Sybil Msipha

• Optimized HR department efficiency by refining policies, procedures, workflows, and resource allocation.
• Implemented effective performance management systems to drive productivity and results.

Quality Management Systems:

• Management representative for ISO 9001:2015 and 45001
• Ensured that Performance is in line with Business Objectives.
• Identifying and Monitoring HR Risks.
• Ensuring Business continuous improvement.

Resource Development

• Developed succession planning strategies to ensure continuity of leadership in critical roles.
• Streamlined recruitment processes for more efficient hiring of top talent.
• Established partnerships with local colleges for access to highly skilled candidates for internships and entry-level positions.
• Enhanced employee engagement by implementing innovative HR programs and initiatives.

Industrial Relations

• Managed employee relations issues, resolving conflicts professionally and fairly.
• Monitored labor regulations compliance, avoiding penalties or adverse publicity due to noncompliance incidents.
• Motivated employees through special events and incentive programs.

People Management

• Implemented performance reviews and motivational strategies to elevate HR team results.
• Identified and implemented appropriate strategies to increase employee satisfaction and retention.
• Facilitated employee engagement surveys to identify areas of improvement and implementation.
• Reduced process gaps while supervising employees to achieve optimal productivity.

• Developed long-lasting relationships with clients to ensure consistent retention and loyalty.
• Maintained up-to-date knowledge on industry trends and regulations, ensuring accurate advice was provided to clients at all times.
• Mentored HR Officers fostering a supportive team environment focused on growth and learning.
• Managed risk effectively by closely monitoring client portfolios and making timely adjustments.
• Developed strong relationships with clients through regular communication and excellent customer service.

- Research organisational development trends by
- Maintaining KPI's for Organizational Development areas and plans.
- Analysing Employee Satisfaction and leadership effectiveness results and providing advice on action plans.
- Propagate the use of organisation development principles by:
- Training and consulting to Human Resources Practitioners
- Guiding Line through business changes(Change Management)
- Engaging in team development facilitation.
- Provide a consulting and advisory service to enhance regional workforce effectiveness by:
- Rendering a consulting service to HR Practitioners
- Evaluating and advise on options based on research, set procedures and regulations
- Analysing organizational development trends
- Providing expert advice and facilitating interventions
- Assist in guiding the application of organisational development products, services and processes in the Region by:
- Guiding HR Services Practitioners.
- Providing guidance and training on the implementation of organizational development matters/initiatives.
- Addressing Performance Management appeals and making recommendations.
- Facilitating Performance Management Training
- Dealing with departmental and organisational projects

• Planned and promoted career planning presentations (Talent Boards for lower levels in the business), work experience programs and career workshops.

- Complying with relevant company policies, procedures, directives and decisions.
- Ensuring alignment of skills resourcing decisions and activities with the Human Resources supply plan for the area.
- Overseeing recruitment activities between line management and HR Officers.
- Participating in interviews for manager positions.
- Ensuring alignment of recruitment decisions and activities with the equity plans of the business.
- Ensure the improvement of employee satisfaction and organisational performance by:
o Identifying employee needs and facilitating organisational improvement by implementing and advising on appropriate interventions and processes such as :
o Recommending relevant intervention for specific cases
o Performance management ( provide guidance and advise to fellow Human Resource Practitioners)
o Individual skills development processes through project mode
- Provide continuous support to line management towards improving and maintaining good labour and employee relations by:
o Ensuring harmonious relations between labour, employees and management.
o Facilitating the implementation of relevant products and services for customer needs
o Overseeing that provision of a comprehensive Industrial Relations services for the area by
o Evaluating and advising on disciplinary actions, grievances processes for procedural and substantive fairness.
o Ensuring adherence to Eskom’s prescribed standards and procedures
o Facilitating the implementation of participative structures for the area.
o Providing chairperson and secretarial services for some committees.
o Facilitating the maintenance of positive relations with trade unions.
- Provide a complete advisory service to line management and employees on all aspects of Eskom’s Conditions of Service by;
.
o Visiting and advising employees on sites and responding timeously to employees’ queries.
o Provide accurate management information to line management by;
o Obtaining, Analysing and reporting on relevant Human Resources key performance indicators.
o Reporting on all manpower trends for the area.
o Analysing trends on exit management and recommending corrective actions to line management.
- Serve as a member of line management departmental meetings to contribute towards the effectiveness and productivity of the area by;
o Participating in discussions and decision making processes.
o Meaningfully influencing decisions to ensure that Eskom’s business goals are met.
- Serve as a member of a case management panel (For ill health applications) for the area and province by;
-Providing guidance to line managers on areas of improvement.
-Advising employees and line managers on management of sick absenteeism procedure.
-Highlighting changes on the procedures for correct implementation.
-Managing HR Officers in my area
-Managing teams during HR projects

• Coordinated onboarding processes for new hires, integrating them seamlessly into the workplace environment.
• Assisted managers and supervisors with employee disputes, disciplinary actions and other workplace issues.
• Coordinated employee placements and administrative details.
• Processed paperwork and hiring details for promotions and lateral position changes.
• Enhanced employee satisfaction by implementing effective HR policies and procedures.
• Advised department managers on best practices in regard to labor relations, conflict resolution, and disciplinary actions.
• Streamlined recruitment processes for improved efficiency in hiring top talent.
• - Industrial relations
  - Involved in investigating turnover within the organisation.
  - Researched relevant cases for disciplinary hearings.
  - Co-ordinated Industrial Relations training
  - Responsible for Talent Management
  - Performance Management Systems co-ordinator
  - Chairperson for consultative Forums.
  - Captured employees’ performance appraisal on the e-Contract system.
  - Involved in Performance Management trainings conducted.
  - Compiled Performance Management evaluation results.
  - Co-ordination of Managers’ Awards and Recognition
  - Harmonisation and Relations
  - Drafting reports on issues
  - Done presentations
  - Conducted intensive conflict management interviews with candidates/employees.
  - Analysing data i.e. after conflict intervention.
  - Writing reports i.e. conflict with possible recommendations for implementation by line managers.
  - Assisted in conducting conflict management training for supervisors, shop floor staff and managers.
  - Human Resources Service
  - Recruitment i.e. placing an advertisement, conducting interviews & appointment of new staff
  - Conducting employee orientation
  - Management statistical reporting regarding gross sick absenteeism and frequency
  - Employee exit i.e. retirements, dismissals and resignations
  - Confirmation of employment
  - Conducted exit interviews
  - Analysed trends of resignations in the Organisation