Sign in

Manager Employee Relations

Pretoria, Gauteng, South Africa
75 000
October 04, 2019

Contact this candidate


Curriculum Vitae and Career Profile




Known as: Tiaan

Gender: Male

Identity Number: 670-***-**** 083

Nationality: South African

Area of Residence: Safari Gardens, Rustenburg

Languages: English, Afrikaans and Fanakalo

License: Code EC Driver’s license.

Contact details: cell: 083-***-****




1985 Grade 12 (Matric)

(Obtained) Fochville High School

Diploma as International Risk Facilitator


National Diploma – Human Resources Management

UNISA (University of South Africa)

Degree in HRD – Human Resources Development

UNISA (University of South Africa)


Operating Systems

MS Windows


MS Excel

Word Processing Packages

MS Word

Presentation Packages

MS PowerPoint


Internet, Email, Symplexity, Karabo


International Accredited Risk Facilitator Diploma, Chamber of Mines.

Registered Assessor – ASSMT 01, ETDP SETA – Registration number - 131659

Coach the Learner Programme, ETDP SETA.

Registered Moderator – ASSMT 02, ETDP SETA – Registration number - 131659

OD – ETDP - NQF Level 4 = National Certificate, ETDP SETA.

Senior Development Practitioner Programme (OD-ETDP) - NQF LEVEL 5, ETDP SETA.

Skills Development Facilitator - NQF 5, ETDP SETA.

ISO 9001:2008 - Quality Management System Design and Implementation and ISO 9001 - Internal Auditor, TIQMS.

ISO 9001:2008 Quality Management, TIQMS.

ISO 9001:2008 Internal Auditor, TIQMS.

Qualified Plant Leader Certificate in Gold Extraction, Chamber of Mines Standard Requirements - GFTS) - Gold Fields Programme Endorsed By UNISA Certificate in Common Law

Certificate in Gold Fields Loss Control Management

Certificate in First Line Supervisor


As TRAINING AND DEVELOPMENT AND HRD MANAGER, the following core skills and experiences obtained during my professional career:

15+ year’s senior level experience in a training, learning and development management environment.

Assessed the organisation’s current talent to identify any skill gaps, leadership potential and develop a strategy for bridging the gap;

Created and executed learning strategies and programmes to help employees to acquire the skills required;

Carried out training needs analyses for all roles responsible for managing or developing people (e.g. Coaches, leads, managers) and CDP.

Created learning and training events for all employees, from initial inductions to leadership programmes;

Management of technical training and learning and having a strong understanding of what these entail;

Worked closely with Senior Managers and directors across the organisation, having a full understanding of their departments, training and learning requirements;

Monitored and evaluated the effectiveness of training and learning by deploying measurement and feedback tools that track outcomes and ensure alignment of business objectives;

Implemented various learning methods and different learning styles to accommodate the different learning cultures;

Managed the training budget effectively and efficiently to demonstrate return on investment through performance and the implementation of cost-saving initiatives.

Drive the Skills Development Strategy and skills plan through the achievement of targets;

Collate, record and compile management information to demonstrate progress against skills development targets;

Adhere to best practices and legislative requirements.

Cultivate a learning culture to encourage continuous learning that will increase productivity, employee engagement, develop a sense of ownership and accountability and enhance the ability for employees to adapt to change.

Managing the development of the L&D team through coaching and mentoring;

Continuous development and improvement of the L&D team, L&D processes, standards and best practice;

Improve innovation capacity within the L&D team (creative thinking, input to solutions);

Relationship building with internal and external teams and managing relationships with various stakeholders (incl. managers, senior management and Directors);

Effective and efficient communication (verbal and written);

Proven exposure in optimising learning through the application of blended solutions (incl. e-learning tools, methodologies, etc.)

Leadership and people management experience.

Relevant learning, training and development degree preferably in Social Sciences with an appropriate training & development certification.

Experience in the financial services industry advantageous.

Experienced in Career Development and Career Management