MMOGO MORE

Partner with business leaders to identify organisational needs and lead strategic people and organisational transformation initiatives.

• Develop and execute Human Capital (HC) strategies that align with business objectives, support growth, and foster a high-performance culture.
• Provide strategic advisory services to executive leadership on workforce planning, talent management, organisational design, employee engagement, succession planning, and change management.
• Build and maintain trusted relationships with key stakeholders, influencing decision-making through strategic insight, effective communication, and sound business acumen.
• Lead complex change, conflict resolution, and employee relations matters, driving collaborative solutions that support business objectives.
• Utilise people analytics and industry insights to identify trends, address workforce challenges, and develop innovative, data-driven solutions.
• Drive the development and implementation of talent acquisition, career development, leadership development, retention, succession planning, reward, and learning strategies.
• Ensure Human Capital programmes, structures, and practices remain sustainable, relevant, and aligned with evolving business needs.
• Collaborate with specialist Human Capital teams to design and implement integrated people solutions that enhance organisational effectiveness.
• Represent the organisation externally and cultivate strategic partnerships with industry bodies, professional networks, and key stakeholders to strengthen organisational positioning and influence.
• Partner with Industrial Relations specialists in managing relationships with regulatory bodies, labour unions, the CCMA, and Labour Court when required.
• Provide regular Human Capital updates and strategic recommendations to Executive Committees (EXCO), Management Committees (MANCO), and other governance forums.
• Ensure compliance with applicable labour legislation, corporate governance standards, internal policies, audit requirements, and risk management frameworks.
• Design and maintain effective control frameworks to mitigate financial and non-financial risks while ensuring operational integrity.
• Lead continuous improvement initiatives within the Human Capital function, driving innovation, future-focused workforce strategies, and operational excellence.
• Provide oversight and governance across Human Capital and business projects to ensure successful delivery of strategic objectives.
• Coach, mentor, and empower Human Capital Business Partners to operate as strategic advisors and value-adding business partners.
• Hold Human Capital teams accountable for service delivery, data integrity, compliance, and the consistent execution of policies, processes, and standards.
• Lead the review, development, and enhancement of Human Capital policies, procedures, and frameworks in line with legislative changes and industry best practices.
• Provide thought leadership on emerging local and global Human Capital trends, offering strategic insights to support organisational decision-making.
• Contribute to business planning and budgeting processes to ensure Human Capital strategies effectively support organisational performance and financial objectives.
• Champion a customer-centric and employee-focused approach that enhances stakeholder experience and business outcomes.
• Drive transformation, diversity, equity, inclusion, and culture initiatives to create an inclusive and high-performing workplace.
• Lead performance management and recognition programmes that encourage accountability, fairness, engagement, and exceptional results.
• Demonstrate strategic leadership by aligning people strategies with organisational vision, values, and long-term business goals while maximising employee potential and organisational capability.
• February 2026- current

• Partner with senior leadership to develop and implement HR strategies that align with business objectives.
• Analyze workforce trends and metrics to inform decision-making and identify new opportunities for organisational growth.
• Lead end to end the employee lifecycle at a strategic level including the implementation and management of Recruitment, Onboarding, Talent Management, Performance Management, Employee Relations, Training, Transformation & Employee Engagement.
• Drive initiatives to enhance employee engagement, job satisfaction, and workplace culture.
• Implement programs and policies that promote diversity, equity, and inclusion within the organisation.
• Advise and influence senior leaders on culture and engagement matters.
• Enhance the employee lifecycle experience, from onboarding to exit, ensuring it reflects the organisation’s culture.
• Oversee talent acquisition efforts to ensure the recruitment of top talent aligned with the organisation's values and goals.
• Collaborate with managers to develop succession plans and career development pathways for employees.
• Lead the performance management process, including goal setting, performance reviews, and feedback systems.
• Provide training and support to managers on effective performance management practices.
• Address and resolve complex employee relations issues, including conflict resolution and grievance procedures.
• Foster a positive workplace environment by promoting open communication and collaboration.
• Ensure compliance with employment laws and regulations.
• Develop and implement HR policies and procedures to drive consistency and fairness within the organisation.
• Utilize HR metrics and analytics to provide insights and recommendations to senior management.
• Prepare HR reports and presentations for leadership meetings.
• Support organisational change initiatives by developing change management strategies and communication plans.
• Coach leaders and managers on managing change effectively within their teams.
• Customisation of delivery of local and global projects within (Respect and Inclusion/ Talent Standard/ Diversity Equity and Inclusion)
• June 2023 – Jan 2026

