Summary
Overview
Work history
Education
Skills
Accomplishments
Certification
Affiliations
Additional Information
Languages
Timeline
Generic
JOSEPH MAMOTLHATI MASENYA

JOSEPH MAMOTLHATI MASENYA

Tshwane, The Orchards,South Africa

Summary

An accomplished Human Resources Practitioner with over 30 years' experience. Possessing a proven ability to contribute to an organisation at both strategic and operational level when delivering people management strategies. Background includes proven expertise in policy and procedure development, talent acquisition and management, legal compliance, managerial support, performance management, rewards and recognition, benefits administration, relations management and consulting, change management, employee wellness and employment relations, with acting stints at Director level.

Overview

34
34
years of professional experience
1
1
Certification

Work history

Director

Dr Khosana Tladi
  • Former Superviosr
  • Former sub-ordinate
  • Director: HR Planning
  • Department of Home Affairs
  • Contact Details: 0829019117, Employment Equity & Transformation
  • As Acting Executive Director: HR & Transformation
  • Tshwane University of Technology
  • Contact Details: 0637577188

MANAGER

Tshwane University of Technology, TUT
01.2009 - Current
  • Strategy Development and Execution
  • Actively support the Executive Director: HR & Transformation/Dean and DVC: Digital Transformation in the achievement of the University's people management strategic objectives;
  • Provide input into TUT's strategic people management objectives
  • Implement strategic objectives for portfolios reporting to this position
  • Support and assist in the implementation of HR interventions
  • Drive a high-performance culture by driving the KRA process throughout the organization
  • HR Consulting/Coaching
  • Build and maintain constructive relationships with line managers, staff, internal and external HR partners;
  • Advise and coach line managers on the interpretation, application and implementation of HR policies/procedures/ processes/ systems pertaining to:
  • Recruitment and selection
  • Employment equity
  • Induction
  • Learning and development
  • Employee relations
  • Performance Management
  • Remuneration
  • Change management
  • Staff wellness
  • Provide continuous feedback to line management on implementation practices related to policies and procedures
  • Provide assistance to line managers in interpreting conditions of employment and resolving HR related issues
  • Participate in governance structures/ committees and provide input and advice on issues related to HR
  • Recruitment and Selection
  • Ensure implementation of the TUT workforce plan
  • Provide advice to line managers on the interpretation and application of the recruitment and selection policy/ procedures and related labour legislation
  • Ensure that the necessary authorisation/sign-off to recruit has been obtained from relevant parties
  • Advise on new staff induction
  • Conduct Exit interviews
  • Ensure compliance to TUT, Faculty and responsible Departments' EE plans and targets
  • Ensure that documentation for Executive approval [includes recruitment and selection process reports and recommendations for approval] is completed
  • Remuneration Management, Payroll and Benefit Administration
  • Identify, manage and report operational risks to Manager: Remuneration
  • Make inputs and assist the Manager: Remuneration in the development of compensation strategy based on market research and pay surveys
  • Analyze trends in compensation and benefits
  • Conduct salary negotiations in conjunction with the Manager: Remuneration to ensure the organization attracts and retains top talent
  • Ensure timely implementation of remuneration and benefits processes
  • To manage the delivery of an efficient and effective benefits service in partnership with relevant third parties: TUT Retirement Fund/Group Life/Healthcare
  • Source, recommend and review external service providers as appropriately needed
  • Policy and Procedure Development
  • Regularly review current HR Operations policies and procedures
  • Provide input for the development of new HR Operations policies and procedures
  • Provide continuous feedback to line management and staff on implementation practices related to policies and procedures
  • Present and defend applicable policies in the TUT Bargaining Forum
  • Resource Management: People
  • Manage HR Operations staff
  • Ensure fair allocation of workloads
  • Provide input into job descriptions
  • Monitor operational activities on the day-to-day basis
  • Contribute to the recruitment process for positions in HR Operations
  • Take responsibility for new staff induction
  • Take responsibility for performance agreements for all staff
  • Manage staff training, development, coaching and mentoring
  • Manage employment relations (grievance, discipline and conflict resolution)
  • Manage HR Operations staff leave
  • Ensure that staff records are kept up to date
  • Resource Management: Budget, Finance and Procurement
  • Provide input into HR department operational, staffing and capex budget
  • Manage section expenses against budget
  • Asset management: Ensure assets within the Department are effectively utilised
  • Monitoring, Evaluation and Reporting
  • Relevant strategic and operational reports as and when required
  • Research and implement best practices
  • Communicate and consult with relevant stakeholders
  • Learning and Development
  • Assist the HRD Department in rolling out Learning & Development programmes
  • Organizational Development
  • Work in partnership with OD Department and line business to identify, prioritize and build the organizational capabilities, behaviours, structures and processes that enable achievement of business goals and initiatives
  • Review and identify improvement opportunities for efficiency relating to employee engagement and performance and productivity improvements
  • Evaluate and identify barriers to change and applies the principles of change management to help staff and leaders adapt to and flourish
  • Deliver workshops and other interventions, implement new policies or streamline work processes in order to achieve maximum impact and adoption of change
  • Talent Management
  • Work in partnership with HR colleagues and line business to develop, implement and assess strategies to attract, build and retain a high performing workforce
  • Work in partnership with HRD and line business to Identify best practices and utilise tools, resources and programs in developing recommendations for, and implementing a variety of short and long term talent management initiatives including: talent assessment, workforce and succession planning, skill and competency development as well as leadership development
  • Provide reports on the evaluation of the success of talent efforts and drive accountability
  • Stakeholder Relations
  • Building and developing collaborative business partnering relationships with line managers in order to positively impact HR activity and thereby drive business performance
  • Network and liaise with relevant stakeholders internally and externally
  • Co-ordinate and manage all Service Level Agreements within respective environments with relevant stakeholders
  • Employee Relations
  • Guide and coach line management on employee relations and HR issues in line with university policies and best practices, including disciplinary, grievance, performance and absence management
  • Assist Management in the preparation of CCMA cases as well as initiate disciplinary cases
  • Assist ER Department in conciliations and arbitration
  • Assist ER Department with ER training in the university
  • Advise and ensure the consistent application of labour relations process and practices
  • Support line managers in resolving internal grievances and manage misconduct and incapacity issues
  • Employee Assistance Programme (EAP)
  • Assist in the implementation of employee welfare initiatives
  • Co-ordinate Employee Assistance Programmes
  • Ill-health management
  • Report back to top management team on trends identified and makes recommendations to address these
  • Co-ordinate Wellness Days and Campaigns in line with wellness strategy of the university
  • Employment Equity
  • Ensure that mechanisms to promote the elimination of discrimination in the work place are implemented and to advise on any deviations
  • Act as management representative (Ex-officio) for EE on the Skills Development and Employment Equity committee
  • Ensure implementation of the Employment Equity plan and provide feedback on progress against plan
  • Human Resource Management Information System (HRMIS)
  • Ensure production of relevant HR related management information
  • Analyse and draw trends and advise line management and Executive Management Committee accordingly
  • Contribute to the development of and implement effective monitoring mechanisms for staff satisfaction with supporting processes to feedback the results
  • HR Project Management
  • Implement, monitor and manage all ad hoc HR projects
  • Participate in projects and collaborating with other divisions on projects
  • Member of various Bargaining Forum Task Teams

