Prudence Thomas-Mmabane

• Human Resource Generalist providing Organizational development, Recruitment and Talent Management Services on a project basis.
• Led training sessions for improved employee efficiency.
• Fostered a collaborative work environment with regular team building exercises.
• Coordinated with various departments for seamless project execution.
• Allocated resources efficiently, achieving optimal utilisation.
• Influenced positive organisational change with effective leadership techniques.
• Streamlined company policies for improved staff productivity.
• Conducted Organisational effectiveness assessment and skills audit
• Review of role profiles and individual development plans
• Drove change management initiatives and facilitated smoother transitions.

• Management of the Human Capital Department including international country offices. Develop and facilitate the implementation of Human Capital (HC) strategies in alignment to and in pursuit overall SA Tourism strategic direction and business objectives/plans. To provide direction and operationalise and align all HC activities: HC services (recruitment, selection, induction and terminations and all activities that form part of the end-to-end employee lifecycle management process); HC compliance; reporting; talent management; reward; organisational development and learning and development.
• Human Capital (HC) Strategy implementation
• Development of the overall HR strategy in line with the overall SA Tourism strategy and compliant with legislation. The strategy to include HC back office (HC services), Organisational Health, Employee relations, Performance Management, Organisational Development, Remuneration and Benefits, Learning and Development.
• Engage with the stakeholders to develop and gain commitment to the HC strategy
• Provide input to the SA Tourism annual business plan and budget from the business unit’s perspective.
• Develop and implement an annual plan for HC that supports the achievement of the overall SA Tourism objectives.
• Provide advice and guidance into the Human Capital (HC) aspect of SA Tourism’s strategic plan and Annual Performance Plan (APP) and ensure translation into the HC business unit’s annual strategic and operational plan.
• Oversee and manage the development and implementation of business unit operational plans for SA Tourism from a people perspective (e.g. Strategic HC, People Performance, Operational, and Learning and Development Plans).
• Measure and monitor achievement of strategic objectives of the Business Unit and take corrective actions where required.
• Oversee the development of Talent Management strategy/programme for SA Tourism in terms of recruitment, psychometric assessment, engagement, development and retention of talent; including career development and succession planning.
• Oversee and facilitate the development of a Performance Management framework to inculcate the philosophy of a high-performance culture.
• Lead the SA Tourism performance management process to create an energised high performance culture
• Oversee the talent acquisition function to ensure that business units are capacitated with suitably qualified and competent employees to facilitate the achievement of strategic and operational objectives.
• Optimise and align reward and recognition process, policies and practices.
• Review, consolidate and analyse and act on the data from talent management processes to maintain HC competitiveness.
• Oversee the development of a Learning and Development framework to inculcate the culture of employee development and consult with the line managers to support and maximise value from the Learning and Development initiatives
• Oversee the employee relations function to promote positive and effective employment relations practices, and ensure compliance with Labour Relations Act, Basic Conditions of Employment Act and Employment Equity Act requirements.
• Manage organisational health issues to create sustainable organisational wellness.
• Manage organisational development and change job evaluation and transformation matters
• Develop and implement HC policies, services, systems and processes, ensure compliance with legislation
• Use systems and technology to effectively manage and access HC data (learning and development information, HC data, ER information, performance data, etc)
• Monitor the implementation of the effective Payroll management system
• Report consistently to the Exco on:
• Performance against the business and operational plans from the department’s perspective (Business Unit annual performance plan, budget management).
• Implemented Organisation Effectiveness project
• Stakeholder management.
• Provide management reports so that internal and external stakeholders are informed of performance progress and relevant issues of the department.
• Maintained organisational compliance with applicable legislation and regulations.
• Created and led successful business culture focused on performance.
• Spearheaded strategic planning and decision-making processes aligning with mission and stakeholder interests.
• Fostered a high-performance culture, resulting in increased productivity.
• Delivered results under pressure to meet tight deadlines.
• Built high-performing teams to achieve organisational objectives.
• Established a positive work environment which promoted staff morale and productivity.
• Developed strategic business plans, enhancing corporate vision and objectives.
• Introduced effective cost control measures, reducing unnecessary expenditure.
• Improved staff retention with robust HR policies and procedures.
• Regularly reviewed performance data, driving continuous improvement efforts.
• Streamlined communication processes for improved team collaboration.
• Identified and resolved operational issues impacting productivity, performance or profitability.
• Recruited and managed senior staff with focus on delivering clear results.
• Established strong rapport with stakeholders to enhance business credibility.
• Served as official representative of organisation to public groups or government agencies.

