MS Office
Vanessa Lawrence
HR Manager
Johannesburg
Summary
Dynamic HR professional with extensive experience in South Africa, Sub-Saharan Africa, and the Middle East, specializing in strategic and operational HR functions. Expertise includes developing and implementing effective recruitment and retention strategies, formulating transformation initiatives aligned with business objectives and labor regulations, and managing comprehensive employee relations programs. Proven ability to enhance team performance and cultivate a positive workplace culture through strategic HR planning, conflict resolution, and robust communication skills. Committed to driving organizational success by aligning talent resources with evolving business needs while ensuring compliance and fostering strong team collaboration.
Overview
28
28
years of professional experience
5
5
Certificates
2
2
Languages
Work History
HR Manager South Africa and Zimbabwe
Cotecna South Africa Pty LTD
12.2024 - 07.2025
- HR Audit and Payroll Audit
- GAP Analysis
- HR Framework
- Employee Relations
- Training
- Performance Management Framework
- Annual Increase Framework
- Reason For Leaving: Contract Position
- Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
- Collaborated with executive leadership to align HR initiatives with overall business goals and objectives.
- Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management.
- Provided expert guidance on labor laws and regulations, mitigating legal risks for the organization.
- Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
Independent HR Consulting
06.2024 - 11.2024
Globe Hydraulic Seal Supplies
11.2021 - 05.2024
- Setting up and running the family business from our home.
- Assisting to move the family business to our home, setting up operations for optimal performance to run and manage the business from our property which includes the following:-
- Introducing new systems to ensure the ability to manage clients on the go.
- All tax filings and sars queries
- Managing clients and suppliers
- Sourcing quality products at the best rate possible
- Managing imports, exports and certifications
- Managing Tender applications
- Liaising with auditors and accountants
- Assisting with sales, packaging, walk in clients , exports
- Payroll
- Reporting and filing for CIPC, Workmen's Compensation
- Assisting clients and suppliers on HR queries where no HR exists within the organizations
- Updating stock levels and prices
- Reason for Leaving: Sabbatical to assist moving family business to our home.
HR BUSINESS PARTNER
AICPA-CIMA
03.2021 - 11.2021
- Served as a strategic partner and provided effective HR operational services and advice to business center leaders, managers, and staff to support the delivery of organizational objectives and outcomes.
- Consultant on all HR-related matters, including performance management, capacity building and talent development, and employee relations.
- Act as an employee champion, leadership coach, strategic partner, and change agent.
- Managed and resolved complex employee relations issues, guides on and assists in performance improvement, and conducts related issues.
- Worked closely with management and employees to improve work relationships, build morale, increase productivity and retention.
- The position formulated partnerships across the HR function to deliver value-added services to management and employees that reflected the organization’s business objectives.
- The role included skilled input into a broad range of HR policy work, developing and implementing capacity building and tailored training programs, managing complex and varied employee relations cases, and ensuring that HR data and reporting is fit for purpose to inform decision making.
- KEY ACTIVITIES
- HR Business Partnering
- Business Partner with business units to integrate people strategies with overall organizational strategy.
- Provided HR consulting services to Centers as it relates to human resources programs and policies, often encompassing all areas of human resources.
- Provided policy guidance and interpretation; recommend and implement changes as needed.
- Analyzed trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
- Provided day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Ensured that people’s plans are aligned with global direction and shaped for regional/unit needs. With Centers of Excellence, designed solutions, and working with the business leaders, lead and drive delivery of the people plans and monitor progress and impact using milestones and KPIs.
- Used the people plans as a context for effective implementation of people management disciplines such as compensation and benefits, succession planning, people development, and performance management to achieve business goals.
- Gathered and analyze relevant data, trends, and patterns and identify gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment, and capability development.
- Leveraged the HR function to deliver effective and customer-focused HR Operations.
- Played a key role in ensuring coherent implementation of people plans and processes across the units within their area and ensuring they align with global direction.
- Ensured efficient processing of HR administration for the client groups.
