HR Manager(HR Manager)

• Outsourced Services to mainly Curro Holdings in the Education Sector as well as ad-hoc Omega Clients
• Full IR responsibility for more than 170 school sites
• Responsible for disciplinaries, CCMA, Grievances Nationally
• Responsible for Union Negotiations Nationally
• Restructuring / Retrenchments
• Wage Negotiations

• Overall responsible for the HR matters pertaining to the Cash In Transit Logistics division
• Represented HR at MANCO
• Headcount Management
• Supported the Recruitment process in the Regions through 5 Regional HR Managers
• Overall HR Co-ordination for the Logistics Business Unit

General Management

• Responsible to manage the branch Income Statement and maintain budgets set vs expenditure
• Manage and control costs as per the income statement
• Manage the financial performance of the Branch
• Reporting to Directors on the progress within the Branch
• Draft and Implementation of agreed business plans
• Manage and oversee the company’s Multi Level Customer calling cycle
• Manage debtors accounts and debtors days by monitoring outstanding accounts and contacting clients regarding outstanding accounts
• Credit Applications and motivations as well as handover proceedings

Sales Management

• Overall responsibility of the performance of the sales function within the branch by branch sales staff and Area Sales Manager against budget
• Manage the profitability of the branch by monitoring profitability such as GP and Overhead Costs and EBITDA %
• Focus on quality customer service and relationship building with all clients especially the Top 40
• Sales Targeting, acquisition & growth to increase market share

Stock Management

• Ensure optimum stock levels by forecasting and setting of bin levels in close liaison with the procurement function
• Exercise loss control management together with the Warehouse Manager and stay within or below stock loss parameters
• Ensure that the Warehouse Manager manages stock receiving, storage and dispatch in line with company policies and procedures
• Evaluate, enhance and ensure efficient order receipt and processing methods, control systems, flows and procedures by continuously reviewing the existing systems and processes with the Warehouse Manager and Stock Controller

People Aspect

• Manage all staff with regard to performance, discipline, motivation and training. Create a conducive environment for the staff to commit and excel at their areas of responsibility
• Deal with and resolve internal and external problems and queries
• Act as team leader and lead by example
• Ensure Health and Safety aspects within the branch are in line with legal requirements
• Appointed 16.2 with relevant responsibilities

Recruitment

• Ensure appropriate and effective organization structures are in place within the plant.
• Develop and manage headcount and salary plan.
• Identify recruiting needs in collaboration with the Plant Mgr / department heads.
• Ensure appropriate procedures/processes are in place for the plant for recruitment, hiring, training and termination of employees.
• Oversee recruiting process.
• Coordinate with Area HR (Belgium) for incremental headcount and key management/ engineering positions.
• Oversee plant headcount to budget.
• Provide monthly staffing report and organization chart up-date to Area HR.
• Conduct exit interviews, analyze employee surveys if appropriate.
• Maintain accurate employee related data bases.
• Prepare and analyse periodic reports for management as necessary or requested

Compensation and Benefits

• Manage salary budget in alignment with profit plan and WW/ T.E.A.M. guidelines.
• Research and recommend changes to maintain market competitiveness.
• Coordinate the preparation and maintenance of Personal Action Notices (PAN’s) for all bonus eligible employees.
• Manage the approval, pay-out procedures and follow-up for all compensation and benefits programs (including bonus).
• Oversee local benefit programs administration ensuring competitiveness and accuracy in process.
• Implement and maintain other programs according to World Wide/ TEAM (Europe and Africa) guidelines.

Employee relations

• Develops and maintains relationships with key associates within the plants to understand issues and perspectives.
• Coach and mentor management on management and H.R. issues to proactively deal with issues.
• Maintain excellent relationships with shop stewards, bargaining council and trade unions where appropriate.

Succession Planning / Performance management

• Manage performance management process within the organization, ensuring 100 % of performance reviews are completed in a timely manner according to the cycle.
• Review all documents and reports to Area HR.
• Maintain career development process and tracking for key employees.
• Ensure that development decisions are implemented.
• Identify and develop high potential associates / staff members in coordination with Plant Management and Area HR 
• Implement and maintain succession plan.
• Execute career planning discussions with key associates

Training

• Identify training needs, defines and coordinates training plan including company initiated training/ certification programs
• Identify participants in partnership with Plant Mgr and Area HR/VP for company initiated programs ( e.g Leadership Program, Management Effectiveness Program)
• Ensure proper documentation and registration of all training programs
• Completion and submission of all Seta training documents
• Measure and follow up on return on investment for all training completed
• Negotiating training costs with suppliers

HR Administration

• Regular update of internal HR systems (policies, etc.) and effective communication.
• Streamline and automation of all data management and reporting through an effective HRIS ( = Human Resources Information System)
• Provide data and reports as necessary to Area and WW.
• Participate as a team member in Plant Mgrs/ Area HR meetings.
• Manage and update all job descriptions
• Manage the upkeep of all HR files as per the Act requirement
• Manage internal HR database as per the Skills and Employment Equity act

