Resume

Sign in

Employee Relations Manager

Location:
Cape Town, Western Cape, South Africa
Posted:
December 16, 2019

Contact this candidate

Resume:

Application and Motivation Letter &

Curriculum Vitae of:

Charley Fred Cain

Letter of Application and motivation

Wilderness Milkwoods

Unit 9

Owen Grant Avenue

Wilderness

6560

** ****mber 2019

The Municipal Manager: Miss L Nonyongo

Ntabankulu Local Municipality

Private Bag X504

Ntabankulu

5130

Appointment of Audit Committee member

Given my unique profile, I am well positioned to meet the needs of the organization in fulfilling the requirements for the vacant position. I say this against the backdrop of having around 20 years’ experience as a senior manager in human capital and human resources development and see this position as privilege in making a contribution towards meeting the strategic and oversight needs of the organisation. I will seek to research best practices in the functions assigned to this portfolio thereby ensuring efficiency and effectiveness.

Please note that I have not served on Audit Committees in the past as per your requirements. However, I have six years’ experience in reviewing the audit outcomes of all tiers of government including local government. These sessions were facilitated by the Auditor-General and it was expected of all business units to contribute towards how best the Auditor-General can assist all government departments to improve its outcomes. The Auditor-General was particularly interested in support services-in my case human resources- can contribute in enhancing better audit-outcomes.

I have 6 years’ experience in developing strategic risk management strategies using the AGSA risk management model. I have done so for the Learning and Development Unit, Leadership and soft skills, as well as participating in crafting the organisational risk management strategy for all support services of the AGSA.

I have about 20 years in managing performance management in both private and public sector organisations as head of human resource management. In most of the organisations I have been exposed to the balanced score methodology in managing the performance. This trickled down to all levels including individual staff level.

My highlights/achievements in my role as human resources manager at several blue-chip organizations:

1.Sandvik Project

Successfully facilitated all CCMA cases and fulfilled the human resource oversight role at disciplinary hearings.

Successfully implemented the HR Business Partner role

Implemented the PeopleSoft Human Resources Management Information System on time and within budget.

Successfully rolled out the Wellness Programme

2. Mangosuthu University of Technology

Successfully concluded all disciplinary cases without any disputes.

As part of an internal audit exercise I discovered that staff enrolled their grandchildren on the subsidized medical aid scheme. Staff had unlimited benefits that were drying up the financial coffers of a university in financial distress. The university council accepted my proposal to cap the medical aid benefits that resulted in millions of rands in savings. I initiated a payroll audit project that uncovered these practices. I also discovered a few ghost employees.

2.Alusaf

Directed a people plan project as part of the Business Process Re-Engineering intervention at Alusaf that ensured labour peace in a highly volatile labour market climate and a political strive torn political environment (Kwa-Zulu Natal).

Exercised HR oversight at all disciplinary hearings. Also served as chairperson of disciplinary hearings and acted as presenting officer in my own department.

Successfully converted all unionized staff to total cost to company remuneration packages.

3.Auditor-General of South Africa

I was responsible for employee relations in my center and have disciplined staff in my unit as well as attending to grievances from time to time. I have also been exposed to audit outcomes of local government by the Auditor-General and gave input into how to improve the decline in clean audits.

Successfully consulted and rolled out all Human Resources policies and procedures to all employees.

Reviewed and developed Human Resources policies and procedures from time to time.

Directed the development of leadership courses and other soft courses.

Facilitated leadership training to all senior managers.

Successfully implemented a Wellness Programme to all

staff.

4.Bankserv

Successfully negotiated new terms and conditions of service with SASBO the Finance Union.

Successfully exercised oversight over serious fraud disciplinary cases that involved third parties.

Successfully negotiated and converted all staff to total cost to company remuneration packages.

I have also gained a lot of experience in terms of governance working at the Auditor-General of SA. This will stand me in good stead at the organization. `

I have also been recently appointed as a Board Member to the Disciplinary Board in terms of the Municipal Regulations on Financial Misconduct Procedures and Criminal Proceedings.

I have a master’s degree in human resources management from Wits Business School, honours in human resources development (RAU) and an IT diploma (RAU) and a Certificate in Labour Relations. I obtained a distinction Project Management which formed part of the IT Diploma curriculum. The IT diploma I did as part of my development as a senior manager at Bankserv. I have many years’ experience working in the private, public and local government sectors.