• Lead and direct Human Resources Department at a strategic level. Provide direction and guidance to employees within the Department and organisation as a whole. Responsible for the National Human Resource Function.
• Key Responsibilities:
• Develop and ensure the implementation of a departmental Strategy and Business Plan which is aligned to the Council organisational strategy.
• To design, implement and achieve Human Resources Strategy to support Council organisational strategy
• Oversee and ensure the development and implementation of the appropriate HR related policies, SOP’s and Procedures to support various departments within Council.
• Develop and manage operational and capital budgets in support of the departmental business plan .
• Manage recruitment, selection and induction of employees at Council.
• Facilitate implementation of performance management and to create performance driven culture.
• Manage Labour and Employee Relations including Salary Negotiations with the union.
• Manage employee administrations, medical aids, provident funds and employee wellness.
• Manage training and development, employment equity and skills development.
• Direct and manage direct reports to ensure that the functional plan objectives are met.
• Prepare and present various reports to the Senior Management Meeting and Remco.
• Prepare various reports for consideration by Remco, Audit and Risk Committee, EXCO and the Council.
• Ensure the implementation of (internal and external) audit recommendations related to the department.
• Manage departmental risks identified and ensure that mitigating plans are implemented .
• Ensure all legislative requirements are adhered to, including the development of an Employment Equity
• Develop and Implement the Talent Management Framework and Succession plan
• Implement organisational change management initiatives
• Represent the council at CCMA
• Engage stakeholders such as Services SETA, TETA and the union
• Analyse the distribution of remuneration and benefits, identify anomalies and make recommendations
• Develop and implement policies, procedures and processes
• Other participation/ leadership roles:
• Teta Board Committee Member 2018-2022
• Chairperson on workplace bargaining forum 2018-2023
• Established a positive work environment which promoted staff morale and productivity.
• Developed strategic business plans, enhancing corporate vision and objectives.

Governance role, representing employer group on the board

• Conducted in-depth research to inform committee decisions effectively.
• Applied critical thinking to analyse problems, evaluate solutions and select best decisions.
• Provided feedback from the bargaining council pertaining to sector training needs.

• Overall management and performance of the Human Capital Shared Services Functions, namely:
• Benefits and Administration management
• Recruitment and Selection
• Management reporting and data management using HRIS
• Payroll Administration
• Records Management
• Other participation/ leadership roles:
• Attend collective bargaining council meetings with SATAWU union shopstewards
• Chair head office joint standing committee and EE committee
• Represent Human capital on the POPI steering Committee
• Participate in the Talen Management Forum Committee
• Responsibilities
• Participate in the strategic decision-making process and provide technical expertise with regard to aligning the objectives of the department with the overall objectives of the RAF.
• Promote and engender the values and guiding principles in conducting the RAF business and making sure that the department is the strategic partner of the core business of the RAF.
• Manage all personnel systems, ensuring data collection, data processing, records and reports to ensure timeous and relevant indicators of the status of the human resources.
• Provide Human capital data nationally
• Submit monthly reports in Dashboard format
• Ensure that effective, efficient and legislation compliant processes in Human Resource are implemented and maintained.
• Present required Management reports and data to the relevant committees and divisions.
• Ensure that the Human Capital Shared Services department has adequate financial, human and Infrastructure resources to carry out its mandates.
• Develop and maintain good working relations with all stakeholders, management, employees, and service providers.
• Analyse the distribution of remuneration and benefits, identifies anomalies and make recommendations On remedial action.
• Develop and implement policies, procedures and processes relating to organizational resourcing
• Manage the Shared Services Division Operations
• Develop, manage and execute the divisions Strategic operational plan
• Manage the performance of all employees in the Corporate Services Division
• Manage all administrative, HR and procurement systems related to the Division
• Maintain a sound contract and SLA environment
• Implement processes and interventions which are aligned to the Funds Human Capital Division
• Develop an operational budget for Shared Services activities
• Perform risk assessment, develop and implement mitigation strategies
• Compile and present divisional operational work plan reports for EXCO and Remuneration Committee
• Streamlined operations by introducing efficient resource management strategies.
• Successfully managed risk assessment procedures by adopting industry best practices.
• Assisted HR personnel with recruitment, hiring and training highly effective teams.
• Managed daily workflow, delegating tasks to support seamless operations.