DEPUTY DIRECTOR

Department of Home Affairs
03.2007 - 08.2009
  • Responsibilities
  • Provide guidance and support on the management of misconduct, organisational conduct and any matters in the Department
  • Support the development, interpretation and implementation of labour relations policies, procedures and processes
  • Provide expert advice to all departmental branches on organisational conduct and disciplinary matters
  • Ensure and manage the finalisation of misconduct cases
  • Establish partnership and constantly liaise with external stakeholders on labour related matters including bargaining councils and trade unions
  • Ensure that that department is sufficiently represented at all disciplinary hearings
  • Give effect to the department's zero tolerance approach to corruption related misconduct
  • Compile tactical plans aligned to business requirements to ensure effective strategy execution
  • Revisit, review and streamline all processes to ensure accuracy and efficiency in operations execution
  • Coach and guide staff on compliance to all relevant regulatory, internal and external compliance requirements
  • Ensure that staff, trade union representatives and line management are trained on misconduct and Code of Conduct
  • Keep up to date with compliance and regulatory requirements and liaise with all relevant stakeholders within and external to the organisation to ensure accurate implementation
  • Interpret and implement all organisational circulars, policy and other communications that impact on the operation of the business unit
  • Conduct investigations
  • Represent the Department in Grievances, Conciliations and Arbitrations
  • Draft Reports
  • Chair disciplinary hearing

