Human Capital Business Partner
August 22, 1978

About Candidate

I am an HR Generalist and Business Partner with over 15 years experience in various industries. I have specialist experience in Labour Relations, Employment Equity, Employee Wellness, Diversity and Inclusion management as well as full end to end HR Management. I also have expertise in problem solving, leadership, building relationships and analysis.



Post Graduate Diploma in Labour Law 2020
University of Johannesburg
National Diploma in Human Resources Management 2000
University of Johannesburg

Work & Experience

Human Capital Business Partner 11/01/2021
South African Bureau of Standards

• Implement the strategic objectives of the Human Capital Management function within all business units. • Implement and attend to the day-to-day general Human Capital requirements of lines of business within area of control. • Develop an understanding of the business and provide solutions tailor-made for business needs. • Ensure that relevant projects are managed and implemented within set timeframes, and as per the project scope and plan, and track and report on the project status. • Adhere to sound project management principles such as analysis, scope, risk mitigation, change management, and project learnings. • Provide guidance to line management and employees and implement sound employee relations initiatives and practices, within scope of control. • Compile monthly reports on Human Capital metrics and challenges with area of responsibility. • Ensure data integrity in administration of processes and documents. • Attend to any delegated matter falling within the scope of responsibility. • Drive and implement sound employee relations practices within areas of responsibility and ensure that business units comply with employee relations protocols and standards. • Drive and implement change management and employee relations processes and plans within the area of responsibility. • Monitor trends and design specific Human Capital interventions to drive performance optimisation. • Gain a thorough understanding of the human capital value proposition and remuneration principles and philosophy and implement accordingly within scope of control • Conduct internal remuneration parities and administer compensation changes in collaboration with the Specialist: Compensation and Benefits. • Create awareness within business of recognition and reward and compensation principles. • Prepare workforce plans in line with business objectives. • Drive and implement the performance management process within own area of responsibility and ensure that business units comply with performance management protocols and standards. • Facilitate workshops to line management on sound human capital practices (e.g., performance management process, talent management, etc.) • Drive talent management initiatives within area of responsibility • Facilitate moderation or calibration sessions to ensure the integrity of the performance management system. • Conduct quality assurance checks and prepare reports on performance contracts. • Conduct job analysis, design job profiles and perform job evaluation in collaboration with the Specialist: OD & Change Management • Conduct business needs analysis to determine organisational learning gaps and development plans in collaboration with the Specialist: Talent Development • Review job specifications in line with the job profile and compile relevant advertisement for recruitment, using relevant and appropriate recruitment platforms. • Manage the end-to-end recruitment process through scanning, shortlisting, interviewing, placement, etc. • Compile and submit offer and regret letters based on selected candidates and explain offer letter remuneration practices to candidates. • Ensure the effective on-boarding of new employees within area of responsibility. • Ensure compliance with all legislation underpinning recruitment such as the Employment Equity Act and recruitment policy. • Ensure that reference and credential checks have been conducted, and advise management on any risk-related matters before selection. • Assist in identifying and adhering to fraud controls, risk prevention principles, sound governance and compliance processes, and tools to identify and manage risks. • Provide input and review Human Capital policies and procedures as required. • Support and provide evidence to all internal and external audit and regulatory requirements. • Maintain quality risk management standards in line with ISO and regulatory requirements. • Maintain and enforce all related Service Level Agreements to minimise business risk and ensure business continuity. • Adhere to all relevant laws, policies and Standard Operating Procedures throughout the organisation. • Build and maintain effective internal and external stakeholder relationships for the purpose of expectations management, knowledge sharing and integration, and to manage the organisation’s reputation. • Represent and participate in the organisation’s committees and tasks teams when required. • Convene and attend meetings and present relevant information stakeholders when required. • Ensure the provision of excellent customer service. • Resolve queries and problems within span of control and within agreed time frames. • Follow up on unresolved queries and complaints where required. • Liaise with relevant stakeholders regarding follow-up of information, as required. • Provide general human capital subject-matter advocacy and expertise to all relevant stakeholders. • Manage internal and external relationships to ensure that best practices are implemented across the organization.

