Human Resources Manager
Resume:
CURRICULUM VITAE
PERSONAL DETAILS
Noordwyk; Midrand; Gauteng Province; RSA – 081******* / +27-60-981-**** – *******@*****.***
FULL NAME : Gordon Mtakati
APPLICATION DETAILS
POSITION APPLIED FOR : Human Resources Director
NOTICE PERIOD / AVAILABILITY : 30 DAYS
1.BRIEF MOTIVATION ON SUITABILITY FOR ROLE BASED ON SKILLS AND COMPETENCIES REQUIRED
Gordon Mtakati is a seasoned Human Resources Generalist with knowledge; skills; and human capital experience that covers the entire human capital value chain. He is able to facilitate groups of employees and is a Change Champion when it comes to Organisational Effectiveness. He is experienced and see himself as a Guru in Human Resources Strategy and Planning; Performance Management; Talent Management; Change Management; Employee Relations; etc. He has an ability to resolve conflicts and challenges and creates harmony at the workplace. Mtakati is very experienced with Labour Unions and was engaged in salary negotiations in his human capital career. Gordon has diverse experience that includes Communication; Stakeholder Relations; Heritage Management; Strategic Marketing, Sales, & Branding; Business Enablement; and, the general Corporate Affairs experience.
Institution Name Student # Graduation year / effective date
Potchefstroom University: 11670320 May 04, 2001 (graduation) – MBA (Master of Business Administration) (Telkom Sponsored)
Technikon RSA: 9406741 December 01, 1996 (effect) – B.Tech. Degree: Human Resources
Vaal Triangle Technikon: 080101 January 01, 1992 (effect) – N. Dip: Personnel Management (Anglo American Sponsored)
Henley Business School TCP/2014/00165 November 2014 (graduation) - (MMP) Middle Management Programme (Eskom Sponsored)
2.SECONDARY AND TERTIARY QUALIFICATIONS
QUALIFICATION
INSTITUTION
YEAR COMPLETED
ACHIEVEMENTS
Matric / Grade 12
Westerville North High School (Ohio)
Converted to Joint Matriculation Board (JMB)
1984 (Ohio State); USA
Was selected on the Marching Band;
Was selected on the Pep Band;
Won the Westerville North City Choir Competition
National Diploma: Personnel Management
Vaal Triangle Technikon
Jan 1992
Deputy President of the Student Representatives Council;
Received a bursary from Anglo American.
B.Tech. Degree: Human Resources
Technikon RSA
1996
MBA
Potchefstroom University
Graduated 4 May 2001
Received a bursary from Telkom.
Middle Management Programme
Henley Business School
2014
Sponsored by Eskom Holdings.
3.FURTHER COURSES OR TRAINING RELEVANT TO THIS APPLICATION
COURSES AND TRAINING
COURSE
INSTITUTION
YEAR COMPLETED
(Human Resources Information Systems)
HURIS 1 *Personnel Administration
HURIS 2 *Manpower Planning
HURIS 3 *Time and Attendance
Vaal Reefs Gold Mine Training Centre
1991
Hyper-wave System
ESKOM Academy of Learning, Midrand
2007
SAP System
ESKOM Academy of Learning, Midrand
2007
HR Caboodle System
ESKOM Academy of Learning, Midrand
2010
Voice and Presentation Skills
Voice Clinic
1998
Negotiation Skills
Telkom Centre for Learning
1998
Advanced Negotiation Skills
FSA Contact
1998
Project Management
Telkom Centre for Learning
1998
Telkom Leadership Competencies
Telkom Centre for Learning
1998
7 Habits of Highly Effective People
Telkom Centre for Learning
1998
VIP Premier Payroll System
VIP Payroll Systems
2004
Palm Tree System & HR Pro
E. Oppenheimer & Son Training
2005
Holistic Management - Environmental
E. Oppenheimer & Son Training
2005
ABSALOM HR Information System
ABSALOM HR Systems Training
2006
EQUATE Job Evaluation System
S. A. Government Training Centre, PTA
2006
TASK Job Evaluation System
Deloitte
2004
Patterson Grading Job Evaluation System
Vaal Reefs Gold Mine Training Centre
1991
MSPS – Mission Staffing Pattern System
HB33 Job Evaluation System
THE STATE Department, Washington DC Training Centre
2000
Assessor: Recognition of Prior Learning (RPL) Training
ESKOM Academy of Learning, Midrand
2010
National Diploma: Personnel Management:
Majors – Personnel Management III & Business Economics III
B. Tech. Degree: Human Resources Management
Advanced Personnel Management IV; Advanced Labour Relations III; Organisational Behaviour IV; Advanced Strategic Management IV; Research Methodology; and, Management of Training IV
Master of Business Administration (MBA)
Managing People (Exempted); Business Communication; Data Analysis; Managerial Economics; Marketing Management; Industrial Relations; Managing Information; Human Resources Management; Quantitative Methods; Managerial Accounting; Production and Operations Management; Entrepreneurship; Strategic Management; Change Management; Financial Accounting; and, Financial Management
Strategic Thinking Program: Strategic Support Systems; International Environmental Issues; Strategic Leadership; and, Integrative Case Study – NIKE.
