Nishara Singh

• Development and implementation of HR and Talent Acquisition strategies
• Provided strategic guidance to the leadership team on HR and Talent Acquisition related matters
• Oversight of the entire recruitment process, ensuring the timely and efficient hiring of top IT professionals in South Africa and Europe, which included permanent and contracting staff
• Created customized onboarding programs, improving new hire productivity and time-to-proficiency metrics.
• Developed comprehensive succession plans for key positions, ensuring organizational continuity and stability
• Championed diversity and inclusion initiatives, fostering a more inclusive workplace culture for all employees
• Implemented targeted training programs to improve employee skill sets and enhance overall performance
• Collaboration with departmental managers to compile job specifications
• Introduced mentorship programs that connected experienced professionals with newer employees for mutual learning benefits
• Streamlined the performance review process by implementing a formal performance review process which resulted in tracking employee performance metrics, promoting ongoing feedback and development opportunities for employees
• Facilitated leadership development initiatives, cultivating a strong pipeline of future leaders within the organization
• Designed career path frameworks to support employee growth and advancement opportunities within the organization.
• Optimized talent acquisition efforts by leveraging data-driven insights to inform strategic decision making
• Conducted thorough workforce analyses to identify skills gaps and develop tailored training solutions
• Increased employee engagement levels by designing and executing effective strategies
• Responsible for all Department of Labour submittals and compilation and submission of the Workplace Skills Plan
• Facilitation and oversight of disciplinary processes
• Contributed towards building the employee brand to attract top talent by leveraging social media and networking events
• Working with leadership to set and communicate organizational goals, ensuring alignment across team
• Implemented a rewards and recognition program
• Developed HR policies and procedures to drive fair labour practice and compliance
• Coordination and execution of all company events

Achievements:

• Implementation of a talent retention strategy by the introduction of multiple employee benefits, enhancing employee engagement through various team-building activities, conducting biannual engagement sessions, championing a monthly internal newsletter and establishing a rewards and recognition program.
• Significantly reduced recruitment costs by sourcing candidates directly via LinkedIn and leveraging my referral network
• Strengthened the company's EVP by launching social media and marketing initiatives, as well as independently producing engaging video content that highlighted the company culture during events. Additionally I entered the company into the Sunday Times Best Employer of the Year competition, which involved all employees completing a satisfaction survey, resulting in our recognition among the top 10 small businesses.
• Implemented a training and development program by rolling out mandatory training courses for all teams. Furthermore, I introduced leadership courses for employees who exhibited leadership potential and who were earmarked for future leadership positions.
• Implementation of a global recruitment strategy to tackle the deficit of skilled software developers. My strategy focused on recruiting contractors within the European market. I identified Eastern Europe as a crucial area for these vital skills and partnered with consulting firms in the region to effectively recruit contractors.

Reason for leaving:

The constant non-compliance with labour laws and company policies resulted in my ethical standards being compromised.

• Oversight of the entire recruitment and selection process for the Software Development and Digital Marketing divisions specifically to recruit onshore and offshore professionals within these divisions
• Leveraged various platforms (LinkedIn, job boards, social media, and specialized IT/digital marketing communities) by using Boolean search techniques and advanced sourcing methods to find and engage top talent
• Conducted thorough screening and assessments to evaluate technical skills, experience, and cultural fit for IT and digital marketing roles
• Administered technical tests and interviews to assess candidates’ proficiency in coding, web development, SEO/SEM, social media marketing, or digital analytics
• Refined the recruitment process, resulting in higher-quality candidate pools.
• Managed high-potential employee programs, providing targeted development opportunities for top performers
• Partnered with hiring managers and department heads to define job specifications and develop effective recruitment strategies for IT and digital marketing positions
• Provided expert advice on market trends, salary benchmarks, and best practices for hiring in the fast-paced IT and digital marketing industries
• Facilitated a smooth and timely onboarding experience for new hires to ensure a seamless transition into the company
• Used data-driven insights to optimize the recruitment process and improve hiring outcomes by tracking and reporting on recruitment metrics such as time to hire and candidate quality
• Facilitated salary negotiations with candidates including the compilation of employment contracts
• Oversaw all HR related matters

Reason for leaving:

The company encountered multiple financial difficulties, which led to a two-month delay in salary payments, ultimately rendering it financially unfeasible to maintain employment.