Yours faithfully

Charley Cain

082-***-****

Biographical Information

First Name

Charley

Last Name

Cain

Home Address and Postal Address

Wilderness Milkwoods

Unit 9

Owen Grant Road

Wilderness

6560

E-mail

ada23l@r.postjobfree.com

Home Tel No

082-***-****

Business Tel No

082-***-****

Gender

Male

Marital Status

Married

Driver's License

Code 8

Nationality

South African

Race

Coloured

Home Language

English & Afrikaans

Recreation

Active in various church activities, walking, game viewing

Community Work

Elder of the local Church.

Board Appointments

Board Member to the Disciplinary Board in terms of the Municipal Regulations on Financial Misconduct Procedures and Criminal Proceedings of George Municipality

Educational Qualifications

Last School Attended

Noordgesig High School

Johannesburg (1965-1970)

Highest Standard Passed

Senior certificate

Subjects passed

Afrikaans, English, Math’s, Biology, Geography and History

Job Evaluation

I have successfully completed the Project Management, Conflict Management (IMSSA), Internal Consultancy, Hay Job Evaluation, Business Writing and Negotiating Skills Programmes.

MS Office

Computer literacy: Word,Excel, Access and MS Project

Accredited Facilitator

Have completed a six module Skills Development Facilitator Training Programme.

Interviewing Skills

Competency interviewing skills training (2001)

Executive Development Programme (Wits Business School)

Have attended the 1month full-time Executive Development Programme at Wits Business School in July 2001 as part of the Bankserv Executive Development programme. The programme included a two-week visit to best practice global companies in the Atlanta, Georgia and Raleigh in North Carolina, USA. Some of the companies included SAS, Cisco Systems, Coke Cola, Home Depot, Power Generation companies to mention a few.

Higher Education

Universities Attended

Universities Attended: University of the Western Cape (1976-1978)

University of South Africa (1982-1988)

University of Johannesburg (1989-1990)

Wits Business School (1992-1993)

University of Maryland (Oct 2017 to Dec2017)

Degrees obtained

B.A. (Psych III, History III-UWC)

B.Com (Accounts III, Business Economics III-UNISA)

B.Com Hons (Training Management-RAU)

Master's Degree (Directed: Human Resource Management-WBS)

Diploma obtained

Diploma: Diploma in Information Technology –Cum Laude (RAU, 2003)

Certificates Obtained

Advance Labour Law Programme (UNISA, 1997)

Instructional Design: Digital Media,New Tools and Technology

NTC III

(Motor Trade Theory, Technical Drawing, Applied Science and Mathematics)

Academic Achievements

Achievements : Received the Jhb City Council prize for the best student in Power Relations (Master's Degree-WBS)

Received the ABI prize for best research report

(Title: The Control of Affirmative Action in Local

Government, Master's Degree-WBS)

Obtained a distinction in my Training Management Research Report( Honours: Training Management, RAU)

Professional qualifications

SA Board of Personnel Practice: Master HR Practitioner(second highest level)

Trade qualification

Diploma in Motor Mechanics (Cotts, Olifantsfontein)

Employment History

Position:

Human capital Consultant

Period:

1 August 2018 to Current

Organisation:

Self-employed

Reason for leaving:

stable employment

Position:

Senior Manager: Human Resource Development

Period:

1 January 2011 to 31 July 2017

Organisation:

The auditor general of south Africa

Reason for leaving:

Early retirement

Key Performance Areas

1.Develop and implement AGSA Learning and Development Strategies, policies and procedures

2.Leadership Development

3.Budgeting, forecasting and risk management

4.Monitoring, evaluation and reporting

Reason for leaving

Early retirement

Project Achievements

1.Successfully developed a competency development programme for the AGSA

2.Developed a leadership development programme for entry level managers, middle managers and senior managers.

3.Developed a 3 year Learning and Development transformation plan.

4.Initiated the implementation of a learning management system

Mangosuthu University of Technology

Senior Director HR &D a

Start Date: 1 June 2010 to 31 December 2010

Key Performance Areas

Employee Relations

Training and Development & Organisational development

Project Management

HR Strategy, Policies and Procedures

Cost Management

Manpower Planning

Employee Engagement

Occupational Health and Safety

Employment status: 6 month contract

Reason for leaving: Head hunted by Auditor-General of South Africa

Position: Hr and T & D and talent management Consultant)

Period : 1 August 2009 to May 2010

Value Proposition

He will strive to transform organisations from Good to Great by embracing the following a value proposition:

Build HR practices that add value to and involve line managers

Build HR practices that add value to and meet the criteria of investors

Build HR practices that add value to and meet the criteria of communities

Build HR practices that add value to and meet the criteria of employees

Have a strategy that links HR practices to business strategy

Focus Areas

1.Design, development and presentation of learning interventions.