HR Generalist and Head: Employee Relations 10/01/2018 - 04/30/2021

HR Generalist responsibilities: • Develop and implement HR strategies and initiatives aligned with the overall business strategy. • Bridge management and employee relations by addressing demands, grievances or other staff related issues. • Assist relevant parties with Performance discussions, Disciplinary code as well as Disciplinary enquires and CCMA. • Manage the recruitment and selection process. • Support current and future business needs through the development, engagement, motivation and preservation of human capital. • Develop and monitor overall HR strategies, systems, tactics and procedures across the organization. • Identifying training needs and monitoring training and developmental programmes. • Developing, analyzing, and updating the department’s salary budget. • Nurture a positive working environment. • Oversee and manage a performance appraisal system that drives high performance based on goals discussed and set. • Preparing monthly HR reports. • Ensure legal compliance throughout Human resource management function. • Creating and revising Job descriptions. • Assisting with the Annual salary increase and bonus schedules. • Overseeing recruitment efforts for all personnel, including writing and placing job ads. • Assist the organization on succession planning. • Assist new employee induction programmes. Employment Equity: • Design, plan and deliver frameworks and self-service tools in enabling business to deliver on employment equity requirements. • Guide Senior Managers in the drafting of appropriate strategies and action plans to set and achieve the committed targets. • Annual Employment Equity Report submission to the Department of Labour. • Analyse the monthly reports and make recommendations to improve the status quo. • Ensure establishment of consultative committees across the company and coordinate monthly meetings. • Ensure consultative structures are well capacitated to effectively deliver mandate. Broad Based Black Economic Empowerment: • Custodian and Pillar champion of Employment Equity • Plan and facilitate the verification of the management control element across the Group • Advise company on maximising on opportunities providing insight and recommendations Diversity and Inclusion: • Custodian of all Diversity and Inclusion in the organization • Formulate policies and principles that drive diversity and inclusion in the organization. • Determine the appropriateness of introducing diversity initiatives and consider the unique needs of the company. • Develop, implement and monitor programs that promote D & I within the company • Build and maintain the strategy and reporting of diversity data across the company. • Partner with various HR functions and EE Forum to ensure HR processes are unbiased and supportive of the D&I objectives. • Maintain and build external relationships to further the D & I strategy Data Management: • Ensure all Group ER related matters are accurately captured and recorded • Co-ordinate and consolidate monthly reporting for HR and Board purposes Employment Relations: • Owner of the Group Labour Relations policies and procedures, ensuring they are legislatively compliant and relevant (incl. Grievance, Misconduct, Incapacity, Incompatibility, Sanction Framework amongst the ER suite) • Ensuring that the Group and all Business Units have Employment Equity targets • Custodian of Group Transformation and Diversity policies and procedures, and ensuring appropriate implementation and progress • Custodian of Group employment related processes and documentation • Custodian of all HR related policies and procedures, ensuring they remain up to date and relevant • Drive consistency in process across Hollard and act as custodian for standardized approach • Analysis and reporting on ER processes such disciplinary hearings, outcomes, progress on ER cases etc. • Advise management and employees on ER processes • Educate line managers and employees within business regarding ER Policies and procedures to ensure understanding and compliance • Preparation of case evidence and preparation for disciplinary processes at the CCMA • Represent the company at the CCMA for all business related cases Employee Wellness • Responsible for Group Wellness offering to employees • Define employee wellness strategy and approach, and effective implementation thereof • Manage the relationship between Hollard and Wellness Service Provider, ensuring adherence to SLA and effective utilization of service offerings • Ensure effective strategic alignment with broader stakeholders such as Head: Reward from a Total Reward Offering / Employee Value Proposition perspective Stakeholder Management and Engagement: • Collaborate with relevant parties to facilitate communication, training and awareness campaigns on ER processes, and other ER related training needs • Communicate and present ER trend analyses and challenges to management at People MBR meetings • Provide advice and guidance within area of expertise in supporting the business and contributing to ER frameworks and policies • Draw on expert external legal advice as and when required • Act as point of contact for all People –practice related audits, internal and external (excl. Payroll)

