Batseba Penelope Nkuna

System Management:

• Partner with the HR team to understand business processes, review current systems, and define requirements for purposes of modifying and implementing HR system solutions.
• Interpret business specifications into clearly written technical requirements to build HR system solutions aligned to business processes.
  Provide technical system support and liaise with Workday or alternate vendors to ensure timely resolution of escalated technical issues.
  Document and maintain security, data governance & risk management policies and frameworks.
• Gather business requirements to support the delivery of HR Operations and COE deployment of system solutions for talent, rewards, performance, and learning management.
• Assist in the implementation of new HR systems, including testing.
• Define technical standards and standard operating procedures for system configuration ensuring clear communication of system setup requirements.
• Participate in data governance activities, such as data stewardship and data quality assessments.
• Provide functional, technical, and process expertise to the HR and functional business teams.
• Develop and prep UAT documentation for the implementation of system upgrades and modifications.
• Utilize BPMN Principles to document and maintain business processes.
• Improve business direction by prioritizing customers and implementing changes based on collected feedback.
• Conducted interviews with key business users to collect information on business processes and user requirements.
• Analyzed key aspects of the business to evaluate factors driving results and summarize into presentations.
• Apply problem-solving skills to analyze and resolve issues impacting business operations and goal achievement.
• Generate business intelligence reports to inform strategic decision-making.
• Perform gap analysis to identify areas of improvement.
• Collaborate with stakeholders to define project objectives and criteria.
• Assess business requirements to forecast annual budgetary operational costs.
• Survey clients to ascertain requirements and expectations for the product.
• Interact with internal customers to understand business needs and translate into requirements and project scope.
• Execute analysis of risks to assist with identification of risk mitigation strategies.
• Develop customized reports, summarize and present data in a visually appealing format.
• Identify patterns and trends in large data sets and provide actionable insights.
• Analyze data to identify root causes of problems and recommend corrective actions.
• Design and develop data pipelines to acquire , clean, and process data.
• Collaborate with stakeholders to identify business needs and data sources

Security & Governance:

• Analyze and maintain oversight of system security requirements, governance, and data policies for all HR systems and applications.
• Collaborate with IT team to ensure system functionality, security, and integrations are properly managed and optimized.
• Manage access to HR data & information by establishing access criteria and maintaining records of access authorizations and non-disclosure agreements.
• Collaborate with IT and cybersecurity teams to implement appropriate security measures, access controls, and data protection protocols.
• Maintaining data integrity, running reports, providing data analysis, and concluding data trends to support HR digital transformation strategy.

Continuous Improvement:

• Assist with identifying and forecasting of trends and options for addressing operational issues and continuous improvement.
• Keep abreast of emerging HR technology trends, best practices, and industry benchmarks.
• Engage with internal and external forums to seek opportunities to leverage new technologies, functionalities, or integrations to improve HR system processes and enhance employee experience.
• Identify opportunities to streamline processes and improve the employee experience(EX) & user experience (UX) through system automation and integration.

• Cooperated with company leaders in change management and talent solutions to gain competitive edge in job market.
• Established consistent language and methodology for talent discussions, development, and succession.
• Negotiated contracts and managed budget for recruiting expenses.
• Conducted compensation conversations with human resources and hiring managers to foster internal and external equity.
• Analyzed recruiting metrics to share reports and recommendations with stakeholders.
• Optimized sourcing networks and used proactive methods to direct source candidates.
• Promoted increased focus on internal talent mobility and emerging talent for South Africa,UK & USA.
• Completed talent acquisition and management for over 100 roles in 9 months for internal and external placements resulting in company cost saving in excess of R1.5million.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.
• Improved office efficiency by effectively managing internal communications and correspondence.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Design & write up of job postings and job descriptions for relevant job boards.
• Identified and created recruitment and administrative performance metrics and data to analyze trends, drive change, and assess progress.
• Created and drove talent acquisition and job placement strategies to attract diverse candidates.
• Stakeholder engagement & liaison with Chief Information Officer & Senior Leadership team namely:

1. Infrastructure & Operations
2. Data & Analytics
3. Digital Engineering
4. Project Management
5. Solutions Architecture
6. Finance

• Established foundational processes for business operations.
• Scope-Train and provide skilled level service technicians for Microwave and Radio Frequency maintenance of Network Towers as a subcontractor to CCS for MTN, Telkom, Vodacom sites around Johannesburg.
• Trained and developed team members to build human capital.
• Oversaw business budget planning and administration, accounting functions, purchasing, and bi-weekly payroll to handle financial needs.
• Evaluated suppliers to maintain cost controls and improve operations.
• Consulted with customers to assess needs and propose optimal solutions.
• Trained and motivated employees to perform daily business functions.
• Enhanced operational efficiency and productivity by managing budgets, accounts, and costs.

• Collaborated with leadership & stakeholders to assess and improve policies impacting client's Human Capital/Resources across board.
• Managed full cycle of recruiting, hiring, onboarding,employee payroll.
• Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for disciplinary hearings .
• Advised executives on best practices for employee growth and productivity goals, consistently helping companies improve retention.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Resolved understaffing issues, disputes, employee terminations, and disciplinary procedures.
• Promoted and enabled necessary changes to align operations with strategic plans.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.
• 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.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Recruited top talent to maximize profitability.
• Devised hiring and recruitment policies for over 3000 employee companies(Multichoice ,Cell C,Webhelp).
• Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
• Instructed senior leaders on appropriate employee corrective steps.
• Addressed problems with accounting, billing, and service delivery to maintain and enhance client satisfaction.
• Built and strengthened long-lasting client relationships based on accurate price quotes and customer-centric terms.
• Monitored and analyzed customer feedback to identify opportunities for improvement.
• Developed and implemented strategies to increase client retention.

• Strengthened customer relationships with proactive and collaborative approach to managing needs.
• Built and strengthened relationships with new and existing accounts to drive revenue growth.
• Met and exceeded service level goals to achieve standards and expectations while ensuring alignment with company strategic objectives.
• Manage & oversee +-150 staff for 3 Departments onsite client premises.
• Management of IR issues raised by team managers
• Compile monthly IR reports
• Payroll for over 150 staff temp and contractors
• Schedule & champion regular status update meetings with Senior Management management & executives.
• Timely communication & broadcasting of business changes to employees.
• Stakeholder engagement & relationship .