PROFESSIONAL ORGANISATIONS & PROFESSIONAL REGISTRATIONS
Member: Institute of People Management (IPM)
Member: District 74: Toast Masters
Registered: South African Board for Personnel Practice (SABPP) – Chartered HR Practitioner; and,
Public Relations Institute of South Africa (PRISA) – Chartered Public Relations Practitioner
COMMUNITY PARTICIPATION
(A)Executive Board Member of a Non-Governmental Organisation: The American Field Services (AFS) Inter-culture South Africa. Dealing with Exchange Students Worldwide – for a period of two years from May 2000 through April 2002
(B)Non-Executive Board Member for the L.S. Molope Enterprise Development Foundation – for a period of two years from March 1997 through June 1999.
(C)Board Member of the Midrand Mix FM 93.8 Radio Station – heading the human resources sub-committee, from April 2014.
Voted to be the Mix FM 93.8 Radio Station Board Chairman since the January 2018 AGM.
4.EMPLOYMENT HISTORY
COMPANY NAME: Piotrans (Pty) Ltd REA VAYA Joburg (BRT Bus Services)
POSITION: Senior Human Resources Manager
DATES OF EMPLOYMENT: June 04, 2018 – Current
PROJECT OVERVIEW
Manages the HR Department with six (6) direct reporting subordinate employees. Reports to the Chief Executive Officer. An EXCO member, and regularly reports to the Board and Sub-Committees. As a Generalist, I am responsible for the whole human resources - roles and responsibilities:
KEY RESPONSIBILITIES:
Leadership and Strategy: A strategic partner that ensures the HR-related needs of key business stakeholders are met. Executes and follows-up on engagement survey’s findings. Ensure organisational compliance with all existing HR related laws and reporting requirements. Maintains Legally compliant JDs. Serves as key change manager for initiatives. Facilitates and participates in succession management and workforce planning. Leads in the implementation and execution of HR systems and processes. Work with the CEO to strategically plan HR initiatives.
Business Operations: Translates business priorities into the HR strategies, plans and actions. Builds and manages talent management processes in support of the Institution’s business strategy. Translates business priorities into the Human Resources strategies, plans and actions. Implements and sustains Human Resources initiatives in the company. Manages, coordinates and processes employee relations issues. Act as an HR Business Partner supporting the needs of both the individual employees and the managers at Piotrans. Champions the Performance Management Process taking responsibility for the coordination and execution of the performance review process for employees (timing, follow-up, pay changes, etc.), and supporting the managers through the performance management process, assisting with feedback conversations, progressive discipline, and performance improvement plans. Identify trends and partner with the CEO, offering recommendations for improvement of HR workflows, increase efficiencies, and improve the overall employee experience. Provide analysis, reporting and the identification of key HR KPIs that can be regularly monitored, measured, and acted upon (HR analytics). Ensure effective on boarding programs for the newly/recently-hired employees. Leads implementation of total compensation management packages/offers, particularly recognition and incentive programs. Creates a sound employment relations environment within the organisation. Continually educate employees on company policies (including sexual harassment, appropriate dress, telephone policy; standby; ethics; and social media permissions etc.) and keep employee handbook current. Attend to employee complaints and work to resolve conflicts. Compiles and submits the legislative reports to ensure compliance and effective governance.
