Camillah Hendricks
Associate: Operations & Scheduling
Cape Town
Summary
Accomplished HR and Operations professional with a proven track record in enhancing operational efficiency and workforce productivity at Freeport Saldanha. Skilled in both MS Projects and Smart Sheet as well as assertive communication, adept at cross-functional collaboration and implementing strategic HR solutions. Demonstrated success in project management and client relationship building, contributing to organizational growth.
Overview
28
28
years of professional experience
6052
6052
years of post-secondary education
Work History
Associate: Operations & Scheduling
Freeport Saldanha
Port Elizabeth
09.2014 - Current
- Project Planning and Tracking
- Develop the overarching operational project planning approach
- Design project plans in Smart sheets and implement key milestones, activities and outputs
- Track projects against key milestones on a weekly basis and report achievements or anomalies to the COO
- Administer and co-ordinate weekly work stream meetings, taking and distributing minutes
- Liaise with project work streams on project plans and progress
- Identify project bottlenecks or delays for discussion at the weekly project or Executive Meeting
- Compile, copy and distribute all project management deliverables
- Administer the project quality assurance process, in support of the COO, assisting with developing frameworks, policies and protocols as required
- Develop standardized project approaches and processes and roll these out across programmes Operational Delivery: Project Reporting
- Develop a dashboard for project reporting on a weekly basis
- Highlight issues that need to be discussed or ‘red flags’
- Develop project reporting standards and protocols
- Assist with the compilation of reports
- Facilitate the development and implementation of a knowledge management and customer relationship management system, as required
- Develop broader documentation framework, including controls and procedures for capturing and saving documentation
- Set up and maintain all business unit and project work-stream files and project documentation
- Design and implement the document repository
- Train and upskill project team members on using the document repository Operational Delivery: Customer Labour Approach
- Implement an overarching labour strategy for Freeport in support of their customers and investors, for ease of doing business
- Undertake a labour relations advisory function for the Zone investors, as required
- Design and implement a plan for labour statistics review & implementation with investors, in support of the Zone economic development and job creation targets and initiatives Customer and Stakeholder Management
- Develop key internal and external stakeholder relationships
- Manage effective working relationships across Freeport projects and teams, enabling compliance and focus on effective project practices
- Develop service provider relationships to support technology platforms as required Compliance and Risk Management
- Adhere to all policies and procedures of Freeport
- Manage risks associated with function
- Develop a broad knowledge of relevant SEZ legislation and practices Financial Management
- Adhere to all financial policies and procedures in the SBIDZ environment
- Maintain a focus on cost effectiveness in all business practices
- Undertake procurement in line with policies & procedures Reporting, Communication & Administration
- Implement and manage the project and knowledge management reporting approach for the organisation
- Undertake functional quarterly reporting in line with organisation and legislative requirements
- Follow key communication, reporting and administration processes within the Programme Scheduler Function
- Communicate actively and effectively resolving any potential conflicts that may arise
- Display initiative in understanding the broader Freeport functions and team roles and requirements, supporting team members as necessary, to help drive a successful, commercial culture
- Member of the EE Committee.
Project Scheduler
Saldanha Industrial Development Zone Licencing Company
01.2014 - 08.2014
- Reason for leaving : Job has been restructured
- Duties:
- Draft and maintain project plans for all the work streams, using MS Project.
- Measure and report on project progress.
- Identifying bottlenecks and red flags.
- Liaise with project work streams on project plans and progress.
- Create a dashboard.
- Effect change/additions to plans on the Gantt chart.
- Draft and maintain project / work stream files
- Establish document control procedures
- Compile, copy and distribute all project management deliverables
- Collate actual data and forecasts
- Update plans and administer the quality review process
- Administer and co-ordinate weekly work stream meetings
- Take and distribute minutes of all work stream meetings
- Assist with the compilation of reports
- Compile project progress reports in Gantt chart format
- Assist in the setting of standards (ISO; Charters; Policies)
- Maintain project repository (library)
- Ensure Project support in administration and correct and efficient use of standards across all projects
- Attendance at project / work stream meetings
- Developed reports for senior management regarding performance, budgeting and forecasting goals.
