Nokukhanya Makhaye (PDBM)

• Set-up a 100% BEE management consultancy to guide organizations on strategy development, change and transformation, operational human resources, corporate affairs, sponsorships and digital innovations to improve performance, profits and engagement
• Traverse talent management spectrum, including workforce planning, profiling, talent acquisition, onboarding, frameworks, rewards and people development
• Consult on executive search, recruitment & selection, and corporate affairs
• Advise on operations and tenders for licensing as a Chief Lottery Consultant as well as securing consultancy assignments:

SUMMARY LATEST PROJECTS FROM 2022/2023 TO DATE:

Provided Holistic Approach through Executive Management Consultancy addressing various dimensions critical for clients organization's success, addressing complex business challenges in various Key Functional Areas.

• Organizational Strategy Planning & Management: Developed & Implemented Strategic Plans in alignment to Organizational Goals with market Dynamics. This included SWOT Analysis, Competitive Benchmarking & Strategic Positioning enhancing Organization's Competitive Advantage.
• Advanced Project Management: Lead Optimized Project Workflows, Resource Allocations and Risk Management. Implemented cutting-edge Project Management Methodologies than enhancing efficiency.
• Advanced Marketing Management: Delved into Market Analysis, Customer Segmentation and Developed Innovative Marketing Strategies. Emphasized leveraging on Digital Marketing Tools, Data Analytics & Consumer Behavior Insights that drove effective Campaigns.
• Strategic Financial Management & Management Accounting: Led Financial Projects focusing on optimizing Financial Structures, Capital Budgeting & Risk Management. Management Accounting aspects involved Cost Analysis, Budgeting and Performance Measurement that ensures Financial Sustainability and Profitability.
• Fundamentals of Business Research: Conducted thorough Business & Market Research to support evidence-based decision-making. Utilized both Quantitative & Qualitative Research approaches with focus on data-driven insights which resulted to a Comprehensive Market Research and an informed Financial Business Model.
• Business Ethics & Corporate Governance: Established Ethical Frameworks & Governance Structures promoting Transparency, Accountability & Responsible Business Practices. Implemented & Facilitated Ethical Training Programs, Developed & Inducted on Governance Policies.
• Strategic HR Management: Led Workforce Planning, Talent Acquisition, On-Boarding & Employee Engagement Strategies in alignment to organizational goals. Created Positive Organizational Cultures & fostered Leadership Development.
• Economics Management: Led Market Analysis, Forecasting and Economic Impact Assessments guiding Strategic Decision-Makings with emphasis on Macro-Economics Trends that impacted on Business Environment.
• International Business Management: Focused on Market Expansion, Global Market entry strategies and cross-cultural management. Considerations included regulatory compliance, geopolitical risks and adapting Business Models for International Markets.
• Emotional & Spiritual Intelligence: Project emphasized on the Development of Emotional & Spiritual Intelligence within Organizational Culture to enhance Leadership Effectiveness and Team Dynamics. Formulated Training Programs as Interventions to foster Positive and Supportive Workplace environment.
• Organizational Development & Change: Led Organizational Change Initiatives, Culture Transformation & Employee Adoption of New Business Operational Processes and New Organizational Structure. Through this Change Management Strategy ensured Smooth Transition & Organizational adaptability.

• HR Business Partnering – Mining Company, Consultancy)
• Secured a consultancy contract to implement a HR business partner model, involving strategy and role profile definition, HRBP function set-up, service delivery modelling, coaching and mentoring, HR metrics, tools, operational KPIs and strategy, underpinned by people management best practices
• Serve as an advocate of HR business partnering enterprise-wide to strategically deliver the people strategy through cultural and change agents, engaging with stakeholder management and deliver HR consultancy expertise at all levels
• Took ownership of people and culture-related project management, as well as related functions, specializing in talent management and organizational development, capturing key data metrics and insights for senior decisions
• Aligned and interpreted business and HR strategies for leaders, as champion of HR and Culture leadership programme
• Demonstrated added value by introducing a strategic HR business partnership and embedding service delivery model
• Enabled informed decision making for HR function by introducing skilled, data-driven HR Business Partners (HRBPs)
• Improved HR and cross-functional communications by educating HRBPs as a mentor in commercial awareness
• Strengthened interactions further between the business and HR by embedding employee experience techniques
• Created a formal talent management process encompassing plans, profiles, frameworks, rewards and grading
• Shaped robust HR metrics and educated HR Business Partners on data-driven, fact-based people decision making
• Strengthened relationships between the business and HR with the introduction of employee experience techniques
• Aligned KPIs to HR partnering strategy to meet diverse business needs, operating plans, timelines and outcomes
• Served as HRBP champion in integrating strategies for people, change, culture, stakeholder and expertise at all levels
• Set-up a formal platform for workforce planning, job profiling and grading, talent acquisition, hiring and performance.

