Dineo Moledi

HR consulting services with experience in Human Resource Development, HR Strategy design and implementation, Culture and change management, BBBEE, Employee Relations.

• In house General HR Management Services to Monkhe Projects (A renewable energy business owned by my brother and cousin)
• In house HR Management support to Graduate Institute of South Africa
• Excellent communication skills, both verbal and written.
• Self-motivated, with a strong sense of personal responsibility.

• HR Director and member of the South African Executive Leadership team, Africa and Global HR Directors Leadership teams working in a matrix structure with C
• Led a team of 5 direct reports and 4 indirect reports
• Improved Culture Survey results by 10% (64% to 74%)
• Increased Net promoter score by 18% (internal employer brand)
• FMCG Customer rating scores at 3rd place from 18th, and 1st place rating for customer collaboration
• 1st time certified Top Employer, strengthening the employer brand and EVP
• Implemented reverse mentoring and female leadership program
• Improved ExCO succession plan from 20% to 50%
• Reduced attrition from 12% to 8%
• Implemented manufacturing incentive bonus plan and 1st market in Africa to lead implementation
• Led an employee wellness program that provided critical support to employees during the COVID-19 pandemic, limiting infection rates in the workplace
• Ensured the successful 2021 union negotiations in a challenging COVID low sales and low profitability environments
• Supported organizational change initiatives by guiding employees through periods of transition, minimizing disruption to productivity.
• Managed employee relations issues with care and confidentiality, maintaining trust with staff members while resolving conflicts effectively.
• Spearheaded leadership development programs to support the growth and advancement of high-potential employees.
• Collaborated with executive leadership team to develop long-term HR strategies aligned with business objectives.
• Evaluated compensation structures and policies, ensuring competitive positioning within the market and internal equity among staff members.
• Invested in professional development opportunities for the HR team, fostering continuous learning and improvement.
• Championed diversity initiatives to create an inclusive workplace culture, resulting in increased representation of underrepresented groups.
• Ensured legal compliance in all HR practices, mitigating potential risks related to employment law violations or disputes.
• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
• Fostered positive work environment through comprehensive employee relations program.

• Chief Human Resources Officer, Executive Team member, a member of the Remuneration and Social and Ethics committees of the Board
• Responsible for development and implementation of group HR strategy
• Led a team of 6 direct reports and 9 indirect reports
• Drove talent management and retention, shifting culture, performance management, total rewards, leadership effectiveness, Compensation and Benefits, Employee Experience and EVP, leadership over Clinix nursing training academy
• Implemented HR strategy aligned to Clinix Health Group business strategy approved by the Board
• Redesigned enabling support structure and hospital management structure
• Successful wage negotiations with union and prevented strikes during COVID epidemic (2020)
• REMCO and Social and Ethics committees of the board quarterly meetings and reports
• Implemented long term incentive plan to retain critical leadership talent
• Leadership of Clinix Nursing Academy with defined strategy approved by the Board
• Implemented a COVID incentive plan to retain health practitioners during a competitive nursing environment
• Implemented SAP HRIS, including the payroll module
• Successful audit of HR processes, systems and redrafting of HR policies to mitigate risk as identified by the audit committee
• Proven ability to learn quickly and adapt to new situations.
• Self-motivated, with a strong sense of personal responsibility.
• Resolved problems, improved operations and provided exceptional service.
• Participated in team projects, demonstrating an ability to work collaboratively and effectively.

• Reported into Group Functions (6 enabling functions) HR Director and led a team of 6 indirect reports from CoE
• Supported Mauritius, Zambia, Botswana, Namibia, Seychelles, Tanzania, Mozambique, and Uganda
• Defined and implemented the HR strategy aligned to functional strategies, partnering Chief Internal Auditor and General Counsel to develop an employer brand of best company to work for to retain great talent
• Project led the Workday implementation for Legal and Internal audit
• Overall responsibility over culture, talent attraction, compensation and benefit alignment, talent management, performance management, talent succession and target operating mode change
• Restructured 3 legal units post disinvestment by Barclays Bank
• Project led Workday Implementation in Legal and Internal Audit
• Improved succession pipeline led through robust talent management process with increased promotion of internal talent to Eddo-1 roles
• Implemented Internal Audit Graduate program in partnership with UP
• Introduced Post Graduate legal internship program in partnership with UP
• Improved employee engagement scores year on year in Group Legal
• 80% and 76% customer feedback ratings from Group Legal and Internal Audit respectively for HR business partnering
• Promoted employee wellness through resilience training to ensure healthy work environment
• Implemented a leadership training program to support culture change and positive employee experience
• Worked well in a team setting, providing support and guidance.
• Worked effectively in fast-paced environments.

