Amanda Dyason

• People Team was responsible for all hiring (recruitment & selection, interviews, onboarding)
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
• Motivated employees through special events, incentive programs, employee recognition and constructive feedback.
• Guided leaders and employees on company policies, programs, benefit, performance management and salary administration.
• Developed focused training programs, leadership pipeline and succession plans.
• Created vision and goals for HR team and motivated staff to achieve excellence in customer support and core HR processes.
• Led decision-making and implementation of HR policies, procedures, programs and functions.
• Advised decision-makers on complex and confidential matters ranging from performance management to employee relations issues.
• Reviewed business goals to recommend new HR approaches, policies and procedures for continual improvements focused on meeting business objectives and enhancing productivity.
• Organized and led staff orientation programs and training to promote collaboration.
• Coordinated employee grievances and disputes in timely and professional manner by finding constructive solutions
• Co-ordinated the BBBEE strategy |Managed the allocation of Supplier, Enterprise and Socio-economic Development funding spend
• Planned and co-ordinated CSR initiatives with employees participation
• Promoted a healthy and inclusive workplace culture, aligned with the company values
• Responsible for the employee lifecycle: - (Recruitment, onboarding, training development, succession planning, retention etc)
• Collaborated on company and HR policies, procedures and solutions to support organizational performance and objectives
• Supported the Leadership Team in executing People Management, and always ensured availability for Employee Relations
• Mentored and assisted the talent acquisition specialist on recruitment best practices
• Responsible for managing the performance management process together with the Head of Department or Lead
• Co-ordinated internships, job shadowers and school visits
• Presented at select Town Hall (all staff) meetings and Lunchtime Sessions, to represent the HR function
• Policy writing and implementation of policies to the organization
• Acted as the Broad-based Black Economic Empowerment Manager (by directing the BBBEE/Employment Equity/Training Committee
• Responsible for learnerships (including disabled), as well as awarding student bursaries
• Annually reported on EE and Workplace Skills Plans and supported the BBBEE verification process
• From time-to-time, hosted catch-up sessions with individual team members and/or small groups
• Identified any issues in the team and whether a wellness and/or development intervention was required
• Worked closely with the Project office, leads and clients to ensure the placement of the right candidates for the relevant project

Achievements

• Tracking Time to fill is imperative because it directly impacts the ability to find the right talent and onboard them quickly. The average time to fill a position is 42 days. Reduced time to hire turn around time to 15 - 20 days.
• Reduced the recruitment budget by 35%. Strategies applied was acquiring a LinkedIn recruiter license and partnering with an online recruitment portal to keep recruitment techniques and efforts inhouse.
• Only scarce skilled positions were outsourced to external recruitment partners and placement fee percentages were renegotiated.
• Improved the company BBBEE level by three rating levels
• Compiled an online employee handbook as a central repository to detail policies, culture, benefits and way of work Which employees could refer to at anytime
• Best Place to Work Recognition for 2022. The Best Places To Work Program certifies and recognizes leading workplaces in many countries around the world and it focuses on employee satisfaction around 8 Workplace factors including workplace culture, opportunities for growth and people practices. Read the recognition article I've posted on LinkedIn here: https://www.linkedin.com/posts/amanda-dyason-49515b96_glucode-is-honoured-as-one-of-the-best-companies-activity-6927720561280172032-5NRP/?utm_source=share&utm_medium=member_desktop

Reason For Leaving: My personal values were no longer being met

• Leading and controlling of : Talent acquisition and recruitment
• Reviewed and screened applicant resumes to identify qualified candidates.
• Reviewed existing policies and procedures to make recommendations for enhancing work productivity, recruitment, hiring processes, and talent management.
• Planned and managed recruitment activities for new hires using strategic personnel, staffing, and position management practices.
• Liaised between management and employees to deliver conflict resolution, alleviate problems, and interpret compensation and benefits policies.
• Oversaw and managed hiring process and assisted human resources.
• Briefed job applicants regarding responsibilities, benefits and schedules to provide information regarding job specifications and logistics.
• Developed and maintained positive relationships with external vendors, insurance providers and benefits administrators to establish trust and rapport.
• Monitored employee attendance and performance, addressing issues in accordance with company policies and procedures.
• Record training activities and support the coordination of training programmes
• Talent retention, Talent development and career planning
• Job profiling and formulation of job descriptions
• Support and advice to the management team on HR, ER and related requirements, processes and law
• HR policy and procedure implementation
• Performance and disciplinary management processes
• Managing skills and development: Learnership intakes, bursaries issued etc
• WSP and ATR compilation with SDF to MICTSETA
• Manage staff study assistance programme, external bursary funding for tertiary institutions and learnership intake
• BBBEE compliance on skills development and upkeeping information on BEE123
• Support regional managers with grievances, disciplinary and capability investigations and hearings
• Conduct staff exist interviews and provide a summary of findings and trends to the business
• Worked closely with HR colleagues, monitored, reviewed and updated all policies in line with current legislation and best practice

