Alfred Dumisani Sibande
Human Capital Manager
Kwa-Guqa,MP
Summary
Human Capital Manager aligning HC strategy with business goals across employee relations, employment equity, talent management, and workforce planning. Leads policy, compliance, and reporting work that supports grievance resolution, statutory submissions, and transformation programmes. Partners with line leaders and organised labour to strengthen labour stability, development planning, and change adoption.
Overview
12
12
years of professional experience
Work History
Human Capital Manager
Council For Scientific and Industrial Research (CSIR)
01.2022 - Current
- HC Strategy Provide input into the Cluster’s strategy aligned with the HC strategy to meet the needs of the Division;
- Align and implement the Central HC strategy to support the Cluster’s objectives;
- Develop transformation programmes to support the implementation of the transformation goals;
- Provide expert advice on CSIR Policy, Procedure, Best Practice, People and Employee Relation matters;
- Monitor and evaluate successful down cascading of the Central HC strategy and Plans within the Cluster;
- Accurate monthly and quarterly reporting on deliverables, non-conformance and flagging of potential risks to the Cluster and Business.
- Employee Relations Drive the implementation of the Central ER Strategy and approach to foster good employee relations culture and full compliance with CSIR ER policy and procedure, Code of Good Practice, and all related legislation;
- Provide competent advice and guidance to Line Management on Employee Relations matters, disciplinary hearing processes and case law;
- Prevent risks from escalation and manage issues timely;
- Facilitate proper investigation and identification of actual issues at hand;
- Ensure that grievances are resolved within a minimum amount of time as per CSIR standard;
- Monitor ER and termination documentation and ensure accurate completeness as per CSIR procedure;
- Review ER reports quarterly in order to proactively identify relations challenges and provide proactive talent management practice.
- CCMA/bargaining council’s representation, labour court representation and dispute resolution experience
- Strike management and strategic contingency planning
- Knowledge of labour legislation e.g. Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, Occupational Health and Safety Act, MHSA, Compensation for Occupational Injuries and Diseases Act, Unemployment Insurance Fund, Broad Based Black Employment Equity and COPs etc.
- Experience in union liaison and negotiation, which leads to agreement e.g recognition or wage agreement etc
- Stakeholder management of unions or any interest group and maintain healthy relationship with stakeholders
- Develop employee relations strategy and ER procedures for the department
- Draft, review and update employee relations policies and processes
- Act as advisor in the incapacity committee and incapacity process
- Develop the Cluster’s Employment Equity (EE) Plan in line with the Central EE guidelines;
- Ensure realistic setting of clear targets within the Cluster and implementation of such targets through clear recruitment plans and development plans;
- Ensure on time submission of EE plan in required format as per set Central HC guidelines and timelines;
- Provide competent advice and guidance to Line on EE matters;
- Ensure successful implementation of EE Plan;
- Active management and scheduling of the EE and Skills Development (SD) Committee as well as provide secretariat of the Committee;
- Ensure active participation of the Cluster in the EE and SD Committee
- Provide realistic budgeting, anticipating impact of personnel status changes on HC expenses;
- Ensure on-time completion of budget as per required format and guidelines;
- Provide proper investigation and acceptable explanation of budget variances on monthly basis;
- Participate in divisional work force planning and interrogate work force budget within the Cluster.
- Coach, mentor and develop staff, including overseeing new employee on-boarding and providing career development planning and opportunities;
- Empower employees to take responsibility for their jobs and goals;
- Ensure compliance with performance management policies and procedures;
- Drive performance management culture within the Cluster;
- Provide an objective feedback to employees and line managers;
- Coordinate Cluster’s Performance Management process in accordance with agreed schedule and policy and in close liaison with Line Management;
- Provide competent advice and guidance to Line on Performance Management matters;
- Develop and submit the Cluster’s annual training needs for inclusion in Workforce Skills Planning within specified period.
- Close liaison with the Cluster and accurately identifies skills and resources required to deliver and achieve objectives;
- Compile and on-time completion of Workforce Plan as per required format and guidelines for approval
- Close liaison with Line Management to determine requirements of positions and contents of adverts;
- Ensure proper management of the Cluster’s staffing process.
