co-produce action plan with line managers.
• Monitor success of the Employee Opinion Survey action plan and report on outcome.
• Update job descriptions and role profiles.
• Drive transformation strategy.
• Oversee and advice line managers on performance management processes.
• Deliver HR strategy presentation at road shows.
• Manage restructuring process within client base.
• Liaise with SHL for assessments, provide assessments feedback to line managers.
Promote sound Employee Relations practices
• Coach and advise Line Managers to comply with Company and Legislative requirements (LRA).
• Provide effective E.R. Consulting service, Grievance handling, Incapacity enquiry, disciplinary consultations, Performance coaching for poor performers.
• Manage E.R. processes: disciplinary, grievances, poor performance.
Facilitate Organizational Learning
• Deliver Training programs.
• Develop, communicate and train Line and team members on Performance.
• Management procedures.
• Drive and entrench a Performance Culture, Monitor Administration and manage Business information
• Relevant information and analysis are provided to Line Managers.
• Understanding of the business value chain is demonstrated and linked to HR processes and interventions.
Organizational Development
Facilitate implementation of Diversity Management programmes.
• Change Management.
• Lead the implementation and anchoring of Change initiatives.
Talent Custodian
• Communicate talent strategy to the business.
• Identify candidates including (female African) suitable to fill vacancies at management level.
• Set-up a talk show: interview successful graduates/bankers regarding development successes.
• Identify business topic for candidates on talent to embark on as a project that will either initiate a product or bring about recommendations to resolving business challenges.
• To ensure a succession plan to fill Key Value Roles exists across business units and individual development plans for these successors measurable as part of Performance Development plans.
• Facilitate an Integrated Talent Forum across business units.
• To ensure that stay interviews are conducted to track Flight risk for employees on talent list.
Absa Graduate Programme Custodian Responsibilities:
• Manage graduate recruitment process.
• Design/ upgrade the graduate programme to remain relevant within the banking sector.
• Identify internal and external coaches.
• Facilitate health check and focus group sessions.
• Report on graduate progress to the Regional Executive office.
• Facilitate Graduate alumni contact sessions.
• Assess readiness for permanent placement.
Business Partnering
• Recruitment and selection (Experienced hires).
• Conduct vacation work, training contract and bursary interviews.
• Provide payroll assistance.
• Administer assessment.
• Prepare offer letters.
• Manage project budget.
• Support equity strategy.
• Support line management in the implementing HR strategy.
• Promote sound and consistent HR policies and practices and provide IR advice.
• Evaluate training facilitated by vendors to ensure improvements in service delivery.
• Facilitate orientation session with new employees in line orientation programme.
• Action retirement administration.
• Update job descriptions.
• Grade and analyse jobs.
Reporting
• BEE/EE reporting.
• Global people survey reporting.
• Disability reporting.
• HR monthly reporting.
• Training success.
Employee relations
• Coordinate disciplinary hearings.
• Represent PWC in CCMA cases.
• Grievance handling.
• Incapacity enquiry.
• Performance coaching for poor performers.
• Facilitate counselling sessions.
Employee development
• Promote and implement talent management interventions.
• Facilitate talent forums.
• Co-ordinate training need analysis.
• Compile training plans in line with training calendar, training budget and training needs.
• Select training vendors.
Adhoc Projects
• Launch and monitor performance management processes.
• Process death insurances and provident fund claims.
• Ensue all action plans for upcoming years are updated.
• Roll-out school fees project.
• Manage the standard operating procedure project
• Participate in career days at educational institutions to promote PWC career offerings and attract potential candidates for future placements.
Coaching/mentoring/supervising
• Manage two administrators.
• Coach/mentor staff on career path and development plans.
Graduate Programme for Females in Technology (GPFT)
• Manage Graduate Recruitment and selection process.
• Design Interview guides.
• Project Evaluation and reporting.
• Project Coordination.
• Monitor graduate monthly progress.
• Place graduates in permanent positions within engineering.
• Organize training and competency evaluation sessions.
• Facilitate group coaching sessions.
• Maintain communication with candidates, mentors and vendors.
Succession Development Programme (SDP) for Managers
• Administer assessments for candidate selection.
• Manage programme launch event.
• Monitor managers’ monthly progress reports.
• Select vendors to train candidates.
• Assign mentors for candidates.
• Organize payment for vendors.
Employee Relations
• Manage on-line assessments for candidate selection.
• Facilitate counselling sessions on matters concerning well-being and drive the ICAS referrals.
• Address grievances.
• Address incapacity enquiries.
• Address poor performance management.
• Attend and address CCMA cases.
Employee Development
• Promote continuous professional development within the client base. Conduct training needs analysis as required by operational performance improvement initiatives.
• Ensure employees complete compliance training to maintain the banking qualifications and abide by government FIAS fiat and proper requirements.
• Report on success of training sessions.
Coaching/ mentoring/ supervising
• Manage, motivate and develop HR administrator, HR learner and HR consultant; ensuring they provide professional, efficient service consistently.
• Facilitate performance coaching to address poor performance amongst teams.
Adhoc projects
• Initiate and manage research and project work regarding personnel issues impacting staff.
• Develop, recommend and implement processes for structural reviews and change management programmes within the client base.
• Lead retention Strategy team.
• Attend graduate programme strategy meetings to upgrade booklets and training schedules.
Assessments. Administer and score assessments:
• OPQ, CPI and MQ.
• VC2.1 and NC2.1; VCC1 and NCC2; VMG3 and NMG3; VT1.1, MT1.1 and NT 2.1.
• Jubilee bank in-tray exercise for Vodacom SA, Mozambique and Tanzania.
• Hexagon taps for Vodacom SA, Mozambique and Tanzania.
• Generate assessments reports. Facilitate feedback sessions under supervision of a registered Industrial Psychologist.
360 toolkit administration and consultation:
• 360 generic profile and review setup.
Strategy, leadership, management, financial accounting, marketing, economics, cost accounting, research methodology and a dissertation.
Career psychology, strategic Human Resources, research methodology, dissertation, organisational development
Labour relations, Human Resources, business management, philosophy, computer science