CELESTE SHARPLEY-HAUPT

Consulting with clients in a variety of economic sectors as the Head Human Resources, a strategic role focused on working with organisations to align HR policies and practices with business objectives.

• Established strong relationships with key stakeholders to ensure alignment of HR goals with business objectives.
• Liaised between multiple business divisions to improve communications.
• Partner and foster with leaders and management to promote DEI initiatives and an inclusive workplace culture that aligns with organizational values.
• Support leaders and teams through organisational changes, such as mergers, restructuring, or cultural transformation
• Led talent acquisition teams in identifying top-tier candidates for critical organisational roles.
• Streamlined recruitment processes for increased efficiency and reduced time-to-fill rates.
• Negotiated competitive compensation packages, ensuring market competitiveness and employee satisfaction.
• Conducted thorough workforce analyses to identify areas of improvement and develop targeted solutions.
• Implemented effective performance management systems for ongoing employee development and growth.
• Develop and co-ordinate the implementation of succession planning initiatives, promoting long-term stability in key leadership positions.
• Designed effective retention strategies by analyzing exit interviews and other relevant data sources.
• Managed complex employee relations issues, resulting in improved workplace harmony and satisfaction.
• Collaborated with legal counsel on employment law matters, mitigating risks associated with non-compliance or litigation.
• Collaborate with Learning & Development teams to design training programs that meet business needs.
• Evaluated training needs across the organization, developing customized learning plans to address skill gaps or competency deficiencies.
• Developed comprehensive onboarding programs to improve new hire retention and productivity.
• Spearheaded leadership development programs, cultivating future organizational leaders from within the company ranks.
• Identified and implemented appropriate strategies to increase employee satisfaction and retention.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
• Fostered positive work environment through comprehensive employee relations program.
• Provide guidance to leadership on implementing HR policies and managing risks.
• Enhanced employee engagement by implementing innovative HR programs and initiatives.
• Provide input on organisational structure, job roles, and performance management systems

Reporting to the Global HR Manager in Poland and General Manager (SA), I was responsible for the HR Portfolio of the company in South Africa. With a combined workforce of approximately 136 employees (including 4 HR reports) I was responsible for managing and aligning human resources strategies (SA) with the organisation's objectives and the objectives for SA.

• Led decision-making and implementation of HR policies, procedures, programs and functions.
• Guided leaders and employees on company policies, programs, benefits and salary administration.
• Designed and managed competitive benefits programs to attract and retain employees with local, provincial and national benchmarks.
• Act as a liaison between regional/global HR teams and the local office.
• Streamlined HR processes for increased efficiency with the use of HRIS systems and used HR data to drive decisions and improve efficiency.
• Use Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
• Oversaw legal compliance with relevant employment laws and regulations in addition to compliance with company policies and procedures.
• Collaborated closely with department heads in executing strategic workforce planning initiatives that aligned human capital resources with company goals.
• Fostered positive work environment through comprehensive employee relations program.
• Managed employee relations, investigating and resolving conflicts to maintain a positive work environment.
• Oversaw payroll functions, ensuring accuracy while maintaining strict confidentiality standards for sensitive employee information.
• Implemented performance management systems, providing constructive feedback and coaching opportunities for employees.
• Manage the end-to-end recruitment process, ensuring the hiring of qualified and diverse talent.
• Facilitated organisational change through effective communication and collaboration with senior management.
• Conducted internal investigations related to harassment claims and other workplace conflicts, providing resolutions that preserved the integrity of the company''s values.

