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Human Resources Management

Kempton Park, GP, South Africa
January 02, 2018

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“Success isn’t just about what you accomplish in your life. It’s what you inspire others to do”

+27 83 307 6077 +27 82 482 6105

Pretoria, South Africa

English Setswana Zulu

Afrikaans Pedi Xhosa



Management Development


Stellenbosch University (1998)

Diploma in HR Management

Damelin (1996)

BA Degree

University of the North (1987)

Dynamic HR Executive with experience in the mining, consulting and hospitality sectors. A passion for strategic and operational HR aspects including organisational design/ effectiveness, change management, transformation, employee relations, leadership development, business re-engineering and stakeholder management.

Proven board and governance leadership skills, Patrick is a modern day globally enlightened innovator and mentor who achieved several milestones in the areas of HR strategy, policy development and implementation, Union management, labour relations, wage negotiations, governance and performance management.

Patrick demonstrates a passion for his family, reading and sports like soccer, tennis and cricket. He has been married for 26 years and is the proud father of 3 adults.


TIRISANO COMMERCIAL EQUITY - Non-Executive Director (Chairman) [March 2011 - Current]

ATLAS COPCO SA - Chairman of Social & Ethics Committee [June 2015 - Current]

ATLAS COPCO INDUSTRIAL SA - Non-Executive Director [August 2017 - Current]

RAND AIR SA - Non-Executive Director [August 2017 - Current]


- Independent Trustee (Chairman) [March 2011 - Current]


- Independent Trustee [August 2015 - Current]


- Independent Trustee [August 2015 - Current]

BROOKFIELDS SPECIALISED TRANSPORT - Non-Executive Director (Chairman) [November 2015 Current]

DEPT OF HR MANAGEMENT(UNISA) - Industry Advisory Committee Member [March 2016 Current]

KOMATSU SA - Trustee [September 2014 - Current]

Strategic Business & Board and Governance CCMA and Bargaining Council

Directors South Africa


Change Management

HR Audits, Strategy,

Policies and Procedures

HR Compliance & Governance

Talent Acquisition &



Learning and

Development Training,

Capacity Building Coaching & Mentoring

Key Achievements

» Establishment of the Human Resources and Transformation function. » Introduction and successful implementation of the Performance Management System.

» Moved Sentula from a

Level 8 (non-compliant) in

2008 to a level 4 BBEEE status.

» Appointed first Social and

Ethics sub-committee Chairperson for the Board. » Head of negotiating team and successfully reached settlements without major disruptions and introduced the attendance of the national union of Mine Workers and other unions of business strategy reviews with


DECTI BBBEE RATING AGENCY >>> Human Resources Consultant (Contract)

» Development and implementation of Performance Management System

» Revision of Human Resources Policies and Procedures

» Involved in the HR BBBEE of scorecard and Compilation of Job Profiles

SENTULA MINING >>> Executive Director: Human Resources and Transformation Transformation

» Transformed company which contributes more than 65% BBEEE total score in the areas of ownership management, employment equity, skills development, preferential procurement, enterprise development and corporate social investment. » Informed and educated company in terms of Broad-Based Economic, Empowerment Strategy, legislation and codes of Good Practice for the implementation of transfor mational activities.

» Maintained strategic contacts in Government and Mining together with up-to-date database.

» Broadened Group Sales and marketing understanding of how business should be conducted in terms of government’s Preferential Procurement policies and regulations.

» Provided transformational knowledge to identified customer groupings.

» Introduced and screened high-level equity and management partners.

» Developed Corporate Social Transformation team (Mentoring and Coaching).

Human Resources

» Leading organisational transformation and creating an empowered workforce.

» Develop strategies and policies in line with the business strategy.

» Develop and manage the capability of the workforce to meet future needs initiatives including Succession Planning Leadership Development Change Management Programmes Employee Value Proposition.

» Create a culture that is supportive of the business strategy » Developed Human Resources team (mentoring and coaching).

Board Affiliations

Executive Director: Human Resource and Transformation

[October 2008 – April 2014]

Member of Human Resources and Remuneration Sub-committee

[October 2008 – April 2014]

Member of the Risk and Audit Sub-committee

[October 2008 – April 2014]

Chairman of the Social and Ethics Sub-committee

[February 2012 – April 2014]

Page 2

Private & Confidential Curriculum Vitae: PATRICK MODISANE (+27 83 307 6077 ) of 3

» Head of Labour Relations

negotiated Wages and Conditions of Employment.

» Anglo bought Greenside

Colliery from Goldfields in 2000 – Successfully introduced the entire workforce on Anglo Policies and Procdures.

» Negotiated the first Skills

Development Agreement successfully with three representative union Viz: National Union of Mine

Workers (NUM), United

Association of South

Africa (UASA) and Mine Workers Union (MWU).

» Part of the selected management team

involved with the business re-engineering and turnaround after the business had suffered major financial losses.

» Oversee employee relations training.

» Conduct HR audits, surveys / benchmarks and analyse results.

» Advice and support in case of disputes.

» Champion EE in Anglo Coal SA Develop and implement EE strategy and conduct

EE Audits

» Ensure communication and cultural diversity initiatives to accommodate and manage diversity

Summary of Previous Experience

Business planning, policy formulation and development of HR strategies.

Review existing, formulate and implement new policies and procedures. Facilitate the alignment of HR strategy to the Company’s vision, mission and business plan.

Development of initiatives to ensure management and employee competence/ succession planning Implement relevant skills training programmes.

Industrial Relations and advise / guide on effective dispute resolution forums.

Facilitate the establishment of healthy employer/employee relationships. Develop recruitment, selection and placement strategy, including advising and guiding on interview and best induction processes and practices.

Manage exit processes.

Advise and investigate Employee Benefits developments as well as the coordination of education assistance schemes.

Advise and assist with the development of remuneration structures and employee benefits.

Monitor and audit compliance and application of all employee benefits arrangements.

Human Resources Administration and salary/wage surveys

Community Development Projects and management of HIV/AIDS programmes both at work and the surrounding communities.

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