Quma - Human Resources Professional - Johannesburg, Gauteng, South Africa

Michael Quma

Johannesburg, Gauteng, South Africa

Summary

I am grounded in my HR experience, having done all aspects of industrial relations including representing company at the CCMA, recognition agreement, wage negotiations, recruitment and selection, payroll administration and benefits management, EAP and health and safety and some aspects of OD (Team building, Social Transformation and dispute resolution and
performance Management(Talent Management). I believe my passion for people, dynamism and thriving in challenges makes me a forerunner.

Services

Human Resources Professional

Work History

HUMAN RESOURCES PRACTITIONER

PARMALAT SA

July 2006 - January 2009

DUTIES:
1. PERSONNEL ADMINISTRATION / EMPLOYEE BENEFITS:
• Control of all staff files and ensuring files contain the required documents.
• Preparation of employment contracts
• Administration of sick leave records
• Processing of paperwork for all new employees
• Forwarding paperwork to the pay office (Payroll) for processing
• Provident fund and Retirement fund administration
• Updating of Salary schedule on a monthly basis
• Processing of paperwork when an employee's employment terminates, promotions, demotions and transfers.

2. RESPONSIBLE FOR PROCESSING OF THE FOLLOWING LEAVES:
• Sick, Study, Compassionate, annual, and martenity leave.
• Leave payouts for payroll
• Leave provision to financial departments


3. COMPLILATION OF THE FOLLOWING REPORTS:
• Monthly HR report
• Headcount & Grading
• Leave provision report and HR report
• Year salary increases for payroll
• HR headcounts and financial budgets, Bonuses
• Pensioners on Medical aid monthly schedule aid queries

4. RECRUITMENT & SELECTION:
• Obtain information regarding vacancy from Manager and draft job specifications.
• Draw up draft advertisements
• Place job advertisements or contact recruitment agencies
• Screen incoming applicants
• Conduct competency based interviews with applicants in conjunction with line.
• Process Personality Profile Analysis
• Draw up shortlist of applicants for final interview with relevant manager and arrange interviews.
• Conducting reference checks and any other required checks (i.e. Criminal, licence, credit and qualification checks.

5. INDUSTRIAL RELATIONS
• Provide guidance to both management and staff on labour relations matters (e.g. disciplinary hearing, labour law, grievance procedure)
• Liaise with shop stewards and employee representatives (when necessary)
• Ensures company adheres to applicable legislations.
• Generate and improve awareness of HR policies and procedures.
• Represent Company at CCMA, when required
• Ensures policy and procures are consistently...

Human Resources Practitioner

VECTOR LOGISTICS

Up to August 2013

Duties:
Employee Relations
• Provide advice to line managers regarding the conduct and misconduct management processes.
• Provide advice to line managers and investigate/process disciplinary cases.
• Provide advice to line managers and investigate/process grievances.
• Review practices to ensure statutory compliance and regularly provide guidance to line managers.
• Manage the housing and SQ allocations and associated evictions.
• Participate in consultations with organised labour.
• Coach Line Managers on effective delivery of Disciplinary hearings
• Represent the organisation at CCMA ( Conciliation and Arbitration)
• Chair the monthly meetings with Shop Stewards in the absence of HRBP.
• Manage and coordinate employee wellness including coordination of clinics, KKS, and capacity in meetings.
Resourcing
• Process permissions to recruit (workflow).
• Process the offers of employment/negotiation.
• Ensure that the Resourcing process is adhered to and jobs are timeously advertised on the eRecruitment and tracked.
• Manage and conduct interviews with Line Managers and selection test and make recommendations to Line for all C Band and lower positions.
• Supervise the orientation of new employees.
• Manage probationary reviews, employee evaluations and terminations.
• Ensure that the site job profiles are relevant and up to date and where job evaluation is required necessary arrangements are made with Line Manager and HRBP
Talent Management
• Coach Line Manager on Performance Management Process and Talent & Org Review process.
• Facilitate Consistency Reviews and Talent & Org Review meetings.
• Coordinate the performance appraisal documents and consolidate performance ratings.
• Drive the succession planning for the site/ region.
• Facilitate employment equity target setting and monitor profile.
• Health and Safety Compliance
• Manage the IOD/minor injury treatment process and reporting.
• Assist Risk Officer in monitoring IOD...

Senior HR Consultant

The Foschini Group of Companies Pty Ltd

Up to September 2012

Employee Relations
Duties:
• Training Industrial Relations workshops
• Coaching managers in dealing with disciplinary and grievance procedures and issues
• Providing Industrial Relations advice
• Liaison with Management regarding IR needs
• Attending CCMA cases - both Conciliation and Arbitration
• Projects within the IR department
Reason for leaving (Career development)

HACCP & HUMAN RESOURCES OFFICER

FINECRUMB FOODS COATINGS

May 2003 - June 2006

DUTIES:
• Administrating all HR related issues link between the staff and management
• Provide support to line management in terms of labour legislation
• Basic conditions of employment as well as skills development
• Coordinating training and development
• Provide management with monthly reports on labour issues
• Recruitment and selection
• Help build good relationship between management and staff
• Advice line management with procedures and follow on disciplinary hearings/grievances
• Liaise with union issues relating to staff
• Facilitate health and safety matters in the workplace
• Monitor sick leaves, annual leaves as well as attendance records

Reason for leaving: Resigned for Career Development

HUMAN RESOURCES & IR MANAGER

SERVEST (PTY) Ltd

Up to February 2009

DUTIES:
• Advice management on application of employment laws and application of IR procedures
• Advice management on disciplinary and other dismissal procedures
• Represent the Company at arbitration and other statutory forums
• Conduct procedural and substantive negotiations with representative unions
• Guide managers in the application of grievance procedures
• Chair/facilitate consultative forums
• Complete annual employment equity reports
• Conduct recruitment and selection processes
• Coach and guide managers on appropriate employment contract practices
• Ensure compliance with Company HR policies
• Ensure thorough HR record keeping
• Prepare HR reports
• Establish training needs and identify appropriate ETD interventions

REASON FOR LEAVING: Career development

ordinator

HACCP Co

July 1999 - April 2003

Bowmans SA

Up to April 2003

Dispatch Supervisor

Up to June 1999

DUTIES:
• Manage raw materials as per HACCP guidelines
• Maintain program (raw/quality)
• Implement system in Company
• Documents upkeep
• Maintain the clients

LEADERSHIP ROLES:-
I was a Chairperson of the trade union (FAWU) for eight years meanwhile I was working for Pioneer Foods Group involved in National Wage Negotiations and employee representation.
Currently a skill development facilitator

Reason for leaving: Resigned for Career Development

Qualifications & Certifications

Centre for Business Law - UNISA

LAW

UNIVERSITY OF SOUTH AFRICA

Management of Training IV Module B

UNIVERSITY OF JOHANNESBURG

MANAGEMENT

UNIVERSITY OF SOUTH AFRICA

HUMAN RESOURCE MANAGEMENT

CAPE PENINSULA UNIVERSITY OF TECHNOLOGY

HUMAN RESOURCES MANAGEMENT

PENINSULA TECHNIKON

GUGULETU

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