- Capacity Building and Talent Development
- Created and execute learning strategies and programs. Translate the business/function strategy into long- and short-term people plans, which consider the organization’s leadership, capability, cultural, and structural development needs.
- Evaluated individual and organizational development needs and lead, implement and manage staff development initiatives.
- Deployed different kinds of learning methods to the organization, such as coaching , job-shadowing .online training, and so on.
- Organized e-learning courses., workshops, and other training. Utilize the LMS (Learning Management System) capacity to provide training and development opportunities to global staff.
- Coached and challenge leaders to support the development of leadership capability.
- Lead the development of training and learning modules and mentoring and coaching tools.
- Lead the evaluation and monitoring of training programs to ensure success. Followed up to ensure training objectives are met.
- Assess the success of development plans and help employees make the most of learning opportunities.
- Helped managers develop their team members through career pathing.
- Gathered and analyze data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning.
- Develop and deliver training programs, materials, and resources on a broad range of HR-related topics.
- Provide guidance and input on restructuring, workforce planning, and succession planning: identify training needs and individual management coaching needs.
- Provide catalytic support to enable business transformation. Work with business/function leaders to spot opportunities for organizational development, which will accelerate the delivery of business strategy.
- Interface with various levels within the organization to develop and lead training initiatives on a broad range of HR-related topics.
- Employee Relations
- Managed and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues.
- Serve as an initial point of contact for US employee relations, including conducting exit interviews.
- Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees.
- Uses surveys, interviews, and other studies to research human resource policies, compensation, and other employment issues. After analyzing the information, makes recommendations on changes.
- Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed.
Group HR Executive
Astrim Group Holdings
10.2019 - 09.2020
- Assume accountability and responsibility for the group human resources function with particular emphasis on: Developing and implementing human resources strategies to support business and human resources needs; providing strategic human resources leadership to the executive management and the human resources functions in the operations and managing the Group’s interests at government, industrial and labour related forums ensuring that business strategy, organisational design and HR strategy are aligned.
- Strategic HR Planning
- Design, implement, and maintain a suitable HR Operational model to support the business in achieving the Strategic Objectives.
- Organizational Design
- Designing and maintaining the integration of people with the organizational core processes, systems, and technology
- Ensuring the design process is a holistic and comprehensive approach to organizational improvement to achieve excellent customer service, increased profitability, a culture of committed and engage employees, clear strategy of managing and growing the business among other deliverables.
- Defining management structures providing strategic, operational, and coordinating support.
- Identifying support resources and structures.
- Organizing people around core processes.
- Improve and maintain coordinating and development systems.
- Ensure data integrity in HR systems.
- BBBEE - Transformation
- Management and maintenance of employment equity & skills development
- Support and coordinate Employment Equity & Skills committees
- Facilitate and monitor target setting and related EE plans.
- Compile and submit annual EE & WSP reports.
- Manage education and awareness campaigns about employment equity.
- Management and implementation of a Group BBBEE strategy.
- Implementation of the requirements of transformation ensuring objectives are achieved.
- Develop and implement BBBEE initiatives in areas of ownership, management control, employment equity (EE), skills development, and preferential procurement together with the BBBEE element champions.
- Monitor transformation and BBBEE legislative changes and updates.
- Assist with compilation of responses to draft legislation relating to transformation.
- Ensure compliance with relevant legislation e.g. Codes/Act
- Transformation strategy execution.
- Co-ordinate the execution of transformation strategy and communication for all related projects.
- Track Company's BBBEEE contributions and ensure the integrity of data and documentation of elements.
- Identify transformation risks and develop risk mitigation plan
- Management and support over the overall rating of transformation objectives
- Performance Management
- Manage Performance Management and processes which would align with the Organizational Objectives, in supporting employees to achieve the expected results.
- Implement and drive the effective application and utilization of the Performance Management Policy, procedures and the compliance thereof.
- Review and analyze the Performance Appraisal process for effectiveness.
- Talent Management
- Design and implement a suitable Talent Management Strategy which will support the Organization to build the People capability to ensure the achievement of the strategic objectives.
- Implement an appropriate Talent Management grid depicting people requirements in terms of performance and potential as required by the organizational skills and competencies.
