HR Business Partner
Price Waterhouse Coopers
Total years of experience :25 years, 8 Months
HC Strategy
Ensure execution of the Assurance HC Strategy for Risk Assurance, Banking and CMACS business units.
Deliver against the HC Strategy with regular measurement and reporting on progress made.
Ensure strategic HC projects are rolled out across Assurance business units
Deliver Assurance specific initiatives as and when required
Analytics
Provide people analytics and intelligence to the Assurance business units to inform business decisions
Advise Assurance partners on people matters/workforce activities
Assist in establishing a workforce plan aligned to headcount budgets
Regular analysis of turnover and ensuing advice to business and implement solutions
Talent Management
Drive talent management activities for Assurance business units, including talent identification, succession and development plan monitoring
Performance Management
Research, advise on, and implement performance improvement interventions
Monitor general compliance with performance management approach
Remuneration
Utilize analytics from exit interviews and GPS related to reward
Educating staff on reward and benefits
Provide input into the people budget, cost analysis of salary bands, and other people costs
Manage the salary ad performance bonus review for Assurance business units
Leadership
Contribute to HC best practice, understand the people requirements and communicate these requirements to the relevant HC structures
Represent HC on leadership and staff meetings
Employment Equity
Understand the firms EE targets and translate this into the business unit’s EE targets.
Understand where the gaps lie and implement HC interventions to close the gaps through recruitment, promotions etc.
HC representative in the business unit EE forum
Retention
Project manage annual progression process as per Talent CoE guidance
Report retention successes and potential challenges
Analysis and presenting of the Global People Survey results
Compiling a GPS action plan and rolling out of the initiatives
Terminations
Conduction exit interview from senior manager level upwards
Exit trends reports and analysed and feedback given to group with suggestions on interventions
Reporting
Submit monthly HC reports for Risk assurance, Banking and CMAAS with deadlines.
Reason for Leaving: 6 month contract - filling in for an employee on maternity leave. Permanent employment was discussed however Workday was implemented and there was a moratorium on all positions
Policies and procedures:
Ensure compliance with HR policies and procedures
Staffing:
Ensure staffing requirements are met, and manage the recruitment process, including the management of recruitment agencies
Performance management:
Confirm staff orientation and training requirements and project manage the implementation thereof
Facilitate performance management reviews and improvement processes, as well as disciplinary processes if appropriate
Remuneration:
Support Management Accountant with the submission of HR related statutory requirements
Fulfil the HR administration role, including:
Leave applications
Personnel filing
Appointment and Termination documents
Reason for leaving: Contract position
Strategic Impact
•Interrogates, clearly understands and communicates to team the agreed strategic objectives of both own Service Area and that of the client Service Line/s
•Manages the implementation of the strategic imperatives in line with service area strategy relating to:
•Implementation of change initiatives within designated area/s
•Management of the implementation of plan on a day-to-day basis with team
•Monitoring skills level in team relating to required outputs, assisting as necessary
•Clear and regular communication with superior and team on implementation status
•Supports own Service Line leadership in carrying out EXCO mandate
•Builds professional relationships within service line/s to understand business needs in area/s of responsibility
•Generates and implements innovative ideas and solutions within area of responsibility in collaboration with team members to enhance / renew service offerings
Client Impact
•Manages quality and timeliness of day-to-day deliverables of team in area of expertise to client
•Provides client management with sound professional advice and support across broad area of issues arising within area of expertise
•Proactively identifies client service and technical issues and independently implement resolutions to address these
•Participates in gathering of information for thought leadership process and share functional and industry knowledge and expertise with clients, colleagues and teams
•Meets with team on a regular basis to provide updates from client and SL leadership and to get input from team
Operational Effectiveness
•Manages day-to-day operations and delivery by team to clients
•Guides and directs daily work of team members giving recognition as well as support as needed
•Updates Senior Manager on status weekly or as directed
•Manages day-to-day risk issues within the team and ensures any contraventions are rectified and addressed
•Acts as role model in the value of exceptional client delivery and growing the brand of Employer of Choice
Development/Growth of the Team
•Recruits, mentors and guides team members and shares expertise and knowledge with counselees on an ongoing basis
•Identifies areas of development for team and institute plans to address these
•Develops strong working relationships with key talent in team to ensure retention
•Delegates appropriately and encourages team to share their expertise and knowledge
•Provides relevant recognition and encouragement to team and leads by example
•Acts as counsellor to senior consultant level and below within Service Line ensuring effective guidance in development and career growth
•Demonstrates commitment to transformation agenda of the firm
Budgets/profitability
•Provides input into annual budget to superior for drafting of budget for Service Area
Manages expenditure within team and ensures time and expenses are submitted weekly
Reason for Leaving: Culture fit
Performance Management
•Coordinate and facilitate the performance management cycle, system and the process.
