Richard Radebe

As the Group Human Resource Manager at Morgan PLC, my role involve overseeing the HR functions across multiple business units within the organization, ensuring that HR strategies align with the company's overall business objectives. Morgan PLC, being a global company, would require me to manage a diverse workforce, implement HR policies that comply with various legal frameworks, and support the growth and development of the organization.

As the Group Human Resource Manager for Morgan PLC, your role would be pivotal in shaping the HR landscape across the organization. I am also responsible for ensuring that HR practices are aligned with the company’s strategic goals, supporting the development and retention of a talented workforce, and managing the complex challenges that come with operating in a global environment.

1. Strategic HR Leadership

• Develop and implement HR strategies that align with Morgan PLC’s overall business objectives, ensuring that the company attracts, develops, and retains top talent.
• Provide HR leadership and support to multiple business units, ensuring that each unit’s HR needs are met while maintaining consistency across the organization.
• Facilitated open communication channels between employees and management by conducting regular meetings or roundtable discussions.
• Regularly analyzed workforce trends to proactively address potential skill gaps or staffing needs.
• Oversee the recruitment process across all business units, ensuring that the company attracts the right talent for each role. This includes setting recruitment standards, managing executive-level hiring, and implementing best practices.
• Collaborated with executive leadership to align HR initiatives with overall business goals and objectives.
• Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
• Coordinated company-wide training programs to enhance workforce skills and promote professional growth.
• Promoted diversity and inclusion within the workplace by initiating targeted training programs and implementing inclusive hiring practices.
• Develop and implement succession planning strategies to ensure that the company has a pipeline of future leaders and that critical roles are filled in a timely manner.
• Oversee the performance management process, including setting performance standards, conducting performance reviews, and ensuring that all employees receive regular feedback.
• Work with managers to identify development opportunities for employees, ensuring that they have the skills and knowledge needed to meet business goals.
• Implemented customized performance management systems, providing ongoing feedback and development opportunities for employees.
• Motivated employees through special events, incentive programs, and constructive feedback.
• Manage employee relations across the organization, addressing issues such as conflict resolution, grievance handling, and disciplinary actions.
• Develop and implement initiatives to improve employee engagement and satisfaction, such as recognition programs, surveys, and team-building activities.
• Conducted thorough internal investigations, addressing employee concerns with fairness and transparency.
• Facilitated conflict resolution sessions, fostering positive work environment and maintaining high levels of staff morale.

2. Compensation and Benefits

• Develop and manage the company’s compensation strategy, ensuring that salaries and benefits are competitive and aligned with industry standards.
• Oversee the administration of employee benefits programs, ensuring that they are effectively communicated and that employees can easily access the benefits they are entitled to.
• Conducted salary and market benchmarking analyses to ensure competitive compensation and attract top talent.
• Maintained accurate HR records in compliance with applicable laws, ensuring efficient data retrieval when required.
• Managed complex benefits administration, ensuring accurate enrollment and timely processing of claims.
• Ensure that all HR practices comply with relevant labor laws and regulations in the regions where Morgan PLC operates. This includes staying up-to-date with changes in legislation and ensuring that HR policies are updated accordingly.
• Identify and manage HR-related risks, such as compliance issues, employee relations challenges, and talent shortages, developing strategies to mitigate these risks.
• Provided expert guidance on labor laws and regulations, mitigating legal risks for the organization.

3.Diversity and Inclusion

• Promote diversity and inclusion within the organization, developing and implementing programs that ensure a diverse workforce and an inclusive workplace culture.
• Develop leadership training programs to ensure that managers and executives have the skills needed to lead their teams effectively.
• Ensure that all HR practices are fair and that the company complies with equal opportunity laws and regulations.
• Design and implement training programs that support employee development and align with the company’s strategic goals.

4. Budgeting and Financial Management

• Develop and manage the HR budget, ensuring that HR initiatives are cost-effective and provide a strong return on investment.
• Prepare regular reports on HR-related financial metrics, such as recruitment costs, employee turnover, and training expenses, providing insights to senior management.

