HR Executive
Resume:
Introducing
Kerry Nel
A Human Resources Professional
Contents:
1.Personal Details
2.Employment Overview
3.Education & Training
4.Employment History
5.Strategic Projects
6.References
Personal Details:
Name
Kerry Nel
Current Position:
Head of HRBP Edgars Merchandise & Group Branding
Edcon Limited
Profession:
Human Resources Practitioner
Contact Details:
Email:
acthux@r.postjobfree.com
Employment overview:
Professional Profile
Eighteen years’ experience in Human Resources in both the generalist and specialist fields, serving various areas of the business. A sound knowledge of HR procedures and processes and an exceptional ability to build relationships at all levels, as well as to network with relevant stakeholders to facilitate delivery on business priorities.
Self-starter who takes initiative and is able to add value as both an individual contributor and active team member. Proven ability to lead in a global, matrix environment, as well as manage global mobility.
Sound experience in managing various HR Projects.
Skill Areas
Project management
Analytical abilities
Problem solving
Decision making
Strategic orientation
Planning and organizing
Relationship building and networking
Computer literacy
Holistic HR knowledge
HR Consulting
Communication and presentation
Global mobility management
Ability to work in a global, matrix structure
Employment Chronology
Period
Company
Position
May 2014 to date
Edcon Limited
Head of HRBP Edgars Merchandise, Group Branding, Edgars Active, Red Square, Boardmans, Group Cellular, Group Strategy & Projects
Nov 2012 to April 2014
Edcon Limited
Group HR Shared Services Manager
July 2012 to Oct 2012
Edcon Limited
Group HR Information and Compliance Manager
April 2010 to June 2012
T-Systems South Africa
Head of HR Business Partner Management (previously called HR Business Partner Manager): Systems Integration, Finance & HR
July 2008 to March 2010
T-Systems South Africa
HR Business Partner: Systems Integration, Corporate Customers, Finance & HR
Nov 2005 – June 2008
Edcon
Divisional HR Manager Discount Division Head Office
Aug 2005 to Oct 2005
Edcon
Divisional HR Manager Discount Division East Operations
June 2003 – July 2005
Edcon
HR Manager Eastern Region
Sept 2001 – May 2003
Edcon
HR Admin. Manager Discount Division
Sept 2000 – Aug 2001
Edcon
HR Consultant Group Finance
Dec 1998 – Aug 2000
Edcon
HR Consultant Operations HR
Sept 1997 – Nov 1998
Meltz Success (previously a subsidiary of Edcon)
HR Officer
Education and training:
Tertiary Education
National Diploma Personnel Management (1993), Technikon Witwatersrand
Attained Top Student status in 1991, 1992 & 1993, awarded Technikon Medal for Academic Achievement on graduation, obtained 11 distinctions in the 14 subjects passed, vice-Chairman on the Personnel Students’ Committee, representing 350
Students
Secondary Education
Grade 12 / Matric (1988), McAuley House School
Other
Numerous in-house HR related training programmes, Edcon and T-Systems South Africa
Leadership Development Programme (2012), GIBS
Employment history:
Edcon Limited
Head of HRBP
Edgars Merchandise (including Marketing, Pricing and Trends) and Group Branding
May 2014 to current
Job functions:
To deliver a strategic HR service to relevant business areas by implementing best practice HR initiatives, in line with business strategies. Partnering with key stakeholders to build a competent and productive workforce and create a positive climate for employees and the organisation.
Subordinates: 2 HR Business Partners
Form part of the Edgars and Group Brands Management teams and contribute to their strategies and action plans
Work with the business unit management team to proactively identify business needs, assess human resource practices/solutions and align them to the business strategy
Work closely with COE HR Teams to ensure that HR Resources plans are monitored, evaluated and implemented in line with business’ needs
Build a Talent/Leadership pipeline that is linked to business priorities:
oCapacitate and support Line on talent and resource planning, including talent risk assessments and relevant responses e.g. recruitment initiatives, intern development programmes, retention measures, succession measures
oImplement the Group Employment Equity Strategy, EE plan and targets (incorporated into Resource plans), with specific focus on developing a strategy for the relevant business areas by driving transformation.
