L*****o

Supervisor Specialist - HR Business Partner
October 2, 1990

About Candidate

I am an experienced Human Resources Business Partner. Skilled in Labour & Employee Relations, Recruitment, Employment Equity, Performance Management, Employee Wellness, HR Administration and Management. I m well versed in systems and software such as SAP-Success Factors, SAGE VIP- Premier, PeopleSoft-HR, SAGE123 & SAGE300, Jonti-Recruitment, GRS-Recruitment, IFS & CRS-Payroll.

I am a Strong, firm HR professional with a N-Diploma in Labour Relations Management from Vaal University of Technology and currently studying towards my Advanced Diploma in Human Resources Management. Some of my personal values include respect, trust and Integrity.

 

I have background in different industries and I can manage to adapt to any environment as I am always willing to learn and add value to the team. I believe that given an opportunity I would add great value to the organisation both from senior level management down to your junior associates.

Location

Education

N
National Diploma in Labour Relations 2013
Vaal University of Technology

Major subjects: Labour Law Labour Relations Management Labour Administration Business Management HR Management Communications

A
Advanced Diploma: Human Resources Management 2022
Vaal University of Technology

Subjects: Advanced HR Management Advanced HR Development Advanced Business Management Advanced Labour Relations Research Methodology

Work & Experience

S
Supervisor Specialist – HR Business Partner 04/05/2021
Clientele Limited

• Direct and co-ordinate all ER/IR matters to ensure compliance with the SA Legislation and to control costs. • Provide sound advice to Management and Employees on all HR, IR & ER matters in line with the Company policies and procedures • Prepare Initiators for disciplinary hearings, vet case evidence and ensure that the procedure is followed. • Ensure compliance with local legislation such as BCEA, LRA & EEA. • Manage disciplinary and Grievance process accordingly to ensure consistency, fairness and compliance to the company disciplinary code. • Submit monthly IR report to HR Manager. • Build a good relationship with all stakeholders to promote credibility of the HR functions. • Manage and provide support to Hiring Managers on recruitment by conducting supervisor interviews and making recommendations • Ensure that all terminations are processed correctly and in time • Submit a monthly staff movement report to relevant Management personnel. • Ensure that performance process is followed in line with our internal procedure. • Provide guidance to line managers on Performance management. • Advise Line management on process to follow in matters on non-performance and incapacity. • Create workflows on our HR system to ensure that all movements are captured and the Org structure is updated at all times. • Run monthly performance reports to monitor areas of intervention and liaise with relevant managers to discuss action plans. • Conduct induction for new starters and submit registers to the training department. • Administer Provident Fund claims for terminations • Ensure correct monthly information is provided in time to the Payroll department

R
Regional HR Officer / Business Partner: Johannesburg, Pretoria, Bloemfontein, Namibia, Tanzania & Botswana 09/10/2020 - 03/31/2021
Schindler Lifts JNB (Engineering & Services)

• Direct and co-ordinate all ER/IR matters to ensure compliance with the SA Legislation and to control costs. • Provide sound advice to Management and Employees on all HR, IR & ER matters in line with the Company policies and procedures • Prepare Initiators for disciplinary hearings, vet case evidence and ensure that the procedure is followed. • Ensure compliance with local legislation such as BCEA, LRA & EEA. • Manage disciplinary and Grievance process accordingly to ensure consistency, fairness and compliance to the company disciplinary code. • Represent the company at CCMA. • Submit monthly IR report to HR Director. • Build a good relationship with all stakeholders to promote credibility of the HR functions. • Manage and provide support to Hiring Managers on recruitment (Advertising, Screening process, Interviews, Scoring, References, background checks and draft employment offers & Contracts) • Ensure that the company recruitment and termination process is followed, and all staff are onboarded and offboarded according to the company procedure. • Conduct Induction for new starters and exits for terminations. • Submit a monthly staff movement report to relevant Management personnel. • Create, Update and terminate employee profiles on SAP to ensure accuracy in reporting. • Support BBBEE verification through data collection of SD & ED, Employment Equity, EEA1’s and Disability data where required. • Ensure that performance objectives and personal Development plans are set in all my Regions • Provide guidance to line managers on Performance management. • Ensure that all staff are trained SAP – Success Factors. • Advise Line management on process to follow in matters on non-performance and incapacity. • Run monthly performance reports to monitor areas of intervention and liaise with relevant managers to discuss action plans. • Provide guidance to HODs on how to conduct Mid-year & Annual performance discussion during with staff to rate their performance. • Conduct induction for new starters and submit registers to the training department. • Administer Alexander Forbes Provident Fund processing of claims, terminations and new starter registrations. • Ensure correct monthly information is provided in time to the Payroll department