• Facilitated strategic direction across HR, policy, succession planning, talent acquisition, change, emotional intelligence, compensation and recognition
• Assumed priority project management to positively impact organisational design and structure by analyzing operations and people to diagnose issues affecting performance
• Consulted on HR service model from implementation to planning, educating leaders on HR accountabilities, partnerships and teams to create a fit-for-purpose people management function
• Set-up and directed a performance committee with terms to guarantee quality assurance in annual appraisals against pre-defined objectives, involving analysis of real-time ratings, bonus scores and payments
• Embedded six disciplines of learning into L&D programs to create career pathways and framework to identify core competencies, both individually and collectively
• Collaboratively redesigned ethos integrated with overall performance to navigate change
• Shared knowledge of management and organisational issues with business heads as a strategic high-level advisor
• Empowered cohesion and optimum productivity at all levels as HR leader, JDA representative and decision maker
• Derived workforce insights to act as strategic partner to CEO in defining HR strategy to drive organizational performance
• Enhanced people engagement, loyalty and performance by aligning approved HR strategy to pre-defined objectives
• Secured approval to implement a comprehensive people strategy and framework as HR service delivery model lead
• Transitioned HR service delivery model into HR business partnering as Chief Change Officer through talent management
• Realigned senior leadership accountabilities and cascaded business strategy downwards to direct reporting teams
• Mitigated underperformance by realigning the organization to match JDA objectives and realities as project leader
• Defined and interpreted people strategy for two years in line with projects and annual operational initiatives
• Assured compliance and integrity of employee data by introducing a bespoke designed HRIS management system
• Returned the payroll management function in-house to mitigate external outsourcing, resulting in reduced costs
• Created an annual plan for staff wellness and health, which resulted in efficient rewards and benefits management
• Introduced psychometric testing as a scientific element to revamp recruitment, profiling and grading processes
• Combined people processes with performance frameworks, resulting in succession planning and development
• Boosted performance by integrating divisional strategies with business goals, plans and measurable KPI scorecards
• Positioned JDA as a positive brand and employer of choice with target groups by creating staff value proposition plans
• Promoted a collaborative culture and framework across the workplace to guarantee diversity, equity and inclusion
• Guaranteed ROI from training and funding awards by setting up a Bursary Committee with key terms and conditions
• Designed an integrated succession planning process with performance management system linked to career pathways
• Developed a high-level charter with development plans and coaching processes to enhance organisational leadership
• Deployed a programme of change, rebranding and cohesive operations using a performing and learning-based culture
• Positioned the brand as irresistible in the market and employer of choice as leader of employee value propositioning.

• Secured various consultancy roles in multiple sectors, including civil engineering and construction, media and television
• Advised at senior level on payroll implementation and management, recruitment and selection, employee appointments, onboarding and engagement, performance monitoring frameworks, L&D programs and after care services
• Facilitated leadership and management of HR teams to meet operational goals, involving coaching and mentoring, workforce planning, skills gap analysis, recruitment campaigns, job profiling and analysis, remuneration strategy and system implementation
• Set-up robust human capital and recruitment processes for two engineering companies in the construction sector
• Produced concept, project budget, MOUs and partner agreements for a TV company reality show extravaganza.

• Headed up divisional start-up from planning to HR strategy, corporate social responsibility, organizational framework development, policies, procedures and processes enterprise-wide to launch lottery operations
• Drove organizational compliance in health & safety, disciplinary management and learning & development activities, underpinned by HR administration, benefits record keeping and multiple filing systems
• Performance led the HR team involving coaching and mentoring on performance and output, identifying productivity issues and orchestrating disciplinary procedures through to exit
• Assumed simultaneous leadership of client-focused professionals to continually deliver the HR team mandate
• Instigated a complex, heavily regulated lottery operation launch from strategy to partnerships, network and services
• Co-directed business as owner of lottery operations, collaborating with CEO and leaders on mission critical initiatives
• Changed mindset at executive-level across HR aspects by educating on best practices and decision making
• Spearheaded selected change projects to resolve issues, mitigate risks and significantly enhance efficiencies
• Aligned HR strategy to business objectives through high-level professional consultancy as a HR business partner
• United the HR unit via operational planning, coaching, recruitment and team empowerment as function leader
• Accelerated resourcing, set a workforce benchmark and designed organogram in time for company services launch
• Introduced an equitable fair pay structure by sourcing staff benefits and implementing a sound compensation plan
• Safeguarded the integrity of confidential data as designer of a innovative HR information management system
• Boosted qualified talent retention with the installation of a performance management and improvement system
• Standardized templates and training manual for all aspects of HR policy implementation and procedure development
• Improved sales team performance through training and related learning materials, incentives and reporting tools
• Championed Socio-Economic Development initiatives.