• Oversight of the Scheme's Office facilities, Administration, Human Resource Management, Information Technology, Human Resource Management.
• Regularly reviewed performance data, driving continuous improvement efforts.
• Improved staff retention with robust HR policies and procedures.
• Introduced effective cost control measures, reducing unnecessary expenditure.
• Implemented the Employment Equity Committee and managed CSI deliverables
• Developed strategic business plans, enhancing corporate vision and objectives.
• Established a positive work environment which promoted staff morale and productivity.
• Maintained organisational compliance with applicable legislation and regulations.
• Maintain the Office infrastructure and facilities
• Manage the Scheme’s switch board, fax and telecommunication functionality
• Manage and maintain an effective internal communication system
• Manage and maintain, in an optimal fashion, the Scheme’s office infrastructure and equipment
• Manage the Scheme’s Head Office IT environment, network, infrastructure and the performance of the contracted IT Service Provider
• Implemented Knowledge management systems and repositories
• Directed administration and optimisation of financial operations, payroll and accounting processes.
• Manage and maintain an effective filing system for the Scheme
• Manage and maintain an effective data backup process, including the maintenance of the Scheme’s Disaster Recovery Policy and Business Continuity Plan.
• Ensure that the infrastructure requirements of all staff members are effectively satisfied
• Monitor and practice efficient budget control and compliance to the supply chain policy
• Manage the Human Resource Management practices
• Ensure Payroll is processed timeously and accurately for employees and trustees
• Ensure that performance management is effectively implemented by all staff
• Ensure that succession plans are implemented at all levels
• Arrange quarterly training sessions
• Oversee and support the recruitment and induction of new employees
• Manage all grievances and IR matters timeously
• Coordinate the annual organizational review and salary survey
• Conduct an annual Health and Safety audit
• Ensure the submission of all statutory HR submissions
• Ensure compliance to all HR Policies
• Chairperson of the Employee Committee
• Oversee the support the work of the CSI task team including project management and budget control
• Compile and present monthly reports for Exco and Board reporting
• Represent the Scheme at the CCMA
• Manage the Corporate Services Division
• Develop, manage and execute the Corporate Service Strategic Objective’s operational plan
• Manage the performance of the Office Manager, Knowledge management Officer, HR officer and all employees in the Corporate Services Division and other subordinates
• Manage all administrative, HR and procurement systems related to the Corporate Services Division
• Maintain a sound contract and SLA environment
• Implement processes and interventions which are aligned to the Scheme’s Corporate Services Division
• Develop an operational budget for Corporate Service activities
• Perform a corporate services risk assessment, develop and implement mitigation strategies
• Compile and present divisional operational work plan reports for EXCO, Operations Committee, Remuneration Committee and Board meetings
• Manage and implement Knowledge Management practices
• Develop, manage and execute the knowledge management structure and system
• Develop and maintain a Knowledge Management Policy
• Ensure the consolidation and integration of Scheme information systems and processes with a view to fostering skills development
• Ensure compliance to the knowledge management Policies by all staff
• Incorporate a knowledge management strategy into the Corporate Services operational plan
• Ensure the protection of the Scheme’s Intellectual property
• Ensure efficient document management system is maintained
• Risk Management
• Quality of all outputs tested continuously
• All audit undertakings implemented effectively and timeously
• Sound contract and SLA environment maintained
• Circulars and regulatory changes attended to timeously and effectively
• Employee Committee (Employment Equity, Health and Safety etc) meetings held monthly
• CSI Committee meetings held at least quarterly
• Operational plans adapted to mitigate risk
• Fostered a high-performance culture, resulting in increased productivity.
• Established strong rapport with stakeholders to enhance business credibility.

