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Personal Résumé

Postal/Residential Address: ** Westside Terrace, 980 Schurmanns Avenue, Claremont, Pretoria, 008*-***-*** 0235 / 081-***-**** / 012-***-****

ad04oc@r.postjobfree.com / ad04oc@r.postjobfree.com Surname : Mahlangu

Full Names : Johannah Nomarhasa

Date of Birth : 10 October 1974

ID Number : 741**********

Driver’s License : EC1

Nationality : South African

Gender : Female

Home Language : Ndebele

Other Languages : English, Afrikaans, Zulu, Xhosa, Tswana, N Sotho, Swati, Sotho & Tsonga Educational / Qualifications

Institution : University of Johannesburg

Year Completed : 2017

Qualification : Post Graduate Diploma: Labour Law

Institution : University of South Africa

Year Completed : 2013

Qualification : BTech: Human Resources Management

Institution : Technikon Pretoria

Year Completed : 2000

Qualification : National Diploma (Human Resources Management) Last School Attended : Pungutsha High School

Year Completed :1992

Level Attainted : Matric Level

Skills and Competencies

Analysis and problem-solving People Development

Attention to detail Planning and organizing

Decision making Presentation skills

Customer Service Orientation Professional/Technical skills

Innovation Teamwork

Interpersonal Sensitivity Strategic Analysis

Oral & Written Communication

Certificates Courses and Computer Literacy

Certified HR Advisor (International Course – 2021) Human Resources Higher Education

Advanced Ms Office /Office 365

Typing in Windows

Business Writing Skills

Writing a good Dissertation

PERSAL, PeopleSoft, Image-Now, Workflow, E-Procurement, Oracle, Job Analysis and Job Description Writing Registered Member of SABPP –Registration Number 11278 2

Employment History

Current : CSIR (Council for Science Industrial & Research) Duration : (October 2018 – to date)

Position : Senior Human Resource Practitioner

Responsibilities

HC Strategy

• Monitor and evaluate successful down-cascading of strategy & HC Plans within.

• Reporting on deliverables, non-conformance & flagging of potential risks.

• Effectively ensuring the achievement of HC plan. Building and transforming Human Capital

• Close liaison with line to determine requirements of positions and contents of adverts.

• Implement workforce plan in line with the recruitment plan submitted by line.

• Matching of new appointments with job specifications, approved structure and budget to ensure fit.

• Assist and give guidance to line in the achievement and improvement of organizational transformation targets

• Recruitment & selection administration in accordance with CSIR policies and procedures.

• Assist new employees with appropriate employment documentation and processes.

• Presentation of on-boarding programme to new employees.

• Regular follow ups with new employees in ensuring smooth integration into the organisation/cluster/department.

• Responsible for the facilitation of career ladder processes.

• In collaboration with the HCD office assist with coordination for appointment of internship, studentships and vocational training students.

• In collaboration with line assist with student pipeline absorption, retention of staff and avoidable turnover of critical skills and EE designated groups.

• Monitoring of internship, studentships and vocational training student’s contracts and ensuring necessary support is given towards their studies completion.

Performance and Talent Management

• Compliance with Talent Management and HC Strategies to drive department strategy.

• In collaboration with line assist in identifying and implementing talent attraction, retention, development, motivation mechanisms to enable success of business strategy by effectively assisting line with management of parity.

• Competent advice and guidance to line on Talent Management Best Practice.

• Successful implementation of Talent Management Plan.

• Facilitate submission of formally documented and signed performance contracts and IDPs.

• Working closely with line on performance review scores to ensure completeness before the deadline.

• Conduct KRA audits, submit findings and recommendations for improvement.

• Facilitate performance management training and give guidance to line and employees on the optimal application of the performance management process

• In collaboration with other stakeholders assist in compilation of WSP, annual training reports and submission to HCD office within specified time frame.

• Effective completion of dispute resolution processes.

• Assist line in job descriptions compilation and submission for evaluation as prescribed by job elevation policies and process.

• Liaise with all relevant stakeholders in registration of new job descriptions on the CSIR HR system.

• Responsible for facilitation for succession planning. 3

HR Operational Activities and Customer Service:

• Responsible for implementation of HR activities as per HR annual calendar.

• Give advice and guidance to line on HC Administrative matters to avoid unattended queries or complaints.

• Provide guidance and advise to line and staff on day-to-day HR related matters.

• Effectively implement HR activities as per clients requests in line with all HR processes and procedures.

• Prepare all relevant HR correspondence relating to long service awards, contract extensions, transfers, performance bonuses, annual increases and promotions.

• Provide data for and preparing relevant HR reports, information and documents as and when required.

• Verification of salary payroll audits.

Employee Relations:

• Implement of ER Strategy to foster good employee relations culture and full compliance with CSIR ER policy.

• Facilitate ER related issues by giving advice and guidance to line on Employee Relations issues.

• Resolve grievances in minimum amount to avoid escalation.

• Monitor accuracy of ER and termination documentation if they are in line with the CSIR procedure.

• Making inputs to ER reports to proactively identify relations challenges. Employment Equity

• Contribute to the development and monitor the cluster’s EE plan in line with the central employment equity guidelines;

• Monitor the EE targets within the cluster and implementation of such targets through clear recruitment plans and development plans;

• Submit the EE plan on time, in the required format as per set central HC guidelines and timelines;

• Provide competent advice and guidance to line on EE matters;

• Implement the EE plan and ensure cluster’s active participation in the EE and Skills Development (SD) committee;

• Provide Secretariat to the EE and SD Committee.

Training and Development

• Compile/review the human capital development (HCD) plan annually as per set deadline and format aligned to CSIR HCD strategy;

• Coordinate the personal development plan and performance management process within the clusters to accurately identify development needs;

• Embed the culture of training and development within the clusters;

• Provide advice and guidance to line on training and development;

• Present on-boarding programmes in accordance with CSIR standards and facilitate the sensitization of line for transfer of technical/ operational skills.

Employee Wellness

• Assist with implementation of Employee Assistance and wellness programmes.

• Provide advice and guidance to line and employees on wellness related matters.

• Assist in the facilitation of EAP referrals/activities. Terminations:

• Ensure terminations are timeously submitted on system and all necessary termination/exit documents appropriately completed.

• Conducting audit on exit interviews and making recommendations. 4

Current : CSIR (Council for Science Industrial & Research) Duration : (December 2015 – September 2018)

Position : Human Resource Practitioner

Responsibilities

Recruitment & Selection:

• Compliance with workforce plan.

• Match new appointments with job specifications and approved structure and budget to ensure fit.

• Accurate recruitment & selection administration in accordance with CSIR policies and procedures. On-Boarding

• Conduct on-boarding for new recruits.

• Assist new employees with completing employment documents.

• Prepare and check Employment Starter Pack for new recruits.

• Assist new employees with access cards.

• Introduce new staff to the relevant units.

• Conduct settling in interviews.

Human Capital Development:

• Responsible of CSIR scholarships, interns, studentships and vocational training work.

• Monitor student’s contracts and ensure that students complete on record time.

• Assist employees and line managers in designing individual development plans.

• Ensure that all employees have IDPs.

• Assisting in preparation of WSP and annual training reports. Job Evaluation:

• Assist line managers in designing job descriptions and KRAs for staff.

• Ensure that job descriptions are submitted to the job evaluation committee timeously for evaluation.

• Ensure that the unit jobs are registered properly on job families via CSIR HR system. Performance Management:

• Provide advice and guidance to managers and staff on the optimal application of the performance management process.

• Review performance appraisal scores and work closely with line managers to ensure completeness before the deadline.

• Facilitate performance management training as and when needed.

