Vanya Jansen

• Manage financial and operational performance of all Distribution Centres based in Johannesburg x 3, Cape Town x 1 and Durban x 1 through optimisation of people, processes and systems whilst reducing cost of doing business and increasing the perfect order fulfillment to all Pep Stores (+-2600) across the country employing over 1500 across all Distribution Centres.
• Manage Opex Budget of +- R400mil, Capex Budget of R200mil and IT Capex Budget of R+-5mil.
• Develop the Distribution Centre strategy in alignment with the Supply Chain and Business Strategy (3 year plans) and provide input towards Supply Chain Strategy regarding Distribution Centre Strategy (3 year plan).
• Implement tactical annual plans aligned to specific geographical and product specific requirements at the various facilities based on business growth and capacity projections.
• Develop and implement the communication plan suitable to drive key initiatives to attain the three year DC plans.
• Communicate the various tactical and strategic plans in a meaningful way to all levels in the organisation to rive high level of employee engagement (Communication must be in a suitable channel that both blue colour workers and senior management are able to buy into the plans).
• Conduct Monthly DC visits, Bi-annual Information Sessions and Annual Conventions.
• Fully accountable for Distribution Centres culture, values and principles and ensure it is in line with Sikhula Kunye business culture.
• Drive and entrench a performance based culture of continuous improvement in the Distribution Centre line with Sikhula Kunye business culture.
• Ensure appropriate Change Management initiatives are applied with all new projects to be implemented.
• Drive continuous improvement and transformation initiatives to deliver business results of reduced cost per unit and increased productivity.
• Final decision maker for all new recruitment and termination from supervisory level to senior management within the Distribution Centres nationally.
• Apply Performance management strategies within the business unit which is best suited to drive business deliverables.
• Accountable for the appropriate succession planning strategies and implementation thereof across the DC's business unit.
• Together with direct line managers, identify, manage and facilitate the developmental priorities / training needs and –processes & solutions of Distribution Centres.
• Coach, mentor and develop all direct reports.
• Monitor all Distribution Centre's productivity and operational performance and identify and mitigate business risks through business continuity plans.
• Optimise the supply chain through implementation of world class best practices for all processes within the respective DC's.
• Ensure effective management of all Distribution Centre in accordance with standards, policies and procedures of the organisation while staying within budget.
• Create, plan, coordinate and manage National Distribution Centres Financial Opex, Capex and IT Budgets Annually and provide rolling 3 year plan to CFO and CSCO.
• Total Risk Management of all facilities including stock management, Health and Safety, Facility management as well as business disaster recovery.
• Manage all external stakeholders including suppliers and service providers.
• Manage and liaise with internal stakeholders for the effective management of all Distribution Centre.
• Key stakeholder of all IT system deployments and very involved in all system initiatives to ensure successful operational implementation. (Participated in 5 system go lives to date)

• Full accountability to implement, monitor, review and evaluate all Human Resources Strategies, policies and plans.
• Align the People Strategy with the business strategy to achieve business objectives.
• Provide advice, information and or training to management teams on policies, procedures, terms and conditions of employment, performance management, and grievances and disciplinary matters.
• Develop a national framework for Temporary Employment Service Provider terms and conditions.
• Represent Management at all union negotiations and consultations related to remunerations or general conditions of employment.
• Maintain personnel records and associated human resource information systems.
• Monitor employment costs through implementation of various controls and metrics.
• Developed and implemented a work place communications strategy.
• Monitor effective and efficient application of Invocoms process throughout teams.
• Coordinate and facilitate workplace Employee / Employer committees and implement employee participation initiatives.
• Develop and implement suitable Employee Wellness Programme aligned to the needs of the employees
• Evaluate the climate of the organization through various culture surveys
• Manage the National CSI initiatives in alignment with the geographic, economic, structural and scale realities identified across the country
• Plan, manage and implement strategic Human Resources projects – considering time, budget, deliverables and returns for all stakeholders

• Full accountability to implement, monitor, review and evaluate all Human Resources Strategies, policies and plans.
• Align the People Strategy with the business strategy to achieve business objectives.
• Provide advice, information and or training to management teams on policies, procedures, terms and conditions of employment, performance management, and grievances and disciplinary matters.
• Develop a national framework for Temporary Employment Service Provider terms and conditions.
• Represent Management at all union negotiations and consultations related to remunerations or general conditions of employment.
• Maintain personnel records and associated human resource information systems.
• Monitor employment costs through implementation of various controls and metrics.
• Developed and implemented a work place communications strategy.
• Monitor effective and efficient application of Invocoms process throughout teams.
• Coordinate and facilitate workplace Employee / Employer committees and implement employee participation initiatives.
• Develop and implement suitable Employee Wellness Programme aligned to the needs of the employees
• Evaluate the climate of the organization through various culture surveys
• Manage the National CSI initiatives in alignment with the geographic, economic, structural and scale realities identified across the country
• Plan, manage and implement strategic Human Resources projects –
  considering time, budget, deliverables and returns for all stakeholders

