Nozipho Khumbuza

• Enhanced employee engagement by implementing innovative HR programs and initiatives.
• Improved company retention rates by developing targeted employee training and development plans.
• Partnered with external vendors to deliver specialized training programs addressing specific skill gaps identified within the divisional workforce.
• Implemented effective performance management systems that encouraged continuous improvement among employees at all levels.
• Ensured legal compliance in all HR matters by staying up-to-date on employment laws, regulations, and best practices.
• Managed change effectively within the organization through proactive communication, education, and support of affected employees.
• Led successful negotiation efforts with labor unions to establish mutually beneficial agreements that supported both employees'' needs and organizational goals.
• Championed the development and implementation of employee wellness programs aimed at promoting work-life balance and overall well-being among staff members.
• Collaborated with executive leadership to align HR strategy with overall business objectives, driving organizational success.
• Contributed to workforce diversity by implementing inclusive hiring practices and promoting cultural awareness initiatives.
• Cultivated a positive work environment by fostering open communication and promoting team-building activities.
• Streamlined HR processes for increased efficiency, reducing paperwork and administrative tasks.
• Optimized workforce planning efforts to ensure appropriate staffing levels were maintained across the division while minimizing turnover risks due to attrition or retirement events.
• Reduced recruitment costs by optimizing talent acquisition strategies and utilizing cost-effective sourcing methods.
• Developed comprehensive compensation packages that attracted top talent while maintaining fiscal responsibility for the organization.
• Served as a trusted advisor to divisional leaders in matters related to employee relations, conflict resolution, and performance management.
• Increased employee satisfaction with HR services through regular feedback channels and timely issue resolution.
• Fostered a culture of learning within the organization through ongoing professional development opportunities tailored to individual career goals.
• Strengthened employer branding by showcasing company culture, values, and benefits through social media campaigns and career fairs.
• Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management.
• Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.

Reason for Leaving : seeking company culture which aligns more closely with personal values

• Company Overview: Travel and Tourism.
• Managed full-cycle human resource operational activities to maximize HR employee performance.
• Preparation of quarterly board reports summarizing progress with HR and transformation for the business unit.
• Provided guidance on labor law regulations to ensure compliance with applicable laws.
• Developed and implemented cluster HR strategies to improve employee engagement and retention.
• Initiated employee evaluation process and recommended policy changes to help staff progress toward desired readiness goals.
• Supported top talent identification processes by interviewing candidates and executing onboarding, orientation, and benefits processes.
• Developed processes for onboarding new hires into the organization's culture.
• Maintained relationships with external stakeholders regarding EE, BEE, and transformation activities.
• Launched an equitable incentive program to achieve a low turnover rate in a highly competitive market.
• Introduced and analyzed employee surveys to identify areas for improvement in workforce productivity.
• Conducted and analyzed exit interviews to provide resolutions for factors affecting turnover.
• Partake as a member of EXCO to provide HR counsel, driving strategic focus.
• Developed employee orientation and training programs for new hires.
• Worked with management to create performance measurement, employee development, and employee compensation strategies.
• Achieved the desired work environment and performance by proactively advising and guiding employees on best practices, and overseeing HR training.
• Directed HR programs, policies, and processes to improve operational efficiency.
• Proactively identified and solved complex HR problems that impacted operations management and business direction.
• Manage the end-to-end process of employee relations, including the capacitation of leaders, to address policy infractions.
• Implemented an end-to-end process of job evaluation to ensure equity in compensation and development.
• Managed the end-to-end recruitment process.