- Provided training sessions for new employees on best practices related to scheduling and resource allocation.
- Maintained updated knowledge through continuing education and advanced training.
- Completed day-to-day duties accurately and efficiently.
- Provided support and guidance to colleagues to maintain a collaborative work environment.
HR Consultant
Volkswagen Group
Port Elizabeth
05.2012 - 11.2012
- Expired
- Duties:
- To co-ordinate and action the recruitment, selection, appointment and integration of suitable candidates into the organisation, in order to ensure current and future manpower needs are met
- To direct compensation/wage administration and process outcomes timeously according to policies, procedures and agreements, in order to ensure equity within the organisation whilst maintaining a competitive edge in the market place
- To recommend, implement and participate in job evaluation processes (hourly/Staff) in order to ensure a unified application and interpretation of principles within the organisation
- To consult with Management regarding organisation design and ensure optional processes and works organisation are effected and corporate guidelines considered
- To assist Management with diagnostic interventions of an HR nature to ensure employee productivity, harmonious relationships and the achievement of departmental and organisation objectives
- To consult with all levels of Management, Union and employees on the implementation, understanding and application of HR strategies, policies and procedures in order to ensure adherence to all policies, guidelines and agreements (NBF, NCA, RA, Absence Policy, Personnel Policies, Code of Conduct, etc.)
- To maintain an active awareness of latest developments in HR
- Research, develop, negotiate, implement and maintain progressive HR policies, procedures and agreements, in order to ensure best practices are implemented at VW
- To co-ordinate and actively participate in termination of contract activities in order to ensure the complete cycle of employment in the organisation
- To conduct training needs analyses, to develop, present, facilitate courses, workshops and interventions to functional and non-functional work groups, in order to satisfy customer requirements related to Human Resources
- To liaise and consult with Management on all HR issues (disciplinary, contractual, legalities, industrial action issues, etc.) in order to ensure all HR policies, procedures, agreements and actions are sound and in the best interest of the Company
- To prepare and represent the organisation in various conflict resolution applications (Arbitration, Disputes, Conciliation Boards, Appeals, Industrial Courts, etc.)
- To audit and initiate corrective action regarding Company HR policies (leave, grievance, absence, etc.) in order to ensure uniform interpretation and consistent application in the organisation
- To liaise, negotiate and consult with Union officials and Shop Stewards on Company strategy, operational issues and policies, in order to develop and maintain a harmonious HR relationship
- To co-ordinate and process administrative tasks relating to the job function timeously and within the required quality standards, to ensure an efficient customer service is rendered
- To lead or participate in inter- and cross division projects relating to HR, as required
- To consult with the Company Lawyer on legal issues which have HR implications for the organisation.
HR Consultant
South African National Blood Service
01.2012 - 04.2012
- Expired
- Duties:
- Comply with, and advise line managers on, administrative regulations as required by SANBS policy
- Remuneration and benefits
- Leave management
- Permanent disabilities
- Overtime
- Follow a Business Processes Value Chain to automate the administration function as much as possible
- Receive, investigate and resolve queries relating to disability claims
- Process different types of claims by gathering information, completing various forms and ensuring that the required supporting documentation is provided
- Consult with recruitment agents, line managers and SANBS policy to provide necessary support to line managers in terms of recruitment
- Conduct all interviews based on the principles of Competency based interviewing
- Ensure that positions are filled within set timeframes with candidates having the required competencies
- Ensure that appropriate assessment tools are utilised to select candidates
- Ensure that within the first month of starting, all new employees attend the Induction Programme and that Individual Performance Agreements are concluded
- Actively strive, through sound recruitment practices, to fulfil the requirements of SANBS EE plan
- Generate weekly recruitment and selection reports to update management on the status of the process
