I am a holder of a BSc (Honors) Degree in Human Resources Management and a Diploma in Training
and Development. I am an accredited BQA Trainer in Human Resources Management level 3 and I am
currently studying a Postgraduate Diploma in Human Resources Management. I am a full member of the
Institute of People Management.
I possess the exact talents which you need in terms of skills, abilities, knowledge, experience, personality
and education. With the set of all the above-mentioned elements, I can take your organization to the
sky-height with an aim to achieve the vision and mission of the organization.
● 14+ years’ experience in similar positions which enables me to handle work in a professional manner
(refer to resume attached for details)
● Track record of managing Human Resources Department efficiently utilising demonstrated leadership
● Thorough knowledge of HR laws, regulations, code of conducts and cutting-edge HR practices and
● Hands on experience in application of defined human resources management procedures to improve
● Proficient in developing, administering, reviewing, updating and communicating policy manuals for
standardizing HR work
● Well-versed in statistical analytical techniques, HR software applications, accounting and payroll
administration and modern office processes that have set standards in the market
4 Year degree
Professional diploma from the institute of people management
Work & Experience
As an HR Business Partner (HRBP) I am responsible for aligning business objectives with employees and management in designated business units. My position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. My position maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition KPA’s: Conducts weekly meetings with respective business units. Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Develops contract terms for new hires, promotions and transfers. Assists international employees with expatriate assignments and related HR matters. Provides guidance and input on business unit restructures, workforce planning and succession planning. Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met. Performs other related duties as assigned
Recruitment and Selection. Attract, retain and motivate staff. Manage the recruitment process for employees and consultants ensuring that the right talent is identified and attracted and that R Group is incentivized as a place to work. Coordinate the advertising of vacancies, assess applications, liaise with head hunters as required and interview applicants. Coordinate and manage the orientation of new employees, process probationary reviews, employee evaluations and terminations. Analyze the skills and qualities required for each particular job and develop job descriptions. 2. Skills Development. Identify training/skills/competency needs within the Group. Coordinate career development, succession planning and talent management needs in partnership with line management. Develop a skills development plan for all staff within the prescribed timeframe. Ensure effective and equitable incentivization within the Group so talent, skills and results (and not just experience and age) are rewarded. 3. HR Reporting. Manage the HRMS. Compile monthly management reports as required. 4. Budget & Cost Management. Set salary scales and allowances to ensure parity across the Group. Drive HRrelated cost savings and manage HR budgets as set by executive management and working in conjunction with the Head of Finance. 5. Administration. Maintain oversight of all administrative responsibilities of junior HR staff within the Group. Carry out regular internal audits of the HRMS and HR filing system within the Group. 6. Change Management. I play a key role in ensuring projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage. Focusing on the people side of change, including changes to business processes, systems and technology, job roles and organization structures 7. Performance management. Developing and coordinating policies and strategies for the development of departmental performance indicators and service delivery performance standards 8. Employee Relations. Responsible for the oversight and management of employee relations issues, internal investigations, and prompt problem resolution. Also manage the investigative process for internal complaints of discrimination, harassment, retaliation, and other high-risk employment issues and CCMA disputes
I was working for Chronos Electrical Services as a Human Resources and Administration Manager. Chronos Electrical is and electrical engineering firm based in Gaborone Botswana. As an HR Manager I successfully manage a staff compliment of 550 employees on various projects across Botswana, Lesotho and Zimbabwe. In the HR department I had 3 HR officers and 2 Payroll Officers that reported to me and I reported to the Managing Director. KPA’s Aligns business objectives with employees and management Supports and updates the business units on all employee relations matters Drives business performance Heads the operational function within the HR Team Provides HR advice and support to managers and staff on a wide range of strategic and operational HR issues Advises managers and staff on issues of employment legislation Recruitment and selection Maintain knowledge of and ensure compliance with employment-related laws and regulations. Manage actions and proceedings brought against Chronos Electrical arising in connection with employment, benefits and workers compensation issues. Maintain all personnel files, drug and alcohol screening and background investigation results, and other personnel records, and ensure Chronos Electrical is in compliance with all laws and regulations and demonstrates “best practices” in regard to personnel information management. Analyze benefits options and cost alternatives for providing employee benefits, recommend benefits program modifications and implement approved benefits modifications. Work with senior management to craft consistent, equitable and competitive compensation and incentives. Develop and implement human resources programs and policies and periodically update Team Member and Team Leader Handbooks. Serve as a resource for team leaders in handling employee issues and assist them in counseling employees, conducting evaluations, staff training, problem-solving and consensus-building. Oversee the Organizational Development & Training function and develop employee training programs. Perform other duties as assigned by the Managing Director
I was working for Zoe Electrical Engineering as a Senior HR and Administration Officer. Zoe Electrical Engineering is an electrical company based in Gaborone Botswana. I managed a staff compliment of 300 employees. In the HR department I had 1 assistant reporting to me and I reported to the General Manager-Operations. My team and I have successfully won labor cases and we managed to reduce the number of labor cases by preserving the employer-employee relationship through designing an effective employee relations strategy. My team and I have also managed to reduce the rate of labor turnover by coming up with employee training and development programs that include new hire orientation, leadership training and professional development seminars and workshops where employees feel part and parcel of the organization. My team and I have successfully implemented HR polies and procedures for all the functions to enhance productivity. KPA’s Recruitment and selection of all staff in consultation with the Managing Director, and control the departmental manning levels Payroll Administration. Effects and processes appointments, transfers, promotions and terminations including retrenchments. Performance management and improvement systems (Balanced Score Card) Reward Management and employee benefits administration Organizational departmental planning Strategic Human Resources Management Keeps the Managing Director and Senior Management advised on any developments relating to policy implementation and submit any proposals for change in policy. Employment and compliance to regulatory concerns regarding employees Draw up company manpower plans and implement them Ensure that the Employment Code of Conduct is administered fairly and Equitably Updates management of changes in Labour related legislation Represent the Company in Labour disputes before the Ministry of Labour, Labour court or in any other external proceedings Employee Welfare Ensure that adequate safety training is provided to all employees and advise heads of departments and supervisors of their safety responsibilities Co-ordinates the activities of the Health and Safety Committee. Ensure that company human resources policies are equitably administered within the company Draw up and recommend appropriate Training and development programs, assist the heads of departments determine training needs and decide on the best methods to satisfy these needs.
