Zamokwakhe Simelane

Strategic Human Resource Business Partnering

• Understand the business needs and ensure that the HR Strategy supports the Business strategy
• Develop and implement HR operational plan which support the delivery of the business goals and needs.
• Partner with internal and external stakeholders where appropriate to assist in external benchmarking and research opportunities to develop local HR strategies and policy
• Works alongside Faculty leaders to develop and run an effective best in class HR programmes and initiatives
• Acts as the expert and point of reference on any HR issues, to the Faculty units
• Ensure appropriate implementation of HR policies and processes.
• Detect needs of internal clients and providing solutions
• Manage and monitor the quality of service delivery against agreed standards
• Monitor and continuously evaluate the execution of the HR strategy and communicate to the relevant stakeholders.
• Design, develop and implement human capital initiatives that are aligned with HR best practices.
• Track and evaluate human capital trends in order to mitigate risk and capitalize on opportunities.
• Develop and maintain relevant employee communication practices.
• Accountable for identifying and developing the organisational capability required to deliver business growth within the allocated business units.
• Communicate and cascade COEs strategies, plans and initiatives to the areas of responsibility.
• Drive implementation of the relevant HR policies and programmes for staff training, development, career advancement with the objective of upskilling the Business Units and assist with talent pipeline, that is aligned to MUT Talent programmes
• Execution of faculty strategy in alignment with the business strategy
• Development of HR Initiatives project
• Create awareness on new policies and newamendment on legislation
• Report on Faculty labour turnover
• ensure that Clients are fully informed of current HR practices, policies and procedures
• Compliance with approved policies
• Compliance with legislative framework, policies/procedures
• Ensure attraction, development and retention of talent in line with the approved strategies.
• Monitor the turnaround time of recruitment

HR Consulting/Coaching

• Build and maintain constructive relationships with line managers, staff, internal and external HR partners
• Advise and coach line managers and staff on the interpretation, application and implementation of all HR policies, procedures, processes and systems.
• Provide continuous feedback to line management and staff on implementation practices related to policies and procedures
• Provide assistance to staff in interpreting conditions of employment and resolving HR related issues
• Resolve HR-related issues arising anywhere in the service area
• Communicate relevant dates and deadlines for HR activities
• Participate in governance structures/committees and provide input and advice on issues related to HR
• Positive client feedback [line managers and staff]
• Clients are fully informed of current HR practices, policies and procedures
• Compliance to Labour legislation

Recruitment &Selection

• Provide advice to line managers on the interpretation and application of the recruitment and selection policy/procedures and related labour legislation
• Provide advice to line managers, selection committees on best practice recruitment and selection methodologies
• Provide advice to line managers and selection committees on their recruitment and selection activities e.g.: recruitment methods, advertising methods, interviewing techniques and selection techniques
• Evaluate the need for the role/job against the strategic plans and budget
• Ensure that the position to be recruited has a current job description and has been evaluated in accordance with job evaluation procedures
• Establish a workforce plan
• Recruitment solutions attract the appropriate level and quality of staff
• Accurate and timeous processing of applications

Training and Developmemt & EE

• Facilitate needs analysis within the Faculties and provide input to organizational level training needs analysis
• Communicate and promote existing training and development opportunities
• Facilitate the implementation of training interventions
• Provide input to the compilation of the workplace skills plan in
• consultation with line managers/ departmental administrators
• Advise and coach line managers/ departments in developing specific induction programmes for staff
• Maintain training records
• Faculties/Department - specific training and development needs identified and communicated to relevant stakeholders
• Training interventions implemented as pertraining schedule
• Departmental specific induction programmes in place
• Accurate and updated training records
• Monitor and evaluate the effectiveness of training interventions and programmes
• Monitor training and development practices for compliance to relevant HR policies
• Conduct skills audits as required
• Drive transformation (Employment Equity, Diversity and Inclusion) through recruitment and talent management strategies and other related programs.
• Ensure compliance with MUT EE Plan, KZN EAP, Sectoral, Faculty and Departmental EE targets.

Employment Relations

• Advise Faculty/Department line managers on disciplinary and grievance procedures and processes
• Coordinate and provide advice on restructuring activities
• Coordinate and provide advice on voluntary retrenchment and early retirement activities
• Monitor and evaluate the relationship between staff and management
• Provide feedback to the Employment Relations on the employee relations climate in the Faculty/Department
• Give input on appropriate interventions to improve employee relations
• Provide input into the development and review of policies and procedures
• Comply with relevant policies & procedures, regulation and legislation.
• Compliance to Labour legislation and MUTpolicies/procedures
• Line managers and staff members are informed of their rights and obligations
• ensure Positive employee relations climate
• Ensure Implementation of approved policies
• Ensure Compliance with approved policies
• Ensure Compliance with legislative framework policies/procedures
• Identify, mitigate and escalate risks appropriately.