• People and Organisation Head, member of the Middle East Africa (MEA) HR leadership team and SA Leadership Team with 3 direct reports in a matrix organisation
• Reported into GM and dotted line MEA Regional HR Director
• The role served as a co-pilot together with Finance Head to the GM
• Accountable for delivering the Human Resources Strategy in support of the regional and local priorities and financial goals, execution of Talent and Leadership Strategies, driving leadership and sales capability development, championing Mars culture & 5 Principles to drive employee engagement
• Provided business leadership in partnership with Finance Head and Marketing Head for 10 months without the GM and the Sales Director to rebase the business by launching project MORE (Maximizing Our Results Effectively) and ended the year with profit and increased Net Sales Volume by: Optimising sales structure to reflect the business reality and Improved working Capita
• Tough calls on talent (no compromise on poor performance)
• Improved governance and controls
• Implemented analytical tools for greater people insight & sound decision making
• Working with the global Compensation and Benefits team, implemented a common job framework and single, consistent pay framework for Mars Inc
• Improved culture and increased employee engagement as measured through Gallup Survey
• Leadership coaching and ways of working program to support leaders in managing the business in the absence of a GM
• Implemented Payroll System integrated to SAP financial module to eliminate reporting error and usage of spreadsheet reporting
• Led the cross segment project Mapping the Sales Career framework in partnership with the HR leads of MARS businesses
• Resolved problems, improved operations and provided exceptional service.
• Participated in team projects, demonstrating an ability to work collaboratively and effectively.
• Used strong analytical and problem-solving skills to develop effective solutions for challenging situations.

• HR Director and member of executive management team, MEA HR Director Forum, Asia Pacific Middle East Africa Women's Leadership Development Forum and a leader to 12 HR talent
• Accountable for execution of Talent and Leadership Development Strategies, Women Leadership development, Employee Branding and Value Proposition, representing business in key local and international business meetings as well as the Asia Pacific Middle East Africa Women's Leadership development forum
• Engaged and worked with various government bodies concerning skills development and labour law issues
• Implemented a compensation and benefits strategy post merger to compensate for loss of LTI following the Shanduka buy out
• Achieved Level 6 BBBE Accreditation from Non Compliance in 2010 and Level 3 in 2011
• Won Deloitte and Touché Best Company to Work for in South Africa in 2010 and 2011
• McDonalds SA accredited a Training Institute by W&R SETA
• Implemented Work High-Performance Culture Initiative
• Supported organizational change initiatives by guiding employees through periods of transition, minimizing disruption to productivity.
• Spearheaded leadership development programs to support the growth and advancement of high-potential employees.
• Facilitated regular communication channels between management and employees to promote transparency and engagement.
• Collaborated with executive leadership team to develop long-term HR strategies aligned with business objectives.

• HR Executive with 4 direct reports, member of the executive management team and state security HR leadership forum
• Led HR due diligence for listing organisation as a Section 21 organisation
• HR process mapping, drafting of policies and implementation of HR System and framework, effective manpower planning, recruitment and performance management
• Successful implementation of the HR SAP
• Recruited and retained top critical IT talent from financial services
• Board reporting
• Successful resolution of identified audit risks year on year
• Negotiated favorable contracts with vendors, resulting in cost savings on various HR services and products.
• Streamlined HR processes by implementing efficient workflows and reducing paperwork.
• Increased talent pool by implementing effective recruitment strategies, including targeted job postings and networking events.
• Managed complex employee relations issues, conducting investigations and resolving conflicts fairly and efficiently.
• Collaborated with department heads to develop strategic staffing plans that meet organizational needs both short-term and longterm.
• Structured compensation and benefits according to market conditions and budget demands.

