Teresa Raghoobeer

As the HR Executive B-BBEE and Talent Acquisition I am responsible for developing and implementing plans and
strategies to ensure compliance with B-BBEE legislation. I work with the Stakeholders, HR Business Partners and
Management to ensure that the B-BBEE plans, with timelines and actions steps for the Group are compiled,monitored, and implemented in line with the financial year and the verification cycles. I work with the Exco and HR Team to ensure that Individual operating companies and the group formulate and implement plans to achieve the highest B-BBEE levels on a continues basis.

B-BBEE Compliance:

• Keep abreast with B-BBEE legislation, codes of good practice, and related regulations.
• Create B-BBEE verification plans with Timelines aligned to B-BBEE verification cycles.
• Develop and maintain B-BBEE policies, procedures, and frameworks for the Group and Agencies.
• Conduct regular B-BBEE audits and assessments to ensure adherence gaps are identified and corrective
  action is implemented timeously to achieve the highest levels.
• Identify areas of non-compliance and recommend corrective actions to be implemented within the relevant
  measurement period.
• Work with the HR Team to conduct comprehensive assessments of the individual operating companies
  -BBEE status and identify areas for improvement.
• Ensure that relevant information and documents required for verification are maintained in an accessible
  central storage.
• Work with the Stakeholders, HR and Finance teams to implement preferential procurement initiatives,
  enterprise development, and socio-economic development programs.

Employment Equity

• Develop and implement a comprehensive employment equity strategy aligned with South African
  employment equity legislation, codes, and guidelines.
• Conduct regular audits and assessments to measure the organization's compliance with employment
  equity requirements and identify areas for improvement.
• Collaborate with HR, management, and key stakeholders to integrate employment equity principles into
  recruitment, talent management, career development, and promotion processes.
• Facilitate and coordinate the preparation and submission of employment equity reports to the Department
  of Employment and Labour, ensuring accuracy and timeliness.
• Advise and guide managers and HR on employment equity matters, including the interpretation and
  application of relevant legislation, codes, and guidelines.
• Develop and deliver training programs and workshops to raise awareness and understanding of
  employment equity principles, rights, and obligations among employees.
• Monitor and evaluate workforce demographics, representation, and diversity metrics, providing regular
  reports and insights to management.

Skills Development

• Develop and implement a comprehensive skills development strategy aligned with South African skills
  development legislation, including the Skills Development Act and relevant Sector Education and Training
  Authority (SETA) requirements.
• Collaborate with HR, training departments, and line managers to identify skills gaps and training needs
  across the organization.
• Coordinate and manage the Skills Development Committee, ensuring effective communication and
  collaboration among committee members.
• Facilitate the preparation and submission of Workplace Skills Plans (WSPs) and Annual Training Reports
  (ATRs) to the relevant SETAs, ensuring compliance with reporting obligations.
• Research and identify suitable training providers, learning interventions, and qualifications aligned with
  the organization's skills development goals.
• Manage and administer the organization's learnership programs, including recruitment, selection, and
  tracking of learners' progress and achievement.
• Monitor and evaluate the effectiveness of skills development programs through regular assessments,
  evaluations, and feedback mechanisms.
• Maintain accurate records and documentation of training activities, learner profiles, and skills
  development.
• Liaise with external stakeholders, such as training providers, SETAs, and industry bodies, to leverage
  resources, seek funding opportunities, and stay updated on industry trends and best practices.
• Provide guidance and support to line managers and employees on skills development opportunities,
  career pathways, and continuous professional development.
• Oversight of graduate programme and creating learning pathways and roadmaps.

GradX Africa Programme

• Recruitment and Onboarding: Leading the recruitment process for recent graduates or entry-level
  employees, including defining job requirements, conducting interviews, and making hiring decisions. This
  may also involve managing the onboarding process to ensure a smooth transition for new hires.
• Mentorship and Development: Providing guidance, mentorship, and professional development
  opportunities for early-career employees to help them grow in their roles and advance in their careers.
• Program Management: Overseeing programs or initiatives designed to support the development and
  career progression of recent graduates within the organization. This might involve creating training
  programs, rotational assignments, or other career development activities.
• Performance Management: Monitoring and assessing the performance of early-career employees, setting
  goals, and providing feedback to help them improve and meet their objectives
• Career Path Planning: Assisting recent graduates in setting and achieving career goals and helping them
  navigate potential career paths within the organization.
• Team Leadership: Responsible for managing a team of professionals or coordinators who support various
  aspects of the program or initiative.
• Data Analysis and Reporting: Tracking and analyzing key metrics related to the development and
  performance of recent graduates and providing regular reports to senior management.
• Collaboration: Collaborating with other departments and teams within the organization to ensure that the
  needs of recent graduates are met and that they are integrated into the organization effectively.
• Compliance: Ensuring that all hiring, and development practices comply with legal and ethical standards,
  including diversity and inclusion efforts.
• Work closely with HR and finance teams to ensure compliance with tax incentive requirements and maximize the benefits of the deduction (12H Tax Incentives).
• Act as Group SDF, compile and report for WSP/ATR to MICT SETA.
• Identify relevant discretionary grant programs available from government or industry bodies.
• Assess the eligibility criteria and application process for these grants and ensure that the organization meets the requirements.
• Preparing grant applications, budgeting for matching funds and managing reporting requirements to demonstrate compliance with grant conditions.