2.Design, Development and implementation of Performance management

3.Development of Balance Score Card

4.Facilitation of HR Strategy

5.Manage Change

6.Develop HR policies, procedures and processes

7.Talent Management

A. South African Management Development Institute

Facilitating workshops on Human Resource Planning, Performance Management, Recruitment & Selection & Introduction to HRM

Sandvik mining and construction

HR Manager: SA HR and Projects

August 2008 to July 2009

Key Performance Areas:

Managing staff of 10 HR advisors/managers

Develop HR Strategies and Policies

Overall responsible for Employment Equity

Overall responsible for the monitoring and evaluation of the performance management system

Implementing PeopleSoft in conjunction with Global Project Manager

Implementing the new way work in HR in line with global strategy

Took over badly managed HR Information System project and turned it around.

Provide HR business solutions.

Change management: Implementing global HR philosophy

Staff complement-Local:2800;Global: 50 000

Project Achievements

Managed to meet and maintain EE targets and resuscitate the Committees

Directed the development of a Wellness programme in consultation with our HIV/Aids Partners and Sponsors

Successfully implemented the PeopleSoft HR Information System

Successfully implemented a HR shared services center

Designed and developed a policy and process to management the company’s housing scheme effectively. This saved the company millions of rands.

Contributed to the design and development of incentive and staff retention scheme

Successfully sorted conflictual staff issue relating to job grading

Initiated the development of a culture change process

Initiated the development of a leave of absence module that saved the organization millions of rands.

Significantly reduced the PeopleSoft implementation cost that saved the organization millions of rands(Millions of Sek)

Successfully implemented the company’s change management programme thereby ensuring the successful implementation of the PeopleSoft System

Industry:Mining,construction,exploration and manufacturing

Reason for leaving: Retrenched

B. Hall Longmore

Interim HR Manager – Responsible for ( Staff Complement: 500)

Period: June 2007 to July 2008

Key Performance Areas

Directed the learnership and apprenticeship prgrammes

Industrial Relations

Training and Development

HR Strategy, Policies and Procedures

Organisational Development

Cost Management

Payroll and Remuneration Management

Employment Equity

Project Achievements and other

Chairperson of EE Committee

Made significant senior management appointments

Met the target to appointment HDI Apprentices

Developed a competency based remuneration dispensation for artisans.

Developed a supervisory development process for HDI supervisors Successfully implemented the company’s performance management and succession planning system.

Initiated a process to review and change the grading system

Develop a remuneration strategy

Reviewed and changed policies and procedures

Contributed to the development of a relevant Skills Development Policy

Reason for leaving: Short-term assignment

National Prosecuting Authority

Chief Director: Human Resources and Development (Staff Complement: 4500)

Period: 1 November 2006 to May 2007

Key Performance Areas

Employment Equity

Industrial Relations

Training and Development & Organisational development

Project Management

HR Strategy, Policies and Procedures

Cost Management

Payroll Administration

Project achievements and other

Made significant progress in the appointment of HDI to senior management positions

Made a significant impact in the filling of critical vacancies.

Enforced the EE policy with regard to appointments successfully.

Reason for leaving the NPA: Head hunted

Reduced that vacancy rate from 40% to 20%.

Position : Hr and T & D and talent management Consultant)

Period : 1 February 2006 to 31 October 2006

Value Proposition

He will strive to transform organisations from Good to Great by embracing the following a value proposition:

Build HR practices that add value to and involve line managers

Build HR practices that add value to and meet the criteria of investors

Build HR practices that add value to and meet the criteria of communities

Build HR practices that add value to and meet the criteria of employees

Have a strategy that links HR practices to business strategy

Focus Areas

1.Design, development and presentation of learning interventions.

2.Design, Development and implementation of Performance management

3.Development of Balance Score Card

4.Facilitation of HR Strategy

5.Manage Change

6.Develop HR policies, procedures and processes

7.Talent Management

A. South African Management Development Institute

Facilitating workshops on Human Resource Planning, Performance Management, Recruitment & Selection & Introduction to HRM

Reason for leaving: Samdi was restructured and became Palama with new strategic plan

B. Multi Choice

Coaching an IT Manager.

Internship as

C. Department of Economic Affairs

Developing an HC strategy

D. FNB

Facilitating customer relationship courses

Interim General Manager and Project Manager of the Constitution Hill Heritage, Education and Tourism site (i.e. Constitution Hill)

Period 1 December 2004 to 31 January 2006

Management of the site

Implementing policies and procedures for Constitution Hill

Business coaching for the managers reporting to me at Constitution Hill.

