MATAU MATSAU

• Delivering Strategies that improve HR performance and support of human Capital needs
• Overseeing and guiding HR process compliance by policies and practices
• Recruiting and Talent Sourcing
• Designing and developing recruitment plans in line with structure and profit plan
• Ensuring that departments are supported with timely and relevant talent sourcing
• Human Resource Analytics
• Using performance trends to develop improvement strategies
• Analyzing KPI outcomes advising performance improvement outcomes
• Monthly reporting, PPT and graphs
• Creating annual budget and monthly costing outlook and report
• Analyzing industry market to determine organization status
• Ensuring Head Count is aligned as per profit plan forecast and correct allocation of position and categories
• Monthly reconciliation of Workday, VIP, Kronos
• Conducting HR risk analysis and liaising with relevant stakeholder to manage risk
• Advice and Guide on grievance and corrective action procedures
• Initiate Hearings and attend to labour conciliations
• Support Shop Stewards and liaison between Union and Management
• Support Expatriates
• Coordinating performance management system in line with annual calendar
• Assisting on identifying relevant skills gap post performance assessments
• Support departments with Performance Improvement Plan
• Leading Talent Retention Strategies
• Partnered with senior leadership to establish and develop corporate and HR policies and procedures.
• Reviewed and screened applicant resumes to identify qualified candidates.
• Planned and managed recruitment activities for new hires using strategic personnel, staffing, and position management practices.
• Resolved employee complaints and grievances successfully through mediation and collaboration.
• Performed budget analysis to control expenditures and predict future budget needs.
• Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations.
• Collaborated with managers to identify and address employee relations issues.
• Developed and implemented onboarding and orientation programs for new employees.
• Generated and analyzed reports to monitor employee engagement and attrition trends.
• Created and delivered HR training sessions to staff, managers and executives.

• Delivering HR programs and initiatives to meet needs of specific department and employees.
• Collaborates with department manager to ensure company's talent and HR needs are met.
• Identified and evaluated measured and metrics to assess impact of HR programs on business outcomes and develops solutions to resolve issues.
• Reviewed and screened applicant resumes to identify qualified candidates.

• Drawing Adverts for Vacant Positions
• Advising and creating shortlist criteria as per skill required and shortlisting
• Drawing questions, conducting interviews with relevant stakeholders
• Orientation and Induction of new employees
• Responsible for new hire onboarding
• Advising stakeholders on correct recruitment procedures and ensuring compliance
• Overseeing the internal Head Count Requisition System
• Conducting Training on introduction of strategies or policies
• Facilitate trade Unions consultations with management
• Conflict Resolution: mediating, managing employee grievances and follow through, also guiding internal customers of correct grievance procedures.
• Drawing up Charge sheets and preparing for disciplinary enquiries.
• Attending DDPR and Labour Court cases
• Advising, introducing, and updating policies and work instructions
• Building collaborative relationships with employees, shop stewards and advising in Labour related issues.
• Ensuring that database is up to date, (VIP, Kronos, Workday)
• Ensuring Compliance of all HR procedures and processes
• Monthly Global HR reporting, & Head Office
• Maintaining Employee files
• Monitoring Employee Attendance and Absence, continuous coaching on leave and absence policy
• HR Department change management Champion
• Coordinating employee performance management calendar
• Ensuring up to date, frequent and informative Plant communication
• Facilitating Focus groups and improvement.
• Responsible for introducing frequent employee morale activities
• Drawing annual CSR budget and coordination
• Drawing Monthly department budget and monitoring expenditure
• Ensuring correct Salaries are loaded with incentives
• Reporting Globally employee’s worked hours performance
• Human Capital reporting to Finance’s Hyperion Financial Management
• Preparing monthly payroll input salaries and attending to Pay queries
• Salaries Audit and Recon on all HR systems

• Delivering HR programs and initiatives to meet needs of specific department and employees
• Collaborates with department manager to ensure company's talent and HR needs are met
• Identifies and evaluates measures and metrics to assess impact of
• HR programs on business outcomes and develops solutions to resolve issues
• Recruitment and selection (Talent acquisition)
• Drawing Adverts for Vacant Positions
• Advising and creating shortlist criteria as per skill required and shortlisting
• Drawing questions, conducting interviews with relevant stakeholders
• Orientation and Induction of new employees
• Responsible for new hire onboarding
• Advising stakeholders on correct recruitment procedures and ensuring compliance
• Overseeing internal Head Count Requisition System
• Conducting Training on introduction of strategies or policies2 Managing IR
• Facilitate trade Unions consultations with management
• Conflict Resolution: mediating, managing employee grievances and follow through, also guiding internal customers of correct grievance procedures
• Drawing up Charge sheets and preparing for disciplinary enquiries
• Attending DDPR and Labour Court cases
• Advising, introducing, and updating policies and work instructions
• Building collaborative relationships with employees, shop stewards and advising in Labour related issues.3 HR Information Systems & Reporting
• Ensuring that database is up to date, (VIP, Kronos, Workday)
• Ensuring Compliance of all HR procedures and processes
• Monthly Global HR reporting, & Head Office
• Maintaining Employee files
• Monitoring Employee Attendance and Absence, continuous coaching on leave and absence policy
• HR Department change management Champion
• Coordinating employee performance management calendar
• Ensuring up to date, frequent and informative Plant communication
• Facilitating Focus groups and improvement
• Responsible for introducing frequent employee morale activities
• Drawing annual CSR budget and coordination
• Drawing Monthly department budget and monitoring expenditure4 Payroll Administration
• Ensuring correct Salaries are loaded with incentives
• Reporting Globally employee’s worked hours performance
• Human Capital reporting to Finance’s Hyperion Financial Management
• Preparing monthly payroll input salaries and attending to Pay queries
• Salaries Audit and Recon on all HR systems
• Managed employee disputes by employing conflict resolution techniques.
• Led decision-making and implementation of HR policies, procedures, programs and functions.
• Supervised and mentored direct reports and developed talented HR teams.
• Guided leaders and employees on company policies, programs, benefits and salary administration.
• Reviewed business goals to recommend new HR approaches, policies and procedures for continual improvements focused on meeting business objectives and enhancing productivity.
• Advised decision-makers on complex and confidential matters ranging from performance management to employee relations issues.
• Coordinated employee grievances and disputes in timely and professional manner by finding constructive solutions.
• Evaluated employee onboarding programs and presented strategic improvement recommendations to upper management.
• Motivated employees through special events and incentive programs.

• Performing variety of administrative tasks associated with supporting HR department including; HR Admin/Clerk, providing department reporting, and usage of basic departmental systems
• Filling of hourly employees’ profiles
• Updating HR KPI matrix boards
• Maintaining absenteeism track reports
• HR Data capturing
• Updating employee data on systems
• Setting up enquires calendar and packages
• Other administrative duties as requested by supervisor.
• Developed strong written and verbal communication skills
• Created and updated tracking spreadsheets using MS Excel
• Conducted orientations and helped employees complete necessary paperwork to get new hires established and up to speed quickly
• Answered phone and performed clerical duties to assist human resources department
• Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency