Curriculum Vitae

of

Thembekile Thomas Majola

Personal Information:

Full Names: Thembekile Thomas Majola

Cellular Number: +27-063-*******

Home Phone Number: 081-***-****

Drivers Licence: Code 08

Gender: Male

Languages: English, Afrikaans, Sotho, Xhosa, Tswana, Zulu

Notice period: Immediately

Education & Training

School Attended: Vulamasango Secondary School -Matric - 1988

Tertiary Education: Central University of Technology - 1996

N Diploma (Human Resources Management } NQF6

Further Study: Advanced Labour Law (NQF7) -2019

University of Free State Nov ( completed)

Further Study: B Tech Human Resources (incomplete)

Post three year Diploma Studies

Subjects passed: Advanced Human Resources iv

Advanced Industrial Relations iv

Advanced Training Management iv

Advanced Organizational Behavior iv

Outstanding courses: Strategic Management Circle)

Research Methodology

Other Qualifications: COP (Certificate of Proficiency) in General

Insurance - 1995

Institution: IISA( Insurance Institute of South Africa

Certificates:

- Employers Workers Compensation Training Session presented by WORCS (Pty) Ltd in 1989 7 1999

- Financial Life Skills “Empower your employees to Manage their Finances by VE Training

- Job Description writing & Peromnes Job Evaluation by FSA Contact

- Management Development Programme by WBS

- Personnel System Resources Systems by ITS

- Personnel System (Disciplinary and Grievances)

- Principles of Central Banking by SARB College

Employer: PACOFS- Performing Arts of Free State

Job Function: interim HR Manager (July 2021 End of October 2021

(Fixed term appointment)

Position Summary/Core Description

Responsibility for the effective and efficient Human Resource functioning, development and implementation of effective processes for labour peace and employee discipline at PACOFS.

CORE COMPETENCIES

Knowledge

Skills

Unique Attributes

HR Practices across all discipline (Generalist);

Suite of Labour Legislation

Strong Interpersonal Skills;

Negotiation Skills;

Labour relations and disciplinary processes

Ability to remain objective and neutral;

Trustworthiness;

Open to ideas and opinions

Key Performance Areas

Major Activities

Critical Competencies

1.Recruitment and

Selection (R&S)

Guidance to line management on (R & S) Process.

Development of line managers competency on their roles in (R&S) processes.

Manage (R&S) processes;

Responsibility for casual and ad hoc employees recruitment and contracting

R&S Process end to end

Managing Recruitment Agency processes

Competency based interviewing techniques

2. Labour Relations

Implementing the recognition (procedural) agreement.

Leading annual negotiations to conclude the wage and benefit (substantive) agreement

Guiding the disciplinary and Grievance procedures

Prosecute at disciplinary hearings

Represent the employer at CCMA

Dispute Management

Chairing management – Union Meetings

Negations Skills

Solid grasp of labour relations and suite of Labour Acts

Meeting Facilitation

Mediation Skills

Arbitration procedures

CCMA procedures and practices

Common Law Practices as they relate to the contract of employment

3. Compensation and

Rewards

Lead in job evaluation processes;

Maintain up to date and graded job descriptions

Develop and maintain the Performance Management System

In-year and year-end performance appraisals and salary review processes;

Ensuring compliance with labour legislation obligations such as submissions of returns of earnings, payments of levies, etc.

Competent in Paterson Job Evaluation. Knowledge of other JE Systems;

Pay structuring and Systems

Salary Surveys

Performance Management principles and practices

4. Training and

Development

Induction of new Employees;

Compliance with SETA requirements

Development of workplace skills plan;

Bursary Management;

Staff Training coordination;

Ensure that all staff develop annual personal development plans

Principles and practices in CD and SP + application of People Balance Sheet

People potential development assessment techniques

5. Employee Wellness

Consulting employees with overt or covert issues that affect the employment relationship and their performance

Develop and maintain a relationship with relevant service providers

Sensitivity and awareness of overt and covert behaviors that need attention;

Acute attention to sensitivity of privileged information

6. HR Administration

HR Related policies and procedures;

Leave Management

Secure maintenance of personal files/employees’ records;

Training and development events records keeping;

HR Events logistics management e.g. Performance Management Salary Reviews:IR issues etc.