• Ensure that employees have signed job descriptions, KRAs and clearly defined IDPs.

• Conduct KRA audits to ensure managers compliance with regard to the appraisal of their staff. Customer Service:

• Provide guidance and advise to line on day-to-day HR related matters.

• Deal with HR Requests and queries timeously.

HR Operational Activities:

• Ensure that all day-to-day activities and HR events are submitted on time as per the CSIR HR Calendar. 5

HR Administration:

• Coordinate and integrate parallel and intercepting workflows, processes and systems to eliminate duplication, and to achieve optimal efficiency and quality outputs across the Business Unit and/or Area in order to add value to customers.

• Ensure that HR administration and filling is up to date and correctly filled –both online and manual filling.

• Prepare all relevant HR correspondence relating to and including maternity leave, long service awards, extensions, transfers, performance bonuses, annual increases and promotions.

• Provide data for and preparing relevant HR reports, information and documents as and when required.

• Assist with succession planning.

• Assist with verification of salary payroll audits.

• Sorting of pay slips and give to relevant field for distribution.

• Confirmation of staff employment.

• Move others to action by translating the vision and values into day-to-day activities and guide others to take the appropriate action steps to support vision and values.

• Live and model the organizational vision and values by taking action, making decisions and shaping or redirecting team priorities and behaviors to reflect the vision and values.

• Challenge behavior within the organization that violates the vision and values.

• Recognize and reward people whose actions support the organization’s vision and values. Employee Relations:

• Conduct ER related investigations by collecting information and evidence through interviewing potential witnesses

• Prepare bundles for DC hearings.

• Proactively advise and educate managers and employees on how to address ER issues such as employee performance, employee conduct and inappropriate interpersonal actions to pre-empt and prevent escalations and formal actions.

• Manage, mediate and resolve conflicts, grievances, confrontations or disagreements in a constructive manner to minimize negative personal impact.

• Ensure audit compliance in respect of the Human Resource function at Business Unit level.

• Prepare ER reports and capture keep records for HR reports.

• Advice and guideline managers on ER policy and procedures. Employee Wellness

• Assist with implementation of Employee Assistance and wellness programmes. Terminations:

• Ensure all required exit documents are completed.

• Ensure that all employees are terminated from the CSIR system.

• Conduct exit interviews

Previous : CSIR

Duration : July 2012 – October 2015

Position : Human Resource Administrator (Policy Development & Regulatory Compliance) Responsibilities

Policy re-view, development and regulatory compliance:

• First level contact in giving support with regard to interpretation, advisory & implementing all HR and ER related policies

• Assist in giving advice with regards to interpretation of Conditions of Service, guidelines, processes & procedures related to Human Resources issues

• Participate in benchmarking of policies, programmes, processes and best practices in Human Resources 6

Organising and coordination:

• Assist in coordinating high level disciplinary enquiry including executive directors in the organisation & my role is comprises but not limited to assisting the Board in facilitating the logistics in this regard (successfully delivered on the Board’s requirement for the transcript of the case within 24 hours)

• Coordination & alignment of unit activities in line with the organisational activities

• Coordination of reporting of misconducts cases, disciplinary enquiries, grievances cases

• Coordination of all related workshops concerning to ER policies, guidelines, EE Committee meetings, HIV Committee Task Team meetings and giving advice relating to procedures thereof

• Coordinating & collecting data for various plans and strategies for consolidation

• Coordination of CCMA claims and cases

• Arrange meetings, venues & refreshments according to the need of the department Support to the Unit, HRM’s and HRP’s:

• Drafting and compilation of ER related documents, charge sheets, grievance letters, disciplinary reports, various templates

(warning and suspension forms)

• Assist with Career Ladder Assessment process, capturing of panel comments and scores for employees who participate in Career Ladder Programme, preparing documents for business unit panel members, seat as part of HRM team during Appeal Processes in relation to Career ladder issues etc. Business planning:

