Thato Seloane
HR Professional
Johannesburg,GP
Summary
Conscientious leader enjoys connecting people and promoting positive change. Familiar with creating positive and memorable experiences for stakeholders through events, campaigns, or informal interactions. Collaborative and eager to use skills to represent and promote organization in professional and effective manner.
Overview
20
20
years of professional experience
Work History
Group Equity, Inclusion and Diversity Manager
De Beers Group, Southern Africa, RSA
2022.08 - 2023.12
- Support implementation of the Building Forever Accelerating Equal Opportunity pillar and critical foundations in inclusion and diversity
- Grow the organization’s expertise and best practice in the areas of inclusion and diversity, both in terms of the extractive and the luxury and consumer facing sectors with a focus on southern Africa perspectives
- Support the Head, Equity and Inclusion and the HR Leadership to develop and achieve Group diversity targets and actions to develop an inclusive culture
- Support implementation of De Beers global workforce I&D Programme within business units and functions and track implementation towards I&D Building Forever Goals through continuous improvement of meaningful and accurate metrics and data
- Supports management of the Inclusion and Diversity Steering Group and employee Inclusion and Diversity Leadership Council with the the Group Equity, Inclusion and Diversity Team and liaises with employee networks to strengthen the inclusion of colleague voice in the Equity, Inclusion and Diversity strategy, plans and implementation
- Work with Group Talent, HR Leadership and business unit teams to integrate all aspects of inclusion and diversity into recruitment, talent, organisational effectiveness and planning
- Drafts updates and manages reporting process for Executive Committee as needed, coordinating with rest of EID team
- Project management and implementation of group wide I&D initiatives and management of evaluation and improvement processes for southern African business units
- Identify opportunities to partner with multi-laterals, civil society, grant-making bodies, universities and other relevant organizations to form partnerships that advance the Group’s Building Forever Inclusion and Diversity goals
- Engage with senior leaders and other stakeholders across De Beers Group and with external experts and or private sector peers to share lessons learned related I&D
Lead
Vodacom Group
2019.10 - 2022.08
- Diversity and Inclusion Sub Saharan Africa
- Markets supported: DRC, Egypt, Ethiopia, Kenya, Lesotho, Mozambique, South Africa,Tanzania
- Responsibilities:
- Responsible for conceptualizing and driving the implementation of the D&I strategy for the group, as well as driving and delivering on Transformation, Diversity, and Inclusion initiatives and objectives spanning across Vodacom Group
- Establish a long-term strategy and short-term agenda for Transformation, Diversity, and Inclusion across Group in line with Global Diversity & Inclusion Strategy
- Look for innovative ways to build Vodacom’s culture of inclusion and work closely with Employee Networks to achieve this
- Designs and implements specific Transformation initiatives or programmes linked to the D&I Strategy, aimed at improving Diversity and Inclusion within Vodacom
- Set and drive Transformation targets and compliance and identifies barriers across the HR functional areas in achieving the set targets
- Monitors achievement against set targets monthly and takes corrective actions where required
- Manages the relationship with local and national consultative committees and address barriers to the achievement of objectives
- Builds understanding, skill-sets, and competencies in terms of Transformation, Diversity, and Inclusion within HR and Business;
- Provides regular status updates pertaining to the progress against Divisional Employment Equity plans and makes recommendations pertaining to actions required
- Drives the implementation of Execution Drivers within Vodacom and provides regular status updates on progress;
- Act as a liaison with Data Analytics on metrics relating to Diversity and Inclusion – derive learnings from Vodafone relevant to Vodacom;
- Liaise with the Department of Labour on matters relating to Employment Equity
- Interact with the Group Transformation Committee on the progress of Transformation
- Report on Transformation and monitor progress in areas that drive and influence transformation i.e
- Recruitment, promotions, learning and development, talent management, Wellness, PD, etc
- Ensures alignment of Transformation Initiatives with best practice and benchmark against an industry competitor
- Act as a strategic partner to the Vodacom Group HR Director and international Business Markets HR Directors
- Motivation for leaving: Headhunting.
