ADEL GOUSSARD

Organisational Development & Culture

• Assess organisational needs and design OD interventions that support culture alignment, performance optimisation, and employee engagement.
• Lead culture-building initiatives, including EVP integration and communication strategies.
• Support change management processes by developing change plans, communication frameworks, and leadership support materials.

Learning & Development

• Oversee the implementation of digital learning platforms (e.g., LinkedIn Learning) and manage content curation, stakeholder engagement, and adoption plans.

Project Management & Consulting

• Lead cross-functional HR and OD projects for clients.
• Manage timelines, stakeholder expectations, reporting, and change impact assessments.
• Analyse data and compile insights to inform leadership decisions.

Strategic Partnering

• Act as a trusted advisor to senior leadership, providing recommendations on people practices, workforce development, and organisational growth.
• Facilitate workshops, engagement sessions, and leadership conversations to support strategic objectives.

• Culture & Employee Value Proposition (EVP)
• Intellectual- Championed a learning culture by implementing an online learning portal, managing the YES Programme, and coordinating both employed and unemployed learnerships. Delivered career counselling, training interventions, and led the SEED Management Development and Coaching Programme.
• Psychological- Led mental health awareness initiatives including wellness webinars, stress management campaigns, the Biggest Loser challenge, Park Runs, and more. Managed the Employee Wellness Programme (EWP) and social calendar to enhance psychological safety and employee connection.
• Physical- Organised wellness events such as Discovery Wellness Days, office fitness groups, and recreational runs to promote physical wellbeing.
• Financial- Developed and rolled out engaging financial literacy training programmes, including gamified events like Amazing Race.
• Heart (Community Engagement)- Led CSR initiatives including Mandela Day, Christmas box drives, and winter blanket donations to serve the broader community.
• Leadership Development
• Create and manage Leadership Development Programme for 54 employees. Management Training on various topics as required:
• Conducting on one one Recruitment Training and Development:
• Manage 2 employees in Training and Development Team
• WSP/ATR Submission and Reporting
• Change Management
• Drove organisational change initiatives using Kotter's Change Management Model, focusing on system upgrades, communication planning, impact assessments, training, and promoting a positive approach to change.

• Advised Exco and senior leadership on strategies to build a sustainable, high-performing organisation.
• Led the design and implementation of OD initiatives aligned with business strategy and culture.
• Conducted job analysis and job design exercises to optimise workforce structure and roles.
• Interpreted organisational data (e.g. performance management, succession plans, and leadership development results) and provided actionable feedback to inform strategic decisions.
• Leadership Development & Succession Planning
• Designed and facilitated leadership and management development programmes, including those under the Bill Venter Academy.
• Assessed leadership capability gaps using psychometric assessments and performance reviews.
• Drove succession planning initiatives and career development interventions, including feedback on psychometric assessments and development planning.
• Coordinated the organisation's participation in leadership development benchmarking and improvement activities.
• Learning & Skills Development
• Identified training needs through engagement with employees and management across all levels. Developed and implemented organisation-wide training programmes for leadership, technical, and soft skills.
• Coordinated the intake, administration, and reporting of learnership programmes and related compliance reporting. Submitted and managed the Workplace Skills Plan (WSP) and Annual Training Reports (ATR) to SETA, and served as a key contact for SETA and B-BBEE audits.
• Performance & Change Management
• Led the facilitation and continuous improvement of the performance management system, including managing underperformance through personal development plans.
• Supported the implementation of change management initiatives tied to strategic organisational transformation and training delivery.
• Developed communication and training plans to support the roll-out of new systems and organisational initiatives.
• Compliance, Reporting & Budget Management
• Oversaw monthly reporting for B-BBEE, LMS activity, WSP/ATR submissions, and sustainability measures.
• Managed the learning and development budget in alignment with organisational priorities and the Workplace Skills Plan.
• Represented the organisation in compliance audits and aligned learning initiatives with regulatory and strategic requirements.
• Employee Engagement & Wellness
• Championed employee wellness through management of the wellness programme and communication initiatives, including monthly HR newsletters and roadshows.
• Supported staff morale and wellbeing through development-focused activities and feedback mechanisms.
• Project & Stakeholder Management
• Led and supported various ad hoc strategic HR and training projects, including system implementations and performance management roll outs.
• Engaged with internal stakeholders, external providers, and regulatory bodies to ensure alignment and delivery of HR and OD initiatives.