Policy and procedure writing and implementation;

Software Systems that drive the HR Admin System

Monitoring and Audit Principles

Employer: Ziyana Business Consulting

Job Function: Industrial Relations Manager (June- August 2020) Kusile Eskom Power

Station

Key Responsibilities: Personnel Drafting & Procedures

-Consultation, Retrenchment, DC Inquiries, Warnings, Hearings, Poor Performance Management

-Negotiate the Conditions of Service, HR Personnel Movement & Transfer

-Supporting Line Management with Employee Life Cycle

Employer: Imbumba Management Consultant

Job function Freelance HR Consultant (April 2019 - April 2020)

Key Responsibilities: Facilitate, Advise, Present and Implement Various HR Programs

-Performance Management implementation

-Talent Management

-Employee Surveys

-HR Policies & Strategy Implementation

Employer: Sandvik Mining & Construction

Job Function: HR Manager (Surface & Underground Mining) Aug 2010 - Nov 2018

Key Responsibilities - Job Mission: The incumbent provides HR Generalist service to the line management for mining key challenges that includes understanding customer business operating within a complex mining environment, working with different area managers and diverse teams understanding and working within this diverse environment and making it work to achieve the objectives of the business, internal & external contacts Senior executives, Whole HR Team, Supervisory staff and general employees.

-Recruitment & Selection via TES & Recruitment Agency

-Coordinate and resent Induction & Orientation for new joiners

-Represent the Company on al CCMA matters to Arbitration level

-Negotiate with the Union Representation (NUMSA) in our offer to employees

-Facilitate, Present, advise & execute the Retrenchment Policy Section 189

-Draft, review and ensure compliance with all HR/IR and audit update

-Handle consultation session with the affected employees

-Oversee and Handle Strike Contingency Plan about employees

-Handle Grievance Procedure, DC, Inquiry, & warnings

-Manage exit iro Poor Performance, Medical DISABILITY & Operational requirements+ MIS report

-Advise on working hours, overtime Long hrs & its impact on BCEA

-Conduct Job Evaluation & initiate improved job profiles

-Coordinate Annual salary & Bonuses payable

-Monitor & Audit exit interviews and monthly payroll inputs

-Maintain & Audit the Staff Establishment & Organogram

-Execute implement Strategic HR projects, Employee Satisfaction Surveys, Value Propositions, HR Strategy Roll.

-Oversee & Execute the Social Labour Plan and community Projects

-Handle Disability, Incapacity & Functional Assessment

-Represent company within MIBCO & CCMA

-Adhere to legislation and Policies regarding WSP, ATR and SDF Facilitation

-Submit Annual Training Plan to be approved by Management

-Conduct Training Sessions for Management and Staff on Labour Laws, Policies and Best Practices

-Ensure Organization Employment Policies and Practices are Compliant with Labour Laws.

Reason for Leaving: Resigned to persuade Business interests

Employer: Neotel (Pty) Ltd

Job Function: Divisional HR Manager April 2007 to July 2010

Key Responsibilities - Job Mission: HR Strategic Partnership to convert their AOP into

practical achievable Business goals within the Networks Business

Unit Functions.

- Present and Co-ordinate the Induction Program

- Responsible for Recruitment & Selection Age cy Relations

- HR Policy Formulation Overtime, Equity & Study etc.,

-Handle Performance Management Cycle from Contracting to Evaluation including PIP.

-Facilitate Employee mapping & integration

-Facilitate Environmental Scan (Staff Satisfaction Survey, Employee Value Proposition)

-Job Evaluation & Organizational Restructuring Transfer, Promotions etc.

-Manage the Monthly Payroll input, and maintain Organogram, Employee Mapping and Transfer

-Facilitate Training & Development of Staff including WSP & immediate Skill Matrix Division Plan;

-Advise Salary Structuring and Benefits Administration;

-Handle Recognition & Condition of Service Negotiations with Unions

-Facilitate Internal Dispute Resolutions Grievance, Disciplinary Enquiries

-Represent the Company at CCMA until Arbitrations

Reason for Leaving: Restructuring that led to Job Stagnation

Employer: Total Facilities management Company (TFMC)

Job Function: Regional HR Manager (May 2005 to April 2007)

Key Responsibility - Job Mission: Develop corporate Strategic HR Intervention across HR

Value Chain; ensure implementation, monitoring and evaluation of the

impact with the view to continuous improvement as support to Regional

Line.

Duties:

-Monitor the allocated Regional HR Budget

-Manage Employee wellness referrals and programs

-Recruitment & Selection Competency based

-Job Profiling & Evaluation (JE Manager) Projects

-Labour Relations CCMA Representation, DC Hearings, Suspensions and Counselling Hearings;

-Training Programs, Liaise with Service Providers, Monitor Regional WSP and Succession Plans;

-Monitor IOD, Overtime, Leave and Standby to control costs;

-Facilitate Regional Transformation Forum and the EE statists

-Oversee Regional HR Programs and Roll-Out RITCH Value Program

- Facilitate TFMC Induction Programme

-Advis on Remuneration Model and Structuring of Total Cost Packages and benefits

-Responsible for PDMS, Develop Performance Contracts and monitor Reviews and whole process

-Facilitate of Employee Medical boarding cases & Exit interviews.