Health and Safety

• Strictly adhere to and enforce Health and Safety policy and procedures.
• Perform all responsibilities as per Business Continuation Plan and ensure Department is trained on BCP.
• Drive Global health Initiatives
• Manage the Clinic and checking compliance of Occupational Health Act

Labour Relations

• Compliance with all existing local legislation including governmental reporting requirements to prevent or minimize company exposure to social lawsuits
• Provide legal perspective/knowledge to Plant Mgr on business and employment matters with regard to employees
• Understand business structures and country statutes in order to advise and coordinate with external counsel.
• Represent Company at negotiations and court proceedings if appropriate.
• Provide/coordinate disciplinary advice for specific actions dealing with employees.
• Attend Shop Stewards and management meetings

Reporting

• Ensure that all Reports have been completed.
• Submit weekly action plans to Plant Manager

Cost Effectiveness

• Ensure efficient and optimised use of all available resources and equipment.
• Minimizing costs whilst maximising departmental efficiency and effectiveness.
• Meeting vigilance plan cost saving targets.
• Managing headcount within profit plan in cost as well as manpower

People Management

• Setting Human Resources Departments objectives, goals, targets and performance indicators for team
• Conduct performance reviews  and manage the team in accordance to the measurement system.
• Ensure team adheres to company's code of conduct as well as disciplinary code and that corrective action is taken in line with Company Policy.
• Communicate company's core purpose, goals, targets and strategic priorities to team and ensure adherence.
• Recruiting, Developing and motivating Human Resources team.
• Develop a working environment that  improves productivity, motivation and morale of team that will enable the team to live up to the company’s core values.
• Develop Forecasting methods to support Marketing sales needs and attain accuracy

• Daily Operational and Sales Management
• Recruitment functions for clients across a wide range of industries
• Recruitment Strategy Consultation
• HR Consulting functions
• Advising on HR Policies and Procedures, employment contracts
• IR Issues including Disciplinaries, Grievances and CCMA Preparation
• Liaison with Labour Attorney
• Various ad-hoc HR Solutions to both employers and employees

Area of Expertise:
HR Strategy and Implementation / Labour Relations/Industrial Relations / HR Practitioner

Legal Compliance:
Ensuring compliance with Legislation:

• Labour relations Act
• Employment Equity Act
• Basic Conditions of Employment Act
• Bargaining Council Main Agreements
• Health and Safety Act
• Occupational Injuries and Diseases Act
• Skill Development Act & Skills Development Levies Act

CCMA / Disciplinary and Grievance

• Representing companies at the CCMA for Conciliation and Arbitration (Attended approximately 10-15 CCMA Cases per month Nationally between 2003 and 2010, this number decreased drastically as I introduced strict control measures with Line Management) 
• Preparation and presentation of CCMA documentation such as Heads of Argument, Motion of Notion, Intention of Objection, Review / Rescission Applications
• Liaison with Labour Attorney and assistance in Labour Court Matters
• Drafting and Implementation of IR Policies and Procedures
• Full disciplinary and grievance functions
• Ensuring Substantive and Procedural fairness, Disciplinary Code and Procedure, relevant legislation, company rules & regulations, etc.
• Communicated the results of disciplinary hearings to the Manager and co-ordinated administrative related functions thereof.
• Advised both supervisors and employees on Industrial Relations issues
• Compile IR reports and conducted IR surveys, IR Statistics Analysis – consulting/advising on findings for preventative measures
• Effective implementation of advanced preventative measures, behavioural changes and processes maximising the success of CCMA representations 

Wage Negotiations and Industrial Action

• 19 Sets of independent Wage Negotiations per annum (successfully prevented any disputes reaching the point of deadlock and thus resulting in Industrial Action)
• Mandate presentations to Line Management
• Drafting and signing of Wage Agreements
• Implementation of Wage Agreements and Main Agreements
• Union Negotiations (NUMSA and SACWU)
• Draft and Implementation of Strike Rules
• Central Negotiator during Industrial Action
• Advise Line management on corrective action in the event of Unprotected Industrial Action

Negotiations for Operational Requirements / Incapacity

• Planning and Advising Management when consideration is given to staff reduction due to Operational Requirements
• Union Negotiations
• Ensure legal compliance with Process and Legislative Guidelines
• Identify and Explore mechanisms within the Organisation to minimise the effect of Retrenchments 
• Incapacity Hearings and processes
• Drafting of agreements

HR Staff Management

• Fully responsible for all HR Staff responsible for the HR functions within Reclam, these include: 3 Regional HR Manager, 2 HR Specialists, 2 HR Officers, 2 HR Managers, and 2 Administrators

Management MIS System

• Full implementation of HR system at The Reclamation Group for 2300+ staff from, design, implementation, phase and maintenance phase. Entire MIS facility now implemented and maintained.