Achievements

• Disbursement of study assistance funding for internal employees
• Successful intake of 25 disabled learners as a host employer
• Consultations for section 189 process and provided career counselling and advice

Reason For Leaving: Contract ended prematurely as a result of C19 and company entered Sec 189 proceedings with permanent employees.

• Resourcing RBB (Retail Business Banking)
• Contracted to Absa RBB to assist in the restructuring and 189 process known as "Project Arise"
• To oversee the restructuring and 189 process within Vehicle Asset Finance
• Delivered on the talent acquisition and resourcing activities for Project Arise roles and supported all areas in this process with robust engagement
• Interacted and consulted with various stakeholders to secure the end to end delivery of the right talent during these phases
• Evaluated resumes, interviewed, and presented qualified candidates to hiring managers and solicited feedback to refine recruiting strategies
• Accountable as the process owner for both the 189 and vacancy driven process
• Attended briefing sessions for role requirements with a clear understanding of the qualification and experience requirements including the sourcing strategy
• Implemented innovative recruitment strategies to increase number of high-quality job applicants.
• Collaborated with hiring managers to determine job requirements and understand departmental needs.
• Created effective talent acquisition training materials that supported culture and performance objectives.
• Utilized social media platforms to source potential candidates and build pipeline of qualified talent.
• Provided regular updates to hiring managers and HR staff on recruitment activities and progress.
• Compiled reports on recruiting activity to illustrate time-to-fill, cost-per-hire, and source of hire.
• Conducted telephone and in-person interviews to assess candidate experience and qualifications.
• Created and distributed job postings on job boards, corporate career sites and social media networks to increase reach.
• Developed and maintained applicant tracking system, tracking all job openings, applicants and interviewing activity.
• Controlled and managed candidate responses received from the 189 process and vacancy driven process and tracking progress within the recruitment process
• Accountable for the SharePoint Workflow and the Confidential Folder in Taleo (ATS)
• Managed candidate expectations from the first point of contact with Absa, during the 189 process and throughout the recruitment process by providing a realistic view of the process to be followed, role requirements, business environment and feedback
• Managed post interview responses and feedback to candidates with support from the Resourcing Administrator/Officer and oversee the Resourcing Administrator/Officers candidate management experience
• Managed the engagement between candidates, hiring managers, People Function Partners from first point of contact until the on-boarding process through continuous feedback to business and candidates
• Provided hiring managers with continuous feedback on candidate progress throughout the recruitment process
• Ensure that the application of the Resourcing Governance, Resourcing Policy and process in the business were adhered to
• Ensured pre-employment screening processes were conducted rigorously and efficiently prior to offers of employment being issued to employees
• Reviewed any adverse risk assessments and provided recommendations
• Built strong relationships with assessment service providers
• Arranged feedback sessions for all colleagues with psychologists from the assessment provider

Achievements

• Successful completion of the project and restructure within Vehicle Asset Finance Division after the 189 process.

Reason For Leaving: Contracted by TalentCru for a duration of 6 months and the project was completed.