Budget / Cost Management: Prepares the annual department budget for approval. Manages utilization of the approved budget. Provides regular reports and explanations pertaining to the departmental budget.
Client / Stakeholder Management: Develops strong relationship with clients and stakeholders based on trust and professional service. Ensures knowledge and understanding of all Piotrans’ HR policies and procedures by the employees; clients and stakeholders. Keeps all the stakeholders informed about the relevant and required HR management information.
Risk Management: Advises the CEO on the identification, reporting and mitigation of human resources risk.
Project Management: Gives professional direction and leadership to immediate subordinates. Ensures that performance management is fully embedded within the department to enable better utilization, management, development and retention of talent. Resources the HR department with team members of the highest quality and integrity to ensure achievement of the business strategies and plans. Ensures training of employees in the company on the relevant organizational policies.
Work on any other HR related matters that might need my attention.
REASON FOR LEAVING: Looking for challenges and opportunities.
COMPANY NAME: SEBATA Group of Companies
POSITION: Project & Contract Manager at Kusile Power Station, Witbank
DATES OF EMPLOYMENT: January 01, 2018 – March 28, 2018 – special Contract
POSITION: Group Executive: Human Resources
DATES OF EMPLOYMENT: February 01, 2017 – January 31, 2018
PROJECT OVERVIEW
An EXCO member, responsible for the entire human resources function:
KEY RESPONSIBILITIES:
Account for the administration and human resources management of SEBATA, develop and implement an effective Human Resources Strategy;
Manage and control the organizational change and development;
Account for the management of SEBATA Capital and Values;
Lead the identification and communication with stakeholders and internal customers;
Ensure timely and compliant reporting;
Financial Management, Budgeting and Project Management.
REASON FOR LEAVING: Contract Expired.
COMPANY NAME: Mtakati Creations Group (MCG)
POSITION: Chief Executive Officer (CEO)
DATES OF EMPLOYMENT: August 2016 (family business)
PROJECT OVERVIEW
Responsible for the realization of the Mtakati Creations Group Vision (Music, Fashion, Education etc.)
KEY RESPONSIBILITIES:
Conceptualize Vision;
Develop Strategy;
Implement Strategy;
Lead, Direct, Financial Management and Manage MCG;
Strategic Sales, Marketing, Branding and Communication;
Stakeholder Relations.
REASON FOR LEAVING: Business established and being run by individual family members
COMPANY NAME: Eskom Holdings SOC
DATES OF EMPLOYMENT: June 01, 2007 – July 2016
POSITION 1: Human Resources Clients Executive
PROJECT OVERVIEW
Responsible to lead, direct and implement all human resources management plans, strategies, processes, procedures, policies, development, wellness, benefits, recruitment and other strategic business-related aspects of all human capital functional areas.
KEY RESPONSIBILITIES:
Responsible for the determination of the HR objectives, the key HR thrusts, such as over-arching executive talent management, Policy, HR project and reviewing of HR competencies;
Monitoring rewards and remuneration and benefits designs;
Advising and assisting to resolve ER/IR matters;
Engage with the managing directors and other senior executives during strategic planning sessions. Lead and manage the Human Capital Managers, HR Generalists, HR Business Partners, and HR Specialists teams. Responsible to operationalize and implement the HR strategy;
Responsible to manage the delivery of the HR Shared Services functions that include HR administration, payroll administration, remuneration services, recruitment services, information management, learning and development and management;
Responsible for negotiations on medical scheme issues, remuneration committee issues, ethics committee issues, etc. Responsible to champion the interests of employees and oversee the facilitation meetings to enable high levels of employee engagements;
Develop and manage the budget and monitor expenditure;
Understand and translate business strategy and appreciate the full impact that business strategy has on people and HR imperatives. Required to constructively engage and challenge line executives where appropriate and come up with sound HR solutions to business problems;
Responsible for the HR Processes, Organization Design and Development, Transformation, Talent Management, Organizational Effectiveness and Change Management as well as Remuneration, Employee Relations, Business Partnering and People Management;
Ensure the drive of leadership and learning business plans to execution.
