Summary
Overview
Work History
Education
Skills
Websites
Certification
Accomplishments
Affiliations
Key Skills & Experience
Timeline
Generic

Riccardo Wilfred Popham

Head Of Learning
Kimberley

Summary

Dynamic and results-oriented Learning and Development professional with over 15 years of experience driving operational efficiencies and enhancing team productivity across the Mining, Metals, Manufacturing, and Petrochemical industries. Proven expertise in Human Resource Development, ISO 9001:2015, Asset Management, Operational Excellence, Risk Assessment, and Leadership establishes a strong foundation for cultivating talent and inspiring high-performance teams that consistently achieve exceptional outcomes. A Master’s Degree in Organisational Leadership and a Postgraduate Diploma (Honours) in Human Resources Development demonstrate a commitment to unlocking individual potential while aligning with ambitious business objectives. Excels in high-pressure environments, consistently prioritizing exceptional client service and surpassing demanding targets.

Training professional with history of optimizing training programs to improve organizational performance and employee engagement. Known for delivering impactful training solutions that align with business objectives. Strong focus on team collaboration and adapting to evolving needs, ensuring reliable performance and consistent results.

Overview

22
22
years of professional experience
5
5
Certifications

Work History

Head of Training

South32 Hotazel Manganese Mines
Hotazel
01.2023 - Current
  • Company Overview: South32 is a globally diversified metals and mining company. They produce commodities including bauxite, alumina, aluminium, copper, silver, lead, zinc, nickel and manganese from their operations in Australia, Southern Africa and South America. The South Africa Manganese operation can be found in the manganese rich Kalahari Basin, in the Northern Cape, which is home to 80 per cent of the world's manganese ore body. This manganese business is made up of two manganese mines; Mamatwan (Surface Mine) and Wessels (underground Mine).
  • Effective management of Hotazel Manganese Mines (HMM) Training Departments which comprises of three training centres (Mamatwan Mine, Wessels Mine and Infra) to ensure training interventions address both current and future needs of business and deliver a competent workforce.
  • Manages 3 training centers (1 center at Surface mine, 1 center at Underground mine and 1 central training center) to ensure people are trained and deemed competent to perform task safely and improve productivity.
  • Responsible to ensure that a learning and development strategy and annual action plan are in place to ensure a competent workforce at all levels to meet the business skills requirements of the Company.
  • Drafting and maintenance for the operational training procedures and quality management systems. Managing the sourcing, design, development, implementation and maintenance of effective training programmes and materials utilising knowledge of methods in classrooms, e-learning, on-the-job training, and self-study aligned to business objectives.
  • Developed and introduced the new Hybrid training methodology at the company which combines classroom, online and interactive learning.
  • Monitoring of changes in legislation and regulation, training landscape, latest initiatives and relevant industry practices, aligning and implementing the necessary changes to the organization using the appropriate interventions.
  • Conducting in-depth training needs analysis related to specific business requirements and identify gaps in employees training requirement.
  • Management and enhancements of the organisations learning management system.
  • Coordination of the operational activities and advise appropriately on suggestions and solutions on learning and development interventions to operational head of departments.
  • Responsible for reports on learning and development interventions and results to management, executive, global and legislative bodies (workplace skills plan, Social and Labour plan, mining Charter, BBBEE and Social performance).
  • Directed the implementation of Lean methodologies, resulting in a significant reduction in waste and operational costs.
  • Negotiated with suppliers to lower procurement costs without compromising on quality.
  • Managing the talent development programmes and responsible for the execution of the Social and labour plan HRD initiatives and reporting annually on the commitments (targets vs Actual).
  • Managing the global training initiatives and reporting on the implementation of the programmes.
  • Responsible for the drafting of the annual training budget (+/-R147 million rand) and accurate reporting, track expenses and control costs.
  • Responsible to maintain SETA accreditation (QCTO/NAMB) & ISO 9001:2015 certification.
  • Direct Reports: 3 Superintendents, 2 Senior Training Specialist (total of 42)
  • Reason for Leaving: Growth opportunities in a more senior role
  • Key Achievement: Successful implementation of the new Learning management system for the company.
  • Development and construction of the mock mine which includes virtual reality methodology.
  • Implementation interactive screens to enhance training delivery using a blended approach.
  • Collaborated with cross-functional teams to develop customized training solutions, ensuring alignment with organizational goals and objectives.
  • Improved employee retention rates by creating engaging and interactive learning materials.
  • Collaborated with other departments to align training programs with organizational goals and objectives.
  • Communicated all learning and performance objectives, schedules, and training assessments to upper management.
  • Evaluated the effectiveness of training programs using various assessment tools, providing valuable feedback for continuous improvement initiatives.
  • Monitored and evaluated training performance to determine quality and cohesiveness.
  • Developed and implemented comprehensive training program to increase employee productivity and morale.
  • Reduced onboarding time for new hires through the development of effective orientation modules.
  • Increased overall productivity by conducting regular skills gap analyses and addressing identified needs with targeted training interventions.
  • Stayed abreast of industry trends and emerging best practices in talent development, ensuring the organization maintained a competitive edge in workforce capabilities.
  • Established a culture of continuous learning, promoting professional development opportunities for all employees across the organization.
  • Spearheaded design and implementation of multiple training courses to establish successful onboarding of new employees.
  • Improved compliance with industry regulations through development and delivery of specialized compliance training programs.
  • Partnered with external experts to bring in fresh perspectives and specialized knowledge for advanced training workshops.
  • Collaborated with department heads to align training programs with organizational goals, ensuring relevancy and impact.
  • Increased effectiveness of sales training, resulting in noticeable improvement in sales team performance and customer satisfaction.
  • Reduced training costs without compromising quality by optimizing use of in-house expertise and digital resources.
  • Spearheaded adoption of new Learning Management System (LMS), enhancing efficiency of training delivery and tracking.
  • Identified skill gaps in workforce and addressed them through targeted training programs, resulting in more competent and versatile team.
  • Leveraged technology to create interactive and engaging e-learning content, making training accessible to employees across multiple locations.
  • Evaluated impact of training programs on employee performance and business outcomes, continuously refining training strategies based on feedback.
  • Conducted thorough needs assessments to pinpoint specific training requirements, leading to more targeted and effective training solutions.
  • Drove departmental performance and achievement of service levels through focused team operational reviews, structured coaching, and managing to enterprise targets.
  • Directed training programs and development paths for managers and supervisors.