- Compile and/or review Human Capital Development Plan annually as per set deadline and format aligned to CSIR HCD Strategy;
- Close coordination of Performance and Development Plan and Performance Management process within the Cluster, and accurately identify development needs;
- Manage compilation of workplace skills plan (WSP) and annual training plan (ATR).
- Submit the report of WSP and ATR to relevant SETAs annually.
- Embed the culture of training and development;
- Provide competent advice and guidance to Line on Training and Development;
- Effectively familiarize new Cluster staff with nuances and culture at the Cluster level;
- Good practice to assist new staff in adapting successfully and quickly;
- Design and/or review learning material in accordance with market best practice;
- Ensure accurate communication on how the business model works and what makes CSIR successful;
- Present on-boarding programme in accordance with CSIR standards and facilitate the sensitization of Line for transfer of technical/ operational skills.
- Ensure compliance with Talent Management and HC Strategies to drive Cluster strategy;
- Drive the implementation of the Talent Forums for review and identification of talent within the Cluster and elevating for exposure to the wider business;
- Identify and implement talent development intervention to enable successful development and retention of talent within the Cluster and business;
- Implement change management interventions to support talent management;
- Provide competent advice and guidance to Line Management on Talent Management best practice;
- Provide competent, clear and accurate administration - quality awareness and attention to detail;
- Ensure full compliance with all related legislation, policies and procedures;
- Provide competent advice and guidance to Line on HC Administrative matters;
- Ensure accurate and in time identification of need for new policy or policy review;
- Participate in drafting of policy/procedure in close consultation with the Central HC team to reflect the Cluster’s requirements;
- Influence, communication to and provide interpretation of policy to all internal stakeholders;
- Monitor successful implementation of policies/procedures;
- Provide feedback and review;
- Ensure accurate administration and attention to detail.
- Ensure compliance with relevant CSIR policies/ procedures;
- Ensure Cluster’s Reward and Recognition practices are aligned to the Central HC Reward and Recognition philosophy;
- Provide input on business trends to ensure retention of high performers and mitigating risk of skill loss;
- Provide competent advice and guidance to Line on recognition and reward matters;
- Implement fair and empowering work environment for all employees and act as a confidante to staff;
- Provide competent advice and guidance to Line and employees on wellness matters.
- Provide analytics and measurement: systematic and integrated approach to collecting, analysing, manipulating, interpreting and reporting on data to demonstrate people-related impacts on the business and to identify opportunities for business improvement
- Submit statutory reports annually e.g WSP, ATR, EE report, BBBEE report
- Drive change management within Cluster and in implementation of projects and processes;
- Work closely in conjunction with Communications in driving, implementing, and communicating change initiatives.
Human Capital Manager
Council For Scientific and Industrial Research (CSIR)
01.2022 - Current
- HC Strategy Provide input into the Cluster’s strategy aligned with the HC strategy to meet the needs of the Division;
- Align and implement the Central HC strategy to support the Cluster’s objectives;
- Develop transformation programmes to support the implementation of the transformation goals;
- Provide expert advice on CSIR Policy, Procedure, Best Practice, People and Employee Relation matters;
- Monitor and evaluate successful down cascading of the Central HC strategy and Plans within the Cluster;
- Accurate monthly and quarterly reporting on deliverables, non-conformance and flagging of potential risks to the Cluster and Business.
- Employee Relations Drive the implementation of the Central ER Strategy and approach to foster good employee relations culture and full compliance with CSIR ER policy and procedure, Code of Good Practice, and all related legislation;
- Provide competent advice and guidance to Line Management on Employee Relations matters, disciplinary hearing processes and case law;
- Prevent risks from escalation and manage issues timely;
- Facilitate proper investigation and identification of actual issues at hand;
- Ensure that grievances are resolved within a minimum amount of time as per CSIR standard;
- Monitor ER and termination documentation and ensure accurate completeness as per CSIR procedure;
- Review ER reports quarterly in order to proactively identify relations challenges and provide proactive talent management practice.