Enable organizational change initiatives. Oversee the achievements of key talent and sourcing and management targets.
Keeping abreast of HR market trends and relevant HR legislation such as the LRA, EE, Skills Development; PFMA, etc.
Understanding of the King III Report, e.g.: Chapter 8 on Stakeholder Relations. Human resources interface with clients providing counsel in terms of HR to the business leadership as a strategic business partner. Aim was to transform the organization towards the same vision and mission guided by values.
POSITION 2: Heritage Manager
Lead the conceptualization; development; and, implementation of effective Eskom Heritage Management strategies; tactics; and, plans – in order to ensure that Eskom is appropriately positioned with the stakeholders in South Africa to achieve the business mandate. Conduct Eskom events. Design and implement advertising, public relations, activation and campaigns aimed at creating awareness about the managed events.
POSITION 3: Business Partner: Corporate Affairs
Strategically lead the delivery of integrated Communication and Stakeholder Relations for a Business Partner Portfolio. Formulate and compile presentations for Stakeholders. Provide solutions to a dedicated customer base on all Corporate Affairs related needs. Lead and facilitate the dimensions of employee engagements and resolutions. Responsible for the entire value chain of the Corporate Affairs solutions to a Client as a Business Partner. Lead and manage Corporate Affairs related activities at the Research, Training and Development department for the Underground Coal Gasification initiative and challenges for instance.
Guide and direct communication to ensure the effective provision of professional communication services. Develop policies, standards and procedures to guide and direct the effectiveness of communication and ensure the alignment with the set goals. Strategically position and communicate analysis and research by establishing a culture of constant analysis and research of communications. Manage internal communication by managing the formulation of communication initiatives for strategic alignment to the objectives. Provide communication consultation and support services to top management in compiling strategic communication interventions. Integrate regional communication services to ensure standardisation - organization-wide.
REASON FOR LEAVING: New challenges and start the Family Business
5.PREVIOUS EMPLOYMENT
COMPANY NAME: International Trade Administration Commission of SA (ITAC)
POSITION: Senior Manager: Human Resources
DATES OF EMPLOYMENT: May 2006 – May 2007
Responsible for the analysis and interpretation of business strategies and objectives, by identifying critical business needs. Consult, design, develop and implement appropriate human capital strategies, systems, processes and methodologies to deliver business objectives. Provide a generalist strategic and operational support as a single point of contact. Leadership, management, development and motivation of staff.
COMPANY NAME: E Oppenheimer & Son (Pty) Ltd
POSITION: Human Resources Manager
DATES OF EMPLOYMENT: March 2005 – April 2006
Provided Human Resources Management generalist (HRBP) services to the EO & Son (Pty) Ltd and the Oppenheimer Family.
COMPANY NAME: SBV Services (Pty)
POSITION: Human Resources Manager: Projects
DATES OF EMPLOYMENT: September 2004 – February 2005
Responsible for all Human Resources related projects such as: (1) Development and implementation of policies and procedures; (2) HR Image and Drive; (3) Job Descriptions / Profiles development; (4) Performance management system improvements; (5) Employment Equity project; (6) BBBEE reporting; and, (7) Miscellaneous activities (various projects).
COMPANY NAME: Telkom SA
DATES OF EMPLOYMENT: June 1998 – August 2004
POSITIONS:
POSITION 1: Market Analyst and Development: January 2002 – August 2004
Study, analyse and segment markets. Measure market share. Research, analyse, interpret and provide information. Determine short-term and long-term strategies. Networking. Develop processes. Project management.