Superintendent: Organizational Development & Training

United Manganese of Kalahari
Hotazel
12.2020 - 12.2022
  • Company Overview: United Manganese of Kalahari (UMK) is a South African mining company, operating on the Kalahari manganese field located in the John Taole Gaetsewe District Municipality in the Northern Cape Province. UMK is a company operating in a manganese-based economy with exposure to the export market. It is strategically located with good access to rail infrastructure, rapid load-out and export facilities.
  • Effective management of Mine wide training (including Business Partners) and the Technical Training Centre to ensure training interventions address both current and future needs of business and deliver a competent workforce. Responsible for the design and roll out of OD Programmes (such as succession planning, talent management etc). Ensure that accreditation is maintained and that the technical training needs of UMK are implemented.
  • Managing the annual training and also Draw up the training and OD budget.
  • Responsible for the Analysis of training and organizational development needs for the company.
  • Conducting comprehensive training needs analysis and develop training plans to address business needs and identify gaps in training.
  • Implement Succession Planning interventions and talent management programmes.
  • Responsible for the management and implementation for the HRD portion of SLP & Mining Charter.
  • Align and standardize training material as per Legislative and Industry trends.
  • Design training policies and procedures, implement and maintain.
  • Compile and submit WSP/ATR.
  • Reports To: HR Manager
  • Direct Reports: 6 Senior Training Officer on Mine, 6 Training Officers at the Technical Training Centre
  • Reason for Leaving: Growth opportunities
  • Key Achievement: Applied and received grants, a fist for the company.
  • Was the first company to have Sleipner simulators from Finland.
  • Established successful procedures for day-to-day operations and long-term planning.
  • Evaluated subcontractor performance regularly, ensuring adherence to contract requirements and maintaining accountability throughout the lifecycle of each project.
  • Analyzed reports to identify areas of improvement and implement corrective action.
  • Managed multiple simultaneous projects while maintaining strict deadlines and adhering to budget constraints.
  • Championed continuous improvement initiatives within the organization, introducing new methodologies to increase productivity and reduce overall project costs.
  • Established effective quality control measures for consistent delivery of high-quality construction projects.
  • Monitored budgets and expenditures to maintain fiscal responsibility.
  • Developed comprehensive budgets and schedules to ensure timely project completion within allocated resources.
  • Improved special education programs, ensuring compliance with regulations and meeting diverse student needs.