- CCMA/bargaining council’s representation, labour court representation and dispute resolution experience
- Strike management and strategic contingency planning
- Knowledge of labour legislation e.g. Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, Occupational Health and Safety Act, MHSA, Compensation for Occupational Injuries and Diseases Act, Unemployment Insurance Fund, Broad Based Black Employment Equity and COPs etc.
- Experience in union liaison and negotiation, which leads to agreement e.g recognition or wage agreement etc
- Stakeholder management of unions or any interest group and maintain healthy relationship with stakeholders
- Develop employee relations strategy and ER procedures for the department
- Draft, review and update employee relations policies and processes
- Act as advisor in the incapacity committee and incapacity process
- Develop the Cluster’s Employment Equity (EE) Plan in line with the Central EE guidelines;
- Ensure realistic setting of clear targets within the Cluster and implementation of such targets through clear recruitment plans and development plans;
- Ensure on time submission of EE plan in required format as per set Central HC guidelines and timelines;
- Provide competent advice and guidance to Line on EE matters;
- Ensure successful implementation of EE Plan;
- Active management and scheduling of the EE and Skills Development (SD) Committee as well as provide secretariat of the Committee;
- Ensure active participation of the Cluster in the EE and SD Committee
- Provide realistic budgeting, anticipating impact of personnel status changes on HC expenses;
- Ensure on-time completion of budget as per required format and guidelines;
- Provide proper investigation and acceptable explanation of budget variances on monthly basis;
- Participate in divisional work force planning and interrogate work force budget within the Cluster.
- Coach, mentor and develop staff, including overseeing new employee on-boarding and providing career development planning and opportunities;
- Empower employees to take responsibility for their jobs and goals;
- Ensure compliance with performance management policies and procedures;
- Drive performance management culture within the Cluster;
- Provide an objective feedback to employees and line managers;
- Coordinate Cluster’s Performance Management process in accordance with agreed schedule and policy and in close liaison with Line Management;
- Provide competent advice and guidance to Line on Performance Management matters;
- Develop and submit the Cluster’s annual training needs for inclusion in Workforce Skills Planning within specified period.
- Close liaison with the Cluster and accurately identifies skills and resources required to deliver and achieve objectives;
- Compile and on-time completion of Workforce Plan as per required format and guidelines for approval
- Close liaison with Line Management to determine requirements of positions and contents of adverts;
- Ensure proper management of the Cluster’s staffing process.
- Compile and/or review Human Capital Development Plan annually as per set deadline and format aligned to CSIR HCD Strategy;
- Close coordination of Performance and Development Plan and Performance Management process within the Cluster, and accurately identify development needs;
- Manage compilation of workplace skills plan (WSP) and annual training plan (ATR).
- Submit the report of WSP and ATR to relevant SETAs annually.
- Embed the culture of training and development;
- Provide competent advice and guidance to Line on Training and Development;
- Effectively familiarize new Cluster staff with nuances and culture at the Cluster level;
- Good practice to assist new staff in adapting successfully and quickly;
- Design and/or review learning material in accordance with market best practice;
- Ensure accurate communication on how the business model works and what makes CSIR successful;
- Present on-boarding programme in accordance with CSIR standards and facilitate the sensitization of Line for transfer of technical/ operational skills.
- Ensure compliance with Talent Management and HC Strategies to drive Cluster strategy;
- Drive the implementation of the Talent Forums for review and identification of talent within the Cluster and elevating for exposure to the wider business;
- Identify and implement talent development intervention to enable successful development and retention of talent within the Cluster and business;
- Implement change management interventions to support talent management;
- Provide competent advice and guidance to Line Management on Talent Management best practice;
- Provide competent, clear and accurate administration - quality awareness and attention to detail;
- Ensure full compliance with all related legislation, policies and procedures;
- Provide competent advice and guidance to Line on HC Administrative matters;
- Ensure accurate and in time identification of need for new policy or policy review;
- Participate in drafting of policy/procedure in close consultation with the Central HC team to reflect the Cluster’s requirements;
- Influence, communication to and provide interpretation of policy to all internal stakeholders;
- Monitor successful implementation of policies/procedures;
- Provide feedback and review;
- Ensure accurate administration and attention to detail.