Build a High Performing organisation through Engaged Employees.
oCapacitate line on the talent management framework and process and drive ownership of talent management activities
oEnsure effective management of performance (onboarding, probationary reviews, goals, Performance Improvement Plans, goals, reviews)
Build leadership and functional competence:
oDrive focused development of talent that is linked to the overall talent management and business strategies.
Build an environment that engages and retains Leaders
oCapacitate and support Line in establishing a healthy organisational climate that allows for the attraction and retention of top talent, and where leadership and culture drive employee engagement.
Ensure consistent application of and provide expert advice on the various HR processes, practices and policies (to both managers and employees).
Identify key HR metrics that are important for business partners, provide them regularly, using them to add value in decisions taken in running the business.
Ensure consistent application of, consult and provide expert advice on the various HR processes, practices and policies to all levels of staff.
oRecruitment and selection
oPerformance management
oEmployee and labour relations
oCareer and Talent management, including EE and BEE compliance
oLearning and development
oRemuneration and compensation management
oOrganisational re-engineering and change management
oOnboarding
Manage processes relating to inbound expats within the Global Mobility framework
Drive change through the organisation, as required
Management of workforce planning, budgets, headcount analysis and rem costs
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Edcon Limited
Group HR Shared Services Manager
November 2012 to April 2014
Job functions:
To deliver efficient HR shared services to the Edcon Group by effective monitoring and management of payroll, HR administration, learning administration and the HR Contact Centre. Management of travel and the Edcon Welcome Office.
Subordinates: 7 direct reports, 60 HR Shared Services employees
Monitor, report on and manage HRSS productivity and compliance
Consult on, advise and drive necessary HR systems enhancements and changes
Implementation and management of Edcon Welcome Office, an office established to facilitate seamless transition of key external candidates into Edcon
Facilitation of corporate relocations, with a high focus on Global Mobility for Executive level inbound expats. This includes the management and facilitation of exploratory visits, orientation, home-finding, work permits, taxation, relocation and integration into Edcon, Johannesburg and South Africa
Partnering with and management of external travel management company (Rennies), in order to ensure efficient delivery of travel services to Edcon employees
Partnering with and management of corporate relocation service providers (Elliott and KPMG)
Management of various HR Shared Services projects to ensure relevant administrative and payroll support to HR and business e.g. long service awards, quarterly and annual recognition awards, birthday gifts, restructures, retrenchments, mass recruitment
HR Policy and Process consulting and management
Management of HR Shared Services and Payroll teams, looking after HR administration, HR Contact Centre, learning administration, HR processes, insurance and payroll for approximately 20 000 permanent employees and 25 000 casual employees within Edcon).
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Edcon Limited
Group HR Information and Compliance Manager
July 2012 to October 2012
Job functions:
Management of the provision of HR data in order to produce timeous and meaningful information to facilitate decision making and assist HR Business Partners in advising and consulting with business. Management of HR systems and HR systems projects in order to enhance and improve HR systems used by Edcon. Management of policies and processes, including monitoring of HR compliance practices and controls within the Group.
Provision of quarterly HR Metrics, with relevant commentary and recommendations
Ensure the delivery of required HR information and reports in line with business requirements and timelines
Management of HR Compliance office, which was responsible for updating of HR policies, as well as facilitation of both external and internal audits, and the implementation of internal measures in order to ensure compliance
Facilitation and management of HR Systems projects, in order to ensure relevant system enhancements and changes are implemented
- - - - - - - - - -
T-Systems South Africa
Head of HR Business Partner Management
(Systems Integration, Finance and HR, including Corporate Customers until September 2011. Due to the increasing size of the business and alignment with International structures, a third Head of HRBP position was introduced 1 October 2011 and Corporate Customers was moved to a new Division)
April 2010 to June 2012
Job functions:
Deliver a strategic HR service to the relevant business areas by implementing best practice HR initiatives, in line with business strategies. This is done through partnering with key stakeholders in order to build a competent and productive workforce and create a positive climate for employees and the organisation as a whole.
Subordinates: 2 HR Business Partners
Work with the business unit management team to proactively identify business needs, assess human resource practices/solutions and align them to the business strategy
Deliver a strategic HR solution through working with the business unit management team to proactively identify business needs, assess human resource practices/solutions and align them to the business strategy, thereby accomplishing business strategy.