• HR Director responsible for leading a team of 6 HR talent, member of the executive management team and the Middle East Africa HR leadership team
• Accountable for aligning Kellogg SA HR strategy to business strategy and global HR priorities including Talent acquisition, development, retention and succession strategies focused on promoting a high performance culture to enable the company to compete effectively
• A leadership coach and confidant and a collaborator in a matrix organisation
• Successful export of Kellogg SA key talent to the Kellogg Global business: 3 talent to UK business, 2 talent to US business and 2 talent to Australian business as part of the succession pipeline
• Implemented leadership Coaching and key talent mentoring programs
• Project lead HR module implementation of the for SAP enterprise wide project
• Restructured HR function to be service oriented business partnering model.
• Reduced time spent on administrative tasks, allowing HR team members to focus on strategic initiatives.
• Invested in professional development opportunities for the HR team, fostering continuous learning and improvement.
• Enhanced employee satisfaction by implementing streamlined HR processes and tools.
• Optimized HR budget allocation by strategically reallocating resources based on department needs and priorities.
• Facilitated regular communication channels between management and employees to promote transparency and engagement.
• Collaborated with executive leadership team to develop long-term HR strategies aligned with business objectives.
• Developed comprehensive onboarding programs for new hires, improving retention rates and overall satisfaction.

• GE SA HR Manager and member of the leadership team providing HR leadership to the various GE businesses (Power Controls, Industrial Systems, Aircraft Engines, Fanuc, Lighting, Medical Systems), a total headcount of 300 employees as individual contributor
• Overall responsibility over payroll, compensation and benefits, HR systems, training and development and GE Session C process, Employee Relations including union engagement
• Implementation of the GE Transformation strategy (Employment equity, skills development, female representation)
• Successfully lead the implementation of HR Oracle System for GE SA in partnership with the Global HR Oracle implementation team
• Championed the execution of a GE Global HR processes in South Africa - Session C (Performance Management, Succession Plan, Talent Development and Retention, Management of Poor Performers, compensation and benefits) and E-HR
• Facilitated the implementation of Six Sigma within GE SA
• Successful restructuring of GE Medical system following de-merger with MacMed (100 employees exited the business)
• Expatriate relocation and tax management thereof
• Lead the HR due diligence in all M& E initiative
• Led the restructuring of 200 employees following the de-merger of GE Medical Systems and MacMed
• Guided leaders and employees on company policies, programs, benefits and salary administration.
• Led decision-making and implementation of HR policies, procedures, programs and functions.
• Streamlined HR processes for increased efficiency with the use of HRIS systems.
• Oversaw payroll functions, ensuring accuracy while maintaining strict confidentiality standards for sensitive employee information.
• Facilitated organizational change through effective communication and collaboration with senior management.
• Ensured legal compliance with labor laws by conducting regular audits and updating policies as necessary.
• Collaborated closely with department heads in executing strategic workforce planning initiatives that aligned human capital resources with company goals.

• HR Officer -Organisational Development reporting into Senior Manager- Training
• Facilitating training and development initiatives for both mining and engineering graduate trainees and junior managers
• Overall responsibility over early careers (graduates, apprenticeship, learnership and ABET) and HIV/Aid education
• Led the competency Job Profiling Project for 500 employees
• Implemented a performance management systems in partnership with Deloitte and Touché, linked to the balanced score card and the theory of constraints, using the defined job roles and profiles
• Led recruitment and mentorship programs for graduate trainees, apprenticeship and ABET teachers
• Overall responsibility over Adult Basic Education and Training initiatives
• Coordinated HIV/AIDS education
• Coordinated onboarding processes for new hires, integrating them seamlessly into the workplace environment.
• Assisted managers and supervisors with employee disputes, disciplinary actions and other workplace issues.
• Supervised job interviews and conducted exit surveys to verify compliance with HR best practices.
• Promoted employee engagement with organizational objectives during new employee orientations and industry conventions.
• Drafted and documented employee handbook and company policies to reduce compliance risks.