Rosh Bardien

Gold Fields, Johannesburg, South Africa

• Leadership Development - established detailed leadership profiles for each executive to support the CEO effectively support the top team.
• Talent Management - Responsible for all Executive and senior recruitment across the business including Executives and Non-Executive Directors. Revised the 9-box matrix to improve talent identification across the group.
• Co-designed a leadership competency framework for digitalisation and modernisation and cultural transformation.
• Global Reward -Accountable Executive for the share plan as listed on the JSE.
• Diversity, Equity, Inclusion and Belonging: Developed the strategy and draft policy principles and implemented the dashboard. Designed the change management journey and developed a Leader Guide. Awarded Top Gender Empowered Company in 2022.
• Promoting a Respectful Workplace: Commissioned the review of harmful behaviours across the group. Drafted the respectful workplace policy and guidelines.
• Co-established a culture future forum to support the development of the culture blueprint for the “Gold Fields Way”.

ArcelorMittal (Pty) Ltd

Provided leadership for the Ebola Private Sector Mobilisation Group (EPSMG), necessitated by the fall in iron ore prices globally, coupled with companies operating in West Africa having to deal with Ebola. EPSMG assisted in bending the Ebola curve in the 3 affected countries – Guinea, Liberia, and Sierra Leone. We were awarded the Clinton Global Initiative Award by Former US President Clinton, for leadership in a crisis and we received the award for exemplary leadership by the Business in the Community panel from HRH Prince Charles in recognition of leading the business response in a crisis.

• Board and Committees: Managed the Remuneration Committee for the Board, the Human Resources and Social Committee, and the Risk Committee. Responsible for governance frameworks, external reporting, media handling and AGMs relating to executive remuneration.
• Organisational Effectiveness: Management of the Rising Star programme which provided a pipeline for succession in the business. Managed the Engineering Academy which delivered best in class artisans globally.
• Transformation: Management of the Black Economic Empowerment programme which resulted in an improvement in the BBBEE rating.
• Employee Relations: Implemented the threshold agreement, collective bargaining agreement and managed the restructuring of the business to deliver a reduction in costs.

• Provided support to put a mine in Columbia into care and maintenance.
• Provided early stage due diligence for a glacial mine in Greenland.
• Established strong relationships with key stakeholders to ensure alignment of HR goals with business objectives.
• Spearheaded leadership development programs, cultivating future organisational leaders from within the company ranks.
• Implemented succession planning initiatives, promoting long-term stability in key leadership positions.
• Conducted thorough workforce analyses to identify areas of improvement and develop targeted solutions.
• Collaborated with legal counsel on employment law matters, mitigating risks associated with non-compliance or litigation.

• Responsible for the full value chain of human resources and corprate affairs.
• Evaluated training needs across the organisation, developing customised learning plans to address skill gaps or competency deficiencies.
• Led change management initiatives during periods of transition ensuring smooth adaptation within the organisation.
• Developed strong relationships with key stakeholders to facilitate successful partnerships and collaborations to assist with the delivery of the rail and port agreements.
• Restructured underperforming departments resulting in improved organisational effectiveness.
• Responsible for the community relocation programme in Mozambique.

• Optimised HRIS systems for better data accuracy and ease of use by both HR professionals and employees.
• Oversaw annual performance review process, providing guidance to managers on setting goals and measuring employee progress.
• Spearheaded diversity and inclusion efforts, fostering a welcoming workplace environment for all employees.
• Established onboarding procedures to facilitate smooth transitions for new hires into the organisation.
• Managed all employment relations for the organisation.

• Developed performance management systems that allowed for accurate tracking of employee progress and goal achievement.
• Assisted employees in resolving conflicts through mediation services, leading to improved working relationships among team members.
• Improved communication between management and staff by organising regular town hall meetings and feedback sessions.
• Facilitated smooth onboarding processes for new hires, leading to faster integration into the workplace culture.

• Developed leadership programmes for rising talent, managers and executives.
• Provided expert guidance on labour laws and regulations, mitigating legal risks for the organisation.
• Developed comprehensive onboarding programs to facilitate smooth integration of new employees into the organisation.
• Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
• Optimised payroll processing procedures for accuracy and timeliness using advanced software solutions.
• Implemented customised performance management systems, providing ongoing feedback and development opportunities for employees.

• Joined the organisation as a Senior Admin Officer and was promoted to Assistant Director within a year.
• Managed department budget to ensure adequate resources for staff development, publications, and printing of gazettes.
• Responsible for the providing support to the senior legal drafting teams on the employment equity bill and skills development bill.
• Established and implemented the Employment Equity Commission.
• Implemented the employment equity registry.
• Responsible for putting in place the system that monitored and evaluated compliance.