- Ensure compliance with relevant CSIR policies/ procedures;
- Ensure Cluster’s Reward and Recognition practices are aligned to the Central HC Reward and Recognition philosophy;
- Provide input on business trends to ensure retention of high performers and mitigating risk of skill loss;
- Provide competent advice and guidance to Line on recognition and reward matters;
- Implement fair and empowering work environment for all employees and act as a confidante to staff;
- Provide competent advice and guidance to Line and employees on wellness matters.
- Provide analytics and measurement: systematic and integrated approach to collecting, analysing, manipulating, interpreting and reporting on data to demonstrate people-related impacts on the business and to identify opportunities for business improvement
- Submit statutory reports annually e.g WSP, ATR, EE report, BBBEE report
- Drive change management within Cluster and in implementation of projects and processes;
- Work closely in conjunction with Communications in driving, implementing, and communicating change initiatives.
Human Resources Business Partner
South32- Khutala Colliery
11.2018 - 12.2021
- Legal compliance and HR Governance Provides counsel on the data, policies and frameworks available to support people related critical decisions (with Line Leaders)
- Coordinate employment equity forum.
- Ensure submission of employment equity report on annual basis
- Ensure compliance to mining charter, social labour plan and BBBEE
- Submission of annual SLP reports to DMRE
- Submission of annual mining charter reports to DMRE
- Assist with BBBEE annual reporting on human resources to DTI
- Application of s102 of MPRDA
- Deliver reporting on various operational Human Resources activities
- Track and monitor the employment equity status and report on monthly basis to management and future forum
- Operate within Human Resources (HR) service delivery standards and guidelines
- Comply with HR service delivery metrics
- Adhere to legal requirements and comply with company specific policies and procedures
- Address discrepancies/unlawful practices by reporting it to manager
- Employee Relations Knowledge of labour legislation e.g. Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, Occupational Health and Safety Act, MHSA, MPRDA, mining charter, SLP guidelines, Compensation for Occupational Injuries and Diseases Act, Unemployment Insurance Fund, Broad Based Black Employment Equity and COPs etc.
- CCMA/bargaining council’s representation, labour court representation and dispute resolution experience
- Experience in union liaison and negotiation, which leads to agreement e.g recognition or wage agreement etc
- Stakeholder management of unions or any interest group and maintain healthy relationship with stakeholders
- Develop employee relations strategy and ER procedures for the department
- Draft, review and update employee relations policies and processes
- Conflict management and dispute resolution skills
- Manage collective bargaining and negotiation to ensure business objectives are achieved.
- Recognizes, analyzes and diagnoses key trends in ER metrics to uncover root cause.
- Employment relations reporting on monthly, and quarterly basis to measure ER initiatives and process effectiveness
- Develops and designs solutions, based upon root cause analysis work
- Support and advise line management in their execution of disciplinary and grievance hearings
- Support the execution of Employment Equity, Diversity and organizational development initiatives
- Facilitate the Employee Assistance Programme (EAP) referral process
- Medical Incapacity cases are managed professionally and according to set policies &procedures
- Liaison with Retirement funds and Pension funds to ensure documentation and process complies with the set standards and rules
- Partners with internal and external counsel as necessary to effectively manage possible conflicts related to employment practices
- Ensure discipline is maintained (absenteeism, lateness, overtime, misconduct, etc.).
- Ensure that a positive ER climate is prevalent.
- Manage trade union membership verification process on month-to-month basis
- Advise and support line management in the consistent application of disciplinary code and grievance process
- Coordinates various initiatives such as, EAP, ER, talent, performance management, succession plans, future forum and employment equity
- Act as advisor in the incapacity committee and incapacity process
- Offer high level of advisory in the pension or retirement fund documentation such section section 14 transfer, withdrawals, benefits etc
- Medical aid administration management
- Headcount management Coordinates and guides facilitation of proactive workforce planning, headcount budgeting and the three month rolling short range forecasts;
- Manages first line support and guidance on employee queries related to all compensation benefits and reward processes
- Management of costs in relation to allowances
- Manage the approved labour budget
Human Resources Business Partner
South32- Khutala Colliery
11.2018 - 12.2021
- Legal compliance and HR Governance Provides counsel on the data, policies and frameworks available to support people related critical decisions (with Line Leaders)
- Coordinate employment equity forum.
