Human Resources Business Associate Manager SEA
Procter & Gamble
Total years of experience :9 years, 5 Months
August 2009 to Present
Procter & Gamble
1. Human Resources Business Associate Manager SEA (South East Africa)
Finance & Accounting And Supply Network Operations
• Helps identifying and building the right structure, enabling and contributing to the vision, strategic direction setting, identifying and developing organizational and leadership capabilities, leading to the desired productivity and culture.
• Act as a strategic partner, change agent, employee champion and functional expert, which create the frame, leads and enables the capability building process.
• In touch with the business and the department employees and their needs.
• Ensure that the department gets appropriate support from HR - either directly or through practices - in the areas of OD, ER, Benefits and Compensation, Talent and Diversity.
• Providing Strategic HR Leadership to enable the effectiveness of department head, partner in developing business strategy & lead the development of the organization strategy for the department.
• Design communication systems to drive team effectiveness and foster alignment
• Facilitate organization structure and design work, when needed
• Facilitate headcount projection and assignment planning discussions
• Build managers of others organization and coaching capabilities
• In partnership with department heads, lead and enable the most effective, efficient, innovative & sustainable interventions to: o lead effective organization design to deliver business needs
o Build organization capability to meet business growth
o Improve organization effectiveness to deliver business results
o Shape a winning organization culture
o Increase organization productivity
o Develop a diverse mix of talent and leaders: career path planning, coaching, assignment planning, training and learning
o Develop and manage performance
o Manage Rewards & Recognition
o Manage Employee Relations and Labor Relations
2.SEA (South East Africa) Diversity and inclusion Practice Leader
• Maximize Business Effectiveness Through Employees Performing at Their Peak
o Corporate Diversity Intent: Attract, retain and develop a peak performing workforce that reflects the consumers and communities we serve.
o Drive / Enable Corporate Diversity Strategy: Everyone valued, Everyone Included, Everyone Performing at their Peak
o Diversity Training / Tools - Provide a suite of programs that meet business needs in a timely and cost effective manner, Corporate Communications (CEO Letters, News for Home Page, etc.),
o Use Diversity COP and HR Net to leverage and reapply best practices, Mentoring and Reverse Mentoring.
o Affinity Groups - Guide and support Affinity Groups as warranted by business needs and local/country/region legislation
o Fostering a Culture of Inclusion and Respect - Bi-annual International Festival, Using Employee Survey results to target improvement areas,
• Learning and Benchmarking
o External Affiliations - Membership in Organizations such as Conference Board, to identify best practices and forecasted issues
o Participation in External Events - Leverage involvement with Working Mothers Media, Diversity Best Practices, Black Enterprise, to maintain an external focus and to obtain insight that
will help us make continuing progress in our efforts
o Benchmarking - With best practice companies or via groups that assess practices and results across companies
• Governance
o Strategy, Policy and System Development - Corporate OGSM, Flex Work, WWBCM, Work/Life programs, Corporate Programs
o Tracking to Meet Internal and External Requirements - Government Audits, BEE, Target Setting
o Issue Resolution - Consulting and facilitation on individual cases
• Community Relations
o Image and Reputation - Participation in "Best Company / Best Practices" surveys;
o Media Management - Participating in interviews, External Presentations, hosting external groups
Involvement with External Groups - Partner with External Relations, Talent Supply, Supplier Diversity and the Business Units to maximize effectiveness of diversity-related effort
September 2007 to July 2009
Nampak Group
Position: Regional Recruitment Manager
Duties: • Handles recruitment requests for divisions: • Draft the vacancy AD and distribution of same within the Group
• Handle response and screening all applications.
• Prepare a shortlist and conducting initial interviews.
• Send short listed candidates to Line with recommendations.
• Taking part in second interviews, if the need arises.
• Contact successful and unsuccessful candidates.
• Forward documentation of successful candidates to HR for them to prepare the contract of employment and all necessary documentation.
• Recruit Graduates.
• Establish and maintain relationships with suppliers.
• Conduct general office administration.
Reason for leaving: Company restructuring - Job security
November 2005 to August 2007
Wisdom Management Search
Position: Researcher/ Consultant
Duties: Company research
- Lead and managing the research team
- Managed and tutored two junior researcher
- Conduct mid point and year end performance review for researchers and provide feedback to company MD
Screening and interviewing
- Conduct mid point review and analyses for qualifying candidates
- Conduct detailed resume screen to identify top 5% candidates for each assignment
- Share results of resume screen and with MD and client and prepared short list with candidate profiles
- Develop candidate screening guide, screen candidates and conduct interviews
- Preparation of candidate profiles and candidate presentation to client
Client development
- Identifying potentional companies that may bring business to our company
- Visit decision makers and present company profile and services to them
- Agree on common need and negotiate terms of contract
- Sign off contract with decision maker, and delegate work to appropriate individuals to work on assignment
- Agree on deliverables, time frames, and dead lines and supervise assignment from beginning to end.
Job profiling
- identifying the need for a certain individual within a company
- drawing up the a job specification with the line manager
- identifying core function that individual will be fulfilling
Human resources
- mentoring and coaching
- conducting performance appraisals
- putting together HR policies
- Made my first placement a month into the job
- Became head of research within six months
- Became a consultant in eight months
Reason for leaving: Career Advancement
January 2005 to October 2005
Blue Skye Solutions
Position: Junior Consultant
Duties:
Change Management
Job Redesign
Psychometrics testing
Job Analysis
Human Resources
Built the entire human resources department
Put policies into place
Put in place performance systems
Put together communication structures
Presented to the company MD
Facilitated the implantation of the processes
Reason for leaving: career Advancement
Institution: University of the Witwatersrand Qualification: Bachelor of Arts (Industrial Psychology) Date completed: 2004
Industrial Psychology Honors Date completed To complete 2012 Institution: University of the Witwatersrand Qualification: Project Management (Certificate) Date completed: Completed 2010