5. Global HR Management and Stake-holder Management

• Manage HR functions across different regions, ensuring that HR practices are consistent while also being tailored to local cultural and legal requirements.
• Manage relationships with external stakeholders, such as recruitment agencies, legal advisors, and labor unions, ensuring that they align with the company’s goals and values.
• Work closely with senior leadership, including the Global Human Resource Director, to ensure that HR strategies support the overall business objectives.
• Oversee the management of expatriates and global mobility programs, ensuring that employees relocating to different regions are supported throughout the process.
• Develop and implement programs that promote employee health and well-being, such as mental health initiatives, wellness programs, and work-life balance strategies.
• Develop and track key HR metrics, such as employee turnover, engagement scores, and recruitment efficiency, providing regular reports to senior management.
• Ensure that employees have access to support systems, such as employee assistance programs (EAPs), that help them manage personal and professional challenges.

As the Human Resource Manager for Africa Sun Oil at the Nasrec plant in Johannesburg, The Role involve managing the HR functions specific to the manufacturing environment, ensuring that the HR strategies and practices align with the operational needs of the plant. Africa Sun Oil, a significant player in the cooking oil manufacturing industry, would require you to handle HR duties that support a large workforce operating on a 24/7 basis.

1.Overseeing HR Operations

• Managed labor relations, including negotiations with trade unions, to ensure a harmonious work environment.
• Ensured that all HR practices complied with South African labor laws and regulations, particularly in the manufacturing sector.
• Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
• Represent the Company at CCMA
• Facilitate and Initiate Disciplinary Hearings

2. Recruitment and Workforce Planning

• Led recruitment efforts for various positions within the manufacturing plant, ensuring that the workforce was adequately staffed for all shifts.
• Developed and implemented workforce planning strategies to meet production demands and ensure operational efficiency.
• Maintained accurate HR records in compliance with applicable laws, ensuring efficient data retrieval when required.
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.

3. Performance Management

• Managed the performance appraisal process, ensuring that employees received regular feedback and that performance issues were addressed promptly.
• Implemented performance improvement plans for underperforming employees and provided guidance to supervisors on managing performance-related issues.
• Implemented customized performance management systems, providing ongoing feedback and development opportunities for employees.

4. Training and Development

• Organized training programs to enhance employee skills, particularly focusing on operational efficiency, safety, and compliance.
• Worked on developing career advancement plans for employees, aiming to retain talent and improve employee satisfaction.

5. Health and Safety

• Ensured that the manufacturing plant adhered to health and safety regulations, working closely with safety officers to mitigate risks.
• Conducted regular safety training sessions for employees to maintain a safe working environment.

6. HR Strategy and Planning

• Contributed to the development of HR strategies that supported the business objectives of Africa Sun Oil.
• Played a key role in managing organizational changes, particularly during the restructuring process that led to the downsizing of the workforce.

7. Compensation and Benefits

• Managed the compensation and benefits programs, ensuring that they were competitive and aligned with industry standards.
• Oversaw the payroll process, ensuring that employees both White and Blue Collar were paid accurately and on time.
• Provided regular reports to senior management on HR metrics such as turnover, absenteeism, and employee engagement.
• Used data and analytics to inform HR decisions and improve the overall effectiveness of the HR function.

As a Human Resource Generalist at Metso Minerals, Have been involved a broad spectrum of HR responsibilities, supporting both employees and management within the organization. Metso Minerals, being a company that operates in the heavy equipment and industrial sector, I was required you to manage HR functions tailored to a technical and manufacturing environment.

1. Recruitment and Onboarding

• Managed the end-to-end recruitment process, including job postings, candidate screenings, interviews, and selection for various roles within the company, particularly focusing on technical and operational positions.
• Facilitated the onboarding process for new hires, ensuring that they were integrated smoothly into the company culture and had the necessary resources to perform their roles effectively.
• Handled new-hire orientation and basic recruiting tasks for best-in-class talent identification.
• Actively participated in recruitment drives and job fairs representing company's values and vision while attracting qualified candidates.
• Implemented and supervised orientation procedures for new hires.