- Conduct exit interviews, and escalate trends as well as reasons that may put the organisation at risk
- Ensure that any reason of exiting associated with either misconduct, incapacity (skills), incapacity (ill-health), disability, incompatibility, resignation, retirement, death or operational requirements are both procedurally and substantively managed within the confines of statutory requirements and SANBS policy
- Ensure monthly meetings are facilitated between employee representatives and management in an area of responsibility and ensure that agreed actions are carried out
- Disciplinary and grievance matters handled within set time frames in accordance with policies and procedures and facilitate the implementation of corrective action as a result of these
- Ensure that managers and supervisors are able to handle disciplinary and grievance matters through coaching and formal training and update them on any developments in legislation and policies
- Provide guidance and advice to staff and managers on operational ER related matters and respond to all queries within 24 hours
- Refer any matters that need to be escalated to the IR Specialist
- Represent the organisation at the CCMA
- Attend meetings, and training and take not of memos to ensure that all advice provided to business is in line with SANBS strategy and policy
- Provide training, coaching and guidance to managers and supervisors on the implementation of the performance management system
- Ensure that all staff in areas of responsibility has IPA’s and IDP’s and that performance reviews are undertaken twice annually
- Monitor the quality of IPA’s and IDP’s and performance review documents and take the appropriate corrective action where necessary
- Educate managers and staff on the SANBS policies and procedures and ensure that policies and procedures are applied and adhered to consistently throughout the organisation and take corrective action where appropriate
- Facilitate the achievement of EE targets by initiating, proposing and implementing initiatives that should be taken to address EE issues
- Analyse absenteeism, staff turnover, etc
- And provide feedback to line managers on a monthly basis and ensure appropriate corrective action is taken
- Escalate issues that require HR Manager’s attention
- Facilitate monthly departmental meetings between management and staff and ensure that minutes are taken and shared with all the staff
- Participate in monthly management meetings within area of responsibility, raise HR issues for management’s attention, identify HR related problems and advise managers on how to deal with these or alternatively resolve these
- Arrange and facilitate monthly meetings between managers and the union
- Provide monthly reports the HR Manager
HR Officer
The Boardwalk Casino & Entertainment World
08.2011 - 12.2011
- Expired
- Duties:
- Provide advice to managers to make properly informed HR decisions
- Assisting the HRM with preparing a recruitment plan for the year ahead; in line with business development planning, current staff and future needs
- Provide advice to management and employees in line with HR strategy and legislation
- Code of conduct and HR policies and practices are adhered to
- Adherence to relevant legislation and company processes/policies/strategies and statutory requirements
- Take on procedures are administratively smooth and hassle free
- Contracts as per templates, precedent, legally compliant and up to date and valid
- Induction processes are adhered to
- Gaming license applications as per Gaming Board requirements
- Communication of policies and standards
- Deviations from standards are addressed and escalated as per policy
- Admin information is accurate, up to date and complete
- Files meet legal requirements
- Payroll deadlines and standards are adhered to
- Sign on and termination procedures have been adhered to
- Purchase orders are correctly allocated and reconciled as per policy
- Expense claims submitted to the Finance department as per policy
- Consumables use is anticipated, ordered and available on demand as per company policy
- Invoices processed as per department policy
- HR meetings/events are co-ordinated, communicated and catered as per event requirements
- Minimise CCMA cases, costs and labour disputes
- Union relationships are built and maintained
- Advice regarding disciplinary and grievance procedures is consistent and fair
- Employee utilisation of EAP programmes
- Provide information, communicate and implement EAP as per strategy
- Achieve business/project objectives and WSP
- ROI measures are tracked and reported on
Empowerment Officer
The Boardwalk Casino & Entertainment World
07.2010 - 07.2011
- B-BBEE strategy implementation
- Reported to the GM
- Targets are set against national benchmarks and business requirements
- Plans developed and communicated to staff and managers