- Linking the various HR processes and systems to ensure the company Talent is identified, attracted, developed, remunerated, and retained in the interest of growing value and improving organizational performance.
- Learning and development
- Develop an occupationally competent and engaged workforce to support and accelerate skills development to achieve employment equity and organizational transformation.
- Stakeholder Management
- Ensure strategy complies with Employee Relations legislation and relevant requirements.
- Manage Unions through formal recognition agreements.
- Manage stakeholders internal and external relationships.
- Devise and present analytics and reports across critical HR metrics; provide recommendations on impact on business decisions and remediate strategy and programs as needed.
Independent HR Management Consultant
EVEN Management Consultancy Pty Ltd
09.2017 - 09.2019
- EVEN Management Consultancy encompasses a broad spectrum of HR disciplines designed to provide HR expertise that supports the success of an organization by working with executive teams to:-
- Build annual and long-term people strategy and focus areas.
- Analyze Hr operations to identify gaps and develop strategies and processes to effectively improve operations.
- Develop HR infrastructure and governance frameworks via systems, processes, team, communication and training.
- Build and effectively manage an HR budget.
- Coach, advise and develop management teams.
- Liaising with Executive teams to drive a performance and culture turnaround strategy.
- Advise management on HR best practices.
- Monitor and measure program implementations and drive ongoing improvements.Identify and reduce HR risk exposure
- Design and/or implement and/or improve programmes across full HR lifecycle:
- Organisational design and resource planning.
- Payroll and benefits.
- Policy development and maintenance.
- Sourcing, selecting and on-boarding.
- Performance management and development, including design thereof and the execution of performance cycles.
- Talent management and development (including talent identification programmes, succession planning and external training and development).
- Leadership development.
- Labour and employee relations.
- Diversity and transformation.
- HR communication and change management initiatives.
- Other projects as needed.
Human Resources Manager- MMEA
Ericsson
02.2016 - 08.2017
- Setup and manage the HR function for the Field Services Organization for South Africa and Sub Saharan Africa (11 countries) which included but was not limited to:-
- Attract/develop the best talent in the industry by having a good understanding of industry and trend, managing the international and local mobility process, maintaining industrial and employee relations, implementing HR processes, tools, programs, practices, people strategies and solutions, ensuring compliance and advising and supporting Line Managers and HR BPs on people related challenges.
- Facilitate local execution of organizational change initiatives and programs.
- Participate in and manage projects by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
- Employee engagement score for area of responsibility
- Execution of HR and people related strategic initiatives to support key business objectives
- Delivery Performance Survey results
- Adherence to HR processes and completion on key HR processes in area of responsibility
- Diversity & Inclusion ratios
- Organizational Development , Transformation and BEE
- Recruitment and international mobility processes
- Performance Management, Employee and Labor Relations processes
- Salary, incentives, reward and recognition processes
- Process and sign of payroll input and provide guidance to the payroll department.
- Organizational management processes, ensuring organization set-up reflects desired state
- Local leadership planning, assessment and confirmation processes
- Execution of global processes
- Build employee engagement
- Training, advice and coaching of line managers on Talent Acquisition processes, tools and practices
- Training and education of managers and employees on performance management and IPM process
- Work with managers to put in place Performance Improvement Programs (PIPs) to address poor performance
- Consequence management based on outcomes of PIPs
- Support managers with nominations for Early Career Programs
- Assign mentors to participants in Early Career Programs and liaise with participants
- Follow up on employee engagement targets and action plans
- Facilitate talent calibrations and roll out of global materials and training
- Inform and prepare assessment candidates and follow up and ensure development activities scheduled.