Developing strategy maps in line with the Kepler and Norton balance scorecard methodology for Constitution Hill

Reason for leaving: Short-term assignment

Bankserv: Shareholders ABSA, Standard, FNB & Nedcor

POSITION : Executive Manager People Management

INDUSTRY : Computer Operations/IT service provider Services/IT

PERIOD: 1 June 1996 – 30 November 2004

Key Result Areas

Human Resources Administration including Payroll

Industrial Relations

Employment Equity

Training and Development

Project Management

HR Strategy, Policies and Procedures

Organisational Development

Communication

Cost Management

Payroll Management

Staff Complement • Initially 2500 employees

Project Achievements and other

Established an HR Administration division and system

Developed an Employment Equity Policy and Strategy for Bankserv

Served as Chairperson of the Employment Equity/Skills Development Forum

Employee satisfaction survey indicated that perceptions in the areas of employment equity, trust relationship between management and staff have improved significantly.

Standardisation of terms and conditions of service

Successfully consulted on a retrenchment package

Involved in successfully resolving CCMA cases

Implemented a Payroll and HR information system

HR information system

Successfully initiated a productivity improvement project.

Successfully implemented a Pension Fund conversion process.

Successfully launched a HR News publication

Developed a communication strategy in line with strategic changes.

Developed an internalization of values workshop and initiated the development of an induction program that will encapsulate internalizing the values of the organization and the socialization process.

Converted the bargaining unit to total cost to company remuneration structure.

Averted a strike that would have crippled the financial system of South Africa

Reason for Leaving Bankserv : Seeking a new and different career challenge

1 August 1994 - 30 April 1996 Alusaf

Richards Bay

(Manufacturing)

Position Senior Manager Human Resources

KEY RESULT AREAS

Human Resources Administration including Payroll

•Industrial Relations

• Protection and Emergency Services

• Canteen Services

• Medical Centre

• Communication

Facilities Management

Financial and Cost Management

Employment Equity

Payroll Management

HR staff complement = 215; HR annual budget = R31m;

Company staff complement = 2 500; Company turnover = R800m

Project Achievements and other

Successfully negotiated the elimination of the discriminatory bus service. This issue was unresolved for five years prior to my appointment.

• Converted all employees to an all-inclusive remuneration package.

• Converted all weekly paid employees to monthly pay.

• Successfully initiated the implementation of an organisational renewal process.

• Successfully negotiated a retrenchment package.

• Aligned the training strategy with the National Qualifications Framework (NQF)

1 Sept. 1987 - 31 July 1994 Johannesburg City Council

80 Loveday Street, Johannesburg

Staff Complement: 25 000 employees

Promotions After several interim promotions I was finally promoted as

Training and Development Manager in May 1990.

Key Result Areas

•Marketing of training and development services.

•Assisting departments in changing group values & norms.

•Making recommendations regarding training & development policies for the Council.

•Directing training & development interventions that assisted departments in achieving their strategic goals.

Achievements

Made major inroads in changing the learning approach in the organisation.

Successfully implemented the skills upgrade programme.

Accelerated the Adult Basic Education programme.

KEY RESULT AREAS

•To develop Education, Training and Development policy.

•To provide a consultancy service to 11 business units with specific reference to:

oaffirmative action

ocareer development & succession training

osupervisory/management & executive development

ohuman resource issues in general

•To liaise with trade unions on all Education, Training and Development and Affirmative Action issues

•Marketing and budgeting

I acted as Director (T&D) on several occasions.

Achievements I successfully facilitated the development of an Affirmative Action policy for the Council as well as an implementation strategy. Moreover, I was a representative on Working Group Three of the Local Government Negotiating Forum who negotiated a national affirmative action policy for local government.

Another major achievement was the successful launch of the Equity Development Programme. The purpose of this programme was to identify and develop organisational talent. The results of this programme contributed significantly in improved performance as well as initiatives by trainees in planning their own careers.

References

Professor Mashupye Ratale Kgaphola – Vice Chancellor and Principal of Mangosuthu University of Technology

Tel No 031-***-****

E-mail : ada23l@r.postjobfree.com

Kevan Perumal

Palama (Previous SAMDI)

Capacity: Executive Manager

Period known: 2005 – 2009

Cell 084-***-****

Office 012-***-****

012-*******

Ms Lindelwa Jabavu

Auditor-General of South Africa

Position: COO

031-***-****

ada23l@r.postjobfree.com

Gert Venter

Capacity :Former COO of Bankserv

083-***-****

Brian Orlin

Capacity : Former Development Manager: JDA

From 2005 to 2006

Cell 083-***-****

Ronnie Pather

Capacity: Colleague

Organisation: NPA

Cell 084-***-****

ada23l@r.postjobfree.com

Training and development



Contact this candidate