2. Employee Relations

• Acted as the first point of contact for employee grievances, addressing concerns related to work conditions, interpersonal conflicts, and policy violations.
• Mediated conflicts between employees or between employees and management, aiming to resolve issues in a fair and timely manner.
• Met with staff to resolve difficult situations related to performance and conflict management.
• Facilitated conflict resolution among employees, leading to improved workplace relationships and enhanced team collaboration.

3. Training and Development

• Identified training needs within the organization and coordinated training programs to enhance employee skills, particularly in areas critical to Metso Minerals' operations.
• Worked with employees to identify career development opportunities, helping them to progress within the company.
• Developed and built internal and external relationships with project teams, department managers and consultant teams to improve delivery of HR services.
• Streamlined HR processes for increased operational efficiency through the development of standard operating procedures.

4. Employee Engagement and Retention

• Developed and implemented initiatives to improve employee engagement and satisfaction, such as recognition programs, team-building activities, and surveys to gather employee feedback.
• Worked on strategies to retain top talent within the company, addressing factors that might lead to employee turnover.
• Coached managers through employee engagement, documentation, discipline and performance improvement plans.
• Conducted thorough investigations into workplace complaints, maintaining confidentiality and professionalism throughout the process.
• Collaborated with safety officers to ensure that the workplace met all health and safety regulations, particularly in operational and manufacturing areas.
• Coordinated safety training sessions for employees, ensuring that they were aware of best practices and emergency procedures.

5.HR Administration

• Managed employee records, ensuring that all documentation was accurate, up-to-date, and compliant with legal requirements.
• Generated regular reports on HR metrics, such as turnover, absenteeism, and employee satisfaction, providing insights to management for decision-making.
• Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency.
• Supported organizational changes, such as restructuring or process improvements, ensuring that these changes were communicated effectively and that employees were supported throughout the transition.

As an Industrial Relations (IR) Officer at Kusile Power Station in Witbank,My role was to intergrade and managing of labor relations within a large and complex industrial environment. Kusile Power Station is one of the largest coal-fired power plants in South Africa, and my responsibilities would revolve around maintaining a harmonious relationship between management and the workforce, ensuring compliance with labor laws, and SLA between SGB-Cape and Eskom,

1. Industrial Relations Compliance

• Responsible for ensuring that all labor practices at Kusile Power Station comply with South African labor laws, including the Labour Relations Act, the Basic Conditions of Employment Act, and the Occupational Health and Safety Act.
• Providing advice to management on labor law issues, ensuring that all HR policies and procedures are in line with legal requirements.
• Established effective relationships with key stakeholders both internally and externally for increased collaboration opportunities.
• Improved department efficiency by streamlining and implementing policies and processes.

2. Collective Bargaining and Union Interaction

• Coordinated cross-functional teams to address complex issues, leading to more efficient problem-solving processes.
• Enhanced communication between team members by organizing regular meetings and fostering open dialogue.
• Maintained strict adherence to Site regulations, minimizing risk exposure for the organization.
• Delivered high-quality training programs, enhancing employee skill sets and contributing to professional development efforts.
• Leading or participating in negotiations with trade unions representing the workforce, which may include wage negotiations, working conditions, and other employment terms.
• Acting as the main point of contact between the management and the unions, ensuring open and constructive communication to prevent or resolve disputes.
• Ensured compliance with Site and local laws through regular policy reviews and updates.
• Developed and implemented strategic plans to address community concerns, fostering stronger relationships between SGB Cape and community at Large.

3.Grievance Handling

• Managing the grievance process, from the initial complaint to resolution. This involves conducting investigations, mediating between parties, and ensuring that grievances are resolved in a fair and timely manner.
• Keeping detailed records of all grievances and resolutions to ensure transparency and compliance with company policies and labor laws.
• Educated staff on organizational mission and goals to help employees achieve success.
• Investigating incidents of employee misconduct or violations of company policies, gathering evidence, and conducting interviews as necessary.