• Participated in and Reported to the Executive Management Board, the Group Human Resource Manager responsible for providing strategic as well as operational overall HR Management for Rance Timber and Amathole Forestry Company with a combined total workforce of approximately 1200 employees.
• Developed, implemented and monitored of all Human Resource Policies, Procedures and Processes ensuring effective running of the HR Department objectives
• Budgeted and Reporting in respect of Human Resource Function.
• Managed HR Operations of the Human Resource Department in order to achieve HR objectives and organisational goals
• Oversaw HR projects from inception to completion, ensuring timely and efficient delivery of objectives within budget constraints.
• Facilitated legislative compliance with all employment laws including, Labour Relations Act, Employment Equity Act, Skills Development Act, BCEA, Forestry Sectoral Determination, Security of Tenure Act, Audit Authorities such as FSC and company policies through structured auditing interventions and quality control processes.
• Conducted regular audits of HR practices to identify gaps in policy adherence or areas requiring further attention.
• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
• Developed, implemented and monitored the company remuneration and benefit strategy by conducting salary surveys and benchmarking as well as job grading and evaluation.
• Streamlined HR processes for increased efficiency and effectiveness within the department.
• Developed onboarding programs that accelerated new hire integration into the company culture and expectations.
• Implemented innovative sourcing techniques to identify passive candidates and expand talent pipelines for hard-to-fill roles.
• Development of organisation’s talent management, succession and retention strategy with active management and monitoring of the implementation and progress made in respect of achievement of set goals
• Managed all aspects of the interview process including scheduling, conducting interviews, providing feedback, and negotiating offers with candidates.
• Established strong relationships with external partners, including recruitment agencies, to source qualified candidates efficiently.
• Negotiated favorable contracts with benefit providers, reducing overall costs to the organisation.
• Oversaw payroll functions, ensuring accuracy while maintaining strict confidentiality standards for sensitive employee information.
• Championed diversity and inclusion efforts, creating an inclusive environment where all employees can thrive professionally.
• Reduced employee turnover by developing comprehensive retention strategies and initiatives such as distribution of employee engagement surveys to identify areas of improvement
• Develop an IR strategy and programmes that positively influence industrial relations within the company and foster relationships to collectively achieve organisational goals.
• Evaluated performance management systems for continuous improvement opportunities, leading to a more effective feedback process for employees.
• Strategic planning, development, implementation of BBBEE scorecard in relation to the elements of Employment Equity, Skills Development and Ownership.
• Bolstered company culture with the introduction of employee engagement events and activities.
• Management and oversight of Health and Safety function and Employee Assistance Programmes in the Group.
• Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
• Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
• Promoted a culture of continuous learning through the coordination of professional development opportunities and workshops for employees at all levels within the organisation.
• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.

Reporting into the Operations Manager, I was responsible for the monitoring and implementation of HR policies at Langeni Sawmill and Matiwane Forest with a combined total workforce of approx. 1100 employees.

• Supported business growth by aligning HR strategies with corporate objectives, fostering adaptable and high-performing workforce.
• Facilitated the implementation, monitoring and amendment of employment related policies and procedures of the company.
• Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
• Maintained company compliance with applicable employment legislation aswell as company policies and standards
• Conducted comprehensive HR audits to ensure compliance with labor laws and regulations, mitigating risk of legal issues.
• Manage the complete recruitment and selection process of available positions within the company in line with various strategies.
• Streamlined HR reporting processes, enabling more efficient analysis and decision-making with improved data management practices.
• Streamlined recruitment processes to improve time-to-hire, employing innovative sourcing strategies and technologies.
• Optimised talent acquisition strategies to attract high-caliber candidates, focusing on employer branding and competitive positioning.
• Conducted salary and market benchmarking analyses to ensure competitive compensation and attract top talent.
• Enhanced employee career paths through development of clear progression plans and continuous learning opportunities.
• Developed tailored training programs to enhance team skills and performance, addressing specific organisational needs.
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
• Improved compliance with health and safety regulations by developing and implementing comprehensive training for all staff.
• Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
• Implemented performance management systems that provided clear metrics for employee evaluation and development.
• Reduced employee turnover by analyzing exit interview data and implementing targeted retention strategies.
• Manage and implement the BBBEE strategy in respect of the Skills and Equity elements of the scorecard.
• Facilitated conflict resolution sessions, fostering positive work environment and maintaining high levels of staff morale.
• Manage all aspects of the company industrial relations including Union engagements, disciplinary hearings oversight and employee engagements.
• Increased employee satisfaction and engagement through creation and execution of targeted wellness and recognition programs.
• Liaised between multiple business divisions to improve communications.
• Discovered and resolved complex employee issues that affected management and business decisions.