People Management

• Manage and develop direct report to support the needs of the Business
• People management and motivation of direct report to ensure the achievement of the human resources objectives
• Monitor and manage own staff evaluation, career planning and motivation and measurement frameworks and processes.
• Drives operational excellence through own area of supervision
• Ensure general HR administration standards are upheld.
• Encourage professional development
• Reward good performance

Talent Management

• Provide input towards development of Telent Management Strategy.
• Implementation of Talent Management system.
• Drive talent management initiatives within the division in order to build sustainability and succession.
• Provide guidance on workforce planning, business unit structures and organisational design initiatives within the division in order to build sustainability and succession.
• Accountable for execution and success of Talent strategies
• Track the progress and succession planning of individuals within the allocated Faculty unit talent pipeline
• Implementation of the Talent Management strategy

Performance Management

• Facilitate and coordinate the training and development of all Faculty/Department staff on MUT Performance Management system.
• Advise and coach line management and employees on proper implementation of the performance management system
• Ensure that Faculty/Department performance reviews happen as per MUT policy and procedure

• Monitor the handling of contracts management services

• Provide complex legal advice to the college

• manage a process of litigation and appeal services to the college • provide advice with regard to interpretation of legislations

• Act as legal representative on various committees within the college

• Monitor the implementation of promotion of Access to Information Act (PAIA) and Promotion of Administrative Justice Act (PAJA) within the college and provide training thereon

• Draft legal report for the college

• Ensure the co-ordination of Commissioner of Oath within the College

• Give advice on legal matters. matters

• Developed strong relationships with community partners to enhance educational opportunities for students.
• Implemented effective conflict resolution strategies for resolving issues among faculty members or between students.
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• Implements recruitment, selection, induction and termination services.

• Check and analyse the recruitment plan.

• Facilitate the recruitment, selection and appointment process.

• Check the update of establishment/organogram and EE stats.

• Facilitate the induction of new employees and provide HR packs.

• Capture termination on the system.

• Manages leave and employee benefits.

• Facilitate the implementation of leave plan.

• Check completeness of leave forms and update leave on the system.

• Conduct leave audit and submit report.

• Oversee the administration of housing/ rental benefit.

• Overseeing employee performance and development process. Perform quality assurance on PAS, Mid-term, annual assessment and provide report.

• Compile training plan. Facilitate MC meetings and submit minutes.

• Check/prepare letters of outcome and submit for signature and distribution.

• Compile MC summary reports and submit to supervisor.

• Monitor submission of probation reports.

• Administer Labour Relations.

• Facilitate completion of progressive discipline forms.

• Provide support to disclplinary hearings, conciliations and arbitrations.

• Provide advice on labour relations matters in consultation with supervisor.

• Worked with clients(employees and line managers) to understand their needs and situation.

• Mediated disputes and enforced the proper regulations.

• Counsel employees / managers about the policies and legal options.

• Effectively represent the employer in internal hearings and CCMA ( TBC) proceedings.

• Organize and prioritize work to complete assignments in a timely, efficient manner.

• handle employment equity matters

• facilitate speedily resolution of employment relations matters e.g. grievances and disciplinary cases

• ensure proper governance of the entire HC value chain[ inter alia , recruitment and selection-talent management-skills development-performance management-change management-employment relations,etc.

• Promoting equality and diversity ln the recruitment/selection process

• Collaborated with senior management to align HR initiatives with organizational goals.

• Ensuring that the company policies and procedures are up to date in Iine with current employment laws or developments

• Optimized onboarding processes for new employees, ensuring seamless integration into their roles from day one.

• Supporting supervisors to ensure the success of their teams.

• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.

• Controlling costs and ensuring that they do not exceed budgets-

• Championed change management efforts during company restructures, minimizing disruption to employees and maintaining morale during transitions.

• Advising on staff promotions.

• Increased overall workforce productivity by identifying skill gaps within teams and providing targeted coaching or training solutions accordingly.

• Assisting with day to day HR related matters.

• Reduced turnover rates by developing comprehensive employee retention programs.
• Developed metrics-driven performance appraisal systems, enabling objective evaluation of employee performance and identification of areas for improvement or growth opportunities.
• Created a strong employer brand by promoting company values and showcasing positive work culture both internally and externally.
• Implemented succession planning strategies, ensuring leadership continuity and employee growth opportunities within the organization.
• Managed conflict resolution processes to maintain a positive work environment and resolve employee disputes effectively.
• Conducted thorough job analyses to develop accurate and detailed job descriptions for new hires.

• handle recruitment and selection ( both internal and external)

• advise on industrial relations; absenteeism monitoring,

• advise on talent management procedure, advise on succession

management

• coordinate induction

• advise on performance management procedure and policy

• coordinate performance reviews and provide advice on Eskom conditions of

service

• And advise in any HR related process, policies and procedure

• Prepare HR files for audit purposes

• Conducted thorough exit interviews to gather valuable insights from departing employees, identifying areas for improvement in company policies and procedures.
• Streamlined HR processes for increased efficiency in benefits administration, payroll management, and onboarding procedures.
• Ensured compliance with labor laws and regulations through regular policy updates and timely response to employee inquiries.

• provide teaching assistant and administrative support to the lecturer,
• Conduct tutoring assistant to students
• provide assistance on the computer labs for information management practicals , Website development.