•Provide regular training to managers and employees on the system and process.
•Assist and advise line managers on the process.
•Track positive and negative trends in performance management and the use of the system.
•Collate results and give feedback to Exco on each PM cycle.
•Mediate any disputes
•File all performance review documents.
•Track and record all documentation i.e. development plans
•Review the system to ensure that it remains relevant and user friendly.
•Assist managers in coaching and developing staff to optimally perform in their jobs.
Training and Development
•Act as the SDF of the company
•Liaise and comply with SETA requirements.
•Align practices and databases with BEE requirements and reporting.
•Conduct a skills audit.
•Complete Training & Development Plan from Development needs analysis
•Create and maintain training records/database that are aligned for SETA and BEE requirements respectively.
•Completion of annual WSP and ATR
•Identify & consultant key suppliers for the provision of development activity.
•Assist managers in formalizing and documenting department procedures and induction for training purposes.
•Conduct induction.
•Facilitate other in-house training.
Policies and Procedures
•Review and maintain group HR policies and practices.
•Drafts new group policies as required by legislation and the organization practices.
•Ensure the effective implementation of group HR policies and procedures.
•Communicate and advise managers and employees on group policies
HR Admin
•Administer induction of new employees
•Liaise with managers and IT on the on boarding process.
•Prepare increase and promotion letters
•Create and maintain electronic and hard copy files for each employee.
•Create a database of employee information.
•Track and monitor leave.
•Research and recommend improvements in pay and benefit structures.
•Conduct benchmarking exercises.
•Maintain an updated organogram.
•Contribute information for the group update meetings and any other reporting purposes.
•Create schedules in line with the employee life cycle and company practices to track weekly, monthly and annual HR activities for self and managers.
•Communicate, guide and monitor managers with regards to having monthly one on one meetings with their staff.
•Conduct quarterly 1:1’s with staff and HR to ascertain their engagement level, motivation and to address any areas of concern.
•Provide assistance to managers by supporting and guiding them on their management responsibilities.
Payroll
•Ensure all employee related information is passed onto the payroll company for processing.
•Communicate leave balances and discrepancies to employees and managers and payroll alike.
•Oversee and check payroll on a monthly basis.
•Distribute payslips
•Handle employee payroll queries
Exit Interviews
•Prepare exit paperwork
•Conduct exit interviews.
•Compile an exit report
•Provide feedback on exits to Exco and managers
Team Management
•Lead and manage the overall function and staff for Reception and housekeeping.
•Draft and communicate to all processes, schedules and procedures for front desk and housekeeping
•Responsible for the day to day management of the team.
•Sets clear objectives and measurables of the team.
•Lead and develop a strong, confident, effective team.
•Assist team in planning and prioritising their workload.
•Provide mentorship, knowledge-sharing and direction to the team.
•Responsible for the recruitment of staff.
•Corrective action implemented on ineffective or disruptive team members.