Diversity and Inclusion Manager
Standard Bank Group
2017.02 - 2019.09
- Business Banking: Wealth
- Responsibilities:
- To implement the Group Diversity and Inclusion strategy and ensure compliance with relevant local legislation, specifically the EE Act in South Africa
- Ensure that SBSA complies with all requirements of EE Legislation
- Ensure that business areas receive the necessary support to develop and implement EE plans
- Ensure that all business areas have EE targets
- Ensure that Diversity Forums are established and operational
- Work with other HC Practice Areas to ensure EE considerations are incorporated across the HC value chain
- Ensure that legislative annual reporting requirements are met
- Take responsibility for reporting on and meeting audit requirements for the Employment Equity pillar of the FS Scorecard
- Coordinate and monitor implementation of Employment Equity action plans for the designated BU
- Ensure compliance with provisions of the Employment Equity Act and Broad-Based Black Economic Empowerment Act
- Provide guidance, advisory role, regarding transformation / Diversity and Inclusion
- Cascade the following programmes in the designated businesses, among others:
- EE Target-setting, Implementation of measures to deal with barriers to employment equity including programmes for driving awareness and accommodating disabilities, gender equity as well as diversity within the business unit
- Support the implementation of the SBG Diversity and Inclusion Strategy
- Work with HCBPs and HC Heads to develop appropriate, context-specific interventions to drive the creation of an inclusive culture
- Identify and contract with service providers, as required, to deliver identified interventions
- Continuously research best practices in the field of D and I and ensure that the bank remains current with respect to its practices
- Ensure appropriate processes are put in place to measure progress
- Ensure that D&I activities align with business objectives and drives team performance and risk management at all levels
- Drive awareness of D&I and its value and coordinate across the Bank focusing on supporting key stakeholders
- Lead through example and build the appropriate culture and values
- Work with the business to help deliver the Banks D&I strategy and key priorities
- Governance
- Responsible for delivering ‘effective governance’ and ‘project management’; capability to challenge key stakeholders effectively; and willingness to work openly and cooperatively
- Regulatory & Business Conduct
- Display exemplary conduct and live by the Group’s Values and Code of Conduct
- Take personal responsibility for embedding the highest standards of ethics, including regulatory and business conduct, across Standard Bank
- This includes understanding and ensuring compliance with, in letter and spirit, all applicable laws, regulations, guidelines, and the Group Code of Conduct
- Effectively and collaboratively identify, escalate, mitigate, and resolve risk, conduct, and compliance matters.
Human Resources Manager Global Manufacturing Site & Supply
GlaxoSmithKline Consumer HealthCare
2014.09 - 2017.01
- Provide support, as required, to help managers run HR-related processes, e.g
- SR&B, team/organisation design, etc
- Operate in an advisory capacity to enable managers to successfully discharge their responsibilities around processes such as attendance management, performance management, etc
- Carry out the HR role in formal disciplinary/grievance processes and appeals
- Advises line management on the correct application of the company disciplinary and grievance procedure and Labour legislation
- Advises line management on new Labour trends and any changes to Labour legislation
- Coaching and development of line managers / Counseling
- At the request of HB BL’s or senior managers, work with new and existing line managers to ensure they have the skills required to be effective “people managers”
- Coach line managers so that they understand and can deliver processes related to people without reference to HR, e.g
- Talent Reviews, Succession Planning, PDP, DDP, and Follow up interviews
- Key delivery channel for initiatives developed by the HR Centres of Excellence
- Roll out to line managers and employees appropriate output from the CoE’s e.g
- New bonus plan, new grading scheme, and empowerment survey
- Facilitation of interventions focused on team development (SHL, Graylink)
- Drive simplification and standardization across and within business units to optimize HR service delivery
- Respond to complex queries from managers and employees referred by HR transactional Service centre Diversity Management
- Guides and facilitates the EE committee to identify discriminatory practices, processes, and policies Drive achievement of transformation targets and initiatives
- Manage the achievement of Targets in line with the Employment Equity Plan Responsible to act as the GSK’s Transformation custodian to ensure the implementation of Transformation strategies as well as compliance with relevant EE and BBBEE legislation across all South African operations
- Engage with Transformation stakeholders across GSK to ensure the effective roll-out of strategies and compliance with relevant EE and BBBEE legislation
- Conduct quarterly Employment Equity audits to ensure legal compliance as well as progress towards set strategy
- Provide feedback to business and recommend remedial action where required Monitor, evaluate, and ensure the effectiveness of Employment Equity and Skills Development committees
- Monitor and ensure timeous submission of Employment Equity to the Department of Labour and relevant SETA’s/ Monitor compliance to all elements of the BBBEE scorecard
- Provide training and or guidance to business on strategic interventions/ interpretation of Transformation legislations
- Monitor progress of Employment Equity and report key metrics to GSK Board Oversee and manage BBBEE audit preparation and audit process for the GSK Group
- Recruitment and Selection
- Responsible for recruitment of staff in order to meet specific requirements with the employment equity act and H/O’s targets
- Ensure adverts are fair and placed in accordance with the corporate image Employee Relations
- Advice line management on the correct application of the company disciplinary and grievance procedure and Labour legislation
- Advice line management on new Labour trends and any changes to Labour legislation Onboarding of new employees
- Organise and facilitate induction process for new employees and managers as per company SOP’s.