- Work with managers to identify learning needs and means to address them
- Work with business to identify nominees for regional and global learning programs
- Communicate learning processes and programs to managers and employees
- Ensure planning and execution of competence development activities in the local business
- Training, advice and coaching of line managers on Learning & Development processes, tools and practices
- Advise on trends and local benchmark practices – country input into TR strategy
- Provide ASR budget proposals/ recommendation to management
- Provide information on changes in employee T&Cs for maintenance of data integrity
- Facilitate and support salary review increase decisions
- Approve salary review proposals
- Educate, train and advise local managers and employees on the short and long term variable pay schemes
- Support in target setting and payout process
- Provide input to compensation proposals for promotions and new appointments where outside of the GSSC threshold
- Provide local salary information and analysis as input into line decisions around attraction and retention of talent
- Training, advice and coaching of line managers on Total Rewards processes, tools and practices
- Facilitate and support exit of employees due to repatriation, redundancy, dismissal and/or resignation
- Secure immigration compliance through LAS
- Implement local redundancies
- Manage disciplinary processes
- Educate and train managers on disciplinary process
- Ensure compliance to local laws
- Liaison with other support functions to ensure employee obligations met on exits
- Training, advice and coaching of line managers on HR Global Operations processes, tools and practices
- Build employee engagement in the country dimension
- Review regions Dialog results with local management and facilitate action planning
- Set up and manage governance process around tracking and reporting on employee engagement action plans
- Establish two-way communication channels with employees to identify employee issues and ensure addressed
- Advise and support line managers and management team on employee engagement
- Local stakeholder management and compliance
- Ensure strong relationships with local authorities and compliance to local laws
- Identify any changes on legal rights of the employees and update the employment contract accordingly
- Ensure compliance between Country’s Labor Law and Company’s rules and regulations
- Secure a proper execution of the people strategy at a country level
- Execution of local people engagement activities
- Cost control and HR execution in line with budget
- Manage local employee grievances, complaints and disputes
- Establish and maintain local directives and instructions
- Global Reporting
- HR Data Analytics and Reporting
- S197 process
- S189 process
- Reason for Leaving: Contract ended
Human Resources Head – Africa
FRAGOMEN AFRICA
11.2013 - 09.2015
- Set up and manage the HR function for the Africa region which included but was not limited to
- Developing organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
- Implementing human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, , and labor relations.
- Managing human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
- Developing human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
- Participate in and manage projects by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
- Support management by providing human resources advice, counsel, and decisions; analyzing information and applications.
- Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
- Comply with local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
- Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
- Enhance department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
- Recruitment, Retention, Talent Management and Succession Planning
- Training and Skills Development
- Compensation and Benefits
- Performance Management
- Organizational development
- HR Transformation
- Labour Relations
- Develop, implement, facilitate and monitor HR corporate policies and procedures
- All HR Generalist queries
- Compensation, Benefits and Rewards implementation and management
- BEE strategy
- Workplace skills plan and Annual training Reports
- Anticipate and recognize HR issues, challenges and opportunities and participate in influencing management and employees to proactively address these.
- Manage the reception and services staff
- Assist in setting and manage the HR budget, including but not limited to salaries, training, recruitment, social and general office expenditure
- Maintain regular communication with and support the EMEA offices as required
- Conduct the annual salary and bonus review in the Africa region
- Be accessible to managers to discuss staffing issues
- Be accessible to staff and ensure awareness of staff concerns across the offices
- Participate in interviews and provide feedback to candidates
- Work closely with the US Workday Consultant to continually review Workday and it’s use and train the EMEA HR managers on the system use and new modules
- Review monthly absence report, raise and address concerns with managers & partners
- Provide guidance on employee relations and attend meetings and hearings as necessary
- Manage the end to end process for new joiners and leavers
- Manage International secondments and movement of staff including tax advice, drafting and negotiating agreements, immigration compliance and relocation assistance
- Review and update HR policies in order achieve consistency across the Africa region.
- Keep the Corporate US and London HR functions abreast of current issues
- Undertake and manage HR related projects as necessary
- All reporting as required
- Employee Relations
- Separations and retrenchment
- Recruitment for Kenya
- Payroll setup and payroll management for Kenya
- Taxation setup and management for Kenya
- Work with and advise the Managing Partner on managing the business.
- Work with the office of the general counsel to train and keep them abreast of legislative changes that impact the business.