• Company Overview: Automotive Manufacturer.
• Conduct workflow analysis studies with line manager to determine required job components/outputs
• Advise and assist in the implementation of strategy and re-engineering of processes/workstations to improve and increase efficiency.
• Collaborate with the line managers in the design of job specs and descriptions.
• Partake in the establishment and review of an effective organizational structure, and the maintenance thereof.
• Analyze workforce culture, competencies, and composition.
• Develop and implement HR strategies and initiatives aligned with overall business objectives to increase efficiency and reduce business risks.
• Establish the cultural foundation of the company.
• Assist the heads of department with headcount planning and management.
• Manage BBBEE, employment equity, and skills development requirements.
• Verification and sign-off on recruitment requisitions.
• Placement of job specs internally and with recruitment agencies (externally).
• Participate in and manage the interview, shortlisting, and selection process.
• Onboarding of all specialists and executive employees with welcome packs.
• Identify and establish rewards and incentive programs to motivate and retain employees.
• Ensure training and development is in line with ISO 9001 standards.
• Conduct a training needs analysis to identify training gaps and give recommendations.
• Ensure competence assessments are conducted departmentally.identify appropriate training interventions and coordinate training.
• Ensure the departments' skills matrix is updated in line with operational changes.
• Collaborate with management executives in the preparation of career progression and succession planning.
• Provide input/expertise for organizational development and multiskilling programs.
• Manage SETA requirements for reporting and grant access.
• Evaluation of training and development programs.
• Review of training records.
• Establishment and maintenance of an equitable grading system in line with the Bargaining Council (MIBCO) grading framework and in-house salary bands for specialists and upper.
• Ensuring compliance with benefits regulated by prevailing law (such as UIF, COIDA, provident fund contributions, and risk benefits).
• Regulate paid time-off benefits.
• Establishment and maintenance of a rewards and incentive system.
• Oversee the accuracy of the payroll process and output.
• Assist in the evaluation of company objectives to determine departmental KPIs.
• Establish and maintain an objective performance appraisal system.
• Ensure quarterly reviews are conducted between management and employees.
• Give guidance in dealing with poor work performance and morale issues.
• Managing data and submitting the HR department's monthly KPI report.
• Effective handling of all employee grievances, disputes, or complaints.
• Consulting and giving guidance to management on procedural and substantial aspects of handling misconducts.
• Communicate disciplinary policies, procedures, and rules.
• Maintain a healthy rapport with trade unions through monthly meetings, feedback sessions, and engagements.
• Champion monthly Zwakala meeting (workplace forum).
• Point of liaison with community leaders.
• Handle all Bargaining Council/CCMA-related cases.
• Constantly seek and recommend ways of improving employee relations.
• Identification and coordination of wellness programs.
• Manage and analyze baseline testing results.
• Manage incapacity cases to determine suitable outcomes.
• Ensure adherence to compliance requirements for manufacturing regulations with line managers.
• Lead Department of Labor Inspections.
• Ensure that the facilities are maintained in proper conditions for the utilization of staff.

• Company Overview: Specialty Chemicals - Manufacturing
• Act as an advisor to management and to the Managing Director on fair practice in respect to people management issues, including but not limited to disciplinary and grievance matters, as per internal disciplinary and grievance policies and procedures.
• Administer correspondence to the Trade Union (NUMSA).
• Represent the company in collective bargaining on wages and other terms and conditions of employment.
• Ensuring compliance with collective agreements.
• Representing and acting on behalf of the Company at the CCMA, including but not limited to arbitration processes.
• Chair Workers' Committee meeting to aid in proactivity in terms of employee issues and dispute resolutions.
• Identify areas for continuous process improvement.
• Overseeing the creation of standard operating procedures and workflow processes within HR.
• Manage the development and implementation of human resources goals, objectives, and priorities.
• Oversee the development, implementation, and review of HR initiatives, policies, and procedures.
• Administer and update the monthly business newsletter.
• Develop business strategic plans and deliverables with management.
• Manage monthly HR KPI reporting to the Managing Director for shareholder reports.
• Identify, assess, and inform management of internal and external HR issues that affect the business.
• Provide strategic advisory services in relation to human resources to the Managing Director – business partnering.
• Provide leadership in the creation and driving of a performance- and value-based culture for the company.
• Manage monthly HR KPI reporting to the Managing Director for shareholder reports.
• Submission of EE reports.
• Collation, completion, and submission of STATS SA surveys and quarterly reports.
• Custodian of the issues report, which aids in the tracking of employee issues, released weekly.
• Collate and submit the annual WSP and ATR to CHIETA (SETA).
• Conduct a training needs analysis to assist in addressing skills gaps in the organization.
• Management of career pathing and succession planning of A–C grades in the company.
• Management and tracking of skills matrix and internal training plan.
• Sourcing of accredited training providers.
• Co-ordination of Training (Including SHEQ).
• Act as the company-appointed SDF by liaising with the SETA (CHIETA).
• Advise management on any skills development issues, as per the SDA.
• Submit WSPs and Annual Training Reports as per legislation in order to access grants for funding.
• Facilitate HR Refresher and Induction Trainings (English and IsiZulu).
• Ensure fair and best recruitment and selection practices as per the strategic goals of the company and prevailing legislation.
• Drafting of offer, appointment letters, and contracts of employment.
• Conduct interviews from A to D grades.
• Draft detailed job vacancies as per management requests.
• Liaise with agencies for the placement of interviews.
• Coordination of Interviews.
• Induction of new employees.
• Guide management to develop clear organizational objectives that are realistic for performance.
• Develop a performance management model with clear indicators regarding performance and underperformance.
• Provide effective orientation, education, and training to employees and managers on the system.
• Provide advice on how to manage underperformance from a legislative perspective.
• Liaise with Discovery and Liberty regarding benefit inquiries.
• Give advisory services to employees in respect to benefits.
• Provide updates on any changes to employees.
• Attend to pay queries.
• Work hand in hand with the SHEQ officer to resolve shop floor health and safety issues as per OHSA.
• Complete corrective action reports in respect of SHEQ incidents.
• Review and capture overtime for payroll.
• Collate payroll on a monthly basis, effect accurate adjustments, and send payroll to Baker Tilly auditors.
• Conduct exit interviews.
• Schedule exit medicals.
• Monitor the service level agreement, and ensure compliance.
• Monitor and maintain overall security systems and guards.
• Liaise with the security company if and when necessary.
• Complete incident reports when incidents occur.
• Filing
• Completion of UIF forms.
• Drawing up various letters for employees.
• Confirmation of employment.