C
Cluster Human Resources Manager 07/01/2018 - 03/15/2020
Marriott International: African Pride Hotel Melrose Arch 5* & Protea Hotel fire Ice! Melrose Arch 4*

• Represent the company at CCMA proceedings, manage hearings and vet all warnings, charges, case evidence and Manage Grievance process to ensure it is dealt with timeously and effectively. • Ensure fair procedure is followed, Management applies a consistent and a fair rule in addressing and managing their teams • Provide sound advice to Management and associates on any HR matters • Ensure compliance with local legislation such as BCEA, Labour Relations and any other regulation determining my current industry • Ensure staff are kept motivated and encouraged to achieve high levels of service • Implement wellness and recognition initiatives to drive service levels and improve employee engagement. • Conduct regular training and / or education sessions to update Management & Associates on any changes in the business unit. • Review payroll and add commentary on the variance report against hours submitted and ensure necessary changes are made where applicable. • Update the BU policies • Facilitate recruitment from advertising, screening of CV’s, Interview with Hiring Managers, ensure that consensus meeting takes place between the interview panel and a fair selection procedure is followed. • Liaise with management regarding new employees and prepare fixed and permanent contracts, conduct HR induction for new associates • Ensure and / or Prepare and maintain employee personal files • Administer Alexander Forbes Provident Fund processing of claims, terminations, new starter registration and checking monthly contributions are correct. Ensure correct monthly information is provided in time to the Payroll department • Ensure that annual Provident Fund and Medical Aid updates take place and staff are kept up to date on the new changes and benefits such as associate funeral benefit etc. • Conduct training and education sessions on company benefits, updating beneficiaries and ensuring that life changing situation or personal details changes are kept updated with HR e.g. addresses, contact details, emergency contact details etc. • Medical Aid, (Discovery) – Ensure that terminations and medical aid changes are reported to the fund on time to prevent costs. • Ensuring that company property is returned upon termination and reallocated to new employee/s where necessary. • Provide guidance to General Manager and HODs on performance management, Mid-year and annual reviews, ratings and Personal Development of our associates • Capture all leave onto Sage VIP within the current payroll cycle. • Manage leave liability and ensure that it is kept at a minimum by the end of the financial year as per company internal policy, follow up with relevant managers for non-compliance and ensure that non-compliance is dealt with accordingly. • Assisting staff with HR-related queries e.g. confirmation of employment, injury on duty, UIF applications, disability, funeral and death claims and any other employee matters • Serve as S24 Manager, keep EE file up to date, appoint and replace new committee members and conduct quarterly meetings as per company requirement.

H
Human Resources Manager 04/01/2017 - 06/30/2018
Radisson Blu Hotel Port Elizabeth 5*

• Direct and co-ordinate all employee and labour relations activities within the hotel, to ensure compliance with the law and to control costs • Represent the company at CCMA. • Manage and provide guidance on disciplinary hearings, vet all warnings, charges, Case evidence during an investigation in order to guide line Manager on appropriate charges. • Manage Staff & union Grievance and ensure it is dealt with timeously • Ensure that Management applies a consistent and a fair rule in addressing staff concerns. • Provide sound advice to Management and all associates on any HR matters • Analyse hotel manpower requirements and makes recommendations on selection and development activities to meet manpower needs. • Develop and implement recruiting and screening systems and procedures to attract qualified candidates for vacancies • Advertise, screen and forward job applications to applicants and Department Heads for interviews and conduct an HR structured interview with the HOD. • Direct and co-ordinate responses to union, grievances and employee complaints. • Ensure that employees are disciplined based on proper grounds, and that proper documentation is maintained • Together with Department Heads and General Manager, identify employees for development, recommend, monitor and drive individual development plans • Support the GM in driving the hotel succession planning based on our internal defined criteria. • Guide Management on counselling of employees, Department Heads and Supervisors on an ongoing basis where disciplinary matters arise • Negotiate, implement and interpret union agreements • Ensures compliance with corporate and hotel Human Resources guidelines, policies and procedures, as well as labour law, rules and regulations • Maintain complete and accurate employee files • Administer and analyse Climate Analysis / engagement survey and make recommendations to Department Heads and General Manager how to increase satisfaction in identified areas • Ensures proper action planning and follow ups on engagement survey / climate analysis. • Build relations with all staff members to promote credibility of the HR functions. • Ensure performance standards are defined, discussed and understood by all associates. • Guide and provide support to General Manager in evaluating employee performance regularly • Ensure disciplinary action is taken as required by utilising consistency, fairness and respect • Support the development and implementation strategies to achieve customer service goals. • Monitor Yes I Can!, STAR and all other hotel based training, and proper follow-up, and conducts training as required to ensure that all employees provide Yes I Can! customer service • Ensure that required training programmes are conducted regularly • Assist Department Heads to address departmental training needs, and to develop departmental training plans • Drive Radisson BLU culture by developing and conducting new hire orientation training programmes to foster a positive attitude and understanding of Radisson BLU goals • Administer and drive special employee promotions (e.g. employee of the month/year programmes) • Ensure that all new employees receive structured employee orientation, following the agenda and material of the Radisson BLU “new hire orientation programme” • Direct employees with personal problems to appropriate EWP support • Ensure that all employees attend mandatory training sessions, and maintains documentation of their attendance • Direct and co-ordinates the salaries and wages and performance appraisal activities in the hotel, to ensure employee satisfaction and compliance with law and cost control • Ensure that employees receive proper salaries, wages, and other related benefits • Ensure that Department Heads and Supervisors conduct performance appraisals in a well-planned, professional, non-discriminatory way • Keep Department Heads and General Manager informed of performance appraisals past due, and follow-up on progress • Conduct wage survey annually and recommends wage structure to Department Heads and General Manager

