Zodwa Mbatha
Human Resources
Summary
Zodwa Mbatha
Strong leader and problem-solver dedicated to streamlining operations to decrease costs and promote organizational efficiency. Uses independent decision-making skills and sound judgment to positively impact company success.
Overview
28
28
years of professional experience
2
2
Languages
Work History
Executive Manager: Corporate Services
Council for Geoscience
02.2024 - Current
- Providing strategic leadership over the following functional Areas:
- Human Capital Management
- Quality Management
- Safety Health & Environment (SHE)
- Facilities Management
- Protection Services
- Auxiliary Support Services
Gomela Outsourcing
12.2019 - 01.2023
- Company Overview: Own company
- HR consulting, Policy development, reviews and refinements
- ER Case Management
- Skills development, Induction and Employee Contracts
- Facilitate the modernization of HR processes, systems and information flows
- Assessor/ Moderator & SDF interventions
- Legislative compliance support (EEA, SDA, and OHSA etc.)
- HR Strategy development and implementation
- Advise on Talent Management intervention including resource optimization
- Own company
Executive: Corporate Support Services
Dube TradePort Corporation
08.2015 - 08.2019
- Responsible for strategic leadership and operations of the following functional areas:
- Human Resource Planning and Strategy;
- Corporate Support Strategy including areas of Administration (Office Management, Fleet Management, Document & Information Management and Travel Management);
- Safety, Health, Environment, Risk and Quality (SHERQ);
- Corporate Social Investment (CSI);
- Internal Communication;
- Legal Services (A clear legislative framework ensuring that all DTPC interests are protected);
- Broad Based Black Economic Empowerment (B-BBEE Strategy development &)
- Successfully implemented the HRIS, a process which culminated to seamless insourcing of the payroll function which had always been outsourced
- The process was so seamless such that there were zero errors throughout the transition
- Successfully reviewed the Performance Management System to aid the entity on its journey to being a high performance organization and to build employee confidence on the system
- This entailed incorporation of SMARTER principles and the introduction of a Moderation process as well as the enhancement of feedback methods
General Manager: Corporate Support Services
MPUMALANGA ECONOMIC GROWTH AGENCY
12.2013 - 07.2015
- Responsible for strategic leadership and operations of the following functional areas:
- ICT
- Human Resources Management
- Facilities Management
- Occupational Health & Safety
- Reorganization and Placement Committee Chairperson
- Member of Audit Steering Committee
- Property Maintenance Committee Member
- Performance Management Committee – Chair person
- Member of Executive Committee
- Bid Evaluation Committee Member
- ICT Steering Committee Member
- OHS Committee – Chairperson
- Records Management Committee
Senior Manager: Corporate Support Services
National Nuclear Regulator (NNR)
01.2012 - 11.2013
- Responsible for strategic leadership and operations of the following functional areas:
- Knowledge Management
- Designated as Chief Knowledge Officer managing the knowledge sharing processes at organizational level
- Define knowledge management strategy for NNR's knowledge base and maintain high quality, up to date and searchable content for knowledge users at different levels
- Responsible for full compliance with National Archives Act
- ICT
- Ensuring that the ICT strategy formulation, and execution is in direct response to organizational needs
- Ensure alignment with King 111 Principles of Corporate Governance in relation to IT
- Human Resources Management
- Ensuring efficient management of Human Capital
- Payroll Management
- Rewards and Employee Benefits Management
- Sound employee relations management
- Employee Wellness
- Skills Development
- Talent Management
- Performance Management
- Facilities Management
- Occupational Health & Safety
- Audit Steering Committee
- Employment Equity Committee - Chairperson
- Performance Management Committee – Chair person
- Member of Executive Committee
- Member of Bid Evaluation Committee
- Budget Committee
- OHS Committee – Chairperson
General Manager: Corporate Services
South African Social Security Agency (SASSA)
10.2008 - 01.2012
- Company Overview: NW
- Provision of support services & giving strategic which entails inter alia;
- Development and implementation of the Branch Operational Plan
- Providing strategic management & direction by managing and coordinating services of the following activities within the Corporate services Branch
- Human Capital Management which incorporates: HRD & Planning, Labour Relations, Provisioning & Maintenance, with the following responsibilities
- Development, Implementation Monitoring of the HR Strategy in line with the Organizational strategy
