Gloria Setshedi
Strategic HR Professional
Phone: +27 (0-73-246-****/ 74 721 6972
Email: ad2r5n@r.postjobfree.com/
ad2r5n@r.postjobfree.com
Experience
January 2016- To Date HUMAN RESOURCES BUSINESS PARTNER - SOUTHERN AFRICA
Schneider Electric
• Drive HR strategies with a foundation of HR business metrics to increase organizational profitability and effectively align the workforce.
• Responsible for business strategy by helping business leaders to identify priorities and build organizational capabilities, behaviours, structures and processes.
• Consults on HR processes and coached managers on HR solutions.
• Employee engagement and wellness
• Performance management guidance to line managers
(coaching, career development. Disciplinary actions)
• Drive business strategy in supporting line managers in forecasting and planning their talent pipeline requirements.
• Partnering with line managers to identify needs and opportunities to support the achievement of the business objectives in all aspects.
• Responsible for the annual Employment Equity reporting and relevant EE initiatives including the implementation of the EE plan and charthe EE committee forums
• Taking ownership of the Human Resources projects
• Driving the organisation’s Principles of Responsibility.
• Driving the Culture Surveys Campaign, providing feedback on the results and creating change management strategies tailored to each business unit
• Providing a Human Resources business review for all business units
• Development of Human Resources policies & procedures
• Manage business labour Relations matters(CCMA& CDR representtaion)
June 2009- December 2015 HUMAN RESOURCES MANAGER
Kansai Colourants- Division of Kansai Plascon
• Ensure compliance with all relevant statutory requirements, regulations and standard
• Drive organisational change to support strategic objectives
• Drive initiatives that create a culture of continuous improvement
• Administer and analyse the company's annual employee engagement survey
• Employee Assistant programme
• Clocking system – Turbo Time
• Skills Development and Employment Equity plans and reports
• General HR functions
• Employee benefits
• Manage CSI projects
• Member of the board of directors involved in decision making at Executive Level
• Talent Mapping & Sucession planning
• Labour Relations
August 2008- May 2009 HUMAN CAPITAL MANAGER
Adcock Ingram
• Provide an integrated and professional support service to the Pharma group in all the HR functions
• Develop and implement HR plan
• Developed Recruitment Strategy
• Develop job profiles and Job evaluation
• Employment Equity plans and reports
• Implementation and monitoring of policies and procedures
• L&D
Skills
EXPERTISE
Employee Relations
Talent Management
Onboarding
Payroll Management
Process efficiency
Change management
Leadership & Growth results
BBBEE & Skills Development
Transformation
Compensation & Benefits
Talent Acquisition & Retention
Organisational Effectiveness & Develop
Performance Management
HR Project Management
Budget Development & Management
SYSTEM
SAP
Oracle
VIP
Talent Link
Education
PHEFENI SECONDARY
1992: Matric
TECHNIKON
WITSWATERSRAND
1996: National Diploma in Labour
Relations
TECHNIKON
WITSWATERSRAND
1999 : B-Tech Degree : Human
Resources Management
WITS BUSINESS SCHOOL
2017: Management Advanced
Programme
December 2006- April 2008 HR GENERALIST
DuPont
• Provide an integrated and professional support service to the Company including the following areas
• HR administration, remuneration and general audit
• HR Transformation
• Recruitment & Selection
• A full understanding of all HR related legislations
• Employment Equity plans and reports.
• Implementation and monitoring of policies and procedures.
• General HR functions
• Salary Survey
• General HR Leadership
• Payroll FNB
• Manage the Executive & Expatriates payroll
March 2005- November
2006
HUMAN RESOURCES MANAGER
Rooth & Wessels Inc.
• General HR functions
• General HR Leadership
• Payroll VIP
• Member of the board involved in decision making regarding the firm.
• Skills Development plans and reports
• Employment Equity plans and reports.
• Implementation and monitoring of policies and procedures.
• Provide an integrated and professional support service to the firm including the following areas
• HR administration, remuneration and general audit January 2004- March 2005 EE & RECRUITMENT CONSULTANT Adams & Adams
• Involved in the development, implementation and establishment of good recruitment strategies for the Firm.
• Developing Recruitment Policy
• Developed the disciplinary code
• Developing Target & Selection interview guide
• Involved in the reviewing of polices
• Employment Equity & Strategy and report
• HR Index (Recruitment), Targets to be achieved for 2004
• Schedule Interviews
• Screening applicants
• Involved in the selection of CA (Candidate Attorneys) & PA
(Professional Associate)
September 2001-
December 2003
HR CONSULTANT
Edcon Group
• Performance Management
• Recruitment & Selection
• Employee Relations
• Labour Relations
• HR Administration
• Employment Equity
• Training and Development
September 1998-
September 2001
DIVISIONAL HR ADMINISTRATOR
Edcon Group
• Monitored and processed of overtime, bonus and
commission pay
• Maintained and updated casuals database
• Captured and settled salary advances and increases
• Processed the transfers, relocation and resettlement of staff
• Allocated, captured and processed subsistence
allowances, car allowances and verified allocations in terms of policy
• Captured Provident Funds and Medical aid details
• Captured termination details, provided UIF cards and sent out cheques
• Liaised with payroll on payments, salaries bonuses and termination settlement
• Ensured that new starters are captured and all necessary documents are included in the Starter Packs
• Human Resource administration
• Monitored and processed casual wages
• Monitored expenditure on casuals
• Handled Industrial Relations issues
• Recruitment and Selection
• Facilitated training for staff
Training
• Basic Conditions of employment Act
• Labour Relations Act
• Employment Equity Act
• Skills Development Act
• Sectoral Determination Act
• Relationship Agreement Act
• Disciplinary Code
• Performance Management
• Flex Remuneration
• Development Leader
• Target Selection (Recruitment
Process)
• High Performance People (HPP)
• Edgars Training Excellence (ETE)
• Successfully Selecting People (SSP)
• Best practice in Recruitment
• Talent Management
• Labour Seminar
• Employee value creation