Pretoria, Gauteng, South Africa
With a solid foundation in human resources and business administration, I bring years of experience in strategic workforce planning, community engagement, and HR operations. My career journey includes leadership roles at various organizations where I specialized in designing HR tools, managing recruitment pipelines, implementing social labor plans, and fostering employee engagement through effective policy development. As an HR Ops Manager at Greenway Farms (PTY) LTD., I am committed to leveraging my expertise to drive impactful results. Contact me if you would like to learn more!
General HR Ops Management
REUNEI LOGISTICS (HR SERVICES) - Chairing of Disciplinary Hearing - Planning, Budgeting and Implementing of CSI Initiatives - SLP Implementation through Mine Beneficiary Communities - Assist with MQA Grant Applications and Community Development Initiatives once approved as well as reporting thereof. - Bulk Recruitment - Training Needs Analyses and Building of Competency Development Plans - Workforce Planning and Pipeline Building - Graduates and Internship Programmes - Policy Drafting & Reviews - Designing of HR Tools > Contracts of Employment > HR Letters > ER Templates > Mapping of Process Workflows > Designing Org Structures
Employee Engagements - Employee/Union Reps Salary Negotiations Mine Community Engagements on SLP Implementation Employee Relations (Disciplinary Enquiries on site & CCMA) Training and Development (Internal employees & Community Members) HR Stats - Reporting Recruitment & Selection Onboarding of Employees Ref: Mine GM (Rubin Slabbert: 0791993933)
Marketing Collection Deliveries Communication Customer Service
HR Service excellence • Manage the implementation of the BME HR plan aligned to the HR agenda • Manage the implementation of organisational diagnosis and development initiatives to ensure continuous and optimal HR service • Provide on-time and reliable HR information as well as relevant management reports to facilitate appropriate business decisions Climate conducive to delivery and excellence • Partner with line management to inculcate a culture of delivery and service excellence aligned with the division’s customer service expectations • Facilitate an engaged work force by implementing customised employee engagement initiatives • Manage the implementation of various organisational climate assessment tools and partner with line management to improve organisational culture, through the implementation of various employee proposition programmes Prevented/mitigated HR operational risk • Ensure line management and employees understanding and comply with the various labour legislation codes of good practice i.e. Labour Relations Act; Basic Conditions of Employment Act; Skills Development Act; Employment Equity Act; and other relevant legislation as may be applicable to the operations of the company from time to time • Create awareness of, understanding and compliance of the HR policies and procedures • In partnership with the Senior HRBP, implement the division’s ER plan at various regions • Manage the implementation of the division learning & development programmes and in partnership with line management ensure the region has suitably qualified and skilled employees • On-time implementation of management controls from various internal audit findings . implementation of the division’s talent management plans, to ensure the division has suitably qualified and experienced employees • Manage the implementation of the performance management system and more e.g. management of overtime, etc. Ref: Dolphy Mathibe (Former HR Exec: 0763228407)
Managed 4 HRBP's on all HR Services for the whole BME South Africa with about (7) direct reports. 4 HRBP's, 1 Coordinator and 1 Graduate in training. HRBP's are allocated per area of responsibility to give proper HR support to the whole organisation. Responsibilities include people management in terms of the following:- * Managing HR value chain from start to end - Team coaching - Recruitment & employee movement - Terminations and analyses - HR reporting/Analytics - Employee engagement analyses - Incapacity & Disability - Leave Management & analyses - Change Management (Section 189) etc. - Community Engagements - Corporate Social Investment
To provide consultative advice to stakeholders & assist them in achieving their business goals in order to translate HR strategy into a clear people agenda & plan for the region / area within the direction set by business and HR. To implement Business Unit specific HR plans to ensure consistent & repeatable outcomes. To implement & monitor HR policies, procedures & processes for the relevant Business Units aligned to Omnia in order to ensure consistent outcomes and decisions to effectively manage HR risks. To implement & monitor Business Unit specific workforce & talent pipeline plans aligned to Omnia Employee Equity objectives in partnership with line management to ensure availability of talent pools thus maximising profits & long-term sustainability. To implement & monitor Business Unit specific talent management plans in order source, assess, place & engage employees through proactive sourcing & acquisition. To effectively implement, support & evaluate Business Unit specific change & organisational development & design initiatives in order to shape appropriate thinking, decisions making & sustainable business culture. To embed a performance management culture within the Business Unit as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of customer service through behaviours aligned with organisational values. To analyse, identify & report Business Unit specific remuneration, reward & recognition misalignment and assist in the development of proposals & corrective actions. To work in partnership with business leaders and relevant internal and external stakeholders in order to build healthy working relationships and promote organisational sustainability. To implement, monitor and report on Business Unit specific wellness needs in order to increase productivity, boost morale and reduce stress, and assist employees to make smart and healthy choices aligned to the organisation's safety culture