- Ensure submission of employment equity report on annual basis
- Ensure compliance to mining charter, social labour plan and BBBEE
- Submission of annual SLP reports to DMRE
- Submission of annual mining charter reports to DMRE
- Assist with BBBEE annual reporting on human resources to DTI
- Application of s102 of MPRDA
- Deliver reporting on various operational Human Resources activities
- Track and monitor the employment equity status and report on monthly basis to management and future forum
- Operate within Human Resources (HR) service delivery standards and guidelines
- Comply with HR service delivery metrics
- Adhere to legal requirements and comply with company specific policies and procedures
- Address discrepancies/unlawful practices by reporting it to manager
- Employee Relations Knowledge of labour legislation e.g. Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, Occupational Health and Safety Act, MHSA, MPRDA, mining charter, SLP guidelines, Compensation for Occupational Injuries and Diseases Act, Unemployment Insurance Fund, Broad Based Black Employment Equity and COPs etc.
- CCMA/bargaining council’s representation, labour court representation and dispute resolution experience
- Experience in union liaison and negotiation, which leads to agreement e.g recognition or wage agreement etc
- Stakeholder management of unions or any interest group and maintain healthy relationship with stakeholders
- Develop employee relations strategy and ER procedures for the department
- Draft, review and update employee relations policies and processes
- Conflict management and dispute resolution skills
- Manage collective bargaining and negotiation to ensure business objectives are achieved.
- Recognizes, analyzes and diagnoses key trends in ER metrics to uncover root cause.
- Employment relations reporting on monthly, and quarterly basis to measure ER initiatives and process effectiveness
- Develops and designs solutions, based upon root cause analysis work
- Support and advise line management in their execution of disciplinary and grievance hearings
- Support the execution of Employment Equity, Diversity and organizational development initiatives
- Facilitate the Employee Assistance Programme (EAP) referral process
- Medical Incapacity cases are managed professionally and according to set policies &procedures
- Liaison with Retirement funds and Pension funds to ensure documentation and process complies with the set standards and rules
- Partners with internal and external counsel as necessary to effectively manage possible conflicts related to employment practices
- Ensure discipline is maintained (absenteeism, lateness, overtime, misconduct, etc.).
- Ensure that a positive ER climate is prevalent.
- Manage trade union membership verification process on month-to-month basis
- Advise and support line management in the consistent application of disciplinary code and grievance process
- Coordinates various initiatives such as, EAP, ER, talent, performance management, succession plans, future forum and employment equity
- Act as advisor in the incapacity committee and incapacity process
- Offer high level of advisory in the pension or retirement fund documentation such section section 14 transfer, withdrawals, benefits etc
- Medical aid administration management
- Headcount management Coordinates and guides facilitation of proactive workforce planning, headcount budgeting and the three month rolling short range forecasts;
- Manages first line support and guidance on employee queries related to all compensation benefits and reward processes
- Management of costs in relation to allowances
- Manage the approved labour budget
Human Resources Generalist
Transalloys (Pty) Ltd
12.2014 - 10.2018
- Employee Discipline and Management of IR Conduct disciplinary code induction and HR Induction e.g explain company procedures and disciplinary code and procedure to new employees or inducted employees
- Investigate misconduct cases
- Administer the implementation of the disciplinary code
- Keep and maintain case register
- Ensure organizational justice by fairly applying the disciplinary code and procedure
- Monitor and conduct IR environmental scanning
- Conduct risk management of industrial relations
- Conduct and chair disciplinary hearings
- Facilitate and assist the line managers when conducting counseling sessions
- Capacitate and train line managers on IR process, practices, systems, procedures and labour legislation.