• Lead the end to end Performance Enhancement Project (PEP).
• Purpose of the project was to identify the route course for the production efficiency and financial efficiency having a 35% variance post the implementation of an ERP and to identify actions to be implemented to realign these numbers within a 5% tolerance.
• Identified and managed project scope, constraints, risks and deadlines linked to PEP.
• Tracked project performance to ensure successful completion of short- and long-term goals.
• Coordinated all smaller projects forming part of PEP.
• Ensured consistency of progress and milestone attainment throughout the four manufacturing plants during the project term.
• Maintained effective and efficient communication between internal and external project team members.
• Coached all levels of leadership during the performance review meetings to drive the desired behaviour change of all leaders and employees in the organisation so that the change was sustainable and could then be entrenched in the organisational culture.
• Assessed project teams performance against expectations and progress made throughout the project.
• Part of the project included:

# Created and implemented formal job models across all teams and

functions;

# Created and implemented a performance management system to

plan, appraise and improve individual and team performance;

# Developed structured training plan for career growth &

development of staff;

# Advised and assisted management teams with the application of

the various processes implemented.

• Supported external senior project manager in managing schedules and milestones and providing project feedback.
• Used process improvement tools to separate and combine tasks into efficient workflows, resulting in the reduction of the gap to the tolerated variance of 5% at the end of the project timeline.

• Developed, tracked and reported on various metrics to identify trends and established goals to meet business needs.
• Researched and analysed Human Resources trends and best practices and drove corporate policy changes to optimise business performance.
• Provided senior and line management with appropriate reports to enable proactive decision making to ensure achievement of desired business results.
• Represented the organisation at various industry bodies to identify industry trends and best practices which could be adapted and implemented within the organisation.
• Designed employee engagement strategies to improve morale, retain talent and maintain business continuity through implementation of recognition and incentive programs.
• Stimulated employee engagement, loyalty and commitment to values and culture of company, resulting in an increased employee productivity and increased retention of highly skilled workers who were in high demand.
• Recruited and placed various skilled and management level positions and coordinated succession planning of leaders by identifying suitable candidates who were developed into those positions.
• Provided Senior Management with advice on recruitment and retention strategies based on future workforce planning requirements and was instrumental in implementing the first night shift (twilight shift) in the clothing industry.
• Was instrumental in developing and implementing the Clothing Industries Absenteeism code of best practice in the work place.
• Coordinated and facilitated employee steering committees to evaluate opportunities for increased employee engagement.
• Developed a communication strategy to ensure effective communication using suitable channels most appropriate for the various levels of staff across the organisation.
• Facilitated sensitive and general upstream and downstream communication in the various manufacturing plants across all levels of staff in the organisation.
• Managed employee records and accountable to achieve Employment Equity quotas
• Was accountable for the full Employee Relations function from providing advice to senior and line management on correct process to be followed to representing the organisation at arbitration level at both the CCMA and Cape Clothing Bargaining Council.
• Coordinated and worked with line management on performance evaluations, supervisory practices, dispute resolution and employee accountability.
• Ensured that that organisation was compliant with regards to relevant labour legislation as well as the rules and regulations as per the Cape Clothing Bargaining Council Main Agreement.
• Developed and facilitated Industrial Relations training interventions across the organisation
• Provided guidance and advise to senior and line managers related to human resources strategies required to meet short and long-term business needs.
• Maintained an "open door" policy to encourage employee communications and speedy resolution of issues resulting in ZERO strikes during my tenure in the position.

• Recruitment of new members and servicing the needs of existing members by frequently visiting branches
• Kept abreast of changes to the union and banks policies and procedures as well as potential and actual changes to Labour legislation
• Administrative duties included daily branch visit reports, capturing branch adjustments, weekly and monthly reports and statistics of recruitment
• Represent union members at Informative Hearings, Grievance Hearings, Disciplinary Enquiries, Incapacity Consultations (Poor work performance and ill health) and Conciliation Stage at the CCMA
• Provide advice to members who call in, on which steps to follow and what their rights are pertaining to their specific situations
• Assist in annual salary negotiations and compiling recognition agreements
• Delivered training programs to new elected shop stewards on policies, procedures and relevant labour legislation