- Ensuring the operationalisation of the HR Strategy through development of the Business Plan
- Contracting of Staff in line with the business plans
- Providing strategic direction on talent management strategy implementation
- Implementation of Performance Management System
- Strategic Risk Management & Compliance
- Change Management & Transformation
- Strategic support to all governance structure on HR related issues
- Policy development, monitoring and review
- Facilities & Auxiliary services which incorporates: Security Services Management, Cleaning Services Management, Facilities Management, Occupational Health & Safety, Records Management, & Transport management with the following responsibilities:
- OHS strategy development implementation and Monitoring
- Integrated Risk management
- Development and implementation of the building management strategy in line with relevant prescripts
- Provide strategic direction in terms of auxiliary support services
- Contract management including development of SLA's and compliance thereof
- Implementation of MISS within the agency
- Legal Services which incorporates: Litigation, Advisory Services, Administration & Contract management
- Corporate Governance which incorporates: Risk Management & corporate compliance
- Information & Communication Technology incorporation, Information Management, ICT Sourcing, Security, & ICT operations & support services with the following responsibilities:
- Providing strategic direction and support on ICT environment including Sourcing, SLA management, ICT infrastructure, security and general ICT operations
- Financial Management: Budget preparation and management in respect of all the units within the corporate services branch
- NW
- Financial Misconduct Board
- Audit Steering Committee
- Transport Management Advisory Committee
- Action Learning Project Committee - Chairperson
- Performance Management Committee – Chair person
- Member of Regional Executive Committee
- Regional Acquisition Committee
- Budget Committee
- OHS Committee – Chairperson
- Ethics Committee Member (national)
- Talent Management Committee Member (national)
- Records Management Committee
Regional HR Manager
Nestle SA
04.2007 - 09.2008
- Leveraging technology: Utilize and leverage technology to improve efficiencies and add value to the business unit
- Identify areas where HR systems can be enhanced to improve efficiency and provide feedback to relevant stakeholders
- Prepare, compile and distribute relevant management information/reports as per the business unit's requirements
- Business Units Relationship Management: Gather information on line management's need and initiate appropriate actions to satisfy the requirements of the business units, according to company guidelines
- Develop trust, respect and credibility with line management through competently implementing HR processes that form an integral part of the business unit's strategy
- Understand the internal and external environment and how changes impact the business unit, align future plans to emerging trends
- Strategic HR Solution Generation: Understand and identify the business unit's needs and implement HR solutions appropriate to the situation
- Identify and solve problems when responding to queries so that appropriate measures can be taken to prevent further problems occurring during future HR interventions
- Service delivery: Improve efficiency and deliver the required service through effective implementation of HR process
- Keep up to date with HR issues and concerns in order to maintain own status as a recognized expert in that area
- Consult with relevant stakeholders on specific people management issues
- Managing Change: Implement a change management process within the business unit when required, adhering to specified timelines
- Be aware of developments and trends and how they apply to the business unit, proactively facilitate the change process, keeping up to date with the company's tools, techniques and practices of change
- Understanding the impact of the change process and assist employees in adapting to the new culture/process
- Business Unit budget and Financial Management: Complete an annual remuneration cost budgeting exercise in conjunction with the business unit
- Analyze and evaluate actual results against the business unit's plan and make the relevant recommendations for out-of line areas
- Ensure that business unit staffing blueprints are developed and updated, to ensure that productivity levels are monitored and agreed productivity levels are adhered to
- Employee Monitoring: Create platforms for communication
- Be aware of internal and external factors affecting employees, be involved in the needs of employees, provide feedback to relevant stakeholders where applicable
- Ensure that employees are provided with the resources they required to help them meet the demands made on them
