Summary

Accomplished HR Executive with a distinguished career spanning 18 years. Stellar reputation for optimising organisational growth and creating long-term value. Visionary and strategic leader in the development of innovative HR initiatives to streamline processes and capitalise on organisational growth opportunities. Proven competencies in all facets of human resources programmes and objectives including HR strategy, HR operational & project execution, policy planning, initiative development, change management, transformation management and stakeholder relations.
A creative thinker, problem solver and decision maker who effectively balances the needs of employees with the vision and mission of the organisation. Unique facility for cultivating relationships with individuals at all professional levels to achieve consistency and attainment of goals.

Services

Human Resources Executive, General Manager, Director

Summary:

Accomplished HR Executive with a distinguished career spanning 18 years. Stellar reputation for optimising organisational growth and creating long-term value. Visionary and strategic leader in the development of innovative HR initiatives to streamline processes and capitalise on organisational growth opportunities. Proven competencies in all facets of human resources programmes and objectives including HR strategy, HR operational & project execution, policy planning, initiative development, change management, transformation management and stakeholder relations.
A creative thinker, problem solver and decision maker who effectively balances the needs of employees with the vision and mission of the organisation. Unique facility for cultivating relationships with individuals at all professional levels to achieve consistency and attainment of goals

Work History

Human Resources Executive

Aquarius Platinum South Africa

From August 2010

As subject matter expert, provided strategic and tactical inputs into the areas of HR alignment, HR risk & compliance, organisational transformation and governance, proposal development, talent management, policy and programme improvement, operational excellence, communication, stakeholder relations, compensation and rewards

1. Organizational Transformation & Governance
• Mining Charter Compliance & Mining License Retention (Social & Labour Plans, Local Economic Development)
• Employment Equity
• Organizational Change & Restructuring (Organizational Development)
• Relationship Building (Areboleleng programme)
• Employee Relations
• Consults with Exco & department heads on the development and implementation of human resources policies and programs
• Participates, Advise, recommends to AQPSA Board of Directors on all above

2. Strategy Execution & HR Alignment
• Participates in the development and implementation of strategic and business plans in partnership with Exco and department heads
• Drives the implementation of employee & organizational culture alignment processes (Performance & KPIs, Values, Employee Survey & Leadership Improvements)

3. Talent Management
• Employee Attraction & Acquisition (recruitment & selection); Training and Development; Performance management; Retention, Succession, Terminations & Wellness

4. Compensation, Employee Benefits & Services
• Directs the administration and implementation of compensation, benefits & employment services
• Ensures fair, consistent and market comparable compensation, benefits and employment practices

5. HR Operational Excellence
5.1. Oversee & monitoring of HR Operational Excellence Standards and Practices by Contractors in order to minimize / mitigate risks against AQPSA with specific reference to:
• Employee Productivity (tons/employee; Oz/employee; Labour cost/Oz)
• Employee Availability & Utilization
• Employee Engagement & Motivation
• Work force Stability (industrial action mitigation

General Manager: Human Resources

Aquarius Platinum South Africa

From June 2008

Duties & Responsibilities /Key Performance Areas:

Provide strategic human resources and transformation management to the group and provide support to operations in terms of mining license & HR requirements. Ensure business is well positioned in terms of transformation goals and talent management. This entails providing direction, HR strategy, policy and processes to the implementation of :

• Exco resolutions & advise Company MD & EXCO on HR matters
• Providing HR strategic alignment against Company strategy and providing HR Plans and programmes for a workforce of 10 000 employees
• Transformation & organizational design, development and change management
• Talent Management: Workforce planning, Talent Attraction, Development Retention, Performance
• Ensuring company has a compelling Employee Value Proposition: benefits, recognition, compensation and organizational culture
• Ensuring harmonious Employment Relationships & labour productivity
• Succession Management for key talent pools
• Budgets and Cost management

Senior HR Manager: Human Capital (Talent Management & Organizational Development)

PetroSA

From November 2005

Duties & Responsibilities /Key Performance Areas:

1. Strategic Talent Planning & Management

Provide professional & strategic Talent Planning & Management to ensure business is positioned to have the right people at the right time at all times: This entail providing strategy and policy and overseeing the implementation of:

• Strategic talent planning & management
• Talent growth & development (Training & development)
• Talent attraction & selection
• Employee benefits and conditions of employment
• Performance Management
• Succession Management for key talent pools

2. Organizational Effectiveness

Ensure that business has the right organizational capability to perform effectively & efficiently in order to achieve business results through managing & implementing:

• Processes to align performance management to business strategic plans
• Leadership and managerial effectiveness strategy and programme
• Organizational culture & climate enhancement
• Change management
• Business process improvement
• High performance culture


Manager HRD & Organsational Developent; Specialist HRD

De Beers Consolidate Diamond Mines

From July 2002

Duties & Responsibilities /Key Performance Areas:

• Align and implement business practices to relevant HR & related legislation
• Develop and implement people organizational effectiveness strategies for the mine and interventions to contribute towards profitability
• Implement strategies for the development and retention of talent in mine
• Develop and implement processes to enhance employment equity, organizational culture and change management (transformation)
• Provide framework, processes, tools and capacity to ensure a performance driven culture
• Implement appropriate leadership development initiatives
Ensure customer oriented services to line & employees (OD, HC business partnership, etc.)


