Buzwe Fani

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• Led end-to-end talent acquisition strategies, managing workforce planning, recruitment, and onboarding to align with business objectives and ensure a steady pipeline of skilled talent.
• Partnered with business leaders and cross-functional teams to design and implement HR solutions that drive workforce productivity, enhance employee experience, and support business goals.
• Developed and implemented HR analytics dashboards using MS Excel and Power BI to track key workforce metrics, enabling data-driven decision-making and continuous improvement of HR policies and procedures.
• Conducted strategic exit interviews and workforce analysis to identify trends, improve employee engagement, and develop targeted retention strategies.
• Designed and implemented employee engagement programs, fostering a high-performance culture through innovative HR initiatives and continuous feedback mechanisms.
• Provided strategic HR guidance to managers and leadership teams, advising on workforce planning, performance management, employee relations, and organizational change.
• Led training needs analysis and implemented Learning & Development programs to enhance leadership capabilities, technical skills, and succession planning.
• Championed Diversity, Equity, and Inclusion (DEI) initiatives, driving policies and programs that promote workplace inclusivity, equitable opportunities, and compliance with employment equity requirements.
• Developed and executed talent management strategies, including career development frameworks and succession planning to improve retention and leadership pipelines.
• Analyzed turnover and workforce trends, leveraging data insights to design proactive strategies that strengthen employee engagement and job satisfaction.
• Ensured compliance with South African Labour Laws, including the Labour Relations Act, BCEA, EEA, and Skills Development Act, by proactively reviewing and updating HR policies to align with legal requirements and industry best practices.
• Collaborated with legal and compliance teams to refine HR policies, strengthen governance frameworks, and mitigate labor-related risks.
• Led seamless onboarding and integration processes for new hires, ensuring compliance with South African labor regulations while enhancing employee experience and productivity.

Refined Duties & Responsibilities: Diversity & Inclusion Champion Responsibilities:

• Provide strategic HR support to management by advising on the interpretation and application of HR policies, labor laws, and best practices to drive business objectives.
• Oversee and implement Talent Management and employee engagement strategies that align with business needs, fostering a high-performance culture and workforce retention.
• Manage and resolve complex Employee Relations (ER) matters, utilizing workforce analytics to identify trends, mitigate risks, and develop proactive solutions that ensure compliance with South African Labour Laws.
• Facilitate Career Development initiatives by identifying training needs, aligning learning programs with business priorities, and driving skills development strategies that enhance workforce capabilities.
• Lead the implementation of Organizational Culture and strategy initiatives, measuring cultural effectiveness and refining interventions to strengthen employee experience and business performance.
• Drive Diversity, Equity & Inclusion (DEI) initiatives in line with the company’s Transformation & Employment Equity Plan, using data-driven insights to track progress and implement impactful interventions.
• Ensure statutory compliance with South African labor legislation, including the Employment Equity Act, Skills Development Act, and B-BBEE regulations, by managing data reporting and compliance frameworks.
• Lead B-BBEE reporting and compliance efforts, overseeing pillars related to Management Control, Skills Development, and Employment Equity, while ensuring governance structures support transformation objectives.
• Prepare and present HR analytics reports for EXCO and Board Committees, leveraging workforce data to provide insights into key HR metrics, trends, and strategic recommendations.
• Drive Performance Management processes by coaching managers on performance agreements, fostering a culture of continuous feedback, and using data analytics to optimize performance outcomes.
• Manage end-to-end recruitment and onboarding processes, ensuring talent acquisition strategies align with business growth and integrating new hires effectively through structured induction programs.
• Collaborate with SETAs and training institutions to design and implement Internships, Learnerships, and training programs, ensuring compliance and timely submission of funding claims.
• Develop and maintain HR dashboards to track and report on key workforce metrics, including leave management, attrition trends, and recruitment activities.
• Plan and execute Diversity & Inclusion (D&I) initiatives, including facilitating Disability Forums, Gender Mainstreaming programs, Youth Empowerment initiatives, and Coaching & Mentoring programs to advance women into leadership.
• Coordinate and lead divisional EE reviews, ensuring the accuracy and compliance of employment equity data while collaborating with Human Capital Partners.
• Develop and execute a Corporate Social Responsibility (CSR) strategy aligned with BEE requirements, ensuring impactful social development contributions.
• Generate monthly and quarterly HR reports to analyze employment trends and assess the progress of designated employees across occupational levels.
• Ensure the effective functioning of EE Committees, providing subject matter expertise, guiding leadership on committee recommendations, and ensuring governance alignment with transformation objectives.
• Draft, consult, and oversee implementation of Employment Equity Plans, ensuring approval, implementation, and continuous review in alignment with national employment equity frameworks.
• Submit Employment Equity Reports (EEA2/EEA4) annually to the Department of Labour, ensuring compliance with South African employment legislation.