Continually monitor and evaluate HR Resources plans and implementation to ensure alignment with the business' vision and strategic objectives
Participate in the process of defining and establishing business strategy and contribute to strategic decision making
Identify key HR metrics that are important for business partners and provide them regularly, using these to add value in decisions taken in running the business.
Conduct required general HR administration & reporting, as well as assistance with general HR queries.
Support the business in appropriately managing human resources through consultation, providing advice and guidance
Ensure continuous service delivery, improvement and innovation of HR processes, practices and policies, thereby improving efficiency
Ensure consistent application of and provide expert advice on the various HR processes, practices and policies (to both managers and employees).
oRecruitment and selection
oPerformance management
oEmployee and labour relations
oCareer and Talent management, including EE and BEE compliance
oLearning and development
oRemuneration and compensation management
oOrganisational re-engineering and change management.
Manage processes relating to inbound expats
Build business relationships and networks with business partners, as well as internal and external stakeholders.
Assist the business with workforce planning (annual & ad hoc) and the annual remuneration cost budgeting exercise and analyse and evaluate actual results against the business plan and initiate appropriate intervention for out-of-line areas.
Effectively manage people reporting in through encouraging, implementing and reinforcing Company values, effective performance management, coaching and mentoring, and assisting business partners with their staff development.
Encourage, implement and reinforce the Company Values.
Manage the performance of self and all direct reports (formally and informally), ensuring that regular feedback is given/received, coaching and mentoring on performance is given/received to enable continuous improvement
Be actively involved in own PDP, developing such plans for all direct reports and ensuring that the agreed development interventions are delivered.
Be the employee voice in management discussions and ensure a balanced approach between organisational and employee needs and ensure that employees are provided with the correct resources to enable them to meet the demands on them.
Drive change through the organisation, as required
- - - - - - - - - -
T-Systems South Africa
HR Business Partner
(Systems Integration, Corporate Customers, Finance and HR)
July 2008 to March 2010
Job functions:
As for the HR Business Partner role above. Initially I was alone in fulfilling the above HRBP functions. As the organisation grew, I appointed people to assist me in HR service delivery and was then formally appointed as HRBP Manager as part of the arivia integration process.
- - - - - - - - - -
Edcon
Divisional HR Manager
Discount Division Head Office
(Marketing, Merchandise and Operations Divisional and Regional Teams)
November 2005 to June 2008
Job functions:
Strategic solution generation:
Remain abreast of best practices and trends to determine the best Human Resources solutions for accomplishing business results. Serve as both a catalyst for and facilitator of change in the division
Work with the business unit management team to proactively identify business needs, assess human resource practices/solutions and align them to the business strategy
Continually monitor and evaluate Human Resources plans and implementation to ensure alignment with the business' vision and strategic objectives
Professional service delivery:
Improving efficiency through the management of Human Resources processes
Liaise and consult with relevant stakeholders on people management issues, providing expert advice
Manage service delivered by Specialist departments to division through SLAs and ensure seamless delivery
Business relationship management and networking:
Work with the business unit executive team to develop trust, respect and credibility, through the competent development of Human Resources plans that form an integral part of the business planning process
Participate in the process of defining and establishing business strategy and contribute to strategic decision making
Identify key HR metrics that are important for business partners and provide them regularly, using these to add value in decisions taken in running the business
Empower line and employees to utilise Human Resources systems thereby leveraging technology to improve efficiencies and adding value to the business
Employee relationship management:
Continually cultivate an environment where employee contribution is treated as a critical business issue within the business unit, linking employee contribution with organisational success
Be aware of internal and external factors affecting commitment of employees in the business unit and build employee care programmes around these, ensuring that employee contribution remains high
Ensure that employees are provided with the correct resources to enable them to meet the demands on them
Be the employee voice in management discussions and ensure a balanced approach between organisational and employee needs.
