Serame Mabe

• Developed integrated talent management strategies that incorporated DEI and L&D elements to align with business objectives and foster an inclusive environment, resulting in the organisation meeting its target in its equity scorecard.
• Worked with HR Business partners and Centre of Expertise specialists (CoE) to integrate DEI and L&D into talent processes, cutting time-to-fill for critical roles by 30 days.
• Initiated a dual career path strategy, which led to the promotion of three employees to specialists and management positions. Complemented this with a mentoring and coaching programme to embed a culture of knowledge sharing and inclusion.
• Evaluated and developed diverse talent pools using the 9-box matrix, Talent Sourcing 6b model, and workforce segmentation. Launched a digital HR analytics dashboard for real-time talent metric tracking and data-driven decisions, created 2 to 1 backup ratio for scarce skills and critical positions.
• Developed and implemented a leadership programme focused on enhancing leaders' conversation skills, including building trust and providing feedback. This led to increased leadership buy-in in the talent programme.

• Manage an advisory consultancy specialising in guiding organisations through Broad-Based Black Economic Empowerment (B-BBEE) compliance, facilitating legal compliance and effective incorporation into organisational culture.
• Undertook a comprehensive gap analysis and formulated a transformation strategy that aligns with the company's culture to ensure sustainable and impactful outcomes.
• Align corporate transformation with national goals to meet industry and customer need.
• Assist customers in verifying and obtaining an accredited BEE certificate from a recognised agent.
• Support organisational preparedness for adapting to innovative working methods, with key deliverables including:
• Advisory services assessing organisational readiness for changes in future work, workplace or workforce.
• Training the intended audience on data literacy, digital fluency, and connectivity.
• Provide work-based learning to early-career individuals and those from disadvantaged backgrounds.
• Supports designated groups in cultivating essential skills to obtain quality employment and reach their professional goals.
• Work-based learning is centred on lifelong learning and preparing individuals for future employment, providing a pathway to job opportunities.

• Implemented a targeted talent sourcing strategy by partnering with recruitment agents in the sector. Enhance the organisation's employer brand at educational institutions and industry conferences to attract higher-quality applicants and engage passive potential candidates.
• Developed a structured 30-60-90-day onboarding program for new employees, including pre-boarding (administration), the first five days (organisation introduction), and post-boarding (role and team integration). This approach has contributed to the organisation maintaining employee retention rates above the industry average.

• Developed video lessons on risk assessment, safety, and instruction, leading to a 5% drop in safety incidents. Used near-miss reports and real-life case studies to develop video-based training which enhances employee involvement and improves safety records.

Use the adult learning principle by working together with the production team to review standard operating procedures (SOPs).

Choose the team based on their readiness to learn and how relevant the new changes are to their work.

Work with HR to identify employees with prior learning of product change and use them as facilitators with a small team to leverage on their past experiences.