Summary
Overview
Work History
Education
Skills
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Accomplishments
Timeline
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Tumelo Lawrence Tladi

Human Resources Business Partner
JHB

Summary

Responsive Human Resources Business Partner with well-rounded experience in all functional areas of HR (over 10 years exp) , including labor law compliance, employee relations and performance management, leave of absence and ADA accommodations. Supports clients and effectively balances role of consultant and mentor with gatekeeper to control employer-related risks and grow client's management skills. Thrives on mentoring business owners and managers from small to mid-size employers with proven success at understanding unique business needs to establish genuine relationships as indispensable partner.

Overview

16
16
years of professional experience
3
3
years of post-secondary education

Work History

Owner & Founder

Ayashis’Amatekkie
01.2020 - 05.2023
  • Recruit, upskill & supervise and motivate employees
  • Manage budgets & stores
  • Ensure high levels of customer satisfaction through excellent customer service
  • Handle customer queries & complaints
  • Track & analyze business sales and customer trends in order to maximize expenses in different locations
  • Introduction of digital payments & online shopping
  • Prepare daily work schedules & assign tasks to +10 employees and scheduled deliveries
  • Addition duties available as needed.

Human Capital Business Partner

Standard Bank
12.2014 - 12.2019
  • Attract & Recruit– Identify competence and capabilities aligned to Business and operational needs and transformation requirements
  • Engage pro-actively with COE-Resourcing to Identify and utilize proactive resourcing solutions (pipelines, scarcity of skills acquisition) to acquire these skills
  • Upskill line in terms of attraction, recruitment & selection practices, policies and processes
  • Manage headcount within budget
  • Onboarding and Induction – Ensure that the appropriate on-boarding, induction practices and processes are in place and applied
  • Learn & Develop – Facilitate the identification of current and future learning capabilities for roles to enable the development of role based training curricula
  • Facilitate the assessment of competency levels and gap analysis and appropriate L&D solutions
  • Coach and upskill line managers as it relates to the employee value chain and end-to- end HR services
  • Performance Management – Facilitate & drive Enduring Performance Management
  • Educate upskill and coach line management on end-to-end performance management processes
  • Identify performance gaps (commitment, competence, process) and recommend appropriate solutions
  • Reward – Educate and ensure the appropriate application of remuneration and reward strategies and solutions
  • Coach line on impact of paying people appropriately relative to their skill, job size, market, complexity, skills scarcity, transformation and performance
  • Facilitate and manage the reward review process against set guidelines and framework
  • Recognition – Influence & drive a culture of informal and formal recognition Talent Management - Facilitate the identification of critical skills and talent utilizing the talent management framework and process with management
  • Coach line to create development plans and execute on them
  • Ensure that all critical roles have successors
  • Link succession plans to transformation action plans
  • Assist with skill transfer strategies for key people
  • Understand current trends (internal and external) and diagnose results of retention discussions
  • Coach line in retention techniques and strategies and advise line accordingly
  • Exits – Educate line on the different separation processes and the application thereof, to ensure correct application and minimize risks
  • Ensure that we facilitate the interview process, diagnose the trends pro-actively and engage line on appropriate action plans
  • Change Management – Act as a change agent as it relates to Business and culture transformation
  • Support the change process of any business initiatives that has people impact to ensure successful implementation and sustainability
  • HR reporting – Generation and analysis of appropriate MI, to identify trends, possible causes and recommend solutions
  • Ensure that OM structures are accurately displayed on SAP and that headcount checks are done on a monthly basis
  • HR Governance – Ensure business adheres to HR policies, products and services with regards to the employee life cycle
  • Ensure alignment with, COEs and Group HR
  • Engaged Employees – Partner with line to implement an agreed engagement model to ensure inspired, motivated and involved employees which will result in improved business performance Transformation – Pro-actively partner with business to entrench the transformation agenda through appropriate action plans
  • Actively monitor the delivery against these plans
  • Drive the Transformation 6-point plan, as well as the DTI targets Business Partnering – Establish regular engagement opportunities with your business to understand your business objectives to align your HR plan
  • Partner with COEs to establish joint solutions that are fit for purpose
  • Ensuring all compliance related HR issues are pro-actively and rigorously managed
  • Take accountability for partnering with business leaders in maintaining and monitoring the people risk within the business area, identifying potential breaches in standards and initiating action to address these
  • Upskill line on the People governance processes
  • Ad-hoc Projects – Action business & HR related projects within agreed project timelines
  • E.g
  • Non perm to perm conversions, line manager guide, graduates and new employees guide etc.