POSITION 2: Manager: Relationship Marketing: March 2001 – December 2001
Responsible for the development, implementation, and management of customer relationship management (CRM) strategies and tactics for Telkom customers. Evaluate and manage sponsorships for Telkom Consumer Market. Communicated with the public about Telkom Sponsorship opportunities and how to apply. Brief and liaise with The Agency and Rewards Company, Leisurelink. Responsible also for managing loyalty programs.
POSITION 3: Human Resources Accounts Manager: July 1999 – February 2001
Responsible for the entire human resources functions and all its facets as a human resources generalist.
POSITION 4: Human Resources Consultant: June 1998 – June 1999
The Human Resources Consultant is responsible for short-listing resumes, consulting with Line Management on H.R. related issues, recruits and select employees for vacancies scheduled to become vacant at the Information Technology Section, and advice on other H.R. matters.
COMPANY NAME: USAID/South Africa (AMERICAN EMBASSY)
POSITION: Personnel Specialist (HR Manager)
DATES OF EMPLOYMENT: August 1992 - May 1998
As a Personnel Specialist (with a Secret Security Clearance) I served as the alter ego to the Supervisory/Chief Executive Officer (S/CEO) and reported directly to her (Pam White). As a member of management, I provided policy advice and guidance on the management and support services required for effective program implementation. I was responsible for the administration of personnel policies and the development of appropriate implementation procedures, systems and controls. I participated in project planning and review programs; co-ordinated with USAID technical generalists in evaluation support implications, feasibility, costs, etc., and in the development of plans and procedures for the availability of required services to support the program operations and participated in the preparation of appropriate support services budgets. For those support services required by the USAID and provided through a FAAS agreement, I was the USAID’s liaison with the Embassy; responsible for monitoring the adequacy of such services and advising the S/CEO of what action is needed to ensure compliance with existing FAAS arrangements and agreements - with the assistance of the Deputy EXO. The unusual circumstances of human relationships in South Africa, at the time, affected the working relationships within the USAID Mission structure as well. Because of this, I was required to provide strong guidance and counselling to employees both U.S. and FSN on a continuing basis, and thus must posses’ strong skills in personnel management. Advised and encouraged staff on career development and training. Provided advice and guidance concerning employee performance evaluations and overseer the process to insure timely and correct submission of the PERs. I Overseer employee-management relations, planned and conducted staff development activities and administers FSN personnel services contracts. Additionally, I was responsible for contract services and contract administration. Was a member of the Procurement Strategic Objective Management Team (SOMT), chaired by the S/CEO. Managed the department and staff. Motivated and developed employees and approved training to Washington DC.
Positioning the organization to the South African market, by bringing awareness and product knowledge and benefits to other NGO's and the S.A. Government.
Grants (Sponsors) and Seed Loans Management: Managed Grants and evaluated their proposals as part of the Strategic Objectives Team. Developed and maintained relationships with Non-Governmental Organizations (NGOs). Facilitated and communicated concerns between NGOs and USAID. Assisted new NGOs with Mission Plans. Worked with NGOs and budgets necessary as a project team member. Reported monthly to Washington, State Department – on conducted events and Grants (Sponsors) awarded by the South African Mission.
Involved in new product development strategy (Strategic Objective Teams), whereby the market environment is screened for new needs and developments, to be able to determine the future organizational projects involvement, for example to be able to determine which project is the most important i.e. gender equality or rural development – for instance. Similar activities are also taking place with the AFS Inter-culture South Africa. Promotional Efforts - Promoting the organization to the public and other organization, for both USAID and AFS. At-the-end-of-the-day, I was and still involved in the gathering of information, and analysing information about the organization’s competitors’ activities and business, and top management made informed decisions.
COMPANY NAME: Vaal Reefs Gold Mine
POSITION: Assistant Personnel Officer
DATES OF EMPLOYMENT: January 1989 - August 1992
* Personnel Management and Administration
* Human Resources Manning
* Training and Development
* Policy and Procedures
* Industrial Relations functions
References:
1.Natasha Sithole – Business Enablement Executive – Eskom: 083-***-****
2.Chantal Barkhuizen – Managing Director – Talent Warehouse: 083-***-****
3.Dube Mzimba – Executive Manager – Sebata Group: 082-***-****
Contact this candidate