• Assist in providing relevant information pertaining to the unit business plan for consolidation into the organisation business plan and its execution and implementation within the unit

•

Implement operational plans:

• Assist in developing goals/objectives and action plans in line with a business plan/strategy/strategic objective and efficiently utilise available resources to implement and executive operational plans for the unit. Employee Relations (ER):

• Assist in conducting ER investigations, dispute resolution, resolve grievances, conduct consultative interactions with employees, as well as conduct and serve as a scribe and advising in disciplinary hearings HC Policies and Procedures:

• In consultation with relevant stakeholders, assist in drafting, influence and communicate policy to all concerned, monitor successful implementation of policies/procedures, provide feedback and review.

• Advise/guideline management/staff on HC/Labour matters in accordance with the organisational policies and procedures and market best practice

Employment Equity:

• Prepare and submit Employment Equity report in accordance with the regulations to the Department of Labour

• Liaise with our internal web team for EE Reports updates on the intra-web.

• Assist with Employment Equity administration issues, organising of EE Committee meetings, acting as a liaison officer during EE Committee nominations, e.g. attending to queries, accepting, collating and compilation of a list for all nominations received to management for validation and appointment of the committee. Information Management:

• Accurately feed new information in the Management Information System (MIS) or oversee this process, monitor quality of data, generate management reports and information from the MIS, identify shortcomings of the system and initiate action to upgrade Project (s) Coordination:

• Coordinate and administer projects in accordance with the project plan and take appropriate steps to address deviations 7

Continuous improvement:

• Benchmark against market best practice to identify gaps in product/service delivery and implement continuous improvement/best practice processes to improve systems, processes and practices accordingly Office Management:

• Ensures that the manager’s diary, travel arrangements and documentation for meetings are properly in place

• Accountable for the first in line level of communication in and out of the office, written and telecommunication.

• Responsible for ordering, management, maintenance and upgrading of office equipment’s, furnishers and stationeries

• Establish and maintain an efficient and effective filing system (electronically and manually) and receiving and dispatching of documents through a mechanism to track documentation flow to ensure document management

• Produce and format documents by using required software, including presentations, spread sheets.

• Effectively build and maintaining relationships with service providers, colleagues and clients Previous : CSIR

Duration : June 2010 – June 2012

Position : Group Assistant (General Services HR)

Responsibilities

• Effectively build and maintaining relationships with service providers, colleagues and clients.

• Providing support to Human Resources managers and HRP’s with regards to disciplinary codes and procedures and related issues.

• Giving support in relation to policy re-views, development and regulatory compliance

• Organising and coordination of all unit meetings and workshops

• Giving Support and advisory role to HRM’s and HRP’s on all ER related matters

• Giving support in implementing operational plans

• Giving assistance and support in relations to all Employee Relations matters

• Assist in all administrative support relating to execution of HC Policies and Procedures

• Assist in compilation of Employment Equity Plan

• Information Management

• Projects Coordination

• Office Management

Previous : Department of Social Development (Bloemfontein) Duration : November 2008 – May 2010

Position : Senior Human Resources Practitioner

Responsibilities

• Facilitating recruitment processes

• Participate in benchmarking of policies, programmes, processes and best practices in Human Resources.

• Developing, implementing and maintaining HR Policies and Procedures

• Effectively build and maintaining relationships with service providers, colleagues and clients

• Providing Training and Development

• Rendering advisory Services

• Data Management

• Executing administrative duties

• Attend to all HR related queries

Previous : University of the Free State

8

Duration : November 2006 – October 2008

Position : Senior Human Resources Officer

Responsibilities

• Ensuring integrity of HR information.

• Providing fit for purpose of HR & solutions in support of organizational goals.

• Providing general HR counseling and support on disciplinary and grievance issues, and other day to day HR issues.

• Applying and maintaining EE policies and practices.

• Ensure that job descriptions, requirements and grading are standardized.

