Dorah M. Tlala-Tanor

• Provide strategic leadership across Human Capital, Corporate Affairs, Governance, and Group Culture, ensuring alignment with King IV and all regulatory requirements.
• Lead enterprise-wide HR strategy, talent acquisition, succession planning, leadership development, and performance management for a multi-entity group.
• Executive Director | Board Member | EXCO Member
• Oversee corporate governance, social and ethics compliance, remuneration strategy, and board reporting frameworks.
• Manage government, regulatory, shareholder, media, union, and strategic stakeholder relationships to protect organisational reputation and policy alignment.
• Direct corporate communications, ESG reporting, brand positioning, and crisis communication protocols.
• Lead HR due diligence and integration for mergers and acquisitions, ensuring cultural alignment and workforce optimisation.
• Leverage people analytics and data-driven insights to improve workforce capability, reduce talent risk, and support executive decision-making.

Board Member | EXCO Member | Permanent Member: Remuneration Committee & Social and Ethics Committee

• Provide strategic leadership of the Group’s Human Capital function, shaping workforce capability, organisational culture, and long-term talent sustainability in alignment with corporate strategy.
• Drive the design, reform, and governance of HR strategies, policies, and procedures, ensuring legal compliance, operational effectiveness, and alignment with evolving public policy and regulatory frameworks.
• Lead enterprise-wide performance management architecture, leveraging analytics to evaluate employee performance, close capability gaps, and cultivate high-performing leadership pipelines.
• Champion organisational culture, values, and behavioural standards, embedding principles of diversity, inclusion, equal opportunity, and ethical conduct across all business units.
• Spearhead leadership development, succession planning, change management, and career mobility programs to strengthen executive and managerial bench strength.
• Direct talent acquisition, retention, and rewards strategies, including innovative incentive structures that drive morale, productivity, and workforce stability.
• Provide expert advisory services on complex employee relations matters, including executive-level disciplinary interventions, terminations, and organisational restructuring.
• Oversee compensation, benefits, and employee value proposition frameworks to ensure competitiveness, equity, and alignment with Board-approved remuneration philosophies.
• Utilise workforce analytics, HR reporting, and decision-support tools to inform EXCO and Board deliberations on talent, culture, risk, and organisational performance.
• Lead HR due diligence and people-integration activities in mergers and acquisitions, ensuring seamless cultural alignment, risk mitigation, and accelerated onboarding of acquired employees.
• Maintain a dynamic organisational design that supports agility, innovation, and sustainable business growth, continuously identifying strategic gaps, risks, and capability requirements.

Executive Committee Member

• Lead the Group Human Capital strategy, driving organisational performance, talent development, and workforce capabilities aligned to business objectives.
• Oversee organisational design, succession planning, and leadership development to ensure a future-fit workforce and sustainable talent pipeline.
• Direct recruitment, employer branding, and retention initiatives to position the company as an employer of choice in its sector.
• Implement performance management and reward frameworks that reinforce accountability, productivity, and high-performance culture.
• Ensure full legal and governance compliance across HR policies, remuneration structures, benefits administration, and employment equity requirements.
• Provide strategic HR insights and consolidated reporting to the Board, EXCO, and regulatory stakeholders.
• Build and manage strategic partnerships with external experts, regulatory bodies, and service providers to enhance organisational capability and transformation outcomes.
• Lead employee engagement, wellness, and employee value proposition initiatives to strengthen culture, motivation, and organisational commitment.

• Led the full HR generalist function, including Industrial Relations, Talent Acquisition, Training & Development, and Benefits administration.
• Guided line management on employment equity, labour relations, and HR governance, ensuring compliant and consistent HR practice across the organisation.
• Directed disciplinary processes, resolved IR matters, and represented the organisation at CCMA and internal negotiating forums.
• Built organisational capability through targeted learning initiatives, workforce skills planning, and performance-driven development interventions.
• Managed HR team performance, KPIs, and service delivery standards to support business objectives and enhance stakeholder experience.
• Oversaw HR departmental budgeting, compliance reporting (WSP/ATR), and adherence to labour legislation, EE targets, and B-BBEE requirements.
• Strengthened organisational culture and stakeholder relations, fostering constructive union engagement and positive employee relations climate.