• Company Overview: Contact Center – Financial Services
• Identifying and solving problems within the company so that appropriate measures are taken to prevent further problems from occurring when preparing future HR interventions.
• Apply appropriate HR solutions to various business needs.
• Acts as an advisor to managers with regard to discipline, misconduct, and attendance issues.
• Obtain the necessary personal details for new recruits from training.
• Capture new starters on the payroll upload sheet.
• Participate in salary adjustments and promotions, ensuring the process takes place smoothly.
• Provide weekly recruitment statistics to management (in the form of headcounts for the campaigns).
• Take part in disciplinary hearings in an advisory capacity to ensure that the disciplinary process is fair by liaising with the chairperson.
• Preparing letters of appointment.
• Employee benefits processing (medical aid plus provident fund).
• HR Admin inquiries (e.g.)
• Balance of leave days.
• Updating of personnel files.
• Participating in the development of policies concerning relationships between management and employees as a means of regulation.
• Facilitate the resolution of disputes by advising and consulting all parties concerned, attempting conciliation before referral to arbitration.
• Monitoring staff trends, identifying barriers, addressing conflicts, and providing recommendations.
• Conducting training and induction.
• Provide specialized advisory services on all IR-related policies and procedures.
• Conduct exit interviews

• Company Overview: Publishing, Legal, Corporate.
• Schedule interviews as per the HR BP's request.
• Prepare interview packs.
• Calculations of CTC.
• Preparation of test payslips.
• Psychometric Assessment: Insights and PXT.
• Perform the required REF checks.
• UTD schedules are kept for all positions being recruited for, with weekly status updates.
• Advising staff on plan benefits, including medical aid.
• Liaising with service providers (Discovery Health and Alexander Forbes) and brokerage providers on day-to-day employee inquiries.
• Processing of terminations and withdrawals with Alexander Forbes.
• Ensure personnel files are up to date at all times.
• Terminated staff files are to be filed as per the existing system.
• Management of HR filing.
• Drafting offer and appointment letters.
• Once the offer letter is received, the employee file is to be opened, and a new employee pack is to be formulated for that employee.
• Ensure the appointment letter is completed, and add it to the pack.
• Contact the new employee to discuss medical aid, pension fund, and take the required steps to assist with the necessary transfers.
• Arranging for employee parking (if applicable).
• Book and confirm induction dates.
• Confirm who will receive the new employee on the first day of employment.
• Ensure the new employee packs are complete with all documentation required and filed, including.
• Receiving resignation letters and sending exit emails to employees and managers.
• Set up the exit interview on behalf of the HR BPs.
• Certificate of Service drawn up for the employee (can be handed over at the exit interview).
• Meet with the employee to discuss the termination of the employee’s medical aid and/or the transfer of the pension fund.
• Receive and capture all completed PDP documents.
• Compile a data comparison for scores and filing of PDPD's.
• Document management and filing of all IR-related documents.
• Assist HR BPs in preparing audit files for BEE and skills development purposes.
• Coordinate training interventions.
• Assist HR BPs in compiling training reports, internal training, and the Annual WSP and ATR.
• Ensure that feedback documents are received after every training intervention (internal or external), and file them accordingly.
• Administrative components of the Rewards Program.
• Partaking in the coordinating of LN Care Initiatives with Marketing on behalf of HR Business Partners.

• Company Overview: Facilities and risk management -corporate
• Co-ordination of Travel Arrangements and accommodation bookings
• Assisting as relief at reception in absence of receptionist, screening of calls and message taking
• Preparation of documents for the IR Manager
• Providing Interpretation during disciplinary and Grievance Hearing
• Compile regret letter for all unsuccessful candidates
• Administer UIF, Provident Fund Claims and IOD Claims
• Co-ordination of Employee Wellbeing Programs
• Compiling and drafting of IR Documents for cases
• Co-ordination of Travel Arrangements and accommodation bookings
• Compiling correspondence to two trade unions
• Compile regret letter for all unsuccessful candidates
• Administration of Human Resources functions, policies and Procedures regionally
• Co-ordination of Employee Well-being Programmes
• Assist IR Manager with day-to-day Employee Relations matters
• Assist in the Co-ordination of Recruitment and Selection activities
• Minuting of Job Descriptions and Job Grading matters
• Submission of monthly Payroll related documentation to the Payroll department
• Maintain correspondence between HR Manager and relevant stakeholders of the business
• General Admin office Duties where required in support of Finance department