• HR
• Focused on bolstering the strategic plan and business objectives of a lottery licensee operator, by continually developing transversal services cross-functionally as a senior partner and member of the leadership team, reporting to the CEO
• Developed and leveraged deep knowledge of lottery operations systems and processes and executed strategic initiatives to improve operational performance and efficiency
• Originated and shaped policies, practices and initiatives to guide the HR function in meeting strategic business objectives and delivering a comprehensive range of employee services
• Focused on highlighting empowerment, high productivity, quality assurance, goal achievement and forward-driven recruitment & selection to continually strengthen a multi-disciplined and multi-cultural workforce
• Boosted employee empowerment and performance by defining and leading on HR best practices and procedures
• Executed HR strategies as strategic partner, leader and advisor for line management on complex issue resolution
• Assured compliance with National Lottery licensing, amendments and legislation, including Schedule 14 elements
• Mitigated business risk to South African labor by introducing fundamentals of employee relations enterprise-wide
• Introduced an employee wellness programme to positively impact staff morale, organizational culture and climate
• Cemented a compliant employment relationship as author of an informative HR process and procedural manual
• Maximized the HR capacity of the organization to facilitate career development and optimum goal achievement
• Retained a position of loyalty and goodwill between the senior management team and a diverse staff workforce
• Informed decision making by gathering intelligence on current HR legislations and industry led developments
• Spearheaded HR team and division in meeting objectives, by setting clear and measurable goals at all levels
• Simplified the auditing process by installing systems for HR records management, both manual and automated
• Derived a ROI through meticulous budget management across the HR division on an annual projection basis
• Presented in-depth MI reports to communicate division activities at EXCO, REMCO and executive board level
• Established fundamental employee relations to mitigate business risks in relation to South African regulations
• Chaired committee to attain employee equity targets by linking recruitment & selection to organisational recruiting
• Implemented and continually revised an employee wellness programme to positively impact staff and climate
• Limited staff attrition by recommending a rewards system to CEO and decision makers on remuneration committee
• Aligned benefits programme to competitors through planning, design and installation of an employee benefits function
• Safeguarded information in the payroll function by embedding policies, procedures and management techniques
• Achieved regulatory compliance for health & safety following introduction of SHERQ system across the organization
• Enhanced operational excellence by advising at corporate level on facilities management and frontline services
• Boosted reputation with clients, stakeholders and community as director of change and transformation strategies
• Secured registrations with THETA SETA as relationship builder and set-up future qualification for skills grants
• Encouraged learning & development through vigorous strategy, framework, policies, processes and procedures
• Shaped job descriptions, profiles and grading by adopting Paterson system for each individual job function
• Introduced training to understand systems, manage performance at senior level and conduct detailed reviews
• Standardized company salary structure and policies as leader of compensation and benefits administration
• Sourced and negotiated a new partnership with Provident Fund & Life Cover for new staff benefits programmes
• Positively impacted industrial relations through disciplinary frameworks, honest communications and negotiations
• Championed Socio-Economic Development initiatives.

• HR & Corporate Services
• Assumed leadership of all elements of HR inclusive of strategy, policies, procedures, organizational development planning, job profiling, recruitment, inductions and contracts management
• Assumed project management of workforce planning and organogram structure to create a high performing workforce
• Coordinated with staff on contracts management, induction programmes and ongoing development to meet business demands and maximize HR capabilities organization-wide
• Supported CEO fulfills Stake Holder Management, Transformation, relationships maintenance of Strategic Partners & Government entities
• Singlehandedly set-up an internal HR function and strategy in line with overall mission, corporate vision and objectives
• Introduced a performance management system enterprise-wide and a multi-rating tool to meet ever-changing needs
• Drove upskilling initiatives leading all learning & development, talent acquisition, and career development initiatives
• Championed strategic deliverables by business development functions to the CEO through Business Enablement, Performance Management, Transformation, Project & Programme Management Support.