4. Disciplinary Procedures

• Recommending and implementing disciplinary actions, which could range from warnings to terminations, while ensuring that all actions are legally compliant and fair.
• Represent the Company at CDR,
• Chairing of Disciplinary Hearings.
• Working to maintain a positive relationship between employees and management, addressing concerns proactively, and promoting a collaborative work environment.
• Conducting workshops or seminars to raise awareness about employee rights and responsibilities, as well as the importance of adhering to workplace policies.
• Contributing to initiatives aimed at improving employee morale and engagement, which can reduce the likelihood of disputes and grievances.
• Providing training to management and employees on industrial relations issues, including conflict resolution, disciplinary procedures, and labor laws.

5. Reporting and Documentation

• Preparing reports on industrial relations activities, including the number and types of grievances, disciplinary actions, and outcomes of collective bargaining.
• Maintaining accurate records of all IR activities, including negotiations, disputes, grievances, and disciplinary actions, to ensure transparency and compliance.

6. Stakeholder Management

• Collaborating with other departments, such as HR, operations, and safety, to ensure a coordinated approach to managing labor relations.
• Involving unions and employees in the change process to gain buy-in and minimize resistance.
• Supporting the management of organizational changes, such as restructuring or shifts in operational procedures, ensuring that changes are communicated effectively and that employee concerns are addressed.
• Liaising with external bodies, such as labor tribunals, government agencies, and legal counsel, to resolve disputes or ensure compliance with regulations.
• Responding to any industrial relations crises, such as work stoppages or mass grievances, ensuring that the situation is handled legally and effectively.
• Preparing for and managing industrial actions, such as strikes or lockouts, by developing contingency plans and negotiating with unions to resolve issues quickly.

As a Human Resource/Industrial Relations Officer at Aveng Manufacturing, My role was to encompass a combination of HR responsibilities and specialized duties related to industrial relations. Aveng Manufacturing, being part of a large construction and engineering group, would require you to handle HR functions tailored to a technically skilled workforce, while also managing labor relations in an industrial setting.

1. Recruitment and Selection

• Managing the end-to-end recruitment process, including job postings, screening resumes, conducting interviews, and onboarding new employees.
• Ensuring fair hiring practices that comply with labor laws and equal opportunity regulations.
• Fostering positive relationships between employees and management, addressing concerns, and promoting a harmonious work environment.
• Handling grievances and disputes, mediating conflicts, and maintaining effective communication between employees, management, and unions.
• Identifying training needs, developing programs, and coordinating training sessions to enhance employee skills and career development.
• Training management and employees on industrial relations practices, labor laws, and company policies to ensure compliance and understanding.

2. Labor Law Compliance

• Ensuring that all HR practices, including hiring, compensation, and termination, comply with local labor laws.
• Monitoring changes in labor legislation and advising management on compliance, implementing necessary changes in policies and practices.

3.Grievance Handling

• Managing employee complaints related to workplace issues, working conditions, and interpersonal conflicts.
• Investigating grievances related to labor disputes, discrimination, or contract violations, and resolving them in line with legal frameworks.

4.Disciplinary Procedures

• Implementing and overseeing disciplinary actions, including warnings, suspensions, and terminations.
• Ensuring disciplinary procedures are conducted fairly and legally, protecting the organization from potential legal disputes.

5.Health and Safety

• Collaborating with safety officers to ensure a safe working environment, conducting safety training, and maintaining compliance with health regulations.
• Addressing any safety-related grievances and ensuring that safety standards are in line with labor laws and collective agreements.

6. Stakeholder Management

• Working with various internal and external stakeholders, including employees, management, and external partners.
• Liaising with unions, labor boards, and government agencies to manage labor relations effectively.
• Established effective relationships with key stakeholders both internally and externally for increased collaboration opportunities.