Human Resources Business Partner
Barclays Africa Group
2013.05 - 2014.08
- Delivering the Transformation Agenda
- Incorporating transformation in all of the key people processes
- Ensure Transformation in the PD curves
- Ensure delivery of all the key transformation enablers into the business – EE target reporting and integration of transformation within the talent management and development plans for the business unit/cluster
- Co-responsible for the attainment of Broad-Based Economic Empowerment and EE targets to address diversity gaps within teams
- Recruitment of African staff (>90%), Attrition of Black staff (90%)
- Manage the EE consultation process and Diversity forums
- Undertake an analysis of the workforce profile
- Communicate and create awareness of all EE issues
- Manage and update the EE tools including but not limited to reports, EE training material, project plans
- Analysis, reporting, and planning (monitor and track the EE statistics)
- Drive activities associated with EE (training on EE, roadshows, communication)
- Build effective and collaborative relationships with line partners by delivering on the People's agenda and making their lives easier
- Restoring HR as a strategic business partner (Go-To)
- Develop an awareness and understanding of the HR Operating Model and accountabilities with line
- Drive to develop insight and understanding of the needs of our customers to deliver solutions and services so that customers trust that we are resolutely focused on their needs
- Provide constant feedback to business unit Manco’s in area of responsibility on various HR dashboards
- Ensuring that key people risk factors are top of mind and driven as part of the overall business agenda and continuously measuring what matters
- Drive the Talent agenda for the business unit/cluster to get the right person in the right role at the right time and at the right compensation level
- Establish a strategic workforce plan for the business unit/cluster that is aligned to the atomic targets
- Facilitate the efficient use of variable staffing solutions
- Improve internal recruitment capability by utilising Resourcing Consultants to fill KVR and specialist roles
- Understand the capability requirements and co-create a talent pipeline through acquisition and succession planning with a future view
- Facilitate and support the retention of key staff in key roles to reduce regretted losses
- Implementation of talent management framework within the SBU
- Facilitate the efficient use of various leadership and development programmes and learnerships (graduate development programme, Kuyasa, and Lestema)
- Partner with line management in delivering an integrated learning and development plan for the business unit
- Implement a learning solution that aligns with the plan
- Enable Leadership to create a supportive and sustainable performance culture
- Advise and coach line leaders on the effective management and leadership practices as prescribed by our purpose, values, and behaviours
- Co-create an enabling culture where leadership consistently reward innovation, creativity, and productivity
- Engage line leaders on the key diversity dynamics in the unit to ensure optimal utilization of key culture/engagement measures (Values, EOS)
- Manage and simplify the overall HR processes through the delivery of integrated HR solutions
- Ensure that the PD process is aligned to the envisaged business outputs and Management Standards-aligned PD agreements, and proactive calibration of PD curves to reach the business targets and objectives;
- Ensure embedment of the new ER and Resourcing model
- Promote and create a full understanding of the Absa Reward Framework with the business unit/Cluster – consulting on applicable incentive schemes, optimal salary scales for the various key roles, and the overall pay round process Governance and Compliance
- Enable line leaders to buy-in and implement on the various HR priorities, against agreed timelines, with the full support of the HRBP teams, as well as Group HR specialist and services teams
- Ensure Line and Staff are properly equipped to use the various systems effectively e.g
- Taleo, PD On-Line, Rem system, etc
- Enable line leaders to buy-in and implement on the various HR priorities, against agreed timelines, with the full support of the HRBP teams, as well as Group HR specialist and services teams Risk and Control
- Understand and adhere to the appropriate policies, standards, and procedures applicable to the HRBP
- Understand and manage risks and risk events (incidents) which an HRBP, thereby contributing to the adherence to the risk and control framework
- Ensure line managers and employee are educated sufficiently on HR policies and procedures
- Manage risk and compliance effectively within HR to meet audit requirements Data integrity of all reports and meeting of the deadline
- Assist the business to meet risk and compliance requirements (e.g
- FAIS)
- Create a sense of community within the HR team in the centre
- Effective collaboration with the specialist functions in the centre and at Head Office
- Implementation and sharing of best practices within and across Centres and Head Office
- Active involvement in focused community activity(ies) aimed at building either financial, life, and/or enterprise skills
- Advise, facilitate and influence business decisions to project and build a corporate image that supports the principles of fairness and openness
- Implementation and active involvement in annual cultural day celebration and women empowerment initiatives
- Improved engagement with line leaders
- Stewards of transformation and collaboration.