Senior HR Business Partner 12/15/2014 - 09/30/2018

• Perform the role of strategic partner to the assigned business unit through integrating the people strategy and business strategy and through; o Effective implementation of talent management and succession practices o Talent attraction, identification, development and retention o Reviewing and redesigning organizational structure o Proactive interpretation of business priorities and the development of HR plans to address to support the business unit o Manage and facilitate change management initiatives in support of the business unit change o Integration of all HR practices in support of the people strategy and business strategy • Provide HR operational management support through the following activities: o Conduct job analysis to develop and define comprehensive job profiles for each role within the organization o Utilize the job grading system to evaluate jobs in conjunction with the relevant line manager as well as the Remuneration & Benefits Manager o Benchmark jobs internally against salary band information and externally against salary survey information to ensure competiveness and alignment to the related job market o Drive recruitment and selections process internally and externally utilizing the appropriate and approved processes and resources to meet the manpower, equity and talent requirements of the organization o Participate in the assessment of new and current employees by reviewing assessment results against role requirements within the recruitment decision making process as well as future individual development processes o Facilitate the appropriate on-boarding and induction process for all new employees with the aim of the early engagement of new starters as well as smooth integration into the new business environment o Manage probations periods through ensuring performance objectives are both clearly defined between the new employee and the line manager and reviewed throughout the period. Ensure the appropriate actions are taken in terms of the continuation or termination of the employee during the probation period o Drive and support effective performance management processes through ensuring all employees enter into performance agreements with their line manager/business unit. Support continuous adherence to the performance management cycle by proactively communicating performance contracting and review periods o Support the business unit in managing performance by connecting the appropriate recognition and reward practices to good performance as well as in the assessment of capacity and resulting poor performance management and exit processes o Correctly direct, refer and support all potential risk benefits claimants in the case of disability, dread disease, workman’s compensation and death with the Benefits Specialist o Work in conjunction with Learning and Development functions (Academy) in order to link strategic, operational and individual development requirement to group and individual development programmes and to facilitate the implementation of development plans o Continuously review the remuneration and reward practices per business unit, provide guidance and administrative support and facilitate annual remuneration review processes. Ensure that monthly payroll updates are provided and reviewed accurately and timeously o Manage sound employee relations by advising on and leading the implementation of effective disciplinary, grievance, restructuring, incapacity, mediation and conflict resolution activities o Investigate all referred disciplinary and grievance matters, gather evidence, prepare cases and support the company in the resolution of cases o Partner with wellbeing initiatives provided throughout the group, encouraging participation and awareness. Actively direct employees to suitable wellness channels such as ICAS o Collaborate with business in the implementation of talent management practices inclusive of talent review, talent mapping, talent pool development , succession planning and career development practices o Implement employment equity in line with the company’s diversity objectives and plans, actively set, track and achieve employment equity numerical targets and reform employee practices to facilitate equity within the working environment o Actively engage with employees and line managers to track behaviour and trends with a focus on retaining and developing key talent and minimize undesirable turnover o Promote the annual implementation of the employee satisfaction surveys and work with the results report in order to identify potential problem areas and agree and implement corrective action plans within relevant business areas to continuously improve employee engagement o Provide general administrative support in terms of contract management, letters of transfer, internal application, letters of promotion, salary reviews etc. o Conduct exit interviews providing pertinent feedback to the business area and channel the exit process in conjunction with the payroll, benefits and training areas of the people team • Build sound business relationships with internal and external customers through providing effective advisory services, accessibility and on-time quality service • Continuously live, promote and act as custodian of the organizational values and culture • Effectively participate in change management activities adopting and utilizing agreed change management methodology • Work as the custodian of all people related policy and procedure providing effective advice, response and implementation • Support the implementation of the HR strategy and delivering HR strategic objectives

HR Generalist Manager 09/03/2012 - 12/12/2014
Dura Soletanche Bachy

• General HR functions • Industrial relations • CCMA • Wage negotiations for South Africa, Zambia and Mozambique • Drafting new policies • Coordinating union management meetings • BEE verifications • Performance management monitoring and reporting • Recruitment: sourcing, screening and management of process • Quarterly, half yearly and annual HR reporting • Payroll and employee benefits administration • Assist with change management process • Advise line managers on HR related matters • Compiling role job descriptions • Remuneration management • Custodian of HR policies and procedures • Assisting with the transformation process of the company • Liaising and managing preferred suppliers lists for BEE purposes • Induction • Looking after sites including South Africa, Zambia and Mozambique offices • Other ad hoc HR duties