• Effectively build and maintaining relationships with service providers, colleagues and clients.

• Mediating between management and staff regarding EE issues.

• Responding to all grievances lodged and resolving them accordingly.

• Managing exit interview process, identifying trends and making recommendations

• Facilitating recruitment processes

• Participate in benchmarking of policies, programmes, processes and best practices in Human Resources.

• Developing, implementing and maintaining HR Policies and Procedures

• Providing Training and Development

• Rendering advisory Services

• Data Management

• Executing administrative duties

• Attend to all HR related queries

Previous : Department of Provincial & Local Government Duration : January 2005 – October 2006

Position : Administrative Officer: Human Resources Management Systems Responsibilities

• Effectively build and maintaining relationships with service providers, colleagues and clients (all stake holders)

• Participation in policy development, maintenance and implementation

• Coordination of data management

• Undertaking initiatives to conduct citizen satisfaction survey on municipal services

• Developing and managing human resources baseline information project of SA municipalities and SALGA HR functionaries

• Developing and maintaining HR baseline questionnaire templates

• Rendering advisory roles to municipalities on HR policies

• Conducting research, analyzing and interpretation of HR policies

• Providing training and supervising junior staff (interns)

• Organizing and arranging presentation interventions on HR policies

• Ensuring integrity of HR information.

• Providing general HR counseling and support on disciplinary and grievance issues, and other day to day HR issues.

• Applying and maintaining EE policies and practices.

• Ensure that job descriptions, requirements and grading are standardized.

• Mediating between management and staff regarding EE issues.

• Responding to all grievances lodged and resolving them accordingly.

• Managing exit interview process, identifying trends and making recommendations

• Participate in benchmarking of policies, programmes, processes and best practices in Human Resources.

• Developing, implementing and maintaining HR Policies and Procedures

• Providing Training and Development

• Rendering advisory Services

• Data Management

• Executing administrative duties

• Attend to all HR related queries

9

Previous : Department of Provincial & Local Government Duration : March 2002 – December 2004

Position(s) : Administrative Assistant (Directorate: Human Resources Management) Administrative Assistant (Directorate: Labour Relations) Previous : Department of Water Affairs & Forestry

Position (s) : Secretary: Director Human Resources Management Data Capturer (Restructuring Office)

Secretary / Data Coordinator: Directorate Labour Relations Duration : March 2001 – February 2002

Previous : University of South Africa (Exam Department) Duration : October 2000 – February 2001

Position : Administrative Officer

Seminars, Workshops and Conferences

Business Process Review Workshop 2013

Executive Secretaries, PA’s and Administrators Workshop 2011 Advanced PA/Secretaries Workshop 2011

Human Resources Planning 2009

Amendment on Employment Equity Regulations 2009

Risk Management Workshop 2009

Disability and Employment Equity Workshop 2008

HIV/AIDS Summit 2007 & 2002

19th Annual Labour Law Seminar 2006

Annual PA/Secretaries Symposium/Conference 2006 & 2004 Dispute Resolution Workshop 2005

Local Government Sector Summit 2005

15tn Annual Labour Law Seminar 2004

Practical Labour Relations Workshop 2003

International Imbizo for office Professionals 2003 TB Workshop 2002

Protocol and Etiquette Workshop 2002

National Secretaries Workshop 2002

Communication Skills Workshop 2001

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References

Name Mr Kedirang Oagile (Former Manager at CSIR)

Position Senior Manager: National Research Fund

Company National Research Fund

Contact Numbers 071-***-****

Name Mr Charles Howard

Position Deputy Director: HRM (Advisory Services) Previous Supervisor Company Department of Social Development (Free State) Contact Numbers 051-***-**** / 083-***-****

Name Ms Tanya Roberts-Kruger (Former Manager at CSIR) Position CCMA Commissioner

Company CCMA

Contact Numbers 061-***-****

Contact this candidate