Bradley Fortuin

As the appointed HR Business Partner for the Western Cape region, my role encompasses collaborating closely with field Area Managers and Operations teams to implement transformative HR strategies that are closely aligned with our organization’s overarching objectives.

People Partnering

• Translating the broader people strategy into tangible and achievable HR priorities and goals, ensuring that our efforts directly contribute to the company objectives.
• Cultivating strong partnerships with key stakeholders is fundamental to my approach, be a trusted advisor to business leaders, offering insights and guidance on HR matters.
• Drive initiatives aimed at improving organizational design, effectiveness, employee engagement, and retention rates.
• Leverage HR best practices and principles, and ensure that strategies and actions align with industry standards and legal requirements.
• Actively engage in coaching, mentoring, and motivating staff to consistently achieve high performance levels, foster a culture of continuous improvement and excellence.
• Ensure implementation and adherence to HR processes and administrative requirements.
• Contribute to creating a positive and productive work environment that supports both individual growth and organizational success.
• Support management with query resolution regarding general people issues.
• Enable successful delivery of people initiatives through effective change management

Employee Relations

• Mentor and coach line managers on key people management and ER processes.
• Identify existing any potential problem areas and advise line management on how they can use HR processes to make improvements
• Provide guidance to line management with regard to disciplinary issues to ensure that all associate relations matters are effectively dealt with and that confidentiality is maintained at all times.
• Provide support and advice as appropriate in disciplinary, grievance and CCMA matters.
• Creating awareness and ensuring adherence to legislative requirement and company policies and procedures.
• - Support line managers in establishing discipline and effectively resolve all grievances and disciplinary cases timorously

• Talent Acquisition & Management
• Incorporate information into business unit recruiting initiatives to source talent (for example, diversity, recruiting, third party relationships, and employment branding efforts).
• Gather information on workforce plan, talent gaps, potential attrition, and high potential talent
• Contracting and on-boarding of new associates.
• Action off-boarding, exit interviews and terminations processes.
• Monitor and track the renewal of fixed-term contracts and ensure that associates are terminated timorously with payroll, IT and Shared Services

Appointed as HR Business Partner, responsible for managing all HR operations and strategies within the company, including day-to-day operations of the Human Resources Department.

Business Partnering and HR Operations:

• Leading the development and implementation of HR programs, policies, and procedures.
• Collaborating closely with business units to understand their goals, provide HR support to drive employee performance and engagement.
• Offering guidance to Management on strategic HR initiatives, performance management, talent development, and workforce planning.
• Driving HR service delivery, ensuring timely and effective resolution of employee queries, concerns, and challenges.
• Proactively identifying HR-related challenges and opportunities within the organization, taking decisive action to address them.
• Contributing to the development and execution of HR strategies that support business goals.
• Deliver exceptional HR services and enhancing the employee experience.
• Analyzing HR metrics and data analytics to assess trends, measure People agenda effectiveness.
• Presenting data-driven recommendations to improve HR initiatives and support business outcomes.
• Manage Payroll (Sage VIP)

Employee Engagement and Experience:

• Proactively identifying areas of improvement in employee experience and engagement, offering solutions and initiatives to address them.
• Conducting employee onboarding and orientation, including training.

Organizational Development:

• Working with departmental heads to design fit-for-purpose organizational structures.
• Developing job profiles and arranging job evaluations as and when necessary.
• Assisting departmental heads in interpreting climate survey results and developing action plans.

Performance Management:

• Coaching managers and employees on the use of performance management and personal development systems.
• Coordinating objective setting and calibration sessions with departmental plans.
• Preparing performance trend reports and coaching managers on the execution of performance improvement initiatives.

Talent Management:

• Managing talent acquisition, full-cycle recruitment processes, ensure completion of recruitment activities within targeted timelines.
• Working with line managers to identify future talent needs and driving the people agenda for overall business success.
• Supporting hiring managers to fill vacant positions by utilizing various appropriate sourcing methods.
• Providing guidance to hiring managers on employment equity targets.
• Preparing regular talent analysis reports.
• Providing training and development opportunities to employees to enhance their skills and knowledge.

Employee Relations:

• Providing guidance and support to managers and employees on various ER-related issues.
• Building and maintaining harmonious and positive work environment.
• Managing dispute and grievance procedures.
• Representing the company at the CCMA (Commission for Conciliation, Mediation, and Arbitration).
• Managing complex employee relations issues, including conducting investigations, conflict resolution, and recommending solutions.

Employment law and compliance

• Monitoring labor legislation developments and proactively identifying required alignment of policies and procedures.
• Ensure compliance with statutory laws and regulations.