• HR Generalist role responsible for management of Department
• HR Consulting
• Regular (weekly) meetings with all line heads to follow up on ALL HR/Training issues
• Actions on Employee Opinion Survey results
• Talent Management/Performance Management
• Performance Management
• Succession plans
• Industrial Relations
• Remuneration and Reward
• Job Evaluations/grading on JE Manager
• Policies/Procedures/Processes
• Attending department OPS meetings monthly and reporting on progress/issues
• Provide feedback of unresolved issues to Head of HR if necessary
• Refer employees to ICAS for Counseling
• Recruitment & Selection
• Recruitment Requisition Approvals
• Workforce planning to ensure effective talent management
• Short listing
• Conducting Interviews
• Discus psychometric Assessments
• Establish, assist with compiling of role profiles, identification of competencies.
• Performance Management
• Implement Performance Management Framework
• Follow up on performance appraisals
• Follow up on poor performance
• Coordination of performance management implementation, moderation process.
• Arrange and Monitor Performance Improvement Process
• Talent Management and Succession Planning
• Talent identification and leadership pipeline developed
• Succession Planning at all levels
• Retention - Implement Strategy
• Employee Development actions
• Monitor / EE / DTI Targets
• Feedback to line management on employment Equity deliverables
• Manage targets and discuss action plans
• Labour Relations Management Queries
• Handling of Grievances
• Formulation of charges
• Representing HR in Disciplinary Hearings
• Correspondence on CCMA cases
• CCMA conciliation processes
• CCMA arbitration processes
• Represent Company at CCMA
• Payroll Management
• Monitor staff cost reports
• Forward input to payroll office
• Provide Managers with monthly payroll reports
• Review and sign off variance reports and approval payroll payment
• HR Admin and reporting, Monitor and report on:
• Overall Human resource administration function
• Management and review of Payroll
• Exit interviews – Reports Quarterly
• Monthly Report for Exco Operations Meetings
• Manage records management system
• Reporting
• Long Service Awards Reports – Monthly
• Distribute monthly Staff cost reports
• Monthly Manco reports
• Recruitment Status reports
• Training
• Follow up after performance appraisals with Line Management
• Follow up on Training with Line Management and Training Manager
• Learnership programmes – Selection, Placement, Support
• Leadership development programmes – Identify and Selection
• Mentorship – Identifying and Selection
• Change Management
• Facilitating Merger with Nedbank and restructure of MFC
• Organisational Restructure, Staff Selection
• Arrange workshops and Road shows for Management
• Staff Communication on HR Principles for Merger
• Member of Integration and restructuring Steercom
• Facilitate Staff Consultation Forum
• Recognition and Reward
• Manage job evaluation process
• Implement recognition programme
• Ensure remuneration aligned to job grades
• Streamlined HR procedures, resulted in more organised operations.
• Centralised personnel records, made data access easier and quicker.
• Collaborated with department managers in workforce planning strategies formulation.
• Aligned HR strategies with business goals to drive overall company performance.
• Oversaw redundancy procedures to ensure fairness and legality adherence.
• Facilitated grievance resolution with professional mediation techniques.
• Coordinated training programmes for skills enhancement and career progression opportunities.
• Communicated HR updates to staff, keeping employees operating under consistent framework across organisation.
• Kept managers and employees updated on wide range of employment relations related to performance, attendance and discipline.
• Managed leavers processes, end-of-probation reviews, changes to appointments and termination of fixed-term contracts.
• Created and implemented development programmes to promote employee career progression.
• Delivered consistent and reliable administration through strategic planning and coordination of HR functions.

• Generalist HR Officer at production plant
• Recruitment and Selection
• Ensure motivation for and authorization of requisitions.
• Place Internal advert and circulate to agencies
• Establish, assist with compiling of role profiles, identification of competencies.
• Conduct structured interviews.
• Advise Management.
• Arrange reference checks and appointment letters.
• Ensure that all new employees are provided with sufficient induction.
• Performance Management
• Coordination of performance management implementation, moderation process.
• Assist, support and co-ordinate that Role profiles, performance agreements, personal development plans and performance reviews are completed and being conducted.
• Training and Development
• Conduct Needs Analysis
• Coordinate Training and bursary management
• Recruit In service Trainees and Apprenticeships
• Work Skills Plan development and submission
• Permanent member of HACCP team, Had direct involvement in HACCP and ISO application
• Implement Artisan internship and learnership programmes
• Employee Relations
• Consultation session, meetings, info sharing with Management and employees/Shop Stewards.
• Interaction with Shop Stewards Committee
• Coach, advice Line on IR issues.
• Arrange, participate in training sessions, e.g. Disciplinary, Grievance procedures
• Attend grievances and disciplinary hearings.
• Advice Line Managers on application of procedures, legal constraints and precedents.
• Advice and participate in contract administration.
• Employee Wellness
• Assist employees with advice, completion of various medical aid forms
• Staff Loans: assist, monitor and check completion and authorization of Loans .
• Refer employees to ICAS for counseling
• Improved efficiency by streamlining HR processes and procedures.
• Created a harmonious workplace environment through effective conflict resolution strategies.
• Coordinated performance review cycles, contributing towards clear goal setting across teams.
• Implemented robust grievance procedure to address employee complaints promptly and fairly.
• Developed and implemented new employee induction programmes for improved staff retention.
• Carried out new-starter HR briefings, providing up-to-date advice on best company practices for consistent staff compliance.
• Ensured accurate, efficient HR administration focused on recruitment, payroll and benefits support.
• Delivered consistent and reliable service through overall administration, planning, coordination and evaluation of HR functions.
• Kept managers and employees updated on wide range of employment relations related to performance, attendance and discipline.
• Handled company recruitment activities to develop high-achieving workforce.
• Advised senior management on employee corrective actions.
• Improved employee productivity and organisational effectiveness by reviewing processes to ensure optimal HR service delivery.
• Improved employee productivity and organisational effectiveness by reviewing processes for optimal HR service delivery.
• Used staff survey findings to implement enhanced working conditions and practices.
• Advised line managers on correct disciplinary procedures for compliant issue resolution.