2. Manager/Specialist: Human Resources Development, OD, Talent Management (2002 – April 2005)
De Beers Technology & Head Office

Duties & Responsibilities /Key Performance Areas:

• Translated business strategy & value chain core skills requirements & implement relevant skills acquisition interventions
• Developed & implemented HRD strategy and policies & optimize HRD systems and practices
• Ensured alignment & compliance with Skills Development legislation & processes
• Facilitated organizational effectiveness through organizational development & change capability building
• Implemented & continuously improved performance management system processes
• Implemented talent management & supply interventions
• Provided capacity & support for Employment Equity, Minerals Charter Act & BEE initiatives
• Provided HRD support to Business Partners & stakeholders etc

Manager: Training and Development

African Bank Limited

From November 1999

Established a single central training department with standardised policies, processes, systems and training delivery to support integration of organisational culture for African Bank following a plethora of business acquisitions

1. Strategic training integration & alignment

• Integrated, aligned & established single training & development function post bank merger
• Managed & coordinated countrywide products and skills training plan
• Initiated & implemented Skills Development processes in the Bank
• Developed, co-coordinated, facilitated, and implemented Corporate Workplace Skills Plan
• Identified and developed Banks core & generic competencies
• Managed and led Corporate Training and Development function
• Initiated & implemented Employee Study Assistance Programme
• Implemented sound performance management & succession planning

2. Leadership and Management Development

• Developed Leadership Development strategy & implemented in line with Bank Strategy
• Developed, implemented & coordinated pool of Accelerated Development Programmes
• Developed and implemented mentorship, coaching & succession planning
• Developed and implemented relevant policies and best practice
• Sourced credible local & international learning providers & establish learning partnerships

3. Skills Development Facilitation

• Aligned and ensured Bank compliance with Skill Development Act, SAQA Act and related legislation
• Developed & coordinated strategic implementation Workplace Skills Plan
• Developed training & development policies & best practice
• Initiated and implemented skills programmes & learnerships
• Managed & liaised with stakeholder and create networks (Setas, SAQA, Institute of Bankers, Association of Micro Lenders, Department of Labour, professional & learning institutions)

4. Sales & Product Training Implementation & Coordination

• Coordinate the development of Bank’s products training programmes

Deputy Director: Change Management & HRD

Department of Water Affairs & Forestry

From March 1998

Duties & Responsibilities /Key Performance Areas:

• In this position concurrently acted as Director: Human Resource Development for 8 months
Develop and implement leadership and management strategy and support systems
• Implement productivity & performance enhancement interventions
• Conduct organizational diagnosis and change management
• Managing & leading Human Resource Development nationally
• Facilitate strategic planning for Chief Directorate Human Resource
• Align training to national skills development processes (SAQA, NQF, SDA etc)
• Facilitate transformation initiatives & participate in the National Transformation Forum & committee
• Compiled and prepared Departments Parliamentary Reports on Training

Graduate-In-Training then HR Officer

ESKOM

From January 1993

Internal facilitation and Consulting on training; Employee Relations; Organizational Development, Change Management, Leadership programmes

Projects

Talent Management Strategy

Championed a skills audit process to proactively adapt the talent management strategy in line with changes in the labour market and business requirement. Anticipated where skills might be needed urgently and areas in which talent was scarce. Reviewed the remuneration and retention policy to retain individuals occupying critical positions and intensified the bursar &graduate programme to attract young talent to the business through a mentorship and coaching programme to enable and encourage knowledge transfer. Underpinned the above with robust performance management which incentivised good performance and input into the development of employees

Implementation of a high performance culture programme

 Led and drove the management and implementation of a high performance culture programme to ensure that PetroSA met its core business mandate of security of fuel for the country. Within 3 months, all hard and soft key performance areas (KPAs) for each division had been analysed and re-defined specifically for the refinery & operations divisions. Appointed a core project team to coordinate and implement the different elements of the programme. Within a few months the success of the programme was visible throughout the business and refinery could measure its production results in a timely manner. Identifying exactly where the bottlenecks and performance inhibitors were, thus able to advance proactive and remedial actions. There was also a change in employee attitude; they were excited and motivated by seeing how they were able to contribute to achievement of company goals

Re-engineering HR value chain, business processes & systems

Re-engineered human capital value chain, business processes and HR systems to support the business strategy and goals. In conjunction with IT, orchestrated the commissioning of newly developed HR processes and HR technology system (SAP) resulting in a fully functional, streamlined HR process that was aligned with business which reduced HR turnaround time, e.g. vacancy turnaround reduced from 3 months to 2 months, thus improving the relevance and credibility of the HR division.