- Legislative bodies requirements are met
- Progress against plan has been monitored and relevant action taken
- Accurate and complete reports
- Risks identified and addressed
- Audits conducted of action plans developed to address barriers and conformance to best practices
- Preparing the monthly scorecard
- Enterprise Development
- ED strategy as per best practice, policy and organisational objectives
- Maximum utilisation of budget as per ED criteria
- ED projects are implemented as per plan(planning, monitoring, implementing and handover phases)
- Publicity in major community publications achieved
- Preparing quarterly board reports on ED projects
- Corporate Social Investment/Socio-Economic Development
- CSI/SED strategy as per best practice, policy and organisational objectives
- Maximum utilisation of budget as per CSI/SED criteria
- CSI/SED projects are implemented as per planning (planning, monitoring, implementing and handover phases)
- Publicity in major community publications achieved
- Financial compliance to company’s accounting practices, policies and procedures
- Budget is aligned to strategy and achieves the operational requirements
- Overhead expenses controlled as per PIP
- Budget is managed within financial parameters and standards
HR Officer
Aspen Pharmacare
02.2010 - 07.2010
- Reason for leaving : Better opportunity offered at the Boardwalk
- Duties:
- Reports to the HR Manager
- Ensured recruitment, IR and HR costs are controlled
- Effectively utilize resources to keep processes cost effective
- Follow up and resolve queries in shortest timeframe within policy framework
- Improve, develop and update methods of improvement
- Provide input into OSD draft HR business plan
- Ensure implementation of HR plan within timeframe
- Ensure alignment to HR strategy and tested alignment of deliverables/system
- Ensure sound HR governance
- Attend team briefs and meetings
- Assist management to develop structures which optimize company ability to meet present and future needs
- Assist Healthcare Centre with HIV/AIDS/EAP
- Responsible for acknowledgement of learning achievements
- Ensure team efficacy is facilitated and assessed
- Conduct on the job assessments
- Facilitate and re-engineer projects
- Conduct workshops for improvement
- Ensure development of divisional succession plans
- Ensure reliable, valid and fair recruitment and placement
- Monitor employee turnover
- Review and audit sites
- Ensure recruitment costs are within budget
- Ensure inequities in salary grading are addressed
- Assist Line Managers identify training needs
- Assess training gaps
- Identify people resources and ensured career streaming is in place
- Assist management to develop structures which optimize company ability to meet present and future needs
- Assist Healthcare Centre with HIV/AIDS/EAP
- Responsible for acknowledgement of learning achievements
- Ensure team efficacy is facilitated and assessed
- Conduct on the job assessments
HR Manager
CNS Call Centre, Bloemfontein
03.2009 - 12.2009
- Reason for leaving : Relocated back to Port Elizabeth
- Duties:
- Reported to the Directors
- Was responsible for supervision of human resources in all 4 branches (+-450 staff)
- Developed and implemented policies and procedures
- Trained staff on Company Policy and Procedure
- Reported to Operations Director on all aspects of HR policies and staff matters
- Recruited all new staff and advertised new positions and branches
- Interviewed staff
- Kept staff records up to date
- Managed leave and attendance of all employees
- Handled dismissals/resignations and maintained records
- Ensured compliance with all Labour Legislation
- Managed HR Officer, Training Manager and Training Assistant
- Loaded all new employees on leave schedule and ensured details reached Finance Department
- Maintained employment contracts
- Issued employment contracts
- Sat in on all Disciplinary Hearings
- Identified areas where employees needed training/up-skilling, and organized employee development
- Used in house IT system for reports
- Sent monthly birthday bonuses to Operations Assistant
- Prepared monthly newsletter
- Assisted Operations Director with all Skills Development projects
- Assisted Operations Director with Employment Equity Report
- Issued UIF documents
- Issued certificates of service
- Issued suspension letters
- Handled confirmations of employment
- Gave references
- Handled all mediations between staff and conflict resolution
IR Practitioner
WK Construction
02.2008 - 12.2008
- Reason for leaving : Husband was offered promotion by his employer – position based in Free State
- Duties:
- Reported to the Project Manager
- Complied with Zone Labour agreement
- Ensured registration of local and seconded workers with the Client
- Administration of workers’ pre- and exit medicals
- Implemented the OH&S Act
