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HR Administrator/ Skills Development Facilitator
April 30, 1989

About Candidate

I am a seasoned Human Resources Administrator /Skills Development Facilitator I am responsible for providing HR support to the business. I am a highly motivated, goal orientated individual with excellent analytical abilities and attention to detail. I have 7 years solid experience in the HR field, performing duties such as, Payroll, Recruitment, Talent Management, Industrial Relations, and reporting.

I handle both human resources and administrative duties in an organization. I am also responsible for recruiting and hiring staff, and also for managing employee payroll and benefits. My responsibilities include: posting job advertisements, interviewing and testing candidates, administering employee programs, maintaining human resources records, updating job classifications, and taking part in educational opportunities to update their job knowledge, monthly reporting, and analysing of data, to establish certain trends, facilitating administration for Industrial Relations, facilitation of training as per the Company’s training needs.

Location

Education

B
BTech : Labour Relations Management 2013
Vaal University of Technology

Labour Relations, Labour Law

Work & Experience

1 August 2015 - 31 July 2016
Employee Relations Intern

• Conducting investigation relating to Misconduct Cases, Grievances and Disputes. To represent Employer in Disciplinary enquiry and Conciliation, Arbitration. To advise management on Disciplinary issues, Conflict Situation, to liaise with Social partners on behalf of the Employer. Typing of documents, arranging of workshops and functions and filing documents.

S
Skills Development Administrator- Human Capital Facilitator 22 August 2016 - 25 June 2022
Instatoll Africa (PTY) LTD

• The effective electronic and manual filing of documents, ensuring proper maintenance of records and easy retrieval of documents as and when required. • Take-on Packs, creating employee numbers and loading employee details on PeopleSoft for new employees. • Administration of the provident fund, including submitting e-claims on the Old Mutual website retirement and death claims for all employees • Administration of Medical aid. • Assist with general telephonic or written enquires in the Human Resources Department. • Assist with other HR duties when required. • Processing of new medical aid membership applications, changes and terminations. • Training – booking, requisition, receipting for payment (JDE) and capturing in People Soft • Forming and maintaining employee records • Updating databases internally, such as sick and maternity leave • Preparing and amending where necessary HR documents, i.e. employment contracts and recruitment guides • Communicating with external partners • Reporting regularly on HR metrics, such as company turnover • Being the first point of contact for employees on any HR related queries • Coordinate and deliver training modules as required • Managing recruitment process on site Industrial Relations • Preparing CCMA case files • Recording disciplinary cases on PeopleSoft. • Drafting CCMA letters • Following up on CCMA cases • Updating the IR tracker on a monthly basis. • Assisting IR Manager at CCMA during appearance • Facilitating Union activities, Wage negotiations, facilitate time off for Shop stewards, facilitate workplace meetings, invites, facilitate establishment of Bargaining Council • Involved pay negotiations and Union negotiations. Talent Management • Preparing job advert requisitions and job advert and sending to relevant managers • Interviewing candidates for potential positions • Drafting employment offers and contracts Finance • Book pre and exit Medicals and process purchase orders and invoices on Sage 300. • Make follow up on approval of requisitions and invoicing. • Process payments of all BU related costs on JDE. (i.e. catering, memberships etc.) Reporting • Ensure all HR data is accurate to provide HR Monthly and Quarterly reports. • Report on monthly and weekly HR administration activities using graphs on PowerPoint presentation. • Quarterly SA Statistics report • Submission of EEA2 and EEA on the DOL website • Payroll • Generating works orders on the system. • Generating salary schedules and UI19’s for terminated employees. • Verifying hours captured on kronos. • Drafting of certificates of service for terminated employees. Training • Book training for employees as per identified skills gaps • Book and identify internal and external candidates for learnerships • Submission of WSP and ATR on the relevant SETA • Prepare documentations for BBBEE and skills audit HR Generalist • Assist HR team with preparing and arranging for timeous delivery of interview packs to panel members • Verify headcount for plaza staff, process job requisitions, Draft job Adverts for plazas, assist with shortlisting of CV`s. • Capture new employees on smart form. Submit take on packs to IESU timeously. • Administration of Disciplinary actions and grievances • Capturing of leave transactions and overtime on Peoplesoft • Administering documentation for IOD’s. (injury on duty) • Draft Human Resources Change Advice (HRCA) for communication with payroll. • Conduct Exit Interviews, type and file all Exit Interviews which will be used to draft Exit Report. • Process Termination documents and submit to payroll timeously. • Prepare employment contracts for staff • Offer support with Job grading and Job Profiling for positions in the BU. • Update BU structure and Organogram on Visio.