Policy Development

• Policy Formulation: Development of HR policies in alignment with organizational goals, legal requirements, and best practices.
• Oversee the dissemination and implementation of HR policies across the organization, ensuring understanding and compliance.
• Policy Review: HR managers regularly review and update existing policies to reflect changes in laws, regulations, or organizational needs.

Talent Acquisition

• Job Requirements Analysis: Work with hiring managers and department heads to understand the job
  requirements, including qualifications, skills, and experience needed for open positions.
• Sourcing Candidates: Actively source and identify potential candidates through various channels,
  including job boards, social media, professional networks, employee referrals, and direct outreach.
• Candidate Screening: Review resumes and applications, conduct initial phone screens, and assess
  candidates against job requirements and company culture fit.
• Interviewing: Coordinate and conduct interviews with candidates, which may include phone, video, or inperson
  interviews. Assess candidates' skills, qualifications, and cultural fit.
• Candidate Assessment: Administer skills tests, behavioral assessments, or other evaluation methods to
  determine a candidate's suitability for a position.
• Reference Checks: Conduct reference checks on candidates to validate their work history and
  qualifications.
• Candidate Relationship Management: Maintain regular communication with candidates, providing updates
  on the status of their applications and guiding them through the hiring process.
• Employer Branding: Promote the organization as an attractive employer by maintaining a positive and
  engaging online presence, responding to candidate inquiries, and attending job fairs or networking events.
• Negotiation: Participate in salary and benefits negotiations with candidates, ensuring a mutually beneficial
  offer is made.
• Offer Management: Prepare and extend job offers to select candidates, ensuring all necessary paperwork
  is completed.
• Onboarding: Assist in the onboarding process, helping new hires integrate smoothly into the organization.
• Data Management: Maintain and update candidate databases and tracking systems, ensuring accurate
  and organized records of all recruitment activities.
• Compliance: Stay informed about employment laws and regulations to ensure that the organization's
  recruitment processes are legally compliant.
• Reporting: Provide regular reports and analysis on the status of open positions, candidate pipelines, and
  recruitment metrics to leadership.
• Continuous Improvement: Continuously assess and improve the organization's recruitment processes,
  identifying areas for optimization and efficiency.
• Collaboration: Collaborate with hiring managers, HR teams, and other stakeholders to understand talent
  needs, align on hiring strategies, and support departmental objectives.

BBBEE

• Develop and implement a comprehensive BBBEE strategy and action plan in alignment with the South
  African BBBEE Codes of Good Practice.
• Conduct regular assessments and evaluations to measure the organization's BBBEE compliance and
  identify areas for improvement.
• Provide guidance and support to key stakeholders across the organization in implementing BBBEE
  policies, processes, and initiatives.
• Collaborate with the HR and Procurement departments to ensure BBBEE requirements are integrated into
  recruitment, skills development, procurement, and supplier diversity practices.
• Engage with external BBBEE verification agencies and manage the verification process, accurate
  reporting and compliance.
• Monitor and evaluate BBBEE scorecards, targets, and transformation goals, providing regular reports and
  recommendations to management.
• Stay up to date with BBBEE legislation, codes, and industry best practices, ensuring compliance and
  recommending adjustments to policies and practices as needed.
• Collaborate with relevant external stakeholders, such as industry bodies, government agencies, and
  community organizations, to foster partnerships and enhance our BBBEE initiatives.
• Update BEE123 tool with supporting documents for all BBBEE spend throughout the year.

Employment Equity

• Develop and implement strategies to promote diversity, equity, and inclusion within the organization.
• Conduct assessments and audits to identify areas for improvement in employment equity.
• Create and deliver training programs on diversity and inclusion topics for employees and management.
• Collaborate with HR and hiring managers to ensure inclusive recruitment and hiring practices.
• Analyze workforce demographics and trends to track progress toward diversity goals.
• Form EEC/Skills, chair meetings,report to DOL and put together EE Plan in line with EE legislation and sector/business targets in accordance to succession planning.

Employee Benefits

• Ensure that all new applications for both Medical Aid and Retirement Fund are completed and signed off
  before sending through to our respective consultants.
• Ensure all application forms are processed within the first week of the month.
• Completion of documents for ex-employees as well as existing employees from schemes.
• Set up introduction meetings as and when necessary, with staff and the consultants from the relevant
  schemes.
• Planning and hosting a successful wellness day for staff

Skills Development

• Develop and implement organizational training and development strategies aligned with business goals.
• Conduct needs assessments to identify skills gaps and training priorities.
• Design and deliver training programs to address specific skill requirements at all levels of the organization.
• Evaluate the effectiveness of training initiatives through feedback, assessments, and performance metrics.
• Manage training budgets, resources, and vendor relationships.
• Stay updated on industry trends and best practices in training and development.
• Compile & submit WSP/ATR reports to MICT SETA.
• Oversee programs to support the development of the business.
• Coordinate recruitment and selection of graduates, including outreach to schools and community organizations.
• Develop and maintain partnerships with trade associations, educational institutions, and employers to facilitate graduate opportunities.
• Provide guidance and support to graduates and their supervisors throughout the program.
• Monitor graduate progress and ensure compliance with program requirements and regulations.
• Evaluate the effectiveness of apprenticeship programs and recommend enhancements or modifications as needed.