DEPUTY DIRECTOR

Affairs, COLLECTIVE BARGAINING
11.2007 - 02.2007
  • Member of the Department's negotiation team and lead the negotiations team in the absence of the lead negotiator
  • Chair bargaining chamber meetings in alternation with the trade unions
  • Advise the Department on collective bargaining matters
  • Manage and monitor the implementation of collective agreements between the department and its recognised trade unions
  • Liaise with trade unions on matters of mutual interest
  • Represent the Department in various bargaining structures
  • Conduct research on collective bargaining trends and to advise the Department accordingly
  • Provide training on labour relations matters in the Department
  • Provide advice and guidance on labour relations policies, trade union engagements and collective bargaining matters
  • Establish constructive working relationships with relevant stakeholders on labour related matters
  • Ensure effective management and coordination of strike action and unrest
  • Advise management on procedures to be followed during strike action
  • Manage and ensure effective resolutions of collective disputes within the Department
  • Effectively manage the performance of the Sub-directorate: Collective Bargaining against agreed service level agreements, business requirements and targets
  • Manage Grievances
  • Periodically monitor trade union representavity and to develop and implement a database of all trade union representatives in line with the LRA
  • Manage leave applications for trade union activities
  • Monitor and ensure compliance with legislation, regulations, policies and procedures within the department
  • Represent the Department in collective disputes at the CCMA and the GPSSBC or PSCBC
  • Ensure that the National Departmental Bargaining Chamber and Provincial Consultative Forums are operating effectively

ASSISTANT DIRECTOR

Home, PERFORMANCE & CAREER MANAGEMENT
09.2004 - 10.2005
  • Manage and ensure the implementation of Performance Management and Development System in the Department
  • Monitor and evaluate performance management policy implementation
  • Facilitate performance management development and training to staff and line management
  • Provide guidelines in the utilization of performance reward budget, moderations and assessment;
  • Conduct research on the PMDS and other career management strategies
  • Ensure that regular performance reviews are held for all employees through appropriate performance management system
  • Ensure alignment of performance with Department's strategic objectives
  • Develop Performance Management Policy and strategies
  • Ensure alignment with the MTEF Framework to ensure rewarding is within budgeted limits
  • Provide secretarial and advisory services to Assessment Committees
  • Develop Career Management Strategies
  • Provide advice to management and employees on performance and career management
  • Manage resources within the sub-directorate
  • Conduct analysis on the impact of the PMDS in the Department
  • Deal with grievances relating to performance management
  • Member of the Departmental Bargaining Forum5

ASSISTANT DIRECTOR

Home Affairs
11.2002 - 08.2004
  • Responsibilities
  • Develop, formulate, amend and advice on the application of policies with regard to Human Resource Utilization
  • Maintenance of the staff establishment;
  • Provide expert advice in Selection Committees
  • Provide expert advice in Assessment Committees
  • Provide training to line management and staff on HR Policies
  • Develop and monitor HR Policies
  • Represent the Department in the Transformation and Restructuring Committee
  • Collect information, compile, and present statistical information with regard to all HRM issues
  • Compile and Maintain HR and Employment Equity Plans
  • Administer an effective and Progressive HR registry office
  • Handle general supervision of the section
  • Prepare submissions for appointments, promotions and any other HR related issues
  • Member of the Depatmental Bargaining Forum

SENIOR HR PRACTITIONER

Department of Labour
01.2001 - 10.2002
  • Handle labour relations matters in the fund
  • Ensure effective management of grievances, disputes and disciplinary matters
  • Oversee the recruitment and selection processes as well as employee induction within the fund
  • Ensure organisational compliance with employment equity requirements and other legislation within the fund
  • Manage HR Registry
  • Coordinate performance management process including, guiding new employees on understanding the policy, ensuring that performance contracts are prepared and that reviews are conducted and maintain accurate records
  • Develop and review HR policies and procedures
  • Handle HR administration (HR Reports, Employee Benefits, personnel files, payroll administration, etc.)
  • Assist with compilation of monthly and quarterly HR reports
  • Supervise and coach junior staff to enhance their competence and professional development
  • Approval of transactions on PERSAL
  • Manage Conditions of Service function
  • Attend to HR queries
  • Participate in Ad-hoc HR projects and initiatives