Reporting to the MD in Port Elizabeth, I was the Senior HR Consultant and Branch Manager for LABOURNET. We serviced approximately 233 different clients in the Eastern Cape area in various sectors including, FMCG, Manufacturing, Automotive, Forestry and Agriculture, hospitality, parastatals and construction.

• Designed and delivered client-specific benefit presentations
• Led, directed, and managed innovative and comprehensive HR products and services delivery that served to frame and advance company mission.
• Leveraged data-driven insights from HR analytics tools to inform decision-making processes, driving measurable improvements in key performance indicators.
• Partnered with external stakeholders to provide human resource solutions that developed leaders, attracted and built quality workforce and transformed company into high performing organisation.
• Developed and maintained HR policies and procedures that adhered to employment laws, mitigating potential legal risks while maintaining compliance.
• Served as a trusted advisor to managers on HR-related issues, providing guidance on best practices for handling sensitive personnel matters effectively.
• Developed and implemented human resources policies and procedures and disseminated through employee handbooks, communications, and meetings.
• Optimised benefit offerings by conducting thorough market research and benchmarking studies, enhancing overall employee satisfaction levels.
• Oversaw investigations for employment-related claims and provided investigation and consultation support to managers.
• Designed performance management systems that aligned with company values, fostering a culture of continuous improvement and accountability.
• Provided ongoing support during organizational restructuring efforts, ensuring seamless transitions for affected employees while minimizing disruption to business operations.
• Developed comprehensive training programs for employees, resulting in improved performance and increased retention rates.
• Enhanced employee satisfaction by implementing targeted HR strategies and addressing individual needs.
• Championed initiatives to improve employee wellness, including the implementation of a comprehensive wellness program and offerings designed to support work-life balance.
• Facilitated Industrial Relations matters including Union engagement and negotiations.
• Provided human resources, recruiting and resource allocation guidance in commercial consulting environment.
• Facilitated Workmens Compensation, Skills Development, Employment Equity , Labour Relations, UIF and all other applicable legislation
• Developed and implemented onboarding and orientation programs for new employees.
• Assisted with writing job postings and job descriptions for boards.
• Assisted organisations to structure compensation and benefits according to market conditions and budget demands.
• Drove change management practices to enable organisational effectiveness and incorporate diversity and inclusion strategy to foster culture of inclusion to maximize competitive advantage and skills of workforce.
• Retrenchments and Restructuring Process Management.
• Assisted and guided clients on HR procedures and program development by devising performance evaluations, job descriptions and industry-standard salary ranges.
• Led and strategically directed team of human resources professionals.
• Represented organisations at CCMA, bargaining Councils and other dispute resolution entities
• Chaired disciplinary hearings, performance management hearing, incapacity (ill-health) performance

Owned and Managed a consultancy which serviced approximately 83 retainer clients, from various sectors including, Wholesale and Retail, Hospitality, Construction, Manufacturing, Education, in and around the Eastern Cape Area.