People management:
Encourage, implement and reinforce the Group’s Values, Leadership principles and Employer of Choice (EOC) strategies and initiatives
Manage the performance of self and all direct reports (formally and informally), ensuring that regular feedback is given/received, coaching and mentoring on performance is given/received to enable continuous improvement
Be actively involved in own Individual Development Plan (IDP), develop such plans for all direct reports and ensure that the agreed development interventions are delivered
Ensure that talent reviews are conducted on all staff to identify the appropriate talent management strategy and drive implementation
Recruitment & Selection of new & existing staff in line with company’s transformations and employment equity initiatives – briefing the Recruitment Department on the vacancy, then assisting with interviews, shortlists and selection
Budget and financial management:
Complete an annual remuneration cost budgeting exercise in conjunction with the business
Analyse and evaluate actual results against the business plan and initiate appropriate intervention for out-of-line areas
Proactively advise management team of trends in budgeting and expenditure in order for solutions to be developed
Identify cost saving mechanisms (together with business partners) that will assist in cost containment or saving
Manage own cost centre budget (where applicable) within Group Guidelines.
General HR Administration & reporting
- - - - - - - - - -
Edcon Discount Division
Divisional HR Manager: East Division
August 2005 to October 2005
Main job functions
As above, with the focus on providing overall HR support to an operations, as opposed to a head office area.
Subordinates: A team of HR Managers who providedn overall HR support to the Discount Division East Division (142 stores and approx. 1295 permanent & flexible staff components)
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Edcon Discount Division
HR Manager: Eastern Region
June 2003 to July 2005
Purpose of job
To provide an overall HR support function to the Discount Division Eastern Region (including 40 stores and approx. 460 permanent & flexible staff)
Job functions:
As above, with the focus on providing overall HR support to relevant business area
- - - - - - - - - -
Edcon United Retail
HR Admin. Manager
September 2001 to May 2003
Job functions:
To ensure the monitoring, auditing and control of all administrative documentation & processes for all employees in the United Retail Chain (approximately 2400 employees), so as to ensure compliance with legislation & Personnel Policies & Procedures and to ensure that data integrity is maintained on the HR system, employee records are accurate & up-to date, and employees are remunerated and allocated benefits correctly. To manage the HR Admin. team in such a way as to ensure that their job purpose is achieved across the Chain.
Managing a team of nine Administrators to ensure that the following administrative processes are captured correctly and in accordance with Legislation and Group Policies and Procedures
New Starters
Transfers and promotions
Relocations
Maternity benefits
Salary increases
Bargaining unit increases
Salary advances and loans
Leave
Personal details changes (including bank details)
Terminations
Updating of HR Hierarchies and cost centres
Creation and pulling of HR Reports from HR Reporting tool (Discoverer)
Liaising with Divisions & stores re: administrative issues and queries - new starters, advances, loans, terminations, etc.
Creation and maintenance of Retrenchment calculation template
File Audits
Implementation & adherence to policies and procedures
- - - - - - - - - -
Edcon
HR Consultant: Finance
September 2000 to August 2001
Job functions:
As above, with the focus on providing overall HR support to 40 stores within Discount Division Eastern Region (40 stores and approximately 460 permanent and PPT staff)
To provide an overall HR support function to the Group Finance Department (Approximately 250 employees)
Compiling, updating and monitoring of remuneration budgets for Group Finance
Job profiling (Determining units of competence, outputs, measures per job)
Compilation & maintenance of organograms
Recruitment & Selection of new & existing staff in line with company’s transformations and employment equity initiatives – briefing the Recruitment Department on the vacancy, then assisting with interviews, shortlists and selection
Induction of new starters (to Company) & assistance with induction programmes to Department
Training, implementation & assistance with Performance Management Tool, ensuring all staff had Performance Agreements in place
Performance Management and disciplinary hearings
Implementation of HR policies & procedures
Advise Line on staffing issues - performance management, benchmarking of salaries, incentive schemes (within Department), motivational issues, restructuring within Department
Liaison between business & specialist HR Departments
Liaising with Line on HR Communications e.g. Share offers, medical aid changes
Distribution and audit of HR initiatives to the business (share letters, Performance Agreements, Long Service Awards, Benefit letters, etc.) and follow-up on their return
Handling staff queries (medical aid, housing, salaries, loans, advances, staff accounts, personnel polices)
General HR Administration
Letters of appointment, increases, Management announcements
Assisting employees with their Flexible Remuneration package choices
Producing HR reports - projections, employment equity, exit survey analysis
Organising of change / motivational events and regular communications to enforce/encourage processes learned
Terminations - preparation, processing, exit surveys
Adherence to standards and processes within Service Level Agreement
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Edcon
HR Consultant: Operations HR
December 1998 to August 2000
Job functions:
To provide an overall support function to the Operations HR Manager
Sourcing, consolidation & submission of relevant HR data to internal and external sources
Obtaining & collation of statistical data on a weekly and monthly basis
Collation, monitoring & updating of budgets
Arrangement of meetings and conferences
General HR Administration
Assistance with Flexible Remuneration packages
Project management (budgets, retrenchment, voluntary retrenchment, redeployment and information for National Forum)
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Meltz Success (Pty) Ltd
HR Officer
(Meltz Success was a subsidiary of the Edcon Group)
September 1997 to November 1998
Job functions:
To provide an overall HR service to Meltz Success employees (ranged from 100 to 200 employees)
Administration of pension fund, provident fund, medical aid scheme, attendance registers, housing loans, garnishee orders, staff loans, PAYE and UIF
Monthly reporting of staff complements per department
Administration of employee files
Vehicle & driver management (6)
Administration of payroll for + 150 staff (PayDay payroll system)
Assistance with retrenchment of approximately 100 staff over a period of 18 months
Assistance in disciplinary hearings (Note-taker, Investigating Officer)
Strategic Projects:
The following are examples of project-related experience that contributed to the development of the above-mentioned professional skills. Please note that this is not a complete record of project experience.
