Thato Silas Ogolotse Mothibi

• Ensure the hospital HR plan is fully aligned with Group and Regional HR strategies, maintaining strong HR visibility and partnership across the hospital while embedding HR best practices, effective line manager delivery models, and sound change management principles. Provide ongoing coaching, guidance, and mentorship to managers and supervisors on people management and HR processes to strengthen leadership capability and accountability.
• Partner with line management to drive effective recruitment and workforce planning, ensuring sound resourcing processes that support operational needs, transformation objectives, and flexible staffing requirements. Support the attraction, retention, development, and succession of talent through structured onboarding, monthly inductions, training initiatives, and career development processes.
• Promote diversity and inclusion while leading Employment Equity and BBBEE planning, implementation, monitoring, and legal compliance, including target setting and achievement. Analyse HR data, workforce trends, and key metrics to identify challenges, inform decision-making, and implement sustainable solutions.
• Ensure effective employee engagement and communication structures are maintained in collaboration with line management, including consultative forums and leadership engagement initiatives. Provide HR advisory and risk mitigation support to MANCO, line managers, and employees, and manage day-to-day industrial relations processes such as investigations, grievances, drafting of charges, and disciplinary hearings in line with legislation and company policies.
• Drive employee engagement, culture, reward and recognition, wellness programmes, and leadership enablement initiatives to strengthen the hospital’s employee value proposition. Monitor productivity, performance management, and absenteeism trends, identifying root causes and implementing corrective strategies to improve outcomes.
• Partner with line managers to ensure consistent application of HR policies, best practices, and legal compliance, supporting successful HR audits and minimizing organisational risk. Oversee HR operational effectiveness by supporting employee services, ensuring accurate administration, adherence to payroll and timekeeping deadlines, and high-quality HR service delivery.
• Lead and support HR, functional, and business projects in collaboration with line management and MANCO, applying effective change management principles and contributing to key hospital initiatives such as skills retention. Provide analytical insight through ongoing review of trends and metrics and support ad hoc HR projects and annual audits as required, including the administration of uniform ordering and distribution processes.
• Coordinate and facilitate training and development initiatives aligned to hospital needs, including the planning and organisation of inductions, training sessions, communications, and logistics. Contribute to the compilation and submission of the Workplace Skills Plan and Annual Training Report in line with regulatory requirements.
• Maintain accurate and compliant HR records through effective filing systems and regular employee file audits, ensuring documentation meets organisational and audit standards. Provide professional, responsive HR support to internal and external stakeholders through telephonic, written, and face-to-face engagement.

• Develop and maintain job descriptions and manage end-to-end recruitment, selection, onboarding, and orientation processes.
• Implement, monitor, and ensure compliance with company policies, labour legislation, and HR best practices.
• Address employee queries, resolve workplace issues, and promote a positive organisational culture and employee engagement.
• Design and manage performance management systems, providing guidance to managers and supporting continuous improvement.
• Coordinate training and development initiatives, including Skills Development compliance (WSP, ATR) and SETA engagement.
• Administer payroll, benefits, employee records, and ensure confidentiality and regulatory compliance.
• Conduct salary benchmarking (including CESA surveys) to maintain competitive and equitable remuneration structures.
• Manage Employment Equity planning, reporting (DoEL submissions), and workforce transformation initiatives.
• Compile and support BBBEE Parity Reports, Management Control elements, and audit processes.
• Prepare and submit statutory and management reports, and contribute to HR strategy, retention, career development, and succession planning.

• Ensure the company organograms are up to date by regularly reviewing and making necessary changes to the organisation's structure.
• Demonstrate flexibility and adaptability by effectively performing additional duties as requested by senior management.
• Maintain accurate time and attendance records by monitoring and adjusting parameters on the company's system and registering new employees on the biometric system.
• Act as a trusted advisor to line management and employees by providing HR support and guidance on a range of issues, including performance management, disciplinary matters, and employee relations.
• Effectively communicate with current employees by providing information about company policies, job duties, working conditions, salaries, and opportunities for promotion and employee benefits.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention by actively listening to employee concerns and developing and implementing strategies to increase engagement and performance.
• Ensure consistency in HR practices across all sites, including rates, trades or occupations, recruitment and induction, and completion and termination of contracts (EOC).
• Attend project kickstart meetings prior to commencement of projects on sites to ensure HR considerations are included in project planning.
• Attend scrum meetings throughout the project schedule phases to ensure effective communication and collaboration between HR and project teams.
• Conduct site visits to deal with workforce queries and ensure HR policies and procedures are being followed.
• Foster effective communication between the Project Manager, Construction Manager, Construction Supervisors, and Foreman on activities happening on site to ensure HR concerns are addressed and managed effectively.
• Prepare regular project management reports to keep stakeholders informed of project progress, HR considerations, and any issues or risks that may impact project delivery.
• Design job profiles for relevant positions, place advertisements, source, shortlist and screen candidates that meet the criteria.
• Conduct interviews with relevant line managers as per their approval on shortlisted candidates.

• Provided timely and accurate assistance to employees with HR-related queries and requests.
• Contributed to the development and implementation of Human Resources procedures and processes to ensure compliance with relevant regulations and laws.
• Collaborated with colleagues to improve communication, cooperation, and planning in the Human Resources Office, resulting in more efficient and effective operations.
• Conducted new staff orientation for both internal staff and consultants offsite to ensure a smooth transition into the company.
• Kept up to date with Labour Law regulations, Basic Conditions of Employment regulations, and South African immigration laws to ensure the company's compliance.
• Managed the complete administration service of the HR function, providing support to each area of the team with administrative tasks in line with business requirements.
• Ensured accuracy and completeness of records and reports by regularly updating and maintaining internal systems and files.
• Prepared reports and summaries of HR activities for the HR Manager upon request.
• Coordinated the Recruitment inbox and organised appropriate interview schedules as requested to streamline the recruitment process.
• Contributed to the development of the employee value proposition and report writing to support the company's strategic objectives.
• Conducted onboarding and exit interviews to enhance the employee experience and identify areas for improvement.

Reason for Leaving: Headhunted by Saiyl Pty Ltd through LinkedIn.

The ANOVA Apace Program will work in partnership with the Departments of Health in the City of Johannesburg and Sedibeng in Gauteng, and Mopani and Capricorn districts in Limpopo. Anova is already a trusted partner of the Department of Health (DoH), strengthening health systems through direct service delivery and technical assistance. Anova's innovative response has enabled increased access to quality services.

• Conducted bulk recruitment for professional and enrolled nurses (NIMART - Decanting Programmes), pharmacists, data capturers (using Tier.net), M&E officers, and community linkages officers' positions.
• Provide comprehensive and holistic HR Administrative services to the HR team and programme on all aspects of HR from recruitment, performance management, employee relations etc.
• Prepare work-back agreements and submit to payroll.
• Maintain all documents in HR department (recruitment, remuneration etc.)
• Generate HR standard documents as required.
• Respond to HR queries and needs as they arise and refer to HR Manager when necessary.
• Ensure that timesheets are collated and send to Payroll.
• Generate monthly HR reports and other reports as required.
• Perform all other HR administrative duties.
• Prepare all HR engagement documents for new employees.
• Coordinate the staff induction with HR Manager.
• Send communication to staff introducing new staff members.
• Conduct exit interviews when needed.