• Conduct a training needs analysis to establish the development goals for leaders and managers for succession planning.
• Develop, plan, facilitate and coordinate the leadership development programmes at junior, mid-level, and senior management.
• Monitor and report on growth, promotions, mentoring and coaching.
• Manage and coordinate management development programmes from introduction to EXCO to selection criteria, policies, contracts and final assessment centres.
• Talent Management
• Lead and manage national learning and talent management strategy and plan to accomplish strategic and corporate objectives.
• Collaborate and consult with management and staff to develop and facilitate learning and development initiatives.
• Assess and prioritize learning and development needs through skills gap analysis and training needs analysis to achieve desired results.
• Conduct job analysis to create competency modelling and career ladders.
• Prepare and management national training and development budget.
• Create and maintain reporting mechanisms (VIP) to maximize existing resources
• Upgrading of training facilities and equipment (new training tools and technology)
• Communicate with and manages external service providers.
• Manage learnerships, internships and bursary programmes.
• Facilitation of groups and development of material (Management, Leadership and Soft skills).
• Talent Development
• Identify training, leadership, management, technical and professional development needs on all occupational levels and align programmes and activities accordingly.
• Report on individual, departmental and company training plans to the Training Committee, Employment Equity and Government Sectorial Education and Training Authority.
• Manage Grant programmes and skills development levies and claims.
• Oversee the design, development and delivery of training programmes.
• Evaluate the effectiveness of talent programmes and monitor feedback.
• Reinforce company values and culture throughout talent programmes.
• Succession Planning
• Collaborate with management to set and lead the company's succession strategy and plan.
• Create succession policy and process.
• Oversee succession management activities, including selection, psychometric assessments, assessment centers, competency modelling
• Implementation and reporting on implementation, progress and promotions.
• Develop a mentoring and coaching plan and programme.
• Psychometric Assessments and feedback.
• Career Counseling and job design.
• Develops and manages management and leadership development programmes.
• Consults with and coach managers in preparing IDP and work improvement plans.
• Develop processes to continuously enhance the knowledge and capability of key talent.
• Collaborate with HR to provide guidance and support company initiatives, organizational effectiveness, and design and change management.
• Culture
• Mustek Service Excellence Value Programme.
• Incentive Programme and Employee of the Year.
• Culture Surveys and Interventions.
• Leads and design of OD activities, including change management, strategic planning, and organizational design.
• Arrange and coordinate team dynamics and teambuilding. Committees:
• Chair Training committee.
• Present and report at quarterly employment equity meetings.
• Quarterly information sessions to staff with CEO, MD and COO.

• Management of training department (Training and Development Officer and HR Administrator).
• Implementation of performance management system, maintenance and statistical analysis of company performance.
• Manage recruitment process and create assessment centres.
• Appointment of new employees and execution of induction programme.
• Recommend, develop and scheduling development and training courses for the Advance Development, Management and Leadership Programmes.
• Reporting of HR statistical analysis (exit interviews, recruitment)
• Formulation of HR and Training Strategies.
• Employee satisfaction surveys.
• Conduct Exit Interviews with ex-employees.
• Mentoring of developmental candidates.
• Project Management – Service Excellence and Award Programmes.
• Monthly management information sessions.
• Training (Presentation skills, Training Plans).
• Reason for leaving: Internal promotion to management to start an OD department.

• Development of HR Website for Dealer Network.
• Development and of Performance Management System/Pilot.
• National Exit Interviews and Transit Reports.
• HR and Recruitment support to Dealer Training and Support.
• Coordinate recruitment agencies.
• Liaise with Dealer Management, Regional Management with management interviews and appointments.
• Recruit Sales and Service Cadets, Technical Apprentices and Learnership Programmes (Liaise with Merseta).
• Job Profiling, advertising and short listing of CVs.
• Manage Internet Recruitment.
• Reference Checks.
• Liaising with Recruitment Agents and Nissan Dealers.
• Administer Psychometric Assessments for key dealer positions (OPQ32i, Verbal and Numeric Abilities, Dover System).
• Conduct Interviews (Cadet and Apprentice Programmes).
• Report Writing and Feedback to Line Management.
• Dealer Bulletins – Recruitment.
• Development of training material and presentations for sales training.
• Coordinating and logistics for national new model training.
• Reason for leaving: Better opportunity

• Development of HR Website for Dealer Network.
• Development and of Performance Management System/Pilot.
• National Exit Interviews and Transit Reports.
• HR and Recruitment support to Dealer Training and Support.
• Coordinate recruitment agencies.
• Liaise with Dealer Management, Regional Management with management interviews and appointments.
• Recruit Sales and Service Cadets, Technical Apprentices and Learnership Programmes (Liaise with Merseta).
• Job Profiling, advertising and short listing of CVs.
• Manage Internet Recruitment.
• Reference Checks.
• Liaising with Recruitment Agents and Nissan Dealers.
• Administer Psychometric Assessments for key dealer positions (OPQ32i, Verbal and Numeric Abilities, Dover System).
• Conduct Interviews (Cadet and Apprentice Programmes).
• Report Writing and Feedback to Line Management.
• Dealer Bulletins – Recruitment.
• Development of training material and presentations for sales training.
• Coordinating and logistics for national new model training.
• Reason for leaving: Better opportunity.