Industrial Learning & Development Manager

Lafarge South Africa
Lichtenburg
11.2019 - 11.2020
  • Company Overview: Leading cement and building materials company, Lafarge South Africa, manufactures and supplies cement, aggregates, ready-mixed concrete, gypsum plasterboard and interior building fittings. It has two main subsidiary operating companies, including Lafarge Industries South Africa and Lafarge Mining South Africa, which covers the aggregates and limestone quarrying interests. Lafarge South Africa is one of the major cement manufacturers in Southern Africa. Its flagship cement production facility is at Lichtenburg, in the North West Province. The company also operates two cement clinker grinding stations, one at Randfontein, on the west side of Johannesburg, and the other at Richards Bay, in KwaZulu-Natal, together with several well-placed depots.
  • Management of Lafarge Africa Training Centre (LATC) which comprises Mine wide training and the Technical Training Centre for the South African operations.
  • Effective management of the Lafarge Africa Training Centre (LATC) to ensure that accreditation is maintained and that the technical training needs of Lafarge SA are implemented. Which also include;
  • Responsible for Talent Management in aiding the company to identify high potential individuals for succession planning and identify those who needs development to prepare for the next role.
  • Manage the Lafarge Africa Training Centre and ensure financial viability.
  • Champion the identification of the country technical training needs with HR, Plant Managers & regional centres of excellence.
  • Ensure the implementation of key technical training interventions and certification programmes (Lafarge corporate training programmes) for identified critical positions.
  • Developed a system to work with subject matter experts across product lines to develop training programmes as may be required from time to time.
  • Amend and revise programmes as necessary, in order to adapt to the changes that occur in the work environment.
  • Responsible for the management of the Lichtenburg Village Boarding House to ensure learners have suitable accommodation.
  • Market LATC offerings internally, regionally and externally to ensure the plant school is running at full capacity & is profitable.
  • Maintain SETA accreditation & ISO 9001:2015 in line with the SETA requirements.
  • Manage LATC budget (ensure profit and loss statement is maintained accordingly).
  • Reports To: Industrial Director (Africa region)
  • Direct Reports: 8 Senior training Officers for the Technical Training Centre, 3 training Officers for the Plant training centre, 3 Training officer for the mine training
  • Reason for Leaving: Growth opportunities
  • Key Achievement: Developed a strategic management plan to convert the training center form a cost center to a profit center to attract business for the company.
  • Managed the Southern region of Africa for training and development.
  • Optimized existing e-learning courses by incorporating interactive multimedia elements to enhance user experience.
  • Created customized leadership development programs, resulting in improved management skills across the organization.

Snr Group Training & Development Specialist

Petra Diamonds South Africa
Kimberley
10.2013 - 10.2019
  • Company Overview: Petra Diamonds is the world’s third largest producer of rough diamonds by value, supplying these rare and precious gemstones to the Jewellery industry safely and to the highest ethical standards.
  • Effective management of Petra Diamonds Group Training Department which comprises of 5 South African sites (Kimberley Mine, Koffiefontein mine, Finsch Mine, Cullinan Mine, Helam Mine) and 2 other site in Botswana and Tanzania.
  • Responsible for the implementation, maintenance and to oversee technical training interventions as well as the annual skills planning processes for the Petra Diamonds Group in accordance with national skills development legislation.
  • Provided a technical development service to ensure the implementation and maintenance of training interventions according to organizational needs and legislature to the different operations of the company. This is done by developing policies, standardizing training material, quality assurance (moderation, regular audits – internal and ISO 9001:2015), as well as mentoring and coaching.
  • Ensured the effective coordination and operation of Engineering and HSE training activities.
  • Developed and standardised Engineering and HSE programmes.
  • Responsible for the development of specific in-house programmes and modules and external providers.
  • Assisted the mines with the planning and controlling of the different mines training budget.
  • Responsible for quality assurance by conducting audits regarding technical training and development.
  • Reports To: Group HRD Manager
  • Direct Reports: Mine’s Senior Training and Development Practitioners (Engineering and Safety)
  • Reason for Leaving: Growth opportunities
  • Key Achievement: Mentor of the Year
  • Playing a key role in the development and implementation of the Safety Risk Management Programme for the Group.
  • Personally responsible for the development and implementation of the Engineering Semi-Skilled Development programme.
  • Led internal certification programs that resulted in a greater number of qualified employees holding specialized roles within the company structure.
  • Collaborated with cross-functional teams to develop cohesive learning strategies aligned with business goals.
  • Facilitated open lines of communication between management and employees, ensuring that training programs remained relevant to both organizational goals and individual needs.
  • Composed informative instructional materials, including manuals, guides, and job aids for diverse learning preferences.
  • Streamlined training processes by identifying areas of improvement and implementing targeted solutions.
  • Coordinated special events such as seminars, conferences, or guest speaker sessions to enhance employee learning experiences beyond the classroom setting.
  • Delivered engaging presentations and facilitated group discussions for optimal participant involvement.
  • Partnered with subject matter experts to ensure accuracy and relevance of training content across various industries.