• Business Unit: HR Administration and Payroll

While seeking either a contract or permanent opportunity I began assisting SMME's with their payroll processing and ad hoc HR admin duties as a "virtual assistant"

• Payroll for all staff on Sage VIP Payroll
• Uploaded time records into computer system and made adjustments to create accurate database for payroll processing functions.
• Verified and submitted timekeeping information for accurate and efficient payroll processing.
• Added new employees and removed employees who have resigned from the payroll system
• Processed and submitted monthly SARS Statutory Returns (EMP 201 | EMP 501) UIF, PAYE, SDL) on E-filing
• Annual Workmen's Compensation Submission and letter of good standing (CFfiling)
• Maintained strict confidentiality of all payroll information and records.
• Resolved payroll discrepancies quickly and successfully.
• Generated reports to track employee time and attendance.
• Performed data entry tasks and maintained accurate records of employee payroll information.
• Completed payroll accurately and timely to meet employee expectations.
• Compensation Filing
• Assisted with drafting employee contracts

Achievements

• The Managing Director was pleased with my efficient and prompt service and the manner in which the payroll processing was handled in a timeous manner each month. Payroll was always processed on time with zero errors.
• The MD was elated to receive a letter of good standing from SARS

Reason For Leaving: Consulting part time.

• Recruitment and Selection
• Employee induction and onboarding
• Maintained personnel records of employees regarding salary, leave, training,
• Managed a HR Intern and Finance Administrator
• Compiled and managed recruitment budget plans and expenditure
• Labour Relations Act and other relevant acts of compliance
• Human resources system administration
• Administered and coordinated Employment Equity
• Training and development
• Job descriptions and KPI's for all staff
• Captured, updated and maintained HRM information
• Coordinated flow of and maintained records of performance management documentation
• Training and Development (Conducted Internal Training)
• Drafted a training plan for staff and scheduled the necessary training with external vendors within scope of budget
• Monitored monthly staff incentives and formulated monthly evaluation sheets and criteria for the monthly incentive
• Generated and compiled HR data/statistics to management for reporting purposes
• Employee Relations activities and interventions
• Organized , planned and developed all HR activities in the business
• Employee Wellness and Reward & Recognition Program
• Arranged employee socials and functions
• Issued staff uniform and monitored the uniform register
• Occupational Health and Safety administration
• BEE Scorecard, COIDA, WSP & ATR, EEA1
• Implemented processes and procedures .i.e compiled the disciplinary code of conduct, health and safety manual, vehicle usage policy,uniform policy etc
• Disciplinary procedures and hearings
• Payroll processing and administration on Sage Payroll
• Submission of UI 19 declarations, EMP 201, EMP 501 to SARS
• All HR Audits
• Advised and counselled employees on work, career, personal and industrial relations matters

Achievements

• This was a small to medium sized business who did not have a HR function in place. Developed and implemented recruitment strategies to attract top talent aligned with the company's culture and values
• Developed and implemented HR policies and procedures to ensure consistency and fairness in the treatment of employees
• Developed, managed, and maintained all employee contracts, ensuring compliance with relevant laws and regulations.
• Maintained company compliance to established organizational standards.

Reason For Leaving: Retrenched

• Developed a good understanding of the client business, their industry, work culture and environment
• Partnered with Business Unit Managers at IBM in understanding their current talent and assisted in identifying talent required
• Managed a total of 60 contractors onsite at IBM Park (Sandton) and offsite, managed HR issues incl (change management; performance management; succession planning; salary/leave queries; rate reviews) etc
• Worked towards targets related to the number of candidates placed and values to be billed to the client (IBM S.A)
• Maintained the existing contractor headcount and worked towards increasing the monthly headcount as per client requirements
• Prepared a quotation on talent needed for business areas and submitted to BU Manager for approval
• Worked on HRIS and Applicant Tracking System/PeopleFluent sourcing potential candidates
• New talent onboarding and ensured that contract documentation were signed by all parties concerned and filed timeously
• Contract renewals and /or negotiated with the client a month in advance on contract extension/s when the current contract of a contractor was due to expire, including an increase in the contractor rate if applicable
• Prepared a quotation for the contract extension which was submitted for approval to the Business Unit Manager
• Processed monthly contractor invoices on electronic web order invoice system
• Compiled monthly invoice packs for the various cost centres and distributed to the relevant BU managers
• Accurate management reporting done for each BU Manager on staff movement for the month (incl cost report/ headcount report/ leave report/resignations)
• Ensured that the assigned Manager's Assistant who worked on the IBM account captured all contractor timesheets in time and that all contractors were paid timeously
• Used social media (LinkedIn) and career portals (pnet, careers24, career junction) to advertise positions identified by BU managers to attract talent
• Headhunted for Senior positions
• Ad response handling, screened and assessed Cvs, telephonic screening, conducted face to face competency based interviews, online/virtual interviews
• Arranged interviews with shortlisted candidates and BU Manager/s or a panel
• Obtained feedback from BU Manager/s on the outcome of the interview and advised applicants who were interviewed accordingly
• Regretted the unsuccessful applicants and informed the successful applicant
• The successful applicant identified, briefing on salary and agreeing on a start date
• Managed full cycle of recruiting, hiring, and onboarding new employees.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Maintained confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties.
• Conducted employee surveys and interviews to evaluate employee engagement and job satisfaction levels.
• Integrated talent management process to include detailed analysis of potential talent gaps and development of career plans to identify and retain current talent and attract outside talent to business.
• Advised senior management on organizational development and change management initiatives.