B
Business Unit HR Consultant 06/01/2015 - 03/31/2017
Sun International (Golden Valley Casino) 4*

• Ensure Compliance to relevant SOP’s and regulation/ legislation e.g. conditions of gaming licence, policies, LRA, BCEA, EEA and transformation, etc. \ • Represent HR department on disciplinary proceedings to ensure the right procedure is followed • Provide advice to all Managers/HOD’s on LR/IR matters. • Implement HR related activities within the business unit • Compile action plans to deliver HR business objectives • Provide input and guidance on HR requirements for business project action plans • Implement, communicate and offer advice on standard HR systems • Advise on processes, policies, procedures and plans • Ensure programs are in place and effectively utilized (compensation, employee relations, staffing, performance management, etc.). • Attend strike Situations and resolve them by ensuring that employees return to work as soon as possible in order to minimize workplace disruption • Organise monthly union meetings to build a good relationship between the company and the union. • Recruitment and selection of staff • Participate in facilitating EE and transformation initiatives • Ensure Audit targets are achieved • Ensure that department’s objectives, standards and operating procedures are communicated to internal and external service providers as per SLA • Identify and ensure effective management of risk and good corporate governance in the business area.

H
HR Officer & Shift supervisor 04/01/2015 - 05/31/2015
Agni Steels SA

• Initiate disciplinary cases on misconducts • Draft rosters for employee attendance • Draft company policies such as Cell phone policy and roll them out to the plant • Serve as safety rep on duty • Capture Leave, attendances and deal with staff shortage in accordance • Advise Line managers on LR/IR related matters • Attend strike Situations and resolve them by ensuring that employees return to work as soon as possible in order to minimize workplace disruption • Assist to negotiate settlements of disputes in order to Curb unnecessary expenditure • Supervise workforce performance • Attend to Employee Grievances and resolve them • Conduct road shows and roll out new policies • Prepare witnesses for disciplinary hearings • Processing of requisitions • Maintain a Sound Relationship between the Employer and the Employees • Assist in Investigation proceedings and preparing for disciplinary hearing • Assist in preparing time off requests for shop stewards • Attend counselling sessions • Present policies on Induction

L
Labour/Industrial relations Clerk 09/01/2013 - 03/31/2015
Nelson Mandela Bay Municipality

• Compile a bundle of documents for arbitration • Represent the employer in conciliation and arbitration cases at Bargaining Council • Attend strike Situations and resolve them by ensuring that employees return to work as soon as possible in order to minimize workplace disruption • Assist to negotiate settlements of disputes in order to Curb unnecessary expenditure • Undertake General HR and LR administrative duties • Attend Telephone queries from stakeholders and distribute mail to practitioners • Attend Arbitration and Conciliation Cases at CCMA • Processing of requisitions • Maintain a Sound Relationship between the Employer and the Employees • Data capturing • Assist in Investigation proceedings and preparing for disciplinary hearing • Assist in preparing time off requests for shop stewards • Attend counselling sessions • Provide front-line services to employees and stakeholders • Attend telephonic queries and outgoing mail, distribute them to practitioners. • Assist in Induction presentations Maintain and Update Disputes, Disciplinary hearings and Grievances on the SAP-HCM system