HR Officer

AngloGold Ashanti
01.2014 - 09.2014
  • Recruitment & Selection: Accountable to complete staff request forms, posting internal adverts, arranging all interviews, compiling required documentation for interview panels, prepare offers Accountable for all communication with applicants and updating recruitment reports
  • Create and maintain a database for applicants and adverts
  • Performance Management Admin: Facilitate performance management sessions
  • Accountable for tracking & submission of all Performance documentation
  • Capturing all the ratings on SAP
  • Employee Development: Accountable for all employee training requirements (IDP, ad hoc, etc.)
  • Accountable for compiling training reports on a monthly basis (training attended)
  • Study Assistance Administration: Accountable to coordinate the completion and submission of all study Assistance documentation and to obtain approvals as per policy
  • Communicate outcomes to staff and maintain an accurate filing system and data on HRIS
  • Employee Relations: Accountable to compile all required administration for internal hearings and external legal matters
  • Statutory Reporting: Accountable for the preparation and submission required weekly, monthly, quarterly and annual statutory reports (i.e
  • Employment Equity, WSP, ATR, Vacancy Report, HR report, etc.) On-Boarding: Accountable to facilitate the induction of new engagements
  • Events Coordination: Accountable to coordinate/facilitate Employee Wellness events and events regarding awards, retirements, etc
  • GHRIS Maintenance: Accountable to update and maintain org structures and employee data to ensure accurate and up to date information
  • Staff Movements/separations: The role holder ensures correct processing of any staff movements including communication with internal support functions and external service providers.

HR Consultant

Deloitte & Touché
02.2011 - 12.2013
  • Staffing Supports Senior HRM and more directly, the business, to ensure that the following is in place: Recruitment All recruitment is channelled through T&T Talent Acquisition team
  • Maintain relationship and work with Talent Acquisition Consultant on all recruitment processes
  • Supporting BU specific on-boarding programme to supplement firm-wide programmes
  • Allocation of a Development Facilitator to new recruits; ensuring parties understand roles and responsibilities
  • Retention& Employee Engagement Ensuring that exit interviews are conducted for professional and support staff Analysing feedback and turnover with recommendations on how this can be addressed Implement interventions to reduce undesired turnover and increase employee engagement
  • Performance& Development Management Implementation and ongoing management of performance management processes Ensuring that everyone in BU understands performance management process and is trained Assisting business to ensure that goals are set for all employees linked to business strategy Communicate link between competency, delivery and promotion or advancement Implementation of consistent interpretation of performance standards and ratings Facilitating standardisation /validation meetings Facilitating poor performance management Ensuring that development plans form part of the performance management process
  • Reward& Recognition Ensuring that all roles within BU have role descriptions and have been graded Working with BU to remedy any anomalies relating to actual vs
  • Market salary Implementing reward strategy to the BU and employees Integrating the recognition system into interactions with the BU and team
  • Operational Effectiveness Data integrity & HR administration – ensuring that relevant processes are in place to guarantee data integrity and that HR admin is completed in accordance with defined standards Risk Management – advising business on uncomplicated misconduct, incapacity issues in accordance with legislation and firm policy& procedures Facilitating the resolution of issues that arise without setting a dangerous precedent or exposing the firm to undue risk Metrics – using the resources at your disposal to produce business relevant metrics based on which meaningful business decisions can be made SAICA/Professional bodies – ensuring adherence to administrative requirements of any relevant professional bodies (applicable to BU)
  • Management& Development of Self Display self-awareness and insight into areas of strength and development Work with manager/counsellor to construct suitable development plan for implementation Leverages off Counsellor relationship Stay up to date with developments in HR field Provides honest & timely upward feedback Support high performance culture by being accountable for delivery of delegated tasks Integrates recognition programme to reinforce strategy and recognize peers & team
  • Projects (HRM & Firm-wide) Grow T&T and firm knowledge through participation as project team member on HRM/firm-wide projects and/or initiatives Employee wellness day co-ordination
  • Social Impact participation/ co-ordination.

HR Administrator

Liberty Life
07.2010 - 01.2011
  • Providing HR administrative support on day-to-day basis and contributing to the long-run development of HR function
  • Supporting the HR Advisors and HR Managers in providing a comprehensive HR service to managers and staff within the organization
  • Directly managing human resources staff: scheduling, assigning and directing work, Conducting interviews, hiring and orienting new staff
  • Ensuring the execution of employment (Criminal, ITC, Experian etc.) record checks fully in a timely effective manner
  • Providing HR advice and support to line managers and employees, explaining procedures and policies
  • Assisting in the development of human resource procedures and policies and contributing to HR projects like (induction, team-building programs)
  • Administering the performance management system
  • Capturing data on SAP for maintaining accurate records
  • Liaising with payroll, absence recording, and holiday recording systems
  • Maintaining and developing the filing system of personnel
  • Advising staff regarding personnel, benefits, and pay issues
  • Informing applicants and employees on rules, policies, benefits and procedures
  • Supporting in completion of job application materials, documents, and preparation of employment interviews and tests
  • Establishing, organizing and supervising the maintenance of department records.