- People Management: Identify and monitor ways in which people can be mobilized to implement the EOC initiatives correctly for the functional area
- Recognize and leverage the diverse skills and abilities in the business unit, to build high performance teams
- Conduct audits on individual and team capacity using information from performance management and talent management processes
- Served on the following committees: Change Management Committee, HR Community Forum, Supply Chain management Committee, National Consultative Forum, Skills Development Committee
- Providing leadership, motivation, support and development to a team of nine comprising of the following bands: Manager Learning & Development, Manager Talent Acquisition, Manager HR Administration, Manager Labour Relations, Manager EAP
Executive Manager: Human Resources
MHG/QUALSA (PTY)Ltd
01.2006 - 03.2007
- Provide strategic direction to Line management as well as senior management on HR issues
- Ensuring that HR remains a strategic business partner in driving a broader business strategy
- Developing and implementing the HR strategic plan in line with the business plan
- Oversee the employee relations environment within QUALSA at both Head office and regional offices
- Ensure the delivery of skills development interventions aimed at addressing identified skills gaps
- Change management and transformation
- HR Policy development, monitoring and implementation
- Performance management
- Organizational design
- Job evaluation and grading
- Departmental Financial Management
- Responsible for the procurement of HR related services in line with BEE strategy of QUALSAHG
- Driving manpower planning processes in line with succession planning and career pathing
- Ensuring full compliance with labour legislation
- Compiling reports for the QUALSA EXCO and Group HR forum
- Development and implementation of diversity management programme
- Recruitment, selection and retention of key human capital
- Served on the following committees: Executive Committee, Management Committee, Procurement Portfolio Committee, HR Forum, Ethics Committee (Convener), Employment Equity/Skills Development Committee (convener), Staff Liaison Committee (similar terms of reference as Workplace Forum), Diversity Management Committee, QUALSA Business Process Review (QBPR) committee
- Providing leadership, motivation, support and development to a team of twelve comprising of the following bands: HR Managers (3), UALSA Consultants (3), Training Specialist (2), HR Admin Assistant (3), HR Secretary
Deputy Director: Employee Relations & Director: HR
KWADUKUZA MUNICIPALITY
02.2003 - 01.2005
- Strategic Human Resources Management
- Developing HRM strategy in line with Integrated Development Plan to ensure that departmental objectives are geared towards achieving organization's strategic objectives
- Giving strategic direction to all management structures on HR issues including but not limited to: Staff Utilization, Best HR Practices, Labour Relations, Skills Development, Organizational Design & Development, Job Evaluation, Employee Benefits, Conditions of Service, Employee Welfare
- Guiding the development, implementation, review of HR plan, EEP and WSP in line with relevant prescripts
- Ensuring effective and efficient implementation of performance management system and advising management on performance management issues
- Conducting research on and implementing best practices in human resources functions
- Overseeing implementation of service conditions and all collective agreements
- Interpreting and analyzing legislation to ensure correct implementation
- Preparing and administering the HR budget within the SDBIP framework
- Ensuring effective, efficient and professional management of various HR projects
- Ensuring effective management and controlling of all HR functions
- Labour Relations: Ensuring provision of a full Labour Relations spectrum including policy development
- Representing the Council at CCMA and arbitration matters as per Bargaining Council provisions
- Diagnosing all complaints brought to the attention of the Municipal Manager and providing advise on whether they warrant the constitution of the Disciplinary Tribunal or just a departmental hearing
- Assisting in the framing of charges on misconduct issues to initiate disciplinary proceedings
- Acting as Council Appointed Prosecutor in serious misconduct matters in line with Bargaining Council rules and procedures
- Presiding over disciplinary matters and representing the employer at negotiations with organized labour on various matters
- Liaising with attorneys representing defendants, exchanging documents, transcripts and all other issues pertinent to case preparation
- Accountable for the Council-wide interpretation and implementation of collective agreements
- Providing legislative guidance in the development of policies and procedures
- Ensuring that management is trained on handling IR issues