• Provide guidance on key OD activities (Performance Management, Organisation design, job profiling etc)
• Facilitate the implementation of Performance Management Process in the respective Business Units
• Ensure compliance on Integrated Performance Framework as per the agreed policies and timelines
• Coordinate all OD, ER, culture alignment and Learning & Development interventions and any other approved interventions
• Analyse data trends and metrics to inform business decisions
• Analyse and investigate people issues and trends within the business unit and recommend interventions in collaboration with leadership to create HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and improvement of business performance.
• Provide guidance on issues related to change, employee engagement, performance management, employee relations.
• Work with the business unit to translate business needs into HR requirements and employee experience.
• Support all HR products, services, process implementation including any required changes and ensure client buy-in through influencing
• Coach and guide managers on disciplinary enquiries and IR related interventions.
• Manage the Employee Life Cycle after recruitment through to exit interview
• Implement and initiate the objectives and plans required to support business areas growth employee alignment, performance and engagement, culture and leadership strength.
• Ensuring that solid basic transactional HR functions are managed within the function according to required procedures and standards.
• Develop procedures, interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organization.
• Ensure that OD and change management strategies are implemented and monitored
• Facilitate change management, ensuring that minimal risk is incurred while conducting changes, and staff morale is maintained.
• Develop and implement a talent development plan.
• Advise/ guide employees on personal and career development.
• Implement a Top talent programme for high performers
• Training and development as per agreed Performance Development Plan
• Keep abreast of talent development trends in line with supporting business growth
• Facilitation of disciplinary hearings, grievances, and appeal hearings
• Risk management and to Manage conflict/disputes
• Oversee end to end recruitment and onboarding processes
• Implementation of Retention Strategies as approved
• Ensure compliance to set Employment Equity targets
• Manage budget as per the Finance guidelines
• Forecast, plan, develop and review budget for the business unit
• October 2021 – May 2023

• Monitor and track progress of HR deliverables by having regular meetings, reviewing reports, analysing data and taking appropriate action.
• Understand the current, future challenges and opportunities within the teams
• Ensure implementation, quality, and delivery of HR projects
• Ensure an effective recruitment and selection process.
• Render a professional service, educate stakeholders, mitigate risk and ensure adherence to legislation by consulting with relevant leaders and providing guidance to business unit and team on HR policies, processes and procedures.
• Facilitate talent management across business units by assisting business to identify top talent, create talent pipelines and pools, develop succession plans, retention, development and fast-tracking plans.
• Facilitate performance management process and poor performance management cases
• Assist management regarding HR related issues, IR matters and decisions required across the HR value chain by interpreting HR policies and advise on appropriate actions.
• Ensure objectives and deliverables are met within agreed timelines by reviewing the HR plan and by consulting with the business.
• Improve culture survey results by participating in the development and implementing action plans for business unit.
• Stay abreast in field of expertise and deliver on the expectations from stakeholders, build capability of self and staff by identifying current and future training and development needs.
• Share relevant data with stakeholders to empower decision making, e.g exits interview data, stay interview details
• Meet all strategic targets by analysing data; monitor and track progress and take appropriate action.
• Ability to innovate towards efficiencies in the HR value chain
• June 2020 – October 2021
• Reason for leaving: Better Opportunity

• Staffing, Recruitment, and Onboarding
• Monthly transformation stats/reporting to align recruitment to business transformation targets
• Advising business on the correct salary bands for offers, job matching and salary analysis
• Coordinate arrangements for business specific induction and facilitating material where necessary
• Managing probation process end to end
• September 2017 – May 2020
• Reason for leaving: Promoted

• Support the HR Manager in executing the Talent Strategy through seamless delivery across the HR value chain as requested. Supports HR Manager in implementing HR solutions that support and contribute to the achievement of the business strategy.
• Staffing and Recruitment; Succession planning and retention)
• Updating and presenting the BU specific on-boarding programme.
• Managing IT and all other administration requirements for new hires and transfers-in.
• Ensuring that the probation period management process is completed by managers by the first week after employee joined.
• Ensuring that exit interviews are conducted; and feedback is given to the manager by the second week after employee is terminated.
• Scheduling and preparing performance management review meetings.
• Drafting all communications relating to the performance management process.
• Drafting all transfer, secondment, promotion, and increase letters; and getting them approved.
• Leave Management
• May 2015 – August 2017
• Reason for leaving: Promoted.

• Assist with all administrative functions of the HR department, including letter preparation.
• Process all actions on SAP e.g., hire, terminations, transfers and so on for payroll processing.
• Facilitating staff communication around birthdays, wellness events, staff events, holidays and general staff matters.
• Submit all the required documentation for the BBBEE audit (ID Copies, employment contracts, copies of certificates and all required training information).
• January 2014 – April 2015
• Reason for leaving: Promoted