•Conduct quarterly 1:1’s with staff to address any areas of concern
Engagement
•Advise and consult with staff on all HR matters in terms of the employee life cycle, the HR operations and the group policies and procedures.
•Ensure compliance to all legislation. Advise and communicate legislation changes.
•Provide advice and support to managers in terms of company policies and procedures and the HR operations.
•Regularly partner with managers to support them in managing their teams and to get a closer understanding of their operations.
•Provide training and distribute communications on key HR focus areas to ensure better understanding of group policies and SA legislation
Organisational Design
•Prepare all job descriptions
•Review job descriptions with Managers to assess if they are still relevant.
•Provide HR support to the organization that aligns to the organization structure and strategic objectives.
Industrial Relations
•Responsible for poor performance counselling
•Assist managers with contextualising their disputes
•Draft statements of behalf of managers
•Decide on the charges
•Coordinate the disciplinary process
•Provide advice to managers, employees and witnesses
•Represent at the CCMA
•Handle retrenchments and restructures
•Prepare all documentation i.e. notices to attend, statements, evidence, questions for hearings, penalty forms, suspension letters, full and final settlements, etc.
Employment Equity
•Establish an Employment Equity Committee.
•Communicate and engage the committee.
•Create databases on information as required for reporting.
•Prepare EE Plan and reports as required by law.
•Provide feedback to the business on EE matters.
12. HR Strategy
•Involved in compiling the HR Strategy aligned to the Business Strategy
•Responsible for compiling the HR operational plan aligned to HR Strategy
•Responsible for implementing the annual HR operational plan
•Responsible for monitoring KPA’s per department aligning to the business strategy
•Compiling HR reports for Exco
13.Health & Safety
•Elected a committee
•Elected an emergency team
•Elected first aiders, fire fighters, SHE Rep
•Signed off appointment letters for these roles
•Set regular meetings
•Facilitate emergency evacuations
•Compile reports
•Work with the SHE Rep to do inspections and report on any faults
•Ensure that fire extinguishers are serviced regularly
•Have emergency evacuation team meetings for preparation of emergency evacuations
•Arrange Health & Safety training for all staff members
14.Employee Engagement
•Advise and consult with staff on all HR matters in terms of the employee life cycle, the HR operations and the company policies and procedures.
•Ensure compliance to all legislation. Advise and communicate legislation changes.
•Provide advice and support to managers in terms of company policies and procedures and the HR operations.
•Regularly partner with managers to support them in managing their teams and to get a closer understanding of their operations.
•Provide training and distribute communications on key HR focus areas to ensure better understanding of company policies and SA legislation
•Assist Foreign Nationals with work permits applications
•Managing employee wellness days
15.Culture Surveys
•Determine constructs for the survey
•Put together survey questions
•Get approval from Executives
•Administer culture survey on survey monkey
•Review results
•Identify development gaps
•Implement a development plan
•Present survey results to management
•Present survey results to staff
Reason for leaving : Headhunted by Deloitte
1.Recruitment & Selection
•Recruit and select recruitment agencies according to company standards.
•Manage supplier relationships.
•Create and maintain job descriptions, job ads and job specs.
•Advertise job internally and externally.
•Manage the selection of suitable candidates against job i.e. telephone screening/face to face screening/paper base CV screening, either producing a short list for the business or working with the business to produce a short list.
•Agree selection technique and criteria with the business i.e. personality profile/internal tests/psychometric testing etc.
•Partner with the line managers for the interview process.
•Book an coordinate interviews and tests for the managers
•Administer psychometric tests.
•Ensure all checks are done before an offer is made.
•Provide feedback on recruitment process to management
2.Training and Development
•Coordinate and facilitate the performance management cycle, system and the process.
•Collate and file all performance review documents.
•Track and record all documentation i.e. development plans
•Complete Training & Development Plan from Development needs analysis
•Create and maintain training records/database.
•Completion of WSP and ATR
•Identify & consultant key suppliers for the provision of development activity.
•Coordinate and conduct induction.