• Responsible for the entire recruitment function nationally across all departments namely Sales, Marketing, IT, Supply Chain, Finance and Human Resources
• Conducted thorough interviews and assessments to identify top talent, ultimately increasing employee retention rates within the company
• Leveraged social media platforms effectively for promoting open positions among targeted audiences, increasing online visibility of job opportunities significantly
• Created a positive candidate experience by maintaining transparent communication and providing timely feedback throughout the recruitment process
• Negotiated competitive salary packages and benefits for new hires, contributing to an improved employer brand image and increased employee satisfaction
• Analyzed recruitment metrics regularly to identify areas of opportunity for improvement, implementing necessary adjustments to enhance overall performance
• Implemented diversity initiatives within the recruitment process, resulting in a more inclusive workforce that fostered innovation and collaboration
• Streamlined the recruitment process by implementing a centralized applicant tracking system, reducing time-to-hire and improving candidate experience
• Optimized onboarding processes by tailoring orientation programs specific to new hire roles, enhancing overall initial experiences with the company
• Mentored junior recruiters in best practices and strategies for sourcing top talent, contributing to team growth and development
• Partnered with external agencies to supplement internal efforts when necessary, expanding talent pool reach while maintaining control over the selection process
• Reduced time-to-hire metrics by streamlining interview processes, enabling quicker decision-making and more responsive candidate experience
• Managed high-volume recruitment campaigns for critical roles, ensuring timely placements without compromising on quality
• Promoted continuous improvement by soliciting feedback from candidates and hiring managers post-hire, identifying opportunities to enhance recruitment process
• Job grading and salary bench marking of positions in conjunction with the Patterson grading system
• Conducted regular follow ups with department managers, executives and candidates to ensure effective timelines of the recruitment process were met
• Leveraged data analytics to predict hiring needs, enabling proactive talent acquisition and reducing gaps in workforce capabilities
• Collaborated with hiring managers to develop comprehensive job descriptions for various positions,
• Compilation of employment contracts, salary adjustment letters, transfer letters, commission letters, salary increase letters and change of job grade letters
• Embarked on bulk recruitment projects for temporary staff within the Supply Chain division
• Management of all employee information on Accsys

Achievements:

• Promoted from Talent Acquisition Specialist to Recruitment Manager within a year of employment
• Recruitment of over 150 employees across all branches in South Africa and over border countries

Reason for leaving:

Decided to pursue a small business opportunity within the beauty industry, however after 3 successful months of operating, Covid impacted my business and I was forced to cease operations. I used this time to complete my TEFL courses and taught English as a second language online until I received the opportunity at AO Technology.

• Responsible for driving the recruitment process of SAP and IT professionals for Consnet and their clients
• Developed and grew the client portfolio from scratch resulting in the recruitment business unit generating over R1.6 million in a year
• Grew the recruitment division by hiring, training and leading a team of recruiters, fostering a collaborative environment and scaled the business
• Streamlined recruitment processes, resulting in a more efficient candidate evaluation system by implementing an applicant tracking software
• Introduced pre-employment assessments to evaluate critical skills and competencies, leading to better overall job fit for new hires
• Improved candidate experience by establishing consistent communication protocol, ensuring timely updates throughout selection process.
• Optimized onboarding processes by tailoring orientation programs specific to new hire roles, enhancing overall initial experiences with the company
• Conducted comprehensive market research to establish competitive salary benchmarks, ensuring company remained attractive employer in industry
• Developed and maintained strong relationships with hiring managers to deeply understand departmental needs and tailor recruitment strategies accordingly
• Oversaw negotiation of job offers, balancing candidate expectations with internal equity and budget constraints

Achievements:

• Started the division from scratch and established it from a non-profitable division into a profitable income generating division
• Upon departure from the company, I billed over R1,6 million profit in 12 months since establishing a candidate and client data base

Reason for leaving:

The company failed to renew their BEE certification which led to all recruitment clients ceasing from conducting business. My role was directly impacted and resulted in all team members of the recruitment division being retrenched.