Researcher

BOSELE PLACEMENTS
04.2008 - 06.2009
  • Working with designated recruitment consultants
  • Advertising vacancies in the newspapers and online
  • Identification of relevant applications in accordance with specifications supplied by the client
  • Telephonic screening of CV’s- handling advertisement responses
  • Doing all necessary checks e.g
  • Reference, ITC, qualification, criminal checks, ID verifications, etc
  • Arranging and conducting face to face applicant interviews
  • Constant candidate liaison to discuss new job opportunities and obtaining permission to submit CV’s
  • Providing continual support to candidates throughout and after the recruitment process.

HRD COORDINATOR

Department of Economic Development
03.2007 - 03.2008
  • PMDS (Performance Management and Development System) Assisting in checking final reviews and calculations of PMDS
  • Checking that Performance review forms are filled in correctly
  • Returning all Performance review forms that are incorrectly rated and faulty
  • Database control and review
  • Quality assurance of P.M.D.S
  • Calculate performance scores and capture on database for submission to GSSC
  • JOB PROFILES Assisting in drafting some job profiles and ensuring that they are signed
  • Liaise with Directors and Supervisors for completion of pre-interview questionnaires
  • JOB EVALUATION Set up meetings for JE panel
  • Close-off reports from GSSC
  • Database auditing
  • Completion of GSSC route forms, additional to the structure
  • Process JE requests
  • ORGANISATIONAL DEVELOPMENT Co-ordination of the departments’ CLIMATE SURVEY
  • Distribution and retrieval of questionnaires
  • Ensure timely submissions from participants to specialists at GSSC
  • Monitoring the process and giving feedback to my supervisor
  • Co-ordination of the departments’ HR MARKETING DAY
  • Responsible for the design& publications of advertisements & footage on the day
  • Liaise with the communication directorate in terms of adverts
  • Respond to general O.D
  • Related issues
  • Act as an O.D
  • Administrator
  • TRAINING & DEVELOPMENT Administration of bursary and short course/ programme management Monitor progress of bursary holders and compile quarterly reports
  • Act as departmental liaison with tertiary/ educational institutions
  • Maintain bursary filling system and process all bursary payments
  • Coordinate prescribed training to achieve employment equity goals
  • Develop and maintain filling systems
  • Responsible for inducting departmental employees
  • HUMAN RESOURCE ADMINISTRATION Make offers: calling successful candidates and preparing necessary documents to be signed
  • Draw contracts: differentiate between permanent and contract employees
  • Exit interviews: conducting and preparing exit interviews for employees leaving the department
  • Overtime and salary claims processing: receive, record, dispatch and follow-up on all claims
  • Simulation: ensure all packs are in place and the venue is prepared
  • Recruitment Design adverts
  • Receive applications from GSSC
  • Code applications
  • Arrange logistics to ensure that short-listing takes place
  • Prepare interview packs
  • Sit in interviews
  • Draft recommendation reports
  • Open SP files
  • EMPL0YMENT EQUITY Secure boardroom for employment equity meetings
  • Inform employees on the sensitizations of employment equity
  • Collect relevant books on employment equity and distribute them
  • Set up presenters and ensure delivery on the day of the meeting
  • SAP Electronical financial management system
  • Indicating to the employer availability/non-availability of budget
  • Managing salary payments as well as payments to external service providers
  • Tracing non-reflectory payments on the system
  • Drafting reports for financial usage
  • Checking budget and how much has been spent
  • Generating reports on salary payments and service providers
  • Manual payments for staff, suppliers, tenders etc.

Education

National Diploma in Human Resources Management - undefined

Vaal University of Technology
01.2004 - 04.2006

B-tech Human Resources Management - undefined

Vaal University of Technology
01.2007 - 04.2007

Skills

    HR Consulting

    Performance Management

    Excel

    PowerPoint

    Report Writing

    SAP

    VIP PAYROLL

Identityno

8604245913083

Contactdetails

0719348699, tltladi70@gmail.com

Firstname

Tumelo Lawrence

Dependants

1

Personal Information

  • Driving License: Code 10
  • Marital Status: Single

References

  • Zipporah Tshelane, Deloitte & Touché, Team Leader, 073 387 1132
  • Tess Chetty, Liberty Life, Manager (Team Leader), 0760318397 or 0795110016
  • Tafawa Letsie, Bosele Placements, Manager, 0761686226

Accomplishments

    Award of excellence for best perfoming employee at deloitte

Timeline

Owner & Founder

Ayashis’Amatekkie
01.2020 - 05.2023

Human Capital Business Partner

Standard Bank
12.2014 - 12.2019

HR Officer

AngloGold Ashanti
01.2014 - 09.2014

HR Consultant

Deloitte & Touché
02.2011 - 12.2013

HR Administrator

Liberty Life
07.2010 - 01.2011

Researcher

BOSELE PLACEMENTS
04.2008 - 06.2009

HRD COORDINATOR

Department of Economic Development
03.2007 - 03.2008

B-tech Human Resources Management - undefined

Vaal University of Technology
01.2007 - 04.2007

National Diploma in Human Resources Management - undefined

Vaal University of Technology
01.2004 - 04.2006

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Tumelo Lawrence TladiHuman Resources Business Partner