Summary
Overview
Work History
Education
Skills
Personal Information
Homelanguages
References
Timeline
Generic
Pranesha Kasil Ramsoomer

Pranesha Kasil Ramsoomer

HR Business Partner
Gauteng

Summary

As a dynamic and results-oriented Human Resources Business Leader with several years of experience driving organizational success through strategic HR initiatives. Proven expertise in aligning HR strategies with business objectives to optimize talent acquisition, employee development, and retention. Adept at fostering positive workplace culture and enhancing employee engagement through effective communication and collaboration. Strong leadership skills combined with a deep understanding of employment laws and regulations. Dedicated to delivering innovative HR solutions that support company growth and enhance employee satisfaction. Dependable professional with track record of success in field, attention to detail and proactive mindset. Seeks opportunities to improve processes and workflows for team benefit. Conscientious, hardworking and excels at multitasking in fast-paced environments.

Overview

2025
2025
years of professional experience
33
33
years of post-secondary education

Work History

Human Resources Business Partner

South African National Blood Services
7 2017 - Current
  • Strategic alignment of Recruitment and Selection processes to SANBS Transformation and Talent retention goals
  • Play an active management role in the recruitment and selection in area of responsibility
  • Key areas of support include ensuring adherence to fair practices; relevant compliance; assessing employee skills and potential, and the management of Career Development
  • Ensure fair practices during the interviewing process by acting as HR representative on recruitment panels;
  • Ensure that developmental feedback is given to all internal applicants and encourage employees to manage career growth through targeted developmental plans; and
  • Interpret assessment reports and include results in talent Forums; individual development plans
  • Etc
  • Implement and maintain and continuously improve an internal recruitment and transfer process to optimise turn-around time in filling of vacancies
  • Provide support in optimising human resource planning with operational budgets by:
  • Interpret business needs of area of responsibility and assist line managers to optimize organisational structures and
  • Make recommendations regarding organisational design; workflow and structures to the Senior Manager, OD and Transformation
  • Analyse monthly turnover (e.g
  • Exit interviews) and advise management on trends that leads to staff turn
  • Propose corrective or development actions if required
  • Analyse monthly Employment Equity statistics for area of responsibility and advise line managers and Recruitment Coordinator on proactive strategies to achieve EE targets (e.g
  • Preferred demographics)
  • Develop creative recruitment strategies for area of responsibility by coordinating the marketing of SANBS as an employer of choice to schools and tertiary institutions
  • Integrate Talent Forum results and successions plans into internal recruitment processes to retain identified talent
  • Advise trends regarding challenges relating to compensation and benefits should key positions
  • Act as Advisor on Employee Relations matters and ensure that sound relationships are maintained between managers and employees
  • Empower and educate managers and supervisors on ER matters through coaching and formal training and update them on any changes in legislation and policies
  • Ensure that employees are trained and understand their rights and responsibilities and provide guidance regarding ER matters
  • Be a custodian of HR Policies and procedures and ensure fair practise
  • Act as an objective subject matter expert on all matters that is governed by legislation (e.g
  • Basic Conditions of Employment Act; LRA; etc.) and advise managers and employees accordingly
  • Ensure that Disciplinary and grievance matters are handled according to procedure and provide
  • Management with advice on required action based on factual evidence
  • Ensure quality assurance in all matters pertaining to ER in area of responsibility
  • Refer/escalate any matters in terms of protocol to the IR Specialist
  • Represent the SANBS at the CCMA hearings
  • Maintain centralised ER database to ensure consistent practise
  • Analyse Disciplinary and Grievance trends and advise on proactive actions to facilitate a healthy relationship between management and employees
  • Act as HR business partner to ensure alignment between business and HR strategies
  • Foster working relationships between HR and business to deliver on the HR value chain and best practice people solutions
  • Attend monthly meetings in area of responsibility and provide expert HR advise on all matters that impact human capital
  • Identify HR needs and implement HR interventions in area of responsibility
  • Coach line managers and obtain buy-in and support for the implementation of HR strategies and projects
  • Optimise relationship by providing constructive feedback to manager and employees to enhance values driven behaviours and build relationships
  • Ensure that business communication is cascaded down to all levels in the organisation
  • Provide employees with an opportunity to communicate upwards
  • Market the HR strategy to become and employer of choice and include employees in decision making regarding human capital strategies
  • Provide expert HR advice and support to management and employees when dealing with the implementation of Performance Management system
  • Act as facilitator in area of responsibility in terms of Performance Management
  • Ensure that Talent Management is rolled out in area of responsibility and act as facilitators in Talent Management Forums for supervisory levels
  • Ensure that there is an existing succession plan in area of responsibility
  • Provide HR analytics to areas of responsibility to guide sound management decision making
  • Implement on-boarding of newly appointed employees and facilitate induction programmes
  • Ensure the finalisation of the exit process
  • Ensure implementation of HR Projects and Change Management
  • Act as project lead for the implementation of HR projects in area of responsibility
  • Act as Change Agent through a planned approach encouraging/assisting management and employees to embrace and adopt change stemming from HR and/or organizational projects/initiatives/interventions
  • Facilitate training interventions required for the successful implementation of HR projects
  • HR Risk Management
  • Gather information regarding people related governance, risk and compliance issues
  • Compile and submit reports of HR Compliance and governance and operational risks as well as recommend actions to mitigate same
  • Ensure continuous monitoring of HR Risks, i.e
  • Compliance and ethics risks, corruption, IR EE Skills retention
  • Ensure line managers and employees are involved as key stakeholders regarding HR risk management, i.e
  • HR risks are integrated in their day-to-day activities.
  • Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
  • Collaborated with cross-functional teams to develop integrated solutions for business challenges.
  • Managed full cycle of recruiting, hiring, and onboarding new employees.
  • Enhanced employee engagement by implementing innovative HR programs and initiatives.