- Work with and train finance on statutory tax changes and updates for Africa
- Ensure compliance with Occupational Health & Safety regulations, including Fire Safety
- Approve and manage office events
- Approve office and other expenditure and setup and manage procurement policies and processes
- Reason for Leaving: Position declared redundant in South Africa
Human Resources Manager – South Africa and Sub Saharan Africa
MOTOROLA SOLUTIONS
01.2011 - 05.2013
- Effectively support the business units by managing the end-to-end Human Resources function for South Africa, Sub Saharan African and for the Middle East (8 month expat assignment managing HR for the UAE, Egypt, Bahrain, Jordan, Qatar, Saudi Arabia and Pakistan)
- Recruitment and Retention, Talent Management and Succession Planning
- Training and Skills Development
- Payroll
- Performance Management
- Organizational development
- HR Transformation
- All HR policies and processes formulation, reviewing and updating
- Mergers and acquisitions
- All HR Generalist queries
- Audit Support and Participation
- Compensation, Benefits and Rewards implementation and management
- Regulatory Reporting
- Involvement in Global Projects
- Expat management and international relocations
- Work permit management and control
- Payroll
- Separations and retrenchments
- Promotions
- Employee Verifications
- ER Issues
- Retention
- Immigration
- Labour card files
- Medical and Pension Insurance
- Country Council and Country Compliance
- Employee Stock Purchase Programme Management
- Governance tracking for all Middle East and African countries
- Reason for Leaving: Resigned
Human Resources Business Partner – South Africa and Sub Saharan Africa
ASTRAZENECA PHARMACEUTICALS
06.2009 - 06.2010
- Effectively support the business units by managing the end-to-end recruitment function for both Sub Saharan Africa (11 countries) and South Africa
- Management and delivery of recruitment and HR project requirements for Sub Saharan African countries namely Nigeria and Angola and for South Africa
- Developing and Implementing HR policies, procedures and compensation levels and bands for Nigeria and Angola and evaluating HR policies and procedures and compensation levels and bands for the 9 other African countries
- Correcting inconsistency’s in HR policies, procedures and compensation levels and bands for SSA
- Liaise with local distributors within the SSA countries regarding staffing
- Liaise with line on recruitment needs, advertise positions internally and externally
- Screen cv’s , shortlist, interview candidates and shortlist candidates to meet with line management
- Liaise with agencies on a daily basis regarding positions
- Negotiate, prepare and obtain approval for salary packages and offers for successful candidates, arrange onboarding( create entries in Blue book, log necessary it and security calls) and conduct first day orientation
- Create employee files for submission to payroll
- Track number of vacancies for Exco Reporting
- Weekly updates of recruitment report
- Reason for Leaving: Contract Position
Human Resources Manager
BUREAU VERITAS INC FRANCE/ BUREAU VERITAS SA PTY LTD
10.2008 - 03.2009
- As the HR Manager the scope of the position and the countries for which I was responsible for were South Africa, Namibia and Kenya
- Responsibility for all HR Elements
- Recruitment, Selection, and Induction
- Training and Development
- Organisational re-engineering & Change Management
- Employee wellness
- Compensation and Benefits
- Performance Management
- Company administration
- Define, write and implement HR policies and procedures according to local conditions of the employment market and accruing to the Basic conditions of Employment act
- Ensure the effectiveness and productivity of HR
- Consult, advise, guide and support the business and Line management as a strategic Business Partner in all Organizational Design & Development related issues to aid in achieving their strategic objectives
- Management of expatriates and mobility
- Audit conformity and quality of local policies and process defined by the division or zones
- Monitor the overall climate in the workplace and take corrective action where needed
- Maintain a positive, constructive and productive relationship with the employee representatives in the country
- Keep up all personnel data in the area of responsibility updated in order to use the data upon requests or routine reports
- Responsible for performance management, counselling and disciplinary action
- Manage and ensure that the company’s compensation philosophy and policies are implemented in a cost effective manner while ensuring that employees are retained and motivated.