• Full 360 degree IT recruitment function which included: new business development, key account management of national and multi-national accounts, internal recruitment for EOH Business Units and external recruitment for my external client portfolio
• Leveraged social media platforms and online job boards to advertise open positions and engage with potential candidates
• Developed strong relationships with hiring managers by collaborating cross functionally with various business units to understand their staffing requirements and priorities
• Managed multiple requisitions simultaneously while maintaining attention to detail and excellent organizational skills
• Enhanced candidate experience through personalized communication and feedback, leading to improved brand perception among job seekers
• Reduced time-to-hire metrics by optimizing interview schedules and improving communication channels with candidates

Achievements:

• Top Consultant in the branch for September 2015 and October 2015
• Over-exceeded my quarterly target by achieving 186% of my target and was Top Consultant for the 1st quarter of the new Financial Year

Reason for leaving:

Head hunted by Consnet to start a new recruitment division.

• Primarily responsible for managing the McCain Foods portfolio nationally, at Head Office level and two manufacturing plants
• Coordinated interviews between clients and candidates to ensure seamless scheduling and communication throughout the process
• Mentored and trained a team of recruitment assistants to improve their skills in sourcing, interviewing, and relationship-building techniques
• Achieved high retention rates by placing candidates in roles that aligned with their skills, interests, and long-term career goals
• Reduced time-to-fill metrics by efficiently managing multiple requisitions simultaneously and prioritizing tasks effectively
• Enhanced the company''s reputation by ensuring a positive candidate experience throughout the entire recruitment process
• Operated and maintained applicant tracking and candidate management systems
• Partnered with departmental managers to ascertain hiring needs, address specific recruitment challenges and develop tailored solutions
• Enhanced the recruitment process for faster hiring by utilizing various sourcing tools such as job boards, social media, and networking events
• Managed high-volume requisitions in a timely manner to meet client staffing needs efficiently by building a constant talent pool
• Conducted reference checks, background screening and other pre-employment checks
• Graduate Recruitment Project, Backfill Project during SAP implementation, Procurement Business Unit Expansion, Manufacturing Recruitment Project Drive at both plants in Springs and Delmas, Supply Chain Business Unit expansion
• Regular client visits to the manufacturing plants in Springs and Delmas, to enhance customer service
• Participation in all panel interviews with divisional heads of the relevant business units at various client sites
• Coordination and arrangement of psychometric assessments

Achievements:

• Completion of all allocated projects within defined timelines
• Successfully executed the McCain Graduate Recruitment Project from inception until completion. 9 graduate professionals were recruited within Commercial Services, Sales and Marketing, Supply Chain, Human Resources, Manufacturing, Production
• Successful execution of the Engineering/Manufacturing/Production Recruitment Projects across both manufacturing plants i.e. Springs and Delmas
• Recruitment of over 40 employees at McCain Foods nationally
• Exceeded targets on numerous occasions

Reason for leaving:

I was specifically recruited as a project based Recruiter for McCain Foods, however McCain decided to proceed with their recruitment in-house and I was retrenched.