- Advise line management and employees about disciplinary code and procedure
- Ensure that all documentation required for conciliation and arbitration are prepared in advance
- Represent the company at bargaining council/CCMA and labour court cases
- Coordinate the issuing of the disciplinary outcome to the charged employee
- Management of strike or industrial action
- Record all the disciplinary hearings/counseling held
- Provide monthly IR statistics
- Communicate with Numsa or union office with any matter relating to workers
- Ensure better relation between managers and shopstewards to forge strong stakeholders’ engagement
- Monitor absenteeism and provide solutions
Human Resources Generalist
Transalloys (Pty) Ltd
12.2014 - 10.2018
- Employee Discipline and Management of IR Conduct disciplinary code induction and HR Induction e.g explain company procedures and disciplinary code and procedure to new employees or inducted employees
- Investigate misconduct cases
- Administer the implementation of the disciplinary code
- Keep and maintain case register
- Ensure organizational justice by fairly applying the disciplinary code and procedure
- Monitor and conduct IR environmental scanning
- Conduct risk management of industrial relations
- Conduct and chair disciplinary hearings
- Facilitate and assist the line managers when conducting counseling sessions
- Capacitate and train line managers on IR process, practices, systems, procedures and labour legislation.
- Advise line management and employees about disciplinary code and procedure
- Ensure that all documentation required for conciliation and arbitration are prepared in advance
- Represent the company at bargaining council/CCMA and labour court cases
- Coordinate the issuing of the disciplinary outcome to the charged employee
- Management of strike or industrial action
- Record all the disciplinary hearings/counseling held
- Provide monthly IR statistics
- Communicate with Numsa or union office with any matter relating to workers
- Ensure better relation between managers and shopstewards to forge strong stakeholders’ engagement
- Monitor absenteeism and provide solutions
Education
Matriculated -
Phillip Ndimande Senior Sec School
01-2005
Post Graduate Diploma: Labour Relations Management - undefined
University of South Africa
01-2018
Post Graduate Diploma: HRM - undefined
University of South Africa
01-2015
HRM National Diploma - undefined
Tshwane University of Technology
01-2009
HRM Certificate - undefined
Tshwane University of Technology
01-2006
VIP Payroll Certificate - undefined
Tshwane University of Technology
01-2006
Skills
Employee relations
Labour legislation
Disciplinary hearings
Collective bargaining
CCMA representation
Workforce planning
Employment equity planning
Talent management
Performance management
HR reporting
Accomplishments
- Represented the company at CCMA and Bargaining Council (MEIBC) disputes with 100% success rate including labour court.
- Concluded section 189A process recently with Numsa and an agreement was reached.
- Successful implementation of restructuring process at Transalloys.
- Maintained positive labour relations through effective and open communication.
- Implemented apprenticeship programme successfully with MerSeta and Public Work department-the project is completed.
- Managed to claim mandatory and pivotal grants from the MerSeta successfully-claimed R3,200,000.00 to date from 2012.
- Managed the IR climate effectively by ensuring that there are no labour stoppages or strikes.
- Introduced performance management at foreman level and above.
- Implemented HRIS (Premier HR) within the department successfully. I was involved as project leader.
- Trained supervisors and managers on labour legislation or amendments and disciplinary code.
Affiliations
SABPP Professional Membership since 2015
Timeline
Human Capital Manager
Council For Scientific and Industrial Research (CSIR)
01.2022 - Current
Human Capital Manager
Council For Scientific and Industrial Research (CSIR)
01.2022 - Current
Human Resources Business Partner
South32- Khutala Colliery
11.2018 - 12.2021
Human Resources Business Partner
South32- Khutala Colliery
11.2018 - 12.2021
Human Resources Generalist
Transalloys (Pty) Ltd
12.2014 - 10.2018
Human Resources Generalist
Transalloys (Pty) Ltd
12.2014 - 10.2018
VIP Payroll Certificate - undefined
Tshwane University of Technology
HRM Certificate - undefined
Tshwane University of Technology
HRM National Diploma - undefined
Tshwane University of Technology
Post Graduate Diploma: HRM - undefined
University of South Africa
Post Graduate Diploma: Labour Relations Management - undefined
University of South Africa
Matriculated -
Phillip Ndimande Senior Sec School
Membership - S A B P P
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