•Coach and develop team members to optimally performance their jobs
3.Policies and Procedures
•Review and maintain HR policies and practices.
•Ensure the effective implementation of HR policies and procedures.
•Communicate and advise managers and employees on policies.
4.HR Admin
•Prepare offer of employment, contracts and personnel packs for new employees.
•Liaise with managers and IT on the on boarding process.
•Prepare increase and promotion letters
•Create and maintain electronic and hard copy files for each employee.
•Ensure all employee related information is passed onto the payroll company for processing.
•Create a database of employee information.
•Track and monitor leave.
•Communicate leave balances and discrepancies to employees and managers and payroll alike.
•Oversee and check payroll on a monthly basis. Distribute payslips
•Handle employee queries.
•Ensure compliance to all legislation. Advise and communicate legislation changes.
•Research and recommend improvements in pay and benefit structures.
•Conduct benchmarking exercises.
•Prepare exit paperwork and conduct exit interviews
•Lead and manage the overall function and staff for Reception and housekeeping.
•Draft and communicate to all processes, schedules and procedures for front desk and housekeeping.
•Create schedules in line with the employee life cycle and company practices to track weekly, monthly and annual HR activities for self and managers.
•Communicate, guide and monitor managers with regards to having monthly one on one meetings with their staff.
•Conduct quarterly 1:1’s with staff and HR to ascertain their engagement level, motivation and to address any areas of concern.
•Assist with office administration duties from time to time.
•Be back up where necessary for team members and provided assistance to managers by supporting and guiding them on their management responsibilities.
in various business sectors namely manufacturing and engineering, Information Technology, Secretarial, Office Support and Finance.
•Sourced new clients
•Advertised various positions
•Handled all ad responses - email and telephonic
•Screened CV’s
•Interviewed candidates for various roles
•Conducted all reference checks i.e. personnel, MIE
Reason for leaving : Wanted to get back into an HR Manager/
Administration
•Drew up employment contracts for permanent and temp staff.
•Ensured all documentation was received and submitted to payroll ie payroll input forms, ID Documents etc.
•Generated offer letters and forwarded to employees as well as ensured receipt thereof.
•Collation of death, disability and retirement documentation for payouts
•Co-ordinated workmen’s compensation claims
•Received and submitted garnishee orders to payroll
•Ensured trauma counseling as and when necessary
•Captured attendance registers
•Captured overtimes and submitted to payroll
•Collated management of staff movement file.
•Reviewed and maintained relevant HR documentation
•Attended to payroll and HR queries
•Prepared long service certificates as well as handed out long service awarded
•Assisted in the completion of the EE report and submitted annually
Training and Development
•Assisted line managers in identifying relevant candidates for training
•Co-ordinated training for selected candidates
•Requested training courses from relevant service providers
•Collated assessments and sent to the training department
•Completed training needs analysis and submitted nominations for training
Disciplinary Matters
•Maintained a data base of all disciplinary actions
•Managed grievances and reviews
•Attended disciplinary hearings
•Assisted line management with collation of evidence as well as preparation for CCMA cases.
Induction
•Prepared a full induction process
Executed induction of all new employees
•Co-ordinated with all departments for the execution and preparation of induction processes
Ensured relevant admin for new employees were completed and submitted to payroll.
Updated new employees on the companies policies and procedures
Reason for leaving : Relocated to Johannesburg
secretarial function
•Prepared proposal documents and presentations
•Compiled tender documents for contracts
•Liaised with HR department for company details and BEE status
•Assisted HR with training co-ordination and preparation of training material
•Administration
•Internet research for proposals
•Diary control
Reason for leaving: Sourced better opportunity in line with my career aspirations
feedback to applicants after interviews
•Managed all reference checks
•Updated all staff files
•Worked on placements profiles on an in-house Discus system
•Handled HR queries
•Assisted with processing payroll
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(course incomplete)
(course incomplete)
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