- Analyzing and reporting on all payroll reports and proving feedback to finance and to the Regional Chief Executive
- HR Reporting
- MIS/ HC reporting, payroll reporting, staff movements reporting, Skills development reporting
- Administration
- Manage the company administration process which included but was not limited to liaising with suppliers, travel and accommodation and procurement, lease agreements, company insurance, service level agreements and costs for company administration
- Reason for Leaving: Resigned due to family responsibility
National Human Resources Consultant
ADECCO RECRUITMENT SERVICES
08.2006 - 10.2008
- National HR Consultant responsible for 23 branches in South Africa I was responsible for the following
- Recruitment and Career Promotion
- Receipt of vacancy requests
- Advertising vacant positions, internally and externally utilizing print media and online portals such as CareerJunction and Pnet
- Sourcing and headhunting candidates
- Tracking the number of applications received, declining unsuitable candidates
- Tracking the number of open positions
- Arranging and conducting interviews with shortlisted candidates
- Compiling interview notes, pre employment screening, skills testing , Reference Checks
- Presentation of shortlisted candidates to line management with HR motivation
- Arranging candidates interviews with line management
- Preparing salary authorizations and ensuring approvals are obtained
- Preparing Offer letters and employment contracts
- Extending Offer letters to successful candidates and informing It and Payroll of imminent new starters
- Controlling the starters process ensuring that all user accounts has been created, equipment has been purchased for new employees and arranging keys and access to buildings for new employees
- Management of Candidate database
- Orientation and Induction
- Conducting orientation and ensuring that new employees are informed of and understand company policies and procedures
- Ensuring all internal documentation has been completed, acknowledged and signed
- Loading new employees on medical aid
- Black Empowerment Reporting on Recruitment
- Payroll
- Ensuring all necessary payroll documentation has been completed
- Compiling payroll information and submitting this to the Payroll department
- Capturing and controlling leave for employees.
- Performance Management
- KPA Management
- Performance and Probationary Appraisals
- Writing and formalising job Descriptions
- Managing and administering the pmp process
- Internal Motivation which includes
- Internal Communications to staff and management
- Regular Staff Surveys - Xpert
- Suggestion Box - report back to board
- Staff Morale Contact Line
- Staff Event Management
- Company Incentive Scheme
- Exits and Internal Transfers
- Receipt of Resignations
- Exit Interviews
- Feedback Report to Board on Exit Interviews
- Deactivating employees medical aids and liaising with medical aid brokers
- Internal South Africa Transfer Requests
- Adecco Worldwide Transfer Requests
- BEE, Employment Equity, Training and Development
- Compiling Equity stats for equity reporting to government
- Submission of Equity report to government
- Liaising with Seta on Skills development, reporting and submission of the WSP and ATR
- Registration applications for employment offices
- Management and administration of ACE.( Adecco internal training system)
- Employment Equity reporting, Training and skills development reporting, Headcount reporting according to government legislation
- Ensuring all employees are trained according to the level of position held
- Managing bursaries and training plans for each business line.
- Scheduling training courses according the needs of the business and employee needs
- Identifying training needs as required based on the performance of employees
- Human Resources and Recruitment Coordinator – Seconded to Citibank
- Responsible for the co ordination and administration of recruitment for front office
- To co-ordinate all admin related tasks for recruitment of new employees
- To ensure HR Reporting Systems both Global and Local, are accurate and have data integrity
- Recruitment
- Ensuring that all relevant authorizations are in place prior to the process beginning
- Arranging interviews for successful applicants