Reason For Leaving: Opportunity to get more involved with full HR generalist duties.

• Managed two junior recruitment consultants, mentored and coached on the full 360 recruitment lifecycle
• Cold Called clients to assist with placing temporary or permanent staff and to secure new business
• Generalist (positions varied from junior to senior management level positions)
• Positions recruited: Office Administrators, Call Centre Agents, HR administrators, Financial Managers, Bookkeepers; Receptionist etc
• Scheduled client visits to introduce myself and deliver a copy of my company portfolio
• Explained terms of business and guarantee periods
• Listened to the clients' needs and partnered with them to find the correct match and culture fit for their organization/business (conducted during job briefing stage)
• Advertised positions on career portals
• Conducted phone interviews to assess applicants relevant knowledge, skills, experience and aptitudes.
• Interviewed prospective candidates for positions that were available (in person interviews after pre-screening call)
• Conducted credential checks making use of LexisNexis
• Reference checking and screening of all candidates
• Shortlisted candidates and briefed candidates on interview dates and times
• Conducted follow up call with candidate and client after the interview took place to give relevant feedback
• Managed the offer stage between the candidate and client
• Conducted first day onboarding visit when the candidate commenced work at the client
• Built strong relationships with internal and external candidates to ensure an excellent hiring experience.
• Maintained good client relations and delivered excellent customer service
• Conducted weekly visits to temps and ensured that they had enough timesheets and discussed any issues
• Achieved staffing objectives through strategic and tactical planning, program management expertise and knowledge of effective recruitment, interviewing and training procedures.
• Ensured that staff morale was good and that clients were happy weekly coaching or mentoring sessions with temps
• Weekly temp payroll via Pastel and monthly invoicing to clients
• Monthly account reconciliation

Reason For Leaving: Costs of running a small business exceeded the financial income generated.

• Built and maintained client relations
• Established viability of prospective clients
• Cold called (telephonically and visits in order to source new business
• Maintained and developed existing business
• Researched prospective clients prior to meeting with them
• Set up presentation meetings with clients and took minutes\recording pertinent information relayed by the client
• Conducted competency based interviews with candidates
• Evaluated and tested candidates' skills
• Monitored performance on a measuring tool (Balanced Scorecard)
• Screened candidates as per job specifications
• Developed and posted job descriptions to various platforms to communicate open position requirements to potential candidates.
• Identified client needs and offered possible staffing solutions –conducted a needs analysis assessment
• Maintained company Applicant Tracking System (ATS) to manage and track resumes and information about candidates.
• Tracked recruitment metrics and reported on progress to evaluate recruitment effort success.
• Ensured TOS (terms of service) was signed by the client and credit clearance obtained before the recruitment process started
• Effectively explained Kelly's TOS to clients including guarantee periods
• Put together a CRM (Corporate relationship management) strategy on a month to-month basis
• Implemented the activities on the strategy in order to retain the existing client portfolio
• Followed up with clients during the recruitment process to establish the status of the process
• Handled any queries or problems which arose during the recruitment process
• Obtained interview dates and times from clients
• Prepared the candidates before the interview- candidates brief, prep and conducted a “mock” interview
• Obtained feedback after the interview from both client and candidate
• If the candidate was successful, oversaw the negotiation between the candidate and client in terms of the salary package being offered
• Conducted background checks, reference checks and other pre-employment screenings, identifying candidates to meet hiring criteria.
• Did weekly status calls to both the client and candidate during the guarantee period
• Networked and built relationships with potential candidates and industry professionals to identify potential candidates, stay informed about industry trends and gain insight into skills and qualifications in demand.

Reason For Leaving: To pursue own small business