National Human Resources Manager

Hansgrohe South Africa, Multi National Company
04.2015 - 05.2017
  • Formulation and Implementation of HR Strategies to improve current processes:
  • Formulate strategies for enhancing recruitment processes to reduce the usage of Recruitment agencies
  • Formulate strategies to create efficiencies within all HR related processes
  • Strategize to enhance communication with the business entity
  • Strategize to improve employee engagement
  • Strategize to exclusively contribute to the overall effectiveness of the business
  • Effectively formulate and implement Human Resource policy:
  • Identifying trends not addressed in existing policies and procedures
  • Re-formulating policies to address all identified shortcomings
  • Ensuring policies consistently comply with all legislated requirements
  • Ensuring policy making takes cognisance of changing employment scenarios
  • Effectively manage the recruitment process and outcomes:
  • To provide feedback on organisational effectiveness and propose interventions
  • Ensuring accurate and appropriate performance outputs are included in all recruitment evaluation processes
  • When candidate assessment is required, ensuring the evaluation process meets all legislation requirements
  • Developing and implementing strategic manpower plans to facilitate efficient and seamless recruitment procedures
  • Ensuring appointments made meet all manpower planning requirements
  • Developing and implementing an Attraction and Retention policy and strategy to meet all skills deployment requirements in the organisation
  • Effectively manage the training and development process and outcomes:
  • Implementing a performance management system that accurately elicits and describes training requirements at all levels of the organisation
  • Developing a training plan that meets all operational and strategic objectives
  • Implementing a mentorship programme for key and scare skills
  • Assisting the Academy to reach international training standards and benchmarks
  • Ensuring all training relates to the organisation’s Attraction and Retention policy and strategy
  • Effectively manage Industrial Relations:
  • Developing and implementing IR policies, systems and processes to quickly and effectively address all possible IR issues
  • Overseeing the effective implementation of grievance, disciplinary and dispute resolution policies and procedures
  • Providing effective site support to resolve all HR problems
  • Proactively developing IR scenario plans
  • Effectively manage the transformation process:
  • Strategically influencing the business to ensure HR objectives are achieved
  • Driving the employment equity and skills development committees
  • Developing transformation scenarios to ensure proactive HR planning and effective skills deployment
  • Ensuring performance management and skills development processes support operational and strategic transformation objectives
  • Effective self-management:
  • Demonstrating consistent application of internal procedures
  • Escalating identified problems to relevant manager
  • Promoting harmony and teamwork
  • Promoting sharing of knowledge through informal and formal channels
  • Applying knowledge of the organisational systems, structures, policies and procedures to achieve strategic objectives
  • Following through to ensure that personal quality and productivity standards are consistently and accurately maintained
  • Maintaining a positive attitude
  • Responding openly to feedback
  • Taking ownership for driving own career development
  • Managing own development (skills and knowledge)
  • Planning and prioritising, demonstrating abilities to manage competing demands
  • Communicating effectively, maintaining relationships