• Assisted managers and supervisors with employee disputes, disciplinary actions and other workplace issues.
• Processed paperwork and hiring details for promotions and lateral position changes.
• Conducted check-ins with employees to assess workplace health and personnel engagement.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Maintained open communication channels with employees and managers by advising management & staff on HR Matters.
• Worked closely with various departments in a consultancy role, assisting Line Managers to understand and implement HR Policies and Procedures.
• Worked with Line Managers in developing HR Planning Strategies – Management of the Organisational Chart/Structure.
• Promoted equality and diversity as part of the culture of the organisation.
• Co-ordinated Company's Bursary Programme from Graduate Recruitment to Management of Relationships with tertiary institutions.
• Responsible for overall Company Recruitment and Selection inclusive of Psychometric Testing.
• New Employee's Administration – Maintenance of all HR Data related to compliance.
• Responsible for the Administration of Company's Medical Aid, Pension and Provident Funds Benefits.
• Management of the Annual Salary Increase Exercise & Bonuses.
• Co—ordination of all the Industrial Relations Issues for the organisation.
• Analysis of Staff Resignations and streamlining current HR Processes.
• Provided day to day supervision and guidance to the HR Assistant and Payroll Administrator.
• Compiling of General Reports on HR Monthly Activities.

• Filed paperwork, sorted, and delivered mail and maintained office organization.
• Assisted with meetings and presentations within company.
• Maintained and scheduled complex calendars.
• Managed employee exit interviews and paperwork.
• Screening calls for H. R. Director, Personnel Manager and Personnel Officer.
• Assisted staff with H. R. related queries.
• Fax Operating, Mail Distribution, sending and receiving CC-Mail / E-Mail.
• Arranged Hotel Bookings, Air Ticket and Car Hire.
• Managed all H. R. Accounts Payments.
• Produced overhead transparencies for meetings and presentations.
• Developed database of company staff job descriptions.
• Assisted the H. R. Director with all advertisements & handled Job Applications.
• Assisted various departments in their recruiting needs.
• Liaised with the salaries department regarding documentation of all new employees and terminations.
• Kept Personnel Records up to date i.e. new engagements and terminations plus maintenance of personal information of employees.
• Management of Personal Files and Managing the entire HR filing System.
• Co-ordinated the H. R. Hearings / Enquiries and General Meetings.
• Managed Maternity and Paternity Benefits.
• Administration of Provident Fund and Medical Aid Benefits for Retirements, Terminations and or New Engagements.
• Workman's Compensation Processing.
• Arranged the Long Service Awards and Quality Star of The Month.
• Compiling Monthly Statistics Reports and Affirmative Action Reports.
• Provided Staff with H. R. information and news.

• Monitored participant workflow and behaviors throughout training process.
• Scheduled and taught in class and online courses to increase learning opportunities.
• Mentored new hires, resulting in stronger staff development and increased productivity.

Performed continuous evaluations of content and plans to enhance delivery and improve effectiveness.

• Provided personal Secretarial Service to the Training Manager and to various Managers within the Training Division by:
• Receiving visitors and arranging refreshments for them.
• Organising Travel arrangements and Accommodation Bookings.
• Typing of all Business Correspondence i.e. Memos, Reports, Letters, Lists, Itineraries, Agendas and Notices of Meetings.
• Sorting and Dealing with Incoming and Outgoing Mail for the Training Department.
• Distribution of Correspondence.
• Filing of all Business Correspondence and Records for Students and retrieved documents as and when required.
• Ordering and Controlling of stationery for the Training Division.
• Organising Teas and Lunches for Meetings.
• Prepared Cheque Requisitions and handling Petty Cash.
• Co-ordinated the Screening and Registration of Trainees.
• Keeping Records for Trainees and Tutors.
• Handled external training enquiries (e.g. Training Courses and Fees).
• Ensuring that the Training Schedule is up-to date.
• Assisting in creating and maintaining an effective learning environment.
• Relief Switchboard (10 x 30 extensions) and taking full messages.

• Computerized office activities, maintained customer communications, and tracked records through delivery.
• Collected, validated, and distributed information to employees.
• Entered and maintained departmental records in company database.
• Screened and transferred incoming calls, took down messages, and transmitted information and documents to internal personnel. Switchboard Operating and handling of Telephonic Orders.
• Stock Control, Cashing Up and Preparing for Banking.
• Typing and Placing Orders with the Suppliers and dealing with Sales Reps.