SENIOR PERSONNEL OFFICER

Department of Education
09.2000 - 12.2000
  • Attend to personnel queries
  • Process appointments and promotions
  • Compile advertisements
  • Response handling
  • Process Service Terminations
  • Manage staff establishment
  • Compile and submit statistics
  • Update personnel files
  • Service Benefits administration
  • General HR administrative duties6

WAGES CLERK

BTH SALARIES
04.1989 - 11.1991
  • Collect, compile and enter payroll data in ACSSYS System
  • Calculate and post payroll deductions
  • Process payroll by established deadlines
  • Reconcile employee deductions
  • Investigate and correct payroll discrepancies and errors
  • Update payroll records by recording changes including insurance coverage, loan payments, salary increases
  • Process new employees, terminations, transfers and promotions
  • Prepare and print payroll reports of earnings, hours worked, taxes, insurance, leave
  • Address employee's pay-related concerns and provide accurate payroll information
  • Complete requests for pay-related documents including statements and verifications
  • Ensure that statutory deductions are made and paid to third parties
  • Develop, manage and maintain comprehensive payroll records

Education

Bachelor of Laws (LLB) -

University of South Africa

MBA - undefined

2018

The Certificate Programme in Labour Dispute Resolution Practice - NQF 8 (CCMA Commissioners Programme) - undefined

University of Stellenbosch
2017

Masters - Business Administration

Tshwane University of Technology
2016

Diploma - Labour Law

Graduate Institute of Management and Technology (GIMT
2008

Certificate Programme in Advanced Labour Law - undefined

University of Pretoria
2006

BTech - Human Resources Management

University of South Africa
2002

Diploma - Human Resources Management

Technikon SA
1999

Matric + N3 Certificate in Commerce - undefined

L G Holele High School + Odi Technical College
1988

Skills

  • Workforce development
  • Employee Engagement
  • Adaptive
  • Interpersonal
  • Technical
  • Analytical
  • Critical Listening

Accomplishments

  • Mediation - Labour Guide
  • Data Science
  • Core Skills
  • Strategic capability and leadership
  • Conflict and Problem solving
  • Ability to engage stakeholders at high level
  • People Management
  • Planning & Organising
  • Managerial
  • Knowledge of Labour Legislation
  • Negotiation
  • Presentation
  • Analytical

Certification

Deployment Module of Project Khaedu - DPSA Assertiveness and Conflict Management - Growth Link Recruitment, Selection & Promotions Workshop - CBR Training Dealing with Sexual Harassment - CCMA Employment Equity - IIR Training Alcohol and Drug Abuse - Edureach Short Course on the PFMA - University of Pretoria E-Recruitment

Affiliations

Member of the SA Board of People Practices (SABPP) as a Chartered HR Professional: Generalist: Registration No. 8753

Additional Information

  • Contact Details Cellphone +27 627271654

Languages

English
Fluent
Afrikaans
Elementary
Setswana
Advanced
Zulu
Native

Timeline

MANAGER

Tshwane University of Technology, TUT
01.2009 - Current

DEPUTY DIRECTOR

Affairs, COLLECTIVE BARGAINING
11.2007 - 02.2007

DEPUTY DIRECTOR

Department of Home Affairs
03.2007 - 08.2009

ASSISTANT DIRECTOR

Home, PERFORMANCE & CAREER MANAGEMENT
09.2004 - 10.2005

ASSISTANT DIRECTOR

Home Affairs
11.2002 - 08.2004

SENIOR HR PRACTITIONER

Department of Labour
01.2001 - 10.2002

SENIOR PERSONNEL OFFICER

Department of Education
09.2000 - 12.2000

WAGES CLERK

BTH SALARIES
04.1989 - 11.1991

Director

Dr Khosana Tladi

Bachelor of Laws (LLB) -

University of South Africa

MBA - undefined

The Certificate Programme in Labour Dispute Resolution Practice - NQF 8 (CCMA Commissioners Programme) - undefined

University of Stellenbosch

Masters - Business Administration

Tshwane University of Technology

Diploma - Labour Law

Graduate Institute of Management and Technology (GIMT

Certificate Programme in Advanced Labour Law - undefined

University of Pretoria

BTech - Human Resources Management

University of South Africa

Diploma - Human Resources Management

Technikon SA

Matric + N3 Certificate in Commerce - undefined

L G Holele High School + Odi Technical College

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JOSEPH MAMOTLHATI MASENYA