- Providing a shortlist of successful candidates to Management after the HR Interview
- Ensuring the applicant completes the Application for Employment, checking the critical details provided by the candidate
- Ensuring all new starters fill out the Starter Pack consisting of all the Compliance documentation, Medical Aid, Provident Fund and HR Details form
- Collecting documents: Drivers License, ID and Certificates from New Starters for their Employee File
- Preparing Employee File
- Answering any queries that new employees may have
- HR Operations and Payroll informed of the Start Date of all new employees and termination date of all departing employees
- Probation Management
- Track the number of Temporary and contract staff
- Advise HR Operations of changes in this regard to ensure payroll and headcount are updated correctly
- Arrange new temporary staff from agencies once authorization has been received
- Arrange payment of all agencies making sure the billings and payments are accurate
- Reason for Leaving: Headhunted
Security and Training Administrator
GOLD REEF CITY CASINO
11.2004 - 10.2005
- Reason for Leaving: Retrenched
Personal Assistant and Deputy Director – Website Management
DEPARTMENT OF ARTS AND CULTURE
01.2003 - 11.2004
- Reason for Leaving: Career Progression
Image and Events Director
COSMO MODEL NETWORK
01.2002 - 12.2002
- Reason for Leaving: Relocated to Johannesburg
Marketing and Personal Assistant
A.MEERAN PANELBEATERS
01.2001 - 12.2001
Waitron
HEXAGON COFFEE BAR
01.2000 - 01.2001
Sales Assistant
FREEDOM CLOTHING
01.1998 - 01.2000
Education
International Advanced Diploma - Computer Studies
ICESA City Campus
Pietermaritzburg, South Africa01.2002
Diploma - Secretarial and Computing
ICESA City Campus
Pietermaritzburg01.2002
Diploma - Travel and Tourism
Computer College of South Africa
01.2001
BA LLB -
University of Natal
Pietermaritzburg, South Africa 04.2001 -
High School Diploma -
Woodlands Secondary School
Pietermaritzburg, South Africa 04.2001 -
Skills
Staff management
Leadership development
Employee relations
Human resources operations
Organizational development
Benefits administration
Dispute mediation
Training development
Compensation and benefits
Talent acquisition
Legal compliance
Workforce planning
Succession planning
HRIS management
Certification
Business Management
Affiliations
IPSC
Software
Sage
Workday
Pastel Payroll
Cornerstone
Taleo
SAP
Payspace
Work Availability
monday
tuesday
wednesday
thursday
friday
saturday
sunday
morning
afternoon
evening
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Languages
English
Bilingual or Proficient (C2)
Afrikaans
Bilingual or Proficient (C2)
Timeline
HR Manager South Africa and Zimbabwe
Cotecna South Africa Pty LTD
12.2024 - 07.2025
Independent HR Consulting
06.2024 - 11.2024
Globe Hydraulic Seal Supplies
11.2021 - 05.2024
HR BUSINESS PARTNER
AICPA-CIMA
03.2021 - 11.2021
Group HR Executive
Astrim Group Holdings
10.2019 - 09.2020
Independent HR Management Consultant
EVEN Management Consultancy Pty Ltd
09.2017 - 09.2019
Human Resources Manager- MMEA
Ericsson
02.2016 - 08.2017
Human Resources Head – Africa
FRAGOMEN AFRICA
11.2013 - 09.2015
Human Resources Manager – South Africa and Sub Saharan Africa
MOTOROLA SOLUTIONS
01.2011 - 05.2013
Human Resources Business Partner – South Africa and Sub Saharan Africa
ASTRAZENECA PHARMACEUTICALS
06.2009 - 06.2010
Human Resources Manager
BUREAU VERITAS INC FRANCE/ BUREAU VERITAS SA PTY LTD
10.2008 - 03.2009
National Human Resources Consultant
ADECCO RECRUITMENT SERVICES
08.2006 - 10.2008
Security and Training Administrator
GOLD REEF CITY CASINO
11.2004 - 10.2005
Personal Assistant and Deputy Director – Website Management
DEPARTMENT OF ARTS AND CULTURE
01.2003 - 11.2004
Image and Events Director
COSMO MODEL NETWORK
01.2002 - 12.2002
BA LLB -
University of Natal
04.2001 -
High School Diploma -
Woodlands Secondary School
04.2001 -
Marketing and Personal Assistant
A.MEERAN PANELBEATERS
01.2001 - 12.2001
Waitron
HEXAGON COFFEE BAR
01.2000 - 01.2001
Sales Assistant
FREEDOM CLOTHING
01.1998 - 01.2000
Diploma - Travel and Tourism
Computer College of South Africa
International Advanced Diploma - Computer Studies
ICESA City Campus
Diploma - Secretarial and Computing
ICESA City Campus
References
References available upon request