Human Resources Management

• Employee Relations: Handled grievances, disciplinary processes, and counseling sessions, ensuring fair and consistent policy application.
• Performance Management: Facilitated performance agreements, monitored poor work performance, and coordinated interim and final performance reviews.
• Talent Acquisition & Onboarding: Designed job descriptions, drafted job adverts, pre-screened candidates, facilitated interviews, issued offer letters/contracts, and arranged induction programs.
• Employee Exits & Offboarding: Managed clearance processes, conducted exit interviews, and provided insights for workforce retention.
• Career Development: Guided employees on Personal Development Plans (PDPs), career progression, and succession planning.
• Training & Development: Facilitated Workplace Skills Plan (WSP) development and consultation and managed the submission of the Annual Training Report (ATR) to MICT SETA.

Organizational Development & Compliance

• Job Evaluation & Organizational Review: Conducted job evaluations and aligned functions with business needs.
• HR Data & Reporting: Provided monthly HR Dashboard reports on recruitment, attrition, performance management, and compliance activities.
• Diversity, Equity & Inclusion (DEI): Designed and implemented Equality, Diversity & Inclusion (EDI) programs in line with the company's Transformation Plan.
• Employment Equity (EE): Drafted EE Plans & Reports (EEA2/EEA4) and coordinated EE Committee functions while ensuring compliance with South African labour laws.

Facility & Security Management

• Facilities Operations: Managed lease agreements, maintenance schedules, and workplace safety to ensure seamless operations.
• Occupational Health & Safety (OHSA): Served as SHE Representative, ensuring workplace safety compliance, reporting incidents, and overseeing risk assessments.
• Security Management: Oversaw physical security contracts, ensuring effective vendor performance and cost efficiency.

Contract & Supply Chain Management

• Vendor & Supplier Management: Led contract negotiations, monitored supplier performance, and ensured compliance with procurement policies.
• Budgeting & Demand Planning: Managed corporate services budgeting, procurement, and resource allocation to optimize costs and operational efficiency.

1. Employment Equity Strategy & Compliance 2. Workforce Analytics & Succession Planning 3. Transformation & Diversity Programs 4. Stakeholder Engagement & Reporting

• Consultative Forums: Initiated and facilitated Employment Equity (EE) Consultative Forums within departments, engaging Heads of Departments (HODs), Unions, and designated groups to ensure compliance with the Employment Equity Act (EEA) and drive inclusivity.
• Employment Equity Planning: Developed EE Plans aligned with the Provincial HR Strategy, utilizing data analytics to identify workforce gaps, inform planning, and track progress.
• EEA2 & EEA4 Reporting: Compiled and submitted EEA2/EEA4 reports for all departments, ensuring Department of Labour compliance and leveraging HCM analytics to ensure accuracy and completeness.
• HR Statutory Compliance: Provided input on the implementation and monitoring of HR statutory frameworks, ensuring compliance with South African Labour Laws and identifying opportunities for process improvements.
• Workforce Analysis: Conducted workforce analytics using HCM tools to identify skill gaps, assess workforce demographics, and develop data-driven succession planning strategies.
• Numerical Goals & Targeting Models: Calculated numerical goals and targets for EE Plans, utilizing predictive analytics to set realistic and measurable targets for transformation.
• Statistical Reporting: Designed and implemented monthly statistical reporting templates, illustrating the impact of appointments, terminations, and workforce movements on EE objectives.
• Diversity & Inclusion Initiatives: Facilitated culture programs to promote an inclusive workplace, including Diversity & Inclusion Workshops, Reasonable Accommodation Programs, and targeted recruitment initiatives for underrepresented groups.
• Gender & Disability Inclusion Reporting: Developed specialized EE reports, including the Gender Equality Strategic Implementation Report, JobAccess Implementation Report, and Public Service Women Management Week Report, providing insights for transformation efforts.
• Employment Equity Forums & Advisory Support: Scheduled and led Employment Equity Consultative Forum meetings with Provincial Government departments, utilizing HCM analytics to track trends and recommend improvements.
• Monthly EE Reporting: Compiled and distributed monthly EE status reports using workforce analytics, identifying challenges, tracking progress, and informing departmental EE strategies.
• Policy Advisory & HR Best Practices: Provided consultative advice on HR transformation strategies, leveraging workforce data to support decision-making, enhance compliance, and optimize HR practices.