• Provide strategic leadership and policy direction for Human Resources, Organisational Design, Change Management, and Group-wide Human Capital Development initiatives.
• Translate corporate HR strategy into actionable programmes that enable business growth, workforce readiness, leadership capability, and structural alignment across multiple regions and affiliates.
• Lead organisational design, remuneration governance, job evaluation frameworks, and compliance to ensure optimal structures, fair grading, and alignment with regulatory and business requirements.
• Drive human capital diagnosis and needs assessments to identify workforce capacity gaps, future skills requirements, and organisational capability risks.
• Act as the strategic bridge between business needs and Group HR, developing integrated solutions that support long-range organisational objectives while safeguarding people strategy.
• Partner with executives and line managers to support recruitment strategies, workforce planning, succession pipelines, and employment equity imperatives.
• Champion organisational culture, employee engagement, and transformation initiatives, ensuring alignment with change management priorities and legislative frameworks.
• Lead the development and implementation of learning strategies, training plans, leadership development programmes, and skills development initiatives, including WSP/ATR submissions and B-BBEE Skills Development compliance.
• Manage group-wide performance enablement processes, ensuring a consistent Performance Management and Development System that builds talent depth and drives accountability.
• Oversee industrial relations strategy, manage trade union relations, mitigate IR risks, and represent the organisation at CCMA and bargaining forums.
• Build stakeholder relationships and govern SLAs with HR service partners to support workforce continuity, labour stability, and organisational resilience.
• Report human capital metrics and organisational development outcomes to EXCO, providing insights that influence business decisions and transformation progress.

Extended Member: Group Executive Committee | Member: Regional Executive Committee

• Lead the full regional HR portfolio, including Industrial Relations, Talent Acquisition, Benefits, Training, and Human Resource Development, ensuring alignment with Group strategy and operational demands.
• Provide strategic guidance on organisational design, change management, and workforce development to support structural optimisation and business transformation.
• Ensure compliance with labour legislation, organisational design frameworks, job evaluation standards, and HR governance policies across the region.
• Manage trade union engagements, negotiate at bargaining structures, and represent the organisation at CCMA and Labour Council proceedings.
• Drive workplace transformation, organisational development, and reform initiatives in line with regulatory frameworks and Employment Equity imperatives.
• Oversee regional corporate services and people enablement functions, enhancing service delivery and operational effectiveness.
• Champion a learning and high-performance culture through targeted development initiatives, performance management capability-building, and continuous skills development programmes.
• Monitor and evaluate learnerships, internships, and development pipelines to support regional capability growth and compliance with B-BBEE and SETA requirements.
• Coordinate health and safety interventions and ensure adherence to statutory requirements and organisational policies.
• Compile strategic HR insights and performance reports for REXCO and EXCO, enabling informed executive decision-making and governance oversight.

Provide strategic leadership and oversight of the Human Resources function and key organisational projects, ensuring alignment between people strategy, operational priorities, and business objectives. Drive HR governance, organisational development, talent initiatives, and transformation programmes while managing cross-functional projects that enable efficiency, capability growth, and change execution across the organisation.

Provide national leadership and strategic direction for the Human Resources, Training, and Talent Development functions, ensuring the organisation attracts, develops, and retains capable talent while driving performance, compliance, and a high-performance culture across all regions. Lead workforce planning, learning strategies, and HR governance to support business growth and long-term organisational capability.

Lead and manage the full HR function at a provincial level, ensuring effective implementation of HR strategies, policies, and talent initiatives that support regional operations. Drive employee relations, workforce planning, compliance, and capability development while partnering with business leadership to enable performance, transformation, and organisational efficiency across the province.

Responsible for designing, compiling, analysing, and presenting business reports that provide accurate, actionable insights to support strategic decision-making. Ensure data integrity, interpret trends, and transform complex information into clear, meaningful reports for management, executives, and key stakeholders.

Support the HR Manager in executing the full HR function, including recruitment, employee relations, performance management, and policy implementation. Coordinate HR operations, assist with workforce development initiatives, and provide guidance to employees and line managers to ensure effective, compliant, and consistent HR service delivery across the organisation.

Provide support to learners and employees through counselling, guidance, and HR administrative services. Assist with recruitment, onboarding, training coordination, and record management while facilitating learner development and ensuring compliance with HR policies, procedures, and learning programme requirements.

Conduct research, analyse data, and design development solutions that support organisational growth and strategic initiatives. Provide evidence-based insights, develop programmes and frameworks, and advise stakeholders on best practices to enhance performance, capacity, and innovation within the organisation.