- Accountable for shop stewards activities, facilities as well as time-off to attend official union activities including training and conferences
- Providing IR and legal advice on grievance and disciplinary issues
- Promoting and maintaining sound labour relations practice
- Skills Development: As a Designated Primary SDF, accountable for all skills development interventions ensuring compliance with Skills Development Act and Skills Development Levies Act
- In consultation with all stakeholders, developing a WSP and ATR for submission to LGWSETA and implementation thereof
- Conducting skills audit to identify gaps with a view of introducing appropriate training programs
- Developing training programs in consultation with pertinent directorates and LGWSETA
- Initiating appropriate training, facilitating leanerships programs including mentorship training to enhance effective management and support of leanerships initiatives
HR Officer
ETHEKWINI MUNIPALITY
01.1997 - 01.2003
- Developing HR policies and conducting workshops on legislation to ensure compliance throughout the organization
- Involved with the entire recruitment and selection process
- Engaging in negotiations at local level through Labour Forums
- Assisting in instituting discipline and correct handling of grievances
- Processing Medical Boards' applications and engaging capacity building workshops
- Participating in driving the transformation process through CPM interventions
- Designated Employment Equity Manager and SDF
- Accountable for the following essential areas: Industrial/Labour Relations, Training & Development (Policy Level), Grading & Job Evaluation, Conditions of Service, Employee Benefits, Recruitment & selection
Education
Matric -
Albini Girls High School
National Diploma - Human Resources Management
Technikon Natal (no DUT)
B Tech - Human Resources Management
Technikon Natal (now DUT)
MBA - Incomplete
B.Tech Degree - HR Management
Durban University of Technology
Durban, South Africa 04.2001 -
National Diploma - Human Resources Management
Durban University of Technology
Durban, South Africa 04.2001 -
Skills
Strategic Partnership Management
Leadership Roles
- Former Board Member, SATMA Awards Foundation
- Former Board Member, Aerotropolis Institute Africa (AIA)
- Member, Human Capital & Remuneration Committee HCREMCO of the PSiRA Council
Career Milestones
- Successfully drove the change management process during the amalgamation of three local entities into one municipality (Kwadukuza Municipality)
- Developed HR policy manual to standardize HR policies as part of the newly established Municipality
- Established and operationalized the Ethics Committee @ MHG/QUALSA
- Successfully developed & implemented Diversity Management strategy for QUALSA
- Successfully changed the Employee Relations environment at SASSA through vigorous engagements with organized labour
- Developed Service Delivery Assessment tools for the province (ICT driven tool)
- Developed & successfully implemented an Audit Plan that reduces the audit findings by over 60% in ICT departments and 100% in HR within four months at the NNR
- Developed and successfully launched the Employee Wellness program for the NNR
- Successfully facilitated the review of the governance structures at the NNR within 2 months of joining the Regulator
- Successfully managed the establishment of NNR's Resource Centre
- Competently handled the Unionization @ Dube Tradeport Corporation
Personal Information
Nationality: South African
Other Training Certificates
- Adv. Certificate in Public & Development Management, University of Durban Westville
- Senior Leadership Development Certificate, UCT Graduate School of Business
- Supply Chain Management Certificate Program, School of Governance SA
Timeline
Executive Manager: Corporate Services
Council for Geoscience
02.2024 - Current
Gomela Outsourcing
12.2019 - 01.2023
Executive: Corporate Support Services
Dube TradePort Corporation
08.2015 - 08.2019
General Manager: Corporate Support Services
MPUMALANGA ECONOMIC GROWTH AGENCY
12.2013 - 07.2015
Senior Manager: Corporate Support Services
National Nuclear Regulator (NNR)
01.2012 - 11.2013
General Manager: Corporate Services
South African Social Security Agency (SASSA)
10.2008 - 01.2012
Regional HR Manager
Nestle SA
04.2007 - 09.2008
Executive Manager: Human Resources
MHG/QUALSA (PTY)Ltd
01.2006 - 03.2007
Deputy Director: Employee Relations & Director: HR
KWADUKUZA MUNICIPALITY
02.2003 - 01.2005
B.Tech Degree - HR Management
Durban University of Technology
04.2001 -
National Diploma - Human Resources Management
Durban University of Technology
04.2001 -
HR Officer
ETHEKWINI MUNIPALITY
01.1997 - 01.2003
National Diploma - Human Resources Management
Technikon Natal (no DUT)
B Tech - Human Resources Management
Technikon Natal (now DUT)
MBA - Incomplete
Matric -
Albini Girls High School
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