Employee Relations Manager
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
Biographical Information
First Name
Charley
Last Name
Cain
Home Address and Postal Address
Wilderness Milkwoods
Unit 9
Owen Grant Road
Wilderness
6560
***************@*****.**.**
Home Tel No
Business Tel No
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 : ***********@***.**.**
Kevan Perumal
Palama (Previous SAMDI)
Capacity: Executive Manager
Period known: 2005 – 2009
Cell 084-***-****
Office 012-***-****
Ms Lindelwa Jabavu
Auditor-General of South Africa
Position: COO
********@***.**.**
Gert Venter
Capacity :Former COO of Bankserv
Brian Orlin
Capacity : Former Development Manager: JDA
From 2005 to 2006
Cell 083-***-****
Ronnie Pather
Capacity: Colleague
Organisation: NPA
Cell 084-***-****
*******@***.***.**
Training and development
Contact this candidate