Talent Management

• Drive successful use of Culture Amp for performance reviews annually.
• Ensure 100% of employees are set up on Culture Amp and launched their performance year on the tool
  before the end of Q1.
• Do regular check-ins with line managers to ensure progress of their team s performance are being
  tracked.
• Develop and update KPI s in conjunction with line management as and when required.
• Ensure that performance reviews are completed within the specified timeframes.
• Follow up with managers / supervisors and individual employees to establish action plans for individual
  training and development.
• Work with Talent Team to populate Career Development Plans for junior mid level employees.
• Facilitate Career Development meetings monthly.
• Assist the Talent Partner with succession planning aligned to the business vision and strategy for the
  year.

Research and Development

• Conduct ongoing research and review of best practices locally and internationally to support the development of the HR function in the organization.
• To assist in the development, implementation and maintenance of all HR policies and procedures
• Ability to conduct research pertaining to any aspect within the Human Resources field.
• To assist in benchmarking exercises, surveys and continuous research.

Recruitment

• Source potential candidates through various channels (e.g., job boards, social media, networking).
• Screen resumes and applications to identify qualified candidates.
• Conduct initial phone screens to assess candidate fit.
• Coordinate interviews with hiring managers.
• Maintain candidate databases and applicant tracking systems (ATS).
• Provide feedback to candidates and keep them informed about the status of their applications.
• Assist in negotiating offers and closing candidates.
• Develop and implement recruitment strategies to attract top talent.
• Build and maintain relationships with universities, professional organizations, and other talent pools.
• Analyze recruitment metrics and trends to optimize hiring processes.
• Collaborate with hiring managers to understand staffing needs and requirements.
• Develop job descriptions and job specifications.
• Stay updated on industry trends and best practices in recruitment.

Labour Law & Labour Relations

• Advise management on labor laws, regulations, and compliance requirements.
• Analyze workforce data and trends to identify potential labor relations issues and develop proactive solutions.
• Collaborate with labor relations specialists, legal counsel, and other stakeholders to address complex labor issues.
• Act as a liaison between HR and operational teams to ensure alignment of HR strategies with business objectives.

• Administration and coordination of training - and related compliance activities for Air Liquide (Pty) Ltd and 3 other
  subsidiaries including Vitalaire, Air Liquide Large Industries, Air Liquide Healthcare; as well as reporting in
  accordance with statute, departmental targets and organizational requirements.
• Key responsibilities included:
• Conducts annual Training Needs Analysis based on information provided in Performance Reviews and
  through the Needs Analysis Tool from which the annual Training Calendar is created and training
  coordinated. Which includes ad hoc training that may arise as driven by Group, legal and/or safety or
  organizational need.
• Develop training and development programs.
  Raising of Purchase Requisitions on NAVISION and sending Finance for payment
• Following up with Finance for proof of payments
  Recruitment of learnerships, internships and apprenticeships for four entities.
• Management of learnerships, internships and apprenticeships for four entities.
• Electronic administration of all training through the Learning Management System, which includes
  enrolment of new employees into the Onboarding LMS Module.
• Meeting management - preparing, coordinating, and scheduling of meetings, minutes, and follow-up that
  tasks given are completed.
• Prepare meeting functions.
• Preparing employment contracts.
• Creating and implementing effective onboarding plans and ensuring completion.
• Supporting the development and implementation of HR initiatives and systems.
• Coordination of all training activities.
• Completion of all required SETA Administration in terms of Mandatory - and Discretionary Grants in strict
  accordance withthe deadlines provided.
• Maintenance of a good working relationship with SETA stakeholders.
• Ensures that all Talent Management and Development records are up to date and maintained in accordance to system implemented Industrial Management System
  requirements, as well as in accordance to the Internal- and External Training Policies.
• Maintains data required for BBBEE and monthly Financial Reports.
• Ensures that all administration, selection, and management of Skills Development Programmes are
  accurate and maintained in terms of statute, SETA- and organizational requirements.
• Ensures accurate record keeping of IMS Qualification Administration in accordance with Qualification
  Pathway and Training Policies.
• Participates in internal and external Skills Development Audits, inclusive of SETA Audits and Workplace
  Approval, BBBEE Verification, ISO Certification Audits and IMS Audits.
• Offer operational support to Corporate Social Investment Initiatives through programme coordination,
  support and strategy implementation.
• Supports special projects as and when required