Boilermaker Training Officer

Transnet Engineering
Bloemfontein
08.2013 - 10.2013
  • Reason for Leaving: Fixed term agreement

Internal Consultant (Operations Excellence Facilitator)

Sasol Synfuels
Secunda
06.2011 - 04.2013
  • Reason for Leaving: Seeking growth and family reasons

SDF/ Assistant Training Manager

Sasol Group Services
Secunda
02.2010 - 05.2011
  • Reason for Leaving: Promotion

Principal Training Practitioner (Boilermaker)

Sasol Secunda Shared Services
Secunda
06.2006 - 01.2010
  • Reason for Leaving: Promotion

Specialist Artisan – Boilermaker

Sasol Mining + Synfuels
Secunda
03.2004 - 05.2006
  • Reason for Leaving: Promotion

Education

M.D. - Organisational Leadership

Tshwane University of Technology
Pretoria, South Africa
01.2019

Postgraduate Diploma - HRD (NQF level 8 - Honours)

UNISA
01.2017

Programme - Asset and Maintenance Management

University of Pretoria
01.2012

B Tech Degree - Human Resource Development

Vaal University of Technology

B Tech Degree - Human Resource Management (cum laude)

Vaal University of Technology
01.2011

National Diploma - OD ETDP

Maccauvlei Learning Academy
01.2008

Boilermaker Red Seal - undefined

SASOL (CHIETA)
01.2006

Skills

  • Proficient in Microsoft Office applications, specializing in Excel and project management

  • Customer support training

  • Safety course completion

  • Equity and inclusion training

  • Gas safety compliance training

  • Effective decision making

  • Interviewing proficiency

Leadership development

Strategic workforce planning

Workforce development initiatives

Proficient in conveying information

Websites

Certification

ISO 9001: 2015 (Internal Auditor), BSi, 2017

Accomplishments

  • Sasol Victory Awards (Value Award 2010) – (Customer Focus)
  • Recognition from Sasol SSS MD (Oliver Naidoo) – (Winning with people)
  • Successfully claimed back R8,5 million backdated grants for Sasol Shared Services and Sasol Synfuels.
  • Recognition from Sasol Synfuels Welding Technology and Sasol Synfuels Refinery (For an exceptional executed Shutdown Sep 2007)
  • Recognition from Sasol Institute of Learning (Customer Focus and Winning with People)
  • Recognition from Sasol P&SM (Winning with People)
  • Learner of the year (2004 intake)
  • Mentor of the Year (Petra Diamonds)

Affiliations

South African Board for People Practices: (HR Professional: Learning and Development) Reg No: 66003248

Key Skills & Experience

  • Excellent communication skills: Excellent communication skills, especially Data analysis, reporting, verbal presentation and report writing.
  • Mentoring and Coaching skills: A dynamic mentor and coach that works to empower people with practical solutions. Highly effective at improving individual and team performance through coaching.
  • Team leadership & development skills: Able to inspire, motivate and influence colleagues and followers to attain goals. A very good listener and consults widely with other stakeholders before taking important decisions. Encourages creativity and keeping things in perspective and encourage them to enjoy their work.
  • Adaptability & problem-solving: Resolves in-depth queries in a methodical manner, independently and with internal and external business partners, to find appropriate resolutions and efficiencies.
  • Team dynamics: Good team player. Enjoys sharing knowledge and encouraging the development of others. Able to use own initiative and a self-starter. Able to function independently, work under pressure and without supervision.
  • Planning and Organising: Refined planning and organisational skills that balance work, team support, and ad-hoc responsibilities in a timely and professional manner.
  • Systems Knowledge: Fully computer literate (Outlook, Word, Excel, PowerPoint presentations, MS Projects, Visio & SAP). Experience in preparing and analysing reporting data for management accurately and to timescales.
  • Budgeting & cost reduction: Financial planning, diligent expense tracking, and strategic decision-making to optimize spending and control costs.

Timeline

Head of Training

South32 Hotazel Manganese Mines
01.2023 - Current

Superintendent: Organizational Development & Training

United Manganese of Kalahari
12.2020 - 12.2022

Industrial Learning & Development Manager

Lafarge South Africa
11.2019 - 11.2020

Snr Group Training & Development Specialist

Petra Diamonds South Africa
10.2013 - 10.2019

Boilermaker Training Officer

Transnet Engineering
08.2013 - 10.2013

Internal Consultant (Operations Excellence Facilitator)

Sasol Synfuels
06.2011 - 04.2013

SDF/ Assistant Training Manager

Sasol Group Services
02.2010 - 05.2011

Principal Training Practitioner (Boilermaker)

Sasol Secunda Shared Services
06.2006 - 01.2010

Specialist Artisan – Boilermaker

Sasol Mining + Synfuels
03.2004 - 05.2006

Programme - Asset and Maintenance Management

University of Pretoria

B Tech Degree - Human Resource Development

Vaal University of Technology

B Tech Degree - Human Resource Management (cum laude)

Vaal University of Technology

National Diploma - OD ETDP

Maccauvlei Learning Academy

Boilermaker Red Seal - undefined

SASOL (CHIETA)

M.D. - Organisational Leadership

Tshwane University of Technology

Postgraduate Diploma - HRD (NQF level 8 - Honours)

UNISA

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Riccardo Wilfred PophamHead Of Learning