Appointed as HR Business Partner, responsible for managing all HR operations and strategies within the company, including day-to-day operations of the Human Resources Department.

Business Partnering and HR Operations:

• Leading the development and implementation of HR programs, policies, and procedures.
• Collaborating closely with business units to understand their goals, provide HR support to drive employee performance and engagement.
• Offering guidance to Management on strategic HR initiatives, performance management, talent development, and workforce planning.
• Driving HR service delivery, ensuring timely and effective resolution of employee queries, concerns, and challenges.
• Proactively identifying HR-related challenges and opportunities within the organization, taking decisive action to address them.
• Contributing to the development and execution of HR strategies that support business goals.
• Deliver exceptional HR services and enhancing the employee experience.
• Analyzing HR metrics and data analytics to assess trends, measure People agenda effectiveness.
• Presenting data-driven recommendations to improve HR initiatives and support business outcomes.
• Manage Payroll (Sage VIP)

Employee Engagement and Experience:

• Proactively identifying areas of improvement in employee experience and engagement, offering solutions and initiatives to address them.
• Conducting employee onboarding and orientation, including training.

Organizational Development:

• Working with departmental heads to design fit-for-purpose organizational structures.
• Developing job profiles and arranging job evaluations as and when necessary.
• Assisting departmental heads in interpreting climate survey results and developing action plans.

Performance Management:

• Coaching managers and employees on the use of performance management and personal development systems.
• Coordinating objective setting and calibration sessions with departmental plans.
• Preparing performance trend reports and coaching managers on the execution of performance improvement initiatives.

Talent Management:

• Managing talent acquisition, full-cycle recruitment processes, ensure completion of recruitment activities within targeted timelines.
• Working with line managers to identify future talent needs and driving the people agenda for overall business success.
• Supporting hiring managers to fill vacant positions by utilizing various appropriate sourcing methods.
• Providing guidance to hiring managers on employment equity targets.
• Preparing regular talent analysis reports.
• Providing training and development opportunities to employees to enhance their skills and knowledge.

Employee Relations:

• Providing guidance and support to managers and employees on various ER-related issues.
• Building and maintaining harmonious and positive work environment.
• Managing dispute and grievance procedures.
• Representing the company at the CCMA (Commission for Conciliation, Mediation, and Arbitration).
• Managing complex employee relations issues, including conducting investigations, conflict resolution, and recommending solutions.

Employment law and compliance

• Monitoring labor legislation developments and proactively identifying required alignment of policies and procedures.
• Ensure compliance with statutory laws and regulations.

• Partner with hiring managers from various power stations in South Africa (predominately Koeberg Nuclear Power Station) to understand their recruitment needs and develop a recruitment strategy to attract and retain top talent.
• Source and attract candidates by using various sourcing methods such as job boards, social media, and employee referrals.
• Sourcing Technical and Engineering skills across South Africa
• Execute Mass recruitment drives/ Projects (Bulk positions recruitment)
• Execute Learner pipeline recruitment (Apprenticeship program - bulk recruitment)
• Build and maintain strong relationships with external recruitment agencies and other talent acquisition partners.
• Screen resumes, conduct initial phone interviews, and schedule in-person interviews with hiring managers.
• Provide regular updates to hiring managers on recruitment progress and ensure timely feedback is given to candidates.
• Build and maintain good relationships with candidates to ensure a positive recruitment experience.
• Manage the interview process, including coordinating interview schedules, preparing interview questions, and conducting post-interview evaluations.
• Ensure compliance with recruitment policies and procedures, including Employment Equity (EE) regulations.
• Negotiate job offers with successful candidates and oversee the On-boarding process.
• Build and maintain a talent pool of potential candidates for future hiring needs.
• Stay updated on industry trends and best practices in recruitment and talent acquisition, incorporating innovative strategies to enhance our recruitment processes.

• Schedule interviews, coordinate interview schedules with candidates and hiring managers, and prepare interview materials.
• Maintain the recruitment database, including updating candidate records and monitoring recruitment activity.
• Respond to candidate inquiries and provide status updates on their applications.
• Assist with the preparation of recruitment reports and analytics.
• Coordinate recruitment events, such as job fairs and open houses.
• Assist with on-boarding activities, including new hire paperwork and orientation.

• Assisted with HR activities, including recruitment, on-boarding, and employee relations.
• Maintained HR records, including employee files and HR databases.
• Assisted with the preparation of HR reports and analytics.
• Responded to employee inquiries and provided status updates on their HR-related inquiries.
• Rotated between multi-discipline departments within HR Shared Services division.