-HR Audit and develop HR Policies and Procedures

-Monitor & Advice on Talent Management projects

Reason for Leaving: not a stable company only one major client

Employer: South African Funeral Home

Job Function: Human Resource Manager May 2003 –Feb 2005)

Key Responsibility –To set up HR Department in order to support, empower & Advice Line, Executives & Systems of HR to ensure compliance and best people management practices

Duties: Labour Relations Setting up Workers Forum as national bargaining structure Represent company in CCMA V/S (SACCAWU Union) or individuals

Manage DC Hearings, Charge Sheet, Chairing Substantive & procedural fairness

Facilitate dialogue and deliberations between Management & employees

Represent and collect all the collective agreements

Continuous Training of Line Managers on Labour Relations

2. VIP Payroll Formulate policies & procedures around payroll system

Liaise & pay external institutions what due to them

Ensure back up of info and rolling to the next month

Maintain and improve the utilization of VIP features like Tax Perks, overtime,

Claims reports and packages

Reconcile, lease and collaborate with Finance regarding all payroll transactions

3. Organizational Development Strategic HR Planning and Org Design

Set up OHS and EHS structures to ensure their training and functioning is executed

Research & Identify practices and tools that simplify HR practice

Implement Job Evaluation principles for all staff members

Maintain accurate HR administration i.e. Leave Admin Injury on Duty

Facilitate and educate on the principles of Job Description writing

4. Recruitment & Selection, Plan & implement Recruitment strategy

Formulate job profiles for all new and existing posts

Plan and execute interview process

with Print media and Recruitment Consultants

Ensure equity employment among race and gender

Facilitate induction and Training

5. HR projects Formulate and facilitate Performance Management

Initiate and Develop Remuneration policy

Benchmark our remunerations practices with the market and recommend

improvements & changes

Effect changes in the monthly VIP Payroll to address inconsistencies and

disparities

Draw letter of appointment & Review Strategic HR Policies

Reason for Leaving: Retrenched

Employer: South African Reserve Bank

Job Function: Human Resource Consultant (Nov 2001 – May 2003)

Key Responsibility - Job Mission: to proactively advise Management and employees on the

Application of all people Management Practices and to Monitor, review

and revise these practices to ensure compliance

Duties:

-Facilitate & Monitor Performance Management

-Manage the Recruitment and Selection Processes

-Draft Submission and complete relevant documentation for approval on Generic HR Issues,

-Facilitation of Labour Issues, Job Evaluations, Staff Utilization, Remuneration Practices, Staff Benefits, Induction Program and other HR Generic Issues;

-Facilitate and AVISE BIOTH Employee and Branch Management in Grievance and Disciplinary Procedures;

-Facilitate Change Management and monitor all Training Programs in the Branch;

-Present, Monitor & Advise on Remunerations Practices

-Monitor & Promote Succession Plans

-Compile & Monitor Training Budgets

-Diversity Management & Policy Formulator Implement

-Report on Project Imali Statistical Equity numbers

Reason for Leaving: Headhunted for Managerial Role

Institution

Position

Period

Mutual and Federal Short Insurance

Underwriting Clerk

Jan 1995 -Dec 1996

Technickon Free State

Snr Huma Resource Practitioner

Jan 1997 – Oct 2000

Technickon Free State

Promoted to Employee Relations Manager

Nov 2000 - Oct 2001

AREAS OF COMPETENCY: -

Application of Labour Legislations and Interpretation of its Implications

Good Written and Verbal Communication and Admin Skills

Program Evaluation and Review Skills coupled with Facilitation Skills

Computer Literacy HR SAP, VIP, People Soft, Excel, Power Point

Implementation and Develop Talent Management

Comprehensive Knowledge of Human Resources Trends

Well abreast with Compensation and Remunerations

Coaching and Counselling

Policy Formulation

REFERENCES:

Company : Sandvik Mining Northern Cape

Contact Person: Mr. Raymond Grobler

Position : Ex- Business Unit Manager

Contact No: : 082-***-****

Company : Sandvik Mining Northern Cape

Contact Person: Mr. Stephanus Roodt

Position : Contracts Manger

Contact No: : 082-***-****

Company : TFMC

Contact Person: Mr. Bonga Khuzwayo

Position : Snr Human Capital Manager

Contact No: : 078-***-****

Contact this candidate