• Temporary position as HR Generalist
• Fostered effective communication among team members enabling smoother operations within the department.
• Analysed staff turnover trends, devised effective retention strategies.
• Created engaging induction programmes for smooth onboarding process.
• Streamlined hiring process to secure top talent.
• Ensured compliance to employment laws for company's protection.
• Collaborated closely with payroll team for accurate remuneration processing.
• Regularly updated personnel records for accuracy and confidentiality.
• Coordinated employee benefits packages to increase job satisfaction levels.
• Conducted exit interviews, improved retention rates.
• Implemented effective HR policies by liaising with all department heads.
• Conduced regular training needs analysis; ensured employees' skills remained relevant in competitive market.
• Negotiated terms of employment for staff and contractor agreements.
• Interviewed and hired staff fitting job and team requirements.
• Coordinated reference and background checks for compliance with right-to-work guidelines.
• Coordinated staff performance and productivity assessments.
• Developed robust recruitment processes for high-performing operational teams.

• Temporary position
• Managed onboarding process for new hires ensuring a smooth transition.
• Ensured legal compliance for all HR practices.
• Streamlined HR operations by implementing automated systems.
• Maintained employee records with utmost confidentiality.
• Supported management with decision-making through comprehensive HR reports.
• Conducted research into termination reasons and assisted with input into retention strategy.
• Communicated HR updates to staff, keeping employees operating under consistent framework across organisation.

• Retrenchment in 2006
• HR Officer for Insurance Call Centre
• Ensured equal opportunities in hiring practices by rigorous adherence to diversity policies.
• Streamlined the recruitment process by introducing innovative HR software.
• Improved efficiency by streamlining HR processes and procedures.
• Created a harmonious workplace environment through effective conflict resolution strategies.
• Developed and implemented new employee induction programmes for improved staff retention.
• Organised training courses for staff development and skill enhancement.
• Tailored HR policies according to changing business needs for organisational agility.
• Planned, organised and managed recruitment and selection processes, consistently meeting budget targets and recruitment goals.
• Ensured accurate, efficient HR administration focused on recruitment, payroll and benefits support.
• Managed full recruitment lifecycle of job adverts, applicant vetting and new employee onboarding.
• Delivered consistent and reliable administration through strategic planning and coordination of HR functions.
• Improved employee productivity and organisational effectiveness by reviewing processes to ensure optimal HR service delivery.
• Created succession plans and promotion paths for staff.

• Manage the Human Resource Department. Recruited to help open new company branch in South Africa, guiding the startup and management of a full spectrum of HR policies, operations management, system implementation and programs.
• Implemented HR Office in 2004, worked with senior management to create HR policies and procedures; recruit employees; create group benefits databases; and develop orientation, training programs.
• Implemented benefits and administration including payroll system for 380 employees
• Manage Administration of leave and personnel records; administer benefits enrollment and programs; administer HR budget; and handle HR generalist workplace issues.
• Administered payroll services, ensuring timely disbursement of wages.
• Championed employee wellness programs to boost overall health and productivity.
• Negotiated employee benefits packages to improve job satisfaction.
• Streamlined HR processes with effective use of HR software.
• Developed personnel policies for transparent and fair practices.
• Managed recruitment processes for successful team-building.
• Delivered consistent and reliable service through overall administration, planning, coordination and evaluation of HR functions.
• Partnered with management to establish workplace safety curriculum for training and education purposes.
• Improved employee productivity and organisational effectiveness by reviewing processes for optimal HR service delivery.
• Maintained compliance with all local, county and national laws, as well as established organisational standards.
• Monitored in-house HR trends to assess company performance against KPIs.
• Conducted workforce planning and benchmarking to meet company needs.