HR Strategy and Design

• Assisted with design of and fully responsible for the Implementation of Interactive HR Database, allowing for interfacing of HR Functions such as Recruitment, Job Profiling, Performance Management, Industrial Relations, Manpower Planning (Organogram Management), Succession Planning, and Termination.
• HR Policies Design and Implementation
• HR Strategy Planning focusing on all HR Interventions including:
• Recruitment
• Induction
• Career-Pathing / Development / Staff Retention
• Succession Planning
• Separation

Administration

• Processing of documentation such as leave forms, allowances, induction route forms, transfers, promotion forms, engagement forms, etc. (General Personnel Administration)
• Updating personnel database via Payroll administrators
• Contract co-ordination and administration 
• Administration of conditions of employment
• Conducting human resources audits

Recruitment & Selection

• Redrafting of recruitment procedure to meet legislative requirements
• Compiling job advertisements
• Co-ordinate Recruitment Consultancies
• Negotiate Rates if external recruiter is utilised
• Conducting interviews
• Compiling of “regret” and appointment letters
• Conducting of exit interviews, interpreting results and advising line management thereof

Organisational Development

• Redesigning the Industrial Relations training modules 
• Co-ordinating internal training programmes for HR personnel and unions
• Presenting Industrial Relations training to Management and Unions
• Presenting Labour Relations training to Shop Stewards (NUMSA)
• Presenting Industrial Relations induction
• Assist in updating induction programmes
• Liaising with external institutions e.g., CCMA, Department of Labour, MERSETA

Meetings

• Chairing HR forum meetings (Task teams/EE Committees/SD Committees)
• Assistance with the Co-ordinating Health and Safety meetings
• Compilation and distribution of agenda and minutes

Communication

• Management briefs
• Negotiating with union representatives about H.R. issues
• Managing and disseminating internal HR information and assisting with the interpretation/understanding and gathering of feedback.
• Assisting with implementation of new policies, procedures and processes
• Managing and participating in projects

Change Management

• Handling full retrenchment process (Section 189A) (over 500 staff in last six months)
• Branch Closures 
• Restructuring / Strategic Planning
• Settlement Agreements
• Handling retrenchment dismissal disputes
• Identifying training needs and gaps to equip for new jobs
• Change due to employment equity management
• Impact assessment and communication

Employment Equity

• Fully responsible for Group EE Plans, Reporting, Statistics, EE Committees
• Report for full company, yet previously reported as individual companies +/- 14

Staff and Skills Development

• Fully responsible for Group Skills Development Plans, and Reporting
• Monitored Levies and Grants paid to and from SETA 
• Group Training needs analysis (Branch and Group level) and Training Plans
• Group Skills Development Facilitator MERSETA (SDF)
• Intensive liaison with MERSETA
• Assisted with the Trainee Managers Program implementation
• Investigative research into group Learnerships
• Sourcing and Interaction with Training providers
• Assisted with Material for internal training programs
• Guided SHEQ Department with Induction programs
• Co-ordinate Health & Safety Manager’s Information as well as Financial Implications
• Ensured correct capturing of Training attended and record keeping on internal HRMIS System
• Monthly reporting on training attended
• Co-ordinated training programs when required
• Drafting of company policy and procedures related to Training, and Study assistance and Inductions.
• Liaison with Assessors and Moderators
• Implementation of OFO Codes from SETA

Corporate Accounts Manager

September 1998-July 2003

• Research and identify target companies 
• Secure appointment with key decision maker for start of negotiations 
• Ascertain staffing requirements by means of full needs analysis
• Design proposed Human Resource solutions (Temp, Perm, Outsourcing and/or Co-sourcing or a combination)
• Full pricing modules completed on Excel to ascertain value and feasibility of project
• Prepare and present Proposals and Presentations (with Powerpoint) to senior management or key decision makers
• Create Service Level Agreements in conjunction with lawyers 
• Further tailoring of Service Level Agreement and finalise negotiations and secure signing
• Oversee operations at implementation and roll-out of outsourcing project and service criteria
• Formal quarterly service reviews and evaluations
• Regular contact with key decision maker and company requirements 
• Continuous relationship maintenance with client and client development
• Client entertainment 
• Report generation (Internally) 
• Report generation to clients of expenditure and usage
• Sales forecasts for year ahead both growth in existing business and new business
• Investigation and Targeting of new business
• Completion of Tenders (Request for Bids both Government and other)
• Tender negotiations

Assistant Branch Manager/Acting Branch Manager

• All operational duties (as above) including assisting and running of branch

Consultant/Counselor

April 1996 to September 1998

• Based at Kelly - East Rand Mall Branch 
• All Recruitment and staffing responsibilities both Temp, Perm and Outsourced staffing