• Led and strategically directed team of human resources professionals.
• Impacted enterprise performance via organizational transformation, enhanced personnel engagement and effective alignment of HR strategy with business goals.
• Oversaw employee engagement initiatives such as team building events and recognition programs, boosting morale within the company.
• Conducted performance reviews and provided feedback to managers on employee performance.
• Facilitated employee professional growth through designing customised training programs that address individual skill gaps or areas of interest.
• Led conflict resolution efforts between employees, fostering improved working relationships among staff members.
• Participated on local and organization-wide committees that focused on projects that moved organization forward and towards meeting strategic goals.
• Created and delivered HR training sessions to staff, managers and executives.
• Generated and analysed reports to monitor employee engagement and attrition trends.
• Designed and delivered client-specific benefit presentations for open enrollment and new hire orientations.
• Assisted and guided clients on HR procedures and program development by devising performance evaluations, job descriptions and industry-standard salary ranges.
• Drove change management practices to enable organisational effectiveness and incorporate diversity and inclusion strategy to foster culture of inclusion to maximize competitive advantage and skills of workforce.
• Contributed to business and HR functions by identifying, prioritising and building organisational capabilities, behaviors, structures and processes.
• Partnered with leaders on HR and business functions using consultative approach to proactively identify and address issues and concerns.
• Policy Development, implementation and monitoring.
• Legislative Compliance Monitoring and Auditing.
• Structuring of Employee Assistance Programmes to mitigate people related challenges.
• Establishment and structuring of various committees to meet legislative requirements.
• Chairing Disciplinary Hearings, Incapacity Hearings and Grievance Hearings.
• Representing Employer at CCMA and Bargaining Council Matters and litigation disputes.
• Organisational Structuring and Workforce Planning.
• Union Engagements and Negotiations.
• Establishment of HR related administrative processes.
• Development and Facilitation of training interventions.

Worked as a Litigation Officer within a Law Firm providing administrative support and other necessary functions such as:

• Managed a portfolio of civil, commercial, or criminal litigation cases from initiation through to resolution.
• Represented the organisation in court proceedings, tribunals, arbitrations, and settlement negotiations.
• Conducted legal research on statutes, case law, and precedents to support litigation strategies.
  Drafted legal documents including pleadings, motions, affidavits, statements of claim, defenses, and settlement agreements.
• Provide support to attorneys in the firm by ensuring the smooth functioning of the legal team by managing administrative, research, and organisational tasks.
• Ensured timely filing of court documents in accordance with procedural rules and jurisdictional requirements.
  Managed court schedules, deadlines, and case timelines to avoid delays or sanctions.
• Collected, reviewed, and organised evidence including contracts, correspondence, witness statements, and financial records.
  Prepared legal briefs and bundles for hearings, pre-trial conferences, and discovery processes.
• Participated in mediation and negotiation sessions aimed at resolving disputes before trial.
  Drafted and reviewed settlement agreements, ensuring legal protection and favorable outcomes.
• Acted as a liaison between the organisation and external counsel, regulators, law enforcement, and courts.
• Advised internal departments on legal risks, claims, and litigation-related compliance matters.
• Preparation of litigation files for matter of the High Court or Magistrate Court in terms of Matrimonial and Custody matters.
• Provided guidance on legal and regulatory risks related to ongoing litigation.
  Assisted in developing strategies to minimize future litigation exposure.
• Kept abreast of changes in litigation practices, court rulings, and relevant laws to inform case strategies.
• Recommended procedural or policy changes based on evolving legal risks or judicial trends.
• Management of all Debt Collections.
• Preparing and signing of conveyancing documentation and requirements with clients and banks.
• Litigation Research.
• Case Management and Investigation.
• Draft, proofread, and format legal documents, such as contracts, pleadings, affidavits, and correspondence.
• Coordinate appointments, meetings, and court appearances for attorneys.
• Serve as a point of contact for clients, responding to inquiries and providing updates under attorney supervision.
• Conduct legal research to support case preparation, including identifying relevant statutes, regulations, and case law.
• Assist with the collection, review, and organization of discovery materials, including e-discovery.
• File legal documents with courts, ensuring compliance with deadlines and procedural rules.
• Help prepare exhibits, witness lists, and trial binders; may also provide in-court assistance during proceedings.
• Assist the firm in maintaining compliance with legal standards and industry regulations