- Managed a payroll for 270 workers via a central wage bureau
- Maintained records of workers’ absenteeism, sick leave, family responsibility leave, union fees, etc
- Labour requisitions
- Selection and recruitment
- Liaised with trade unions
- Liaising directly with workforce via shop stewards
- Creating a disciplinary code & implementation of disciplinary procedure
- Prepared weekly manpower and incident reports
- Prepared a comprehensive manpower, wage and plant report for the engineer and client
- Represented the contractor at monthly contractors’ forums
- Represented the contractor at monthly IR committee meetings
- Represented the contractor at weekly IR Manager meetings
- Represented the contractor at monthly Transport meetings
- Arranged and controlled accommodation for workers at a construction village
- Ordered and controlled delivery of daily lunch packs, facilitating training programmes on site
- Participated in disciplinary hearing and appeals
- Administered promotions with regards to a wage schedule as set out in the Zone labour agreement
- Arranged and controlled bus transport for workers
- Prepared summaries for claimable items
- Co-ordinated with SHE Officer for on-site induction
- Prepared absenteeism reports for the Client
- Prepared union membership reports for the Client
- Prepared labour histograms for the Client
IR Manager
Zingisa Construction
01.2006 - 12.2007
- Reason for leaving : Company was liquidated, Reported to the Director
- Managed all aspects of industrial relations and administration thereof
- Contract estimation
Wage clerk
Ithubalethu Construction
01.1997 - 12.2007
- Expired
- Duties:
- Administration and control of payroll
- General correspondence
- Filing
Fredericks Meyer
01.2005 - 04.2006
- Reason for leaving : Irreconcilable differences with partner
- Duties:
- Managing all aspects of business viz
- Administrative work such as managing financial records
- Managed wages and salaries
- Liaised with the client, engineer and staff
- Managing the HR aspect
- Liaison with the representative union
- Represented the company at meetings
- Supplier liaison
- Ensured compliance with statutory requirements
HR Officer
Wascon Civils Free State
01.2005 - 08.2005
- For leaving : Started own, Project Manager
- Complied with sectoral determination
- Implemented of and adherence to OH&S Act
- Prepared risk assessments
- Liaison with CLO
- Liaison with workforce directly and via union
- Prepared manpower reports for the engineer
- Co-ordinated payments to sub-contractors
- Typing OH&S reports
- Prepared invoices for sub-contractors
- Maintained employee details
Employee Relations Manager
Zingisa Construction
01.2003 - 03.2005
- Better offer from Wascon Civils, Reported to the Director and
- Compiled with Zone Labour agreement
- Ensured registration of local and seconded workers with the client
- Administration of workers’ pre- and exit medicals
- Formulated a health and safety policy
- Implemented the OH&S Act
- Managed a payroll for over 100 workers via a central wage bureau
- Maintained records of workers’ absenteeism, sick leave, family responsibility leave, union fees, etc
- Labour requisitions
- Selection and recruitment
- Controlled, ordered and distributed PPE
- Liaised with trade unions
- Liaising directly with workforce via shop stewards
- Creating a disciplinary code & implementation of disciplinary procedure
- Prepared weekly manpower and incident reports
- Prepared a comprehensive manpower, wage and plant report for the engineer and client
- Represented the contractor at monthly contractors’ forums
- Represented the contractor at monthly IR committee meetings
- Represented the contractor at weekly IR Manager meetings
- Represented the contractor at monthly Transport meetings
- Arranged and controlled accommodation for workers at a construction village
- Ordered and controlled delivery of daily lunch packs, facilitating training programmes on site
- Participated in disciplinary hearing and appeals
- Administered promotions with regards to a wage schedule as set out in the Zone labour agreement
- Arranged and controlled bus transport for workers
- Prepared summaries for claimable items
- Co-ordinated with SHE Officer for on-site induction
- Prepared absenteeism reports for the Client
- Typing OH&S reports
- Promoted employee welfare by maintaining proper protocols throughout investigations and disciplinary procedures.
- Processed new hires, transfers, and separations.
- Managed sensitive personnel issues discreetly while adhering closely to confidentiality guidelines outlined in company policies or legal requirements.
- Collaborated with HR team to establish useful implementation of employee relations programs and initiatives.
- Developed strong relationships with department heads, enabling open communication channels for addressing employee concerns swiftly and effectively.