Establishment of Edcon Welcome Office
The aim of the Edcon Welcome Office is to ensure seamless integration into Edcon, with regard to IT, office, telephony, HR admin and employee benefit items. Management of processes related to national and international appointments, relocations and processes related to inbound expats. Building relationships with the new employees, primarily in Executive and senior Mnagement roles in the organisation. Networking and management of various suppliers and internal stakeholders, in order to ensure that the needs of the new employee are met.
Mass restructure and retrenchment exercise
During 2013 to 2016 Edcon embarked on numerous restructure and retrenchment initiatives. In 2013 HR Shared Services played a critical role in each of these by ensuring that all administration, documentation and system changes were implemented in accordance with relevant requirements and timelines. Project management and business partnering played a key role to ensure timeous delivery on these projects.
Restructures and redeployments
Numerous of these exercises occurred in both Merchandise and Operations Divisions of Edcon. This involved drawing up guiding principles, timelines & feedback mechanisms, based on the Rationale given by the business in each case. In each instance structures had to be re-aligned.
Restructures at Edgars Head Office in 2015 and 2016 were managed in line with business requirements, ensuring compliance to South African legislation, and commitment to treating employees fairly and acting responsibly.
T-Systems also had numerous organisational changes and alignments with International structures and requirements. The people elements of these processes was managed by HR.
Integration of Supermart, Topics and Discom
Edcon purchased Supermart in 2004, Topics in 2005 and Discom in 2007. The acquisition and successful integration of the staff into Edcon from an HR perspective involved extensive change management, communication and influence through counselling and consultation with affected employees and employee representative bodies in respect of Edcon structures, processes, policies and procedures.
Integration of arivia.kom
T-Systems acquired arivia.kom in 2009. HR was required to ensure the people integration within relevant services lines was seamless. Extensive involvement in the various integration streams, with a focus on organisational change management, people management and organisational structures.
Job profiling project
This project spanned a period of 6 months in late 2007. Existing profiles in Edcon were inaccurate, incomplete or non-existent. A team of six people were tasked to accurately complete all job profiles within the Edcon Group. This involved meeting with business partners to compile job profiles, coaching and advising to ensure that data given met job profiling requirements and enabled final compilation and submission of final profiles.
Service Level Agreements
Development and implementation of systems for measuring service levels in each area of the businesses and subsequent measurement of accomplishment and progress against project plans and performance results.
HR Roadshow
As part of the HR management team at T-Systems, an HR Roadhsow was developed and implemented in order to market HR to both Line and Employees. Roadshow sessions were held at numerous venues in Cape Town and Gauteng.
References:
(Kindly confirm prior to contacting any of the referees)
Inéz Hooper
Currently owner of Inez Hooper Consulting, previously Executive Manager HR Systems and Shared Services at Edcon
Tel: 082-***-****
Rashaan Adolph
Edcon, currently Executive Manager HR Systems and Shared Services
Tel: 082-***-****
Jacques Wilkins
T-Systems, currently Head of TSS (Telecommunications Services and Solutions), previously VP Human Resources
Tel: 082-***-****
Contact this candidate