HR Manager

Group Five – Power and Engineering
08.2011 - 04.2015
  • Formulation and Implementation of HR Strategies to improve current processes:
  • Formulate strategies for enhancing recruitment processes to reduce the usage of Recruitment agencies
  • Formulate strategies to create efficiencies within all HR related processes
  • Strategize to enhance communication with the business entity
  • Strategize to improve employee engagement
  • Strategize to exclusively contribute to the overall effectiveness of the business
  • Effectively formulate and implement Human Resource policy:
  • Identifying trends not addressed in existing policies and procedures
  • Re-formulating policies to address all identified shortcomings
  • Securing G5 executive approval and sign off for all policy changes and updates
  • Ensuring policies consistently comply with all legislated requirements
  • Ensuring policy making takes cognisance of changing employment scenarios
  • Identifying opportunities to introduce innovative human capital policies designed to make G5 Engineering the sector employer of choice
  • Effectively manage the recruitment process and outcomes:
  • Ensuring appropriate competencies are identified and clearly defined for all G5 Engineering recruitment positions
  • To provide feedback on organisational effectiveness and propose interventions
  • Ensuring accurate and appropriate performance outputs are included in all recruitment evaluation processes
  • When candidate assessment is required, ensuring the evaluation process meets all legislation requirements
  • Developing and implementing strategic manpower plans to facilitate efficient and seamless recruitment procedures
  • Ensuring appointments made meet all manpower planning requirements
  • Developing and implementing an Attraction and Retention policy and strategy to meet all skills deployment requirements in the organisation
  • Effectively manage the training and development process and outcomes:
  • Implementing a performance management system that accurately elicits and describes training requirements at all levels of the organisation
  • Developing a training plan that meets all operational and strategic objectives
  • Providing ongoing assistance to the G5 Academy to ensure relevant and excellent training input
  • Implementing a mentorship programme for key and scare skills
  • Assisting the Academy to reach international training standards and benchmarks
  • Ensuring all training relates to the organisation’s Attraction and Retention policy and strategy
  • Effectively manage Industrial Relations:
  • Developing and implementing IR policies, systems and processes to quickly and effectively address all possible IR issues
  • Overseeing the effective implementation of grievance, disciplinary and dispute resolution policies and procedures
  • Providing effective site support to resolve all HR problems
  • Proactively developing IR scenario plans
  • Effectively manage the transformation process:
  • Developing and implementing an HR transformation strategy at G5 level, and for the business unit
  • Strategically influencing the business to ensure HR objectives are achieved
  • Ensuring the culture and demographics within the business are accurately aligned with G5’s strategic objectives
  • Driving the employment equity and skills development committees
  • Developing transformation scenarios to ensure proactive HR planning and effective skills deployment
  • Ensuring performance management and skills development processes support operational and strategic transformation objectives
  • Effective self-management:
  • Demonstrating consistent application of internal procedures
  • Escalating identified problems to relevant manager
  • Promoting harmony and teamwork
  • Promoting sharing of knowledge through informal and formal channels
  • Applying knowledge of the organisational systems, structures, policies and procedures to achieve strategic objectives
  • Following through to ensure that personal quality and productivity standards are consistently and accurately maintained
  • Maintaining a positive attitude
  • Responding openly to feedback
  • Taking ownership for driving own career development
  • Managing own development (skills and knowledge)
  • Planning and prioritising, demonstrating abilities to manage competing demands
  • Communicating effectively, maintaining relationships

Senior HR

Group Five, Engineering and Construction
08.2011 - 08.2012
  • Effectively formulate and implement Human Resource policy:
  • Identifying trends not addressed in existing policies and procedures
  • Re-formulating policies to address all identified shortcomings
  • Securing G5 executive approval and sign off for all policy changes and updates
  • Ensuring policies consistently comply with all legislated requirements
  • Ensuring policy making takes cognisance of changing employment scenarios
  • Identifying opportunities to introduce innovative human capital policies designed to make G5 Engineering the sector employer of choice
  • Effectively manage the recruitment process and outcomes:
  • Ensuring appropriate competencies are identified and clearly defined for all G5 Engineering recruitment positions
  • To provide feedback on organisational effectiveness and propose interventions
  • Ensuring accurate and appropriate performance outputs are included in all recruitment evaluation processes
  • When candidate assessment is required, ensuring the evaluation process meets all legislation requirements
  • Developing and implementing strategic manpower plans to facilitate efficient and seamless recruitment procedures
  • Ensuring appointments made meet all manpower planning requirements
  • Developing and implementing an Attraction and Retention policy and strategy to meet all skills deployment requirements in the organisation