I was working for Brinski Group as a Group Human Resources Officer. Brinski is a group of companies that are into Chrome Mining, Roses Production and Plastic Manufacturing. As a Group HRO I successfully managed a staff complement of +700 employees for the whole group and in the HR Department I managed a team of 3 subordinates reporting to me that is 2 HR Officers, 1 Payroll Officer and I reported to the G.M (Fin & Admin). My Team and i facilitated in the implementation of a Performance Management System (BSC), we reduced the rate of Absenteeism and man power days by 30%, we drafted and registered a code of conduct for the company, we won Labour cases for the organization and we implemented a Canteen for the employees. My Duties and Level of exposure included: Administer compensation, benefits and performance management systems, and safety and recreation programs. Identify staff vacancies and recruit, interview and select applicants. Allocate human resources, ensuring appropriate matches between personnel. Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits. Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
Commercial Refrigeration / Imperial Derby is the biggest commercial refrigeration manufacturing company in Zimbabwe and they are also into domestic refrigeration production. I was employed as a Human Resources Officer, i successfully managed a staff compliment of +200 employees and in the HR Department I managed a team of 2 subordinates that is 1 Payroll Clerk and 1 HR Clerk. I reported to the Managing Director. My team and I implemented Recruitment and Selection data base represented the organization at Labor court, we reduced the Training budget by 20%, we formulated and implemented HR policies and procedures that harnessed the work place environment. My duties and level of exposure included: Develop and implement a human resources procedures and policies Promote workplace safety. Provide advice and assistance to staff and management on pay and benefits systems Implement employment standards and legislation such as workers compensation, labour standards and Fair Practice Act. Attend Council meetings to provide information, when necessary. Ensures proper labor relations and conditions of employment are maintained. Identifies staff development and training needs and ensures that training is obtained. Directs staff in overall personnel administration, including appointments, promotions, Transfers, demotions, suspensions, layoffs, and dismissals. Directs staff in the processing of personnel transactions, time keeping, payrolls, Personnel record-keeping, insurance, retirement and disability management. Provide advice and assistance when conducting staff performance evaluations Organize staff training sessions, workshops and activities Provide basic counseling to staff who have performance related obstacles Provide advice and assistance to supervisors on staff recruitment Prepare notices and advertisements for vacant staff positions. Recruitment and selection of all staff in consultation with the Managing Director, and control the departmental manning levels Payroll Administration (+200 Employees).
KenComp is an I.T company and its core business is network cabling, computer software distribution and the sale of computer accessories. I was employed as a Human Resources Administrator, I successfully managed a staff compliment of +200 employees and in the HR Department I managed 2 Subordinates that is 1 Payroll clerk and 1 HR clerk. My team and I successfully implemented VIP Payroll Administration from Patel Payroll Administration. My duties and level of exposure include: Payroll administration (+400 employees) Employee Resourcing Recruitment and Selection Conducting Interviews Administration of offer letters Post selection and follow ups Employee Development Development of Training calendar Research and Development of Training Programs Coordination of Training Programs, seminars and Conferences Induction and Orientation Competence Profiling 360 Degree Appraisals Employee Relations Grievance and disciplinary hearings Communicating with employees, management & National councils Collective Bargaining Training employees on Labor Relations Legislation Employee Equity Act, Basic Conditions Employment Act Monitor Conditions of Employment Employee Safety, Welfare Health and Safety Management Organizational Health & Safety Audits Training safety programs Coordinating Health & Safety Seminars Evaluation of safety Procedures