• Lead the full recruitment function of Sales staff for 7 Sales teams nationally
• Enhanced the candidate pool by proactively sourcing qualified applicants through various channels, such as social media, job boards, and networking events
• Maintained an updated database of potential candidates for future opportunities, allowing for quick access to a qualified talent pool
• Conducted comprehensive interviews to assess candidate qualifications and cultural fit within the organization
• Facilitated collaboration between departments to ensure alignment of recruitment goals with business objectives.
• Coached hiring managers on effective interview techniques, leading to more discerning candidate selection
• Developed and implemented onboarding and orientation programs for new employees
• Generated and analyzed reports to monitor employee engagement and attrition trends
• Worked alongside the Group Sales Manager to deploy new recruitment and training strategies
• Obtained and conducted all reference checks for shortlisted candidates
• Monthly company Induction and onboarding for all new recruits

Reason for leaving:

My contract concluded after implementing and successfully executing a standardised recruitment process.

• Managed the full recruitment process, from job briefing and candidate sourcing to interview coordination and offer management
• Ensured that all recruitment practices complied with company policies, industry regulations, and legal standards
• Conducted candidate screening, interviews, and assessments to evaluate qualifications, experience, and cultural fit
• Actively pursued new business opportunities by identifying potential clients and presenting recruitment solutions
• Regular client visits to maintain the business relationships and to elicit new business
• Processed all employment and reference checks

Achievements:

• Received the Top Consultant in the country accolade 3 times and was the top performer in my branch on several occasions
• At the end of my tenure, I was ranked number 10 in the world out of 8 countries

Reason for leaving:

I was head hunted by MoreGolf which was a major client that I acquired at Drake International, however I had to serve my restraint of trade for a period of 6 months prior to commencing employment at MoreGolf.

• Safety Officer and Ambassador for SAA
• Ensured safety and comfort of customers onboard the aircraft
• Ensured flight safety by conducting thorough pre-flight checks and adhering to all airline regulations and procedures
• Attended workshops and training in customer service, conflict resolution tactics, and safety procedures to keep abreast of all new requirements and procedures
• Facilitated communication between flight deck and cabin crew prior to and during flights to promote smooth operations
• Demonstrated safety and emergency procedures to passengers prior to takeoff
• Achieved high levels of customer satisfaction ratings consistently through a proactive problem-solving approach in addressing passenger concerns
• Delivered high-quality meal services while accommodating various dietary restrictions and preferences of passengers
• Upheld company standards of professionalism and appearance at all times, representing the brand positively during flight operations
• Managed inventory control on aircrafts, tracking supplies accurately to avoid shortages or overstocking issues during flights
• Demonstrated cultural sensitivity while interacting with diverse clientele from around the world, adapting my communication style accordingly
• Enhanced passenger satisfaction by providing exceptional in-flight service and timely addressing individual needs
• Fully trained and experienced in First Class, Business Class, Premium Class and Economy class service procedures
• Annual training on first aid, refresher courses and emergency procedures
• Maintained an excellent attendance record throughout my tenure at the company, showcasing strong commitment and dedication to the role

Reason for leaving:

SAA was offering a voluntary retrenchment at the time and I decided to take advantage of it as I sought a change of career.

• Coordinated both international and domestic travel for customers, booking their air tickets, accommodation and car rental service
• Built strong relationships with clients and increased repeat business through exceptional communication and personalized service
• Maintained accurate records of bookings, payments, and client information for smooth operations and future reference
• Kept abreast of all airline rules, regulatory requirements and industry standards when scheduling travel arrangements
• Educated clients on destination-specific considerations such as customs regulations, local attractions, or cultural norms to enhance their overall experience abroad
• Managed complex itineraries for multi-city trips, balancing client preferences with logistical constraints
• Collaborated with team members to optimize travel recommendations and share industry knowledge
• Maintained up-to-date knowledge of travel industry trends, regulations and best practices to better serve customers
• Attended regular educational travel tours that enhanced my knowledge on new venues and hotels that could be marketed to our clients
• Liaised with airline representatives, car rental companies and hotels to keep abreast of special offers that could be marketed to clients

Reason for leaving:

Received an opportunity to be a Flight Attendant at SAA.