Group Transformation & Diversity Manager
Distell Group Ltd
2007.12 - 2013.04
- Managing and implementing the BBBEE and EE and ensuring compliance with Codes of Good Practice and EE Act, including devising strategies for the group, cascading corporate BBBEE / EE Act aspirations into functional targets and managing delivery thereof, company representative at industry BEE Charter negotiations
- Ensures legislative compliance by Distell Group regarding BEE by managing the employment equity element and ensures that internal targets are met
- Develops and implements an Employment Equity strategy and plan for Distell Group and ensures adherence thereto
- Provides advice and guidance to the various business functions on the implementation of the EE / BBEE Act and ensures reporting regulations are adhered to
- Responsible for statistical internal and external reporting and monitoring of EE / BBBEE reports to the Department of Labour and verification agencies
- Submit the Employment Equity Submissions (EEA2 and EEA4) yearly as per legal requirements
- Reports on EE and BEE compliance to the management board quarterly
- Central record-keeping for external audit purposes
- Implements efficient capacity building initiatives (EE recruitment and career days)
- Member of BBBEE Liquor Industry Charter representing manufacturer and distributor HRD working group
- Anticipates changes in the EE / BBBEE Act and works with Human Resources to create/modify workforce policies, processes, and procedures
- Manage 15 forums on the role of Employment Equity and legislative
- Makes recommendations regarding EE to the National Employment Equity Forum (NEEF)
- Identifies challenges and recommends appropriate action
- Plans and co-ordinates National Employment Equity Consultative Forum meetings
- Develops the capacity of management to achieve
- Distell’s transformation objectives through the facilitation of policies, relevant acts and legislation, workshops, training, and roadshows
- Identifies and pre-empted regulatory risks in relation to the various statutory requirements that the company must comply with
- Develops and facilitates the implementation of efficient and effective processes and establishes and maintains a high quality of service delivery
- Facilitates the dissemination of information and communication to the regional HR Managers, stakeholders, and interest groups
- Participates in union negotiations
- Manages and co-ordinates internship (graduates) programme
- Manages and co-ordinates the Drostdy-Hof bursary scheme (external candidates)
- Conducts university graduate recruitment initiatives
- Achievements
- Submitted a study on the implementation of Employment Equity at some of the biggest employers in South Africa with head offices and large regional offices in the Western Cape, Kwa-Zulu Natal, and Gauteng
- Submitted project report and implemented on ways to revitalize Employment Equity/transformation in Distell
- Submitted project and implemented report on how to revitalize talent management in Distell
- Project member on Employee Value Proposition Team
- Successfully complied with the Director-General Review against Distell
- Successful representations made to the Commission for Gender Equality Public Hearings.
Account Manager
Quest Staffing Solutions, Standard
2007.01 - 2007.11
HR Consultant
Nedbank Group Ltd
2005.09 - 2006.08
HR Consultant – OD Design Specialist
ABSA
2005.01 - 2005.06
HR Specialist Trainee
Gauteng Shared Services Centre
2004.04 - 2005.05
Education
Bachelor of Arts - Human Resources Management
University of Johannesburg
Johannesburg, South Africa 2001.04 -
Skills
Customer Education
Timeline
Group Equity, Inclusion and Diversity Manager
De Beers Group, Southern Africa, RSA
2022.08 - 2023.12
Lead
Vodacom Group
2019.10 - 2022.08
Diversity and Inclusion Manager
Standard Bank Group
2017.02 - 2019.09
Human Resources Manager Global Manufacturing Site & Supply
GlaxoSmithKline Consumer HealthCare
2014.09 - 2017.01
Human Resources Business Partner
Barclays Africa Group
2013.05 - 2014.08
Group Transformation & Diversity Manager
Distell Group Ltd
2007.12 - 2013.04
Account Manager
Quest Staffing Solutions, Standard
2007.01 - 2007.11
HR Consultant
Nedbank Group Ltd
2005.09 - 2006.08
HR Consultant – OD Design Specialist
ABSA
2005.01 - 2005.06
HR Specialist Trainee
Gauteng Shared Services Centre
2004.04 - 2005.05
Bachelor of Arts - Human Resources Management
University of Johannesburg
2001.04 -
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