1. HR Administration 2. Training & Development 3. Recruitment 4. Industrial Relations 5. Performance Management 6. Quality Management 7. Project Management 8. Occupational Health & Safety

• Document Management & Filing: Ensure proper filing, document management, and maintenance of personnel records to uphold good housekeeping standards, ensuring easy retrieval and compliance with legal requirements.
• HR Data Management: Maintain accurate HR data by regularly updating staff registers and synchronizing them with the ERP system (SAP) for real-time tracking and accuracy.
• Staff Database Management: Manage and update the staff database to reflect new appointments, staff movements, and terminations, ensuring data integrity within the ERP system (SAP).
• Absenteeism Monitoring: Monitor staff absenteeism by analyzing quarterly leave trends, providing management with insights on absentee patterns, and identifying complex cases for further action.
• System Access Coordination: Coordinate computer access for new and existing staff in collaboration with the IT department to ensure seamless onboarding and system integration.
• Training Needs Identification: Identify training needs within business units or respond to training requests from managers to address skill gaps and developmental requirements.
• Training Coordination & Sourcing: Collaborate with the Training Coordinator to source training providers and courses tailored to the organization's specific needs, ensuring that all training interventions are aligned with business objectives.
• Training Administration: Administer, coordinate, and schedule training activities to ensure compliance with the Workplace Skills Plan and support employee development.
• Training Effectiveness Assessment: Assess the adequacy of current training interventions and report on post-training workplace impact, aiming to enhance the effectiveness of future training methods.
• Personal Development Plans (PDPs): Create or review individual PDPs to identify training and development needs, and ensure follow-through in partnership with the Training Coordinator.
• Facilitate Training: Facilitate training courses as required, ensuring all employees are equipped with necessary skills and knowledge.
• Training Records Management: Maintain up-to-date training plans and ensure compliance with the Skills Development Act, preparing necessary data for submission to the Department of Labour.
• New Hire Training: Ensure new hires are registered for mandatory training and that relevant individuals are duly informed of upcoming training sessions.
• Position Management: Coordinate the creation, filling, and modification of positions as required by the business, ensuring proper staffing at all levels.
• Recruitment & Selection: Manage the full recruitment and selection process within the department, including requesting Labour Broker (contract) staff, shortlisting candidates, conducting assessments, and facilitating interviews for various positions.
• Job Advertisement & Screening: Identify recruitment needs, create job descriptions, and post advertisements on recruitment portals. Screen CVs, conduct initial interviews, and perform reference checks to ensure suitability.
• Induction & Onboarding: Ensure successful candidates sign contracts and coordinate induction and training with line managers to support smooth integration into the company.
• Disciplinary Guidance: Provide ongoing advice to line managers on appropriate disciplinary actions, ensuring compliance with company disciplinary codes and relevant labor laws.
• Conflict Resolution: Support managers in managing disciplinary matters and resolving conflicts within the workplace to maintain a productive work environment.
• Performance Monitoring & Counseling: Address performance deviations from agreed standards by applying HR procedures, and arrange counseling through the Employee Assistance Program (EAP) for employees facing personal difficulties (e.g., hijacking, drug abuse, sick leave abuse).
• Performance Reviews & Support: Facilitate consultations between management and staff members to address performance issues and provide ongoing support for career advancement opportunities.
• Training & Development Support: Collaborate closely with line managers to identify training needs within business units, and work with employees to support their development.
• Document Control & Auditing: Coordinate document routing and control, providing internal audit functions. Draft business processes and work procedures with input from business process owners to ensure compliance and efficiency.
• Periodic Audits & Process Improvement: Conduct periodic audits to identify issues within business units, presenting findings to stakeholders for continuous process improvement.
• ISO Compliance & Reporting: Serve as the Management Representative for ISO 9001 (Quality), ISO 14001 (Environmental Management), and OHSAS 18001 standards. Respond to improvement requests from SABS and ensure effective implementation of service level agreements.
• Integrated Management System (IMS): Manage the IMS, ensuring its ongoing maintenance and monitoring to meet business quality standards.
• Project Life Cycle Management: Manage projects through their full life cycle using the Project Dashboard, ensuring coordination of tasks within projects for accountability and tracking of progress.
• Project Support: Provide support for project owners by regularly monitoring project activities, helping to maintain timelines and manage resources effectively.
• Workplace Health & Safety Compliance: Review work environments to ensure compliance with Health and Safety Regulations and prevent health risks within the workplace.
• Injury Reporting & COID Compliance: Compile forms for injured staff and submit them to the relevant COID office for compensation, ensuring adherence to required reporting protocols.
• Monthly Safety Inspections: Conduct monthly OH&S inspections, addressing any deviations identified during inspections of portable electronic equipment, earth leakage registers, and fire safety equipment.
• Fire Drills & Safety Protocols: Schedule fire and evacuation drills as per OHSA requirements, ensuring preparedness for emergencies.
• Incident & Accident Reporting: Compile detailed reports on Incident/Accident statistics, analyzing trends and implementing corrective actions where necessary.
• COIDA Documentation Management: Oversee all COIDA documentation, ensuring proper handling and compliance with legislative requirements.