Wage Clerk
Zingisa Construction
Port Elizabeth
01.2003 - 05.2003
- Prepared and controlled payroll (Excel)
- Filing
- Reconciled cheques
- General correspondence
- Administration of workmen’s compensation
- Forwarded UIF information
- Administration of petty cash
Education
Prince 2 Practitioner course - Project Management
Stratsure
South AfricaPrince 2 Foundation course - Project Management
Stratsure
South AfricaAdvanced Diploma in Business Project Management - Project Management
University of Cape Town
MS Projects 2010 Level 2 - undefined
New Horizons Computer Learning Centre
MS Projects 2010 Level 1 - undefined
New Horizons Computer Learning Centre
HIV/AIDS Co-ordinator training - undefined
Mpilontle Wellness Consultancy
BCom - Industrial Psychology and Business Management
Nelson Mandela Metropolitan University
HIV/AIDS Awareness training - undefined
Nelson Mandela Metropolitan University
Skills
- Assertiveness
- Impartial Judgment Skills
- Analytical Problem Solving
- Personal development
- Client Relationship Management
- Effective Negotiation Skills
- Clear Interpersonal Communication
- Commitment to Ethics
- Organizational Oversight
- Cross-Functional Collaboration
- MS Word
- MS Excel
- MS Projects
- Smartsheet
- PowerPoint
- Access
- Impact Encore
- PeopleSoft
- SAP
- CRM
References
Mr. D. Southgate : COO and Acting CEO - Freeport Saldanha
083 455 4991
Mr. H. Alfond : HR Supervisor - VWSA
041 994 4709
Mr. I. Padiachy : National HR Manager - SANBS
011 761 9310
Mrs. F. Mkosana : HR Manager - The Boardwalk Casino & Entertainment World
078 459 5996 / https://www.linkedin.com/in/faniswa-mkosana-3438a8112
Mr. C. Ngakane : GM - The Boardwalk Casino & Entertainment World
082 809 3501
Mr. K. De Maar : HR Manager - Aspen Pharmacare
041 407 2111
Ms. V. Groenewald : CEO - CNS Call Centre
084 754 6696
Mr. C. Egerton : Project Manager - WK Construction
041 463 2426
Mr. C. Luckman : Project Manager - Coega Development Corporation
041 404 7300
Timeline
Associate: Operations & Scheduling
Freeport Saldanha
09.2014 - Current
Project Scheduler
Saldanha Industrial Development Zone Licencing Company
01.2014 - 08.2014
HR Consultant
Volkswagen Group
05.2012 - 11.2012
HR Consultant
South African National Blood Service
01.2012 - 04.2012
HR Officer
The Boardwalk Casino & Entertainment World
08.2011 - 12.2011
Empowerment Officer
The Boardwalk Casino & Entertainment World
07.2010 - 07.2011
HR Officer
Aspen Pharmacare
02.2010 - 07.2010
HR Manager
CNS Call Centre, Bloemfontein
03.2009 - 12.2009
IR Practitioner
WK Construction
02.2008 - 12.2008
IR Manager
Zingisa Construction
01.2006 - 12.2007
Fredericks Meyer
01.2005 - 04.2006
HR Officer
Wascon Civils Free State
01.2005 - 08.2005
Employee Relations Manager
Zingisa Construction
01.2003 - 03.2005
Wage Clerk
Zingisa Construction
01.2003 - 05.2003
Wage clerk
Ithubalethu Construction
01.1997 - 12.2007
MS Projects 2010 Level 2 - undefined
New Horizons Computer Learning Centre
MS Projects 2010 Level 1 - undefined
New Horizons Computer Learning Centre
HIV/AIDS Co-ordinator training - undefined
Mpilontle Wellness Consultancy
BCom - Industrial Psychology and Business Management
Nelson Mandela Metropolitan University
HIV/AIDS Awareness training - undefined
Nelson Mandela Metropolitan University
Prince 2 Practitioner course - Project Management
Stratsure
Prince 2 Foundation course - Project Management
Stratsure
Advanced Diploma in Business Project Management - Project Management
University of Cape Town
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