H
HR Administrator/ Skills Development Facilitator 1 July 2022 - Current Employer
Fresenius Kabi

Recruitment and Selection • Updating of job descriptions of your assigned department and ensuring copies of signed job descriptions are filed in departmental files • Liaise with assigned department line management during the recruitment process by referring to the Company EE Plan • Coordinating the recruitment and hiring process of assigned department, including completing the RAF’s & other supporting documents such as EE target analysis for sign-off and advertising vacant positions • Opening recruitment files, reviewing CV’s, coordinating and conducting interviews, conducting reference and background checks, verification checks, salary simulations and drafting offer letters and contracts of employment • Assist assigned department with recruitment and selection processes, including creating and updating job descriptions, by providing accurate and timely advice throughout the phases of recruitment and selection Communicate to unsuccessful candidates by liaising with the agency and by communicating to the external and internal applicants as required. Performance Management • Support assigned department’s line managers with drafting of performance contracts by providing input in the completion of the performance contracts twice a year. • Coordinate the implementation of the performance evaluation process by communicating requirements and timelines to staff and management • Collect signed performance contracts from line managers and upload onto HR Premier by 30 April, annually • Facilitating performance discussions and collecting the completed performance reviews in June and October, annually • Advice and facilitate on performance related enquiries and grievances on an ongoing basis • Assist assigned department line managers with advice on performance management related challenges, e.g poor performance discussions with relevant staff members • Arranging and training the assigned department on Performance Management as required. HR Support • Provide HR advice and support to assigned department line management and staff through basic counselling as required • Provide HR operations advice to managers and staff in relation to employment contracts, terms of employment and the interpretation of agreements, awards, and policies as required. • Contribute to the development, review and maintenance of Human Resource policies, practices and procedures as required • Administration of the development and interpretation of Human Resource data, to assist assigned department with workforce planning and operational matters as required • Actively participate in operational HR planning, including assisting in consultation processes with internal stakeholders on an ongoing basis • Update the Compliance and Antitrust schedule on a monthly basis and return to relevant individual from the Fresenius Kabi Global office by 1st of each month. Training and Development • Coordinate the submission of employee training plans by liaising with line managers by 31 January, annually. • Establish the company’s training needs by collecting, collating and analyzing employee’s annual training plans annually. • Compile a training plan by collecting information from performance contracts and HR implementation plan, collating the information and scheduling it into a plan by 30 March annually. • Develop the Workplace Skill Plan and Annual Training Report by collecting the information, collating it into the required • format and submitting by the defined deadline annually to CHIETA. • Implement the training plan by sourcing service providers, coordinating the staff and management around training dates and administrative requirements and monitoring training attendance monthly. • Produce and submit the monthly training statistics by amending and adding monthly training interventions completed by employees as required to the Head of HR by the 5th monthly. • Draft a quarterly training report and statistics to be presented to the Training committee quarterly • format and submitting by the defined deadline annually to CHIETA. • Implement the training plan by sourcing service providers, coordinating the staff and management around training dates and administrative requirements and monitoring training attendance monthly. • Produce and submit the monthly training statistics by amending and adding monthly training interventions completed by employees as required to the Head of HR by the 5th monthly. • Draft a quarterly training report and statistics to be presented to the Training committee quarterly. Talent Management • Collaborate with Head of HR and line management with the workplace plan and operational plan on an annual basis • Liaise with assigned department line management during the recruitment process by referring to the department’s succession plan • Coordinate the orientation and onboarding process of new employees by liaising with assigned department line management on tools of trade and facilitating the performance management process according to the onboarding checklist as required • Ensure the signed onboarding checklist and probation feedback is returned to HR and filed by end of the relevant employee’s probation period • Assisting both the assigned department’s line managers and staff in identifying performance related gaps by analysing the job and previous performance reviews annually and putting corrective measures in place as required • Help implement organisational changes by liaising with Head of HR on related changes, referring to operational HR plan and rolling out as required • Communicate any HR related changes such as new starts, terminations, promotions, salary increases, etc. to the assigned department as required. Employment Equity • Coordinate the EE committee meetings by sending out committee meeting invites to all members by specified dates. • Liaise with committee members by sending out EE meeting minutes and communication to be communicated to all staff on an ongoing basis • File all minutes and signed attendance registers on an ongoing basis • File the EE Plan, submitted EEA13, EEA12 and income differential reports in the Employment Equity File • Provide support to the BBBEE committee with EE data + EE demography. BBBEE • Facilitate and coordinate the BBBEE process on an ongoing basis • Manage the collection of BBBEE related evidence and record keeping • Handle general HR related queries as assigned and in line with the project. • Provide support to the BBBEE committee with skills related data. Health and Safety • Submit on behalf of the company Health and Safety incidents that have taken place as when reported on the Department of Labour reporting site • Reporting of all occupational COVID19 related incidents to Workmen’s Compensation, as and when incidents are confirmed by Crisis Management team. • Attend the Health and Safety committee meetings and communicate any changes on a monthly basis.