HR Consultant

EDCON
07.2008 - 05.2010
  • Customer Services Delivery
  • Provide assistance to employees or their representatives Line Manager and or HR Business Partners on the completion of all required documentation relating to the Employee Life Cycle via telephonic, face to face or written communication
  • Ensure that all requests are responded (including 2nd Line support)to within predetermined SLA (Service Level Agreements) and according to the HR policies and procedures
  • Develop and implement effective follow-up process to ensure outstanding issues are resolved timeously by liaising with appropriate customer
  • Provide special guidance and assistance to all employees and managers on various HR aspects and initiatives as placed in the HR Shared Services Centre in order to achieve an informed workforce
  • Advises and assists customers and stakeholders on the application and interpretation of various HR policies, processes and legislation pertaining to the employee Life Cycle
  • Ensures Line Managers are informed of terminating employees and assets that need to be returned to the company
  • Recruitment
  • Preparing letters of appointment
  • Update flex packages and do pre-flex calculations (Salaries)
  • Explaining company policies and procedures to new employees
  • Go through employment details with new employee
  • Conduct exit interviews
  • Assist employees with termination packs
  • Budget and Financial Management
  • Maintain departmental cost saving practices
  • Identify processes that can be done more efficiently to reduce costs
  • Monitor own costs on stationery and telephone calls to minimize any wastage thereby meeting the required cost containment
  • Identify processes that can be done more efficiently to reduce costs
  • Generalists
  • Monthly HR reports
  • Ensure all terminations are processed timeously
  • Attend to all the queries from stores
  • Act as a liaison between employees and business partners to resolve employee life cycle queries and ensure effective utilisation of plans resulting in positive employee relations
  • Performance Monitoring
  • Provide assistance as determined by operational requirements to departments within the Shared Services Centre to ensure the delivery of a quality integrated service to customers
  • Plan, action and adjust own work schedules and capturing into systems to meet customer demands as per the SLA and system deadlines
  • Confirm data with line managers when processing to ensure that data integrity is maintained and employee electronic records are accurate
  • Prepare correspondence and statements according to company policy
  • File all documents to ensure that they can be easily retrieved when needed
  • Prepare input for payroll in respect of all designated aspects of the Employee Life Cycle for processing and meeting monthly deadlines
  • Leveraging Technology
  • Verify information and correct any errors before information is processed for payment or captured in the system
  • Make adjustments and action the necessary changes to maintain integrity of data in the records
  • Maintain the required databases to ensure that data reflects current information
  • People Management
  • Encourage, implement and reinforce the Group’s Values, Leadership principles and Employer of Choice (EOC) strategies and initiatives
  • Ensure an open, motivated and harmonious work environment in line with Edcon’s Leadership philosophy
  • Manage the performance of self and all direct reports (formally and informally), ensuring that regular feedback is given / received, coaching and mentoring on performance is given / received to enable continuous improvement
  • Be actively involved in own Individual Development Plan (IDP), develop such plans for all direct reports and ensure that the agreed development interventions are delivered
  • Ensure that talent reviews are conducted on all staff to identify the appropriate talent management strategy and drive implementation
  • Deliver training to staff on an ongoing basis
  • Process Improvement and Efficiency
  • Review HR paperwork to identify areas requiring improvement or automation and escalate to line manager
  • Identify processes that are time consuming and manual intensive and provide recommendations for automation

HR Administrator

EDCON
01.2007 - 01.2008
  • Reason for leaving: Seeking better career opportunities

Education

MBA - Business Administration

Regent Business School
Gauteng, South Africa
04.2001 - 01.2016

Bachelor of Commerce Honor Degree - Human Resources Management

Regent Business School
Gauteng, South Africa
01-2016

HR National Diploma in Human Resources Management - Human Resources Management

University of South Africa
Gauteng, South Africa
04.2001 -

Glenhills Secondary School
01.1993 - 01.2001

Skills

Consumer Behaviour

Personal Information

  • ID Number: 840318 005 6085
  • Health Status: Very Good
  • Notice Period: 4 weeks
  • Date of Birth: 03/18/84
  • Gender: Female
  • Nationality: South African
  • Driving License: Code 08 – with own car
  • Marital Status: Married

Homelanguages

English

References

  • Senior HR Manager Operations, SANBS, Ivan Padiachy , 082 778 0510
  • David Cooper, Managing Director, Hansgrohe, 060 974 4926
  • Elza Theron Group HR Executive at SSI ENGINEERING, 82 770 8701

Timeline

National Human Resources Manager

Hansgrohe South Africa, Multi National Company
04.2015 - 05.2017

HR Manager

Group Five – Power and Engineering
08.2011 - 04.2015

Senior HR

Group Five, Engineering and Construction
08.2011 - 08.2012

HR Consultant

EDCON
07.2008 - 05.2010

HR Administrator

EDCON
01.2007 - 01.2008

MBA - Business Administration

Regent Business School
04.2001 - 01.2016

HR National Diploma in Human Resources Management - Human Resources Management

University of South Africa
04.2001 -

Glenhills Secondary School
01.1993 - 01.2001

Human Resources Business Partner

South African National Blood Services
7 2017 - Current

Bachelor of Commerce Honor Degree - Human Resources Management

Regent Business School

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Pranesha Kasil RamsoomerHR Business Partner