Local Economic & Infrastructure Development Projects

Executed & delivered on planned local economic and infrastructure development projects, helping to foster positive socio-economic development within the mining communities within Aquarius Platinum areas of operation. Projects included formalisation of Ikemeleng informal settlement (Rustenburg), bulk water supply and reticulation within the settlement, provision of schools and education infrastructure within local communities, creating local employment opportunities as well as opportunities for SMMEs around the projects. Successfully achieved targets of the Social and Labour Plan as well as Mining Charter targets. A further result was the positive interaction with and improvement in quality of life for local communities. These activities helped Aquarius Platinum to continuously retain all mining licences and embed a positive reputational image within communities.

Developing company business strategy

 Instrumental in defining and developing the company business strategy in 2008 to provide a future direction for Aquarius Platinum and hope for employees as well as repair unstable employee relations at mining operations. A 2 year relationship programme was designed to support the strategy as well as meaningfully address underlying root causes for unstable employee relations at operations resulting in production improvement and cost savings that yielded positive cash flow despite the 2008-2009 recession

General Manager: Human Resources

June 2008 – July 2010 (2 years 2 months) Rustenburg

Duties & Responsibilities /Key Performance Areas:
Provide strategic human resources and transformation management to the group and provide support to operations in terms of mining license & HR requirements. Ensure business is well positioned in terms of transformation goals and talent management. This entails providing direction, HR strategy, policy and processes to the implementation of :

• Exco resolutions & advise Company MD & EXCO on HR matters
• Providing HR strategic alignment against Company strategy and providing HR Plans and programmes for a workforce of 10 000 employees
• Transformation & organizational design, development and change management
• Talent Management: Workforce planning, Talent Attraction, Development Retention, Performance
• Ensuring company has a compelling Employee Value Proposition: benefits, recognition, compensation and organizational culture
• Ensuring harmonious Employment Relationships & labour productivity
• Succession Management for key talent pools
• Budgets and Cost management

Executive Director: Human Resources & Transformation

Aug 2010 - 2012
Reports to: Managing Director
Member of Exco & Board of Directors

As subject matter expert, provided strategic and tactical inputs into the areas of HR alignment, HR risk & compliance, organisational transformation and governance, proposal development, talent management, policy and programme improvement, operational excellence, communication, stakeholder relations, compensation and rewards
Key Performance Areas:

Directs & drives:

1. Organizational Transformation & Governance
•Mining Charter Compliance & Mining License Retention (Social & Labour Plans, Local Economic Development)
•Employment Equity
•Organizational Development & Change
•Relationship Building
•Employee Relations
•HR policies and programs
•Participates & Advise Board of Directors

2. Strategy Execution & HR Alignment
•Development and implementation of HR strategic and business plans
•Implementation of employee & organizational culture alignment (Performance & KPIs, Values, Employee Survey, Leadership positioning)



3.Talent Management
•Employee Attraction, Acquisition & Retention; Training and Development; Performance management; Succession, Terminations & Wellness


4. Compensation, Employee Benefits & Services
•Directs the administration and implementation of compensation, benefits & employment services
•Ensures fair, consistent and market comparable compensation, benefits and employment practices

5. HR Operational Excellence
•Oversee & monitoring HR Operational Excellence, Standards and Practices by Contractors in order to minimize / mitigate risks against AQPSA specific to:
•Employee Productivity (tons/employee; Oz/employee; Labour cost/Oz)
•Employee Availability & Utilization
•Employee Engagement & Motivation
•Work force Stability (industrial action mitigation & harmonious relations with unions)
•Management Controls & HR Management Systems

6. Communications & Stakeholder Relations
•Ensure implementation and functioning internal & external management communications
•Enhance stakeholder relations with specific reference to \:
•Unions / Labour
•Local communities
•Government
•Industry

7. Reporting
•Ensure a regular and timeous management and statutory reporting function and information sharing to enhance management decision making and compliance

Qualifications & Certifications

Programme in Financial Management

University of South Africa

Basic Financial Life Skills

University of South Africa

Personal Financial Management Certificate

University of South Africa

Advanced Programme in Organizational Development

University of South Africa

Postgraduate Diploma in Human Resource Management

University of Cape Town

Bachelor of Social Sciences

University of Cape Town

St Francis Adult Education

Senior Certificate

St Francis Adult Education Center

Skillpages has been acquired by Bark.com!

Bark.com is pioneering the way people find local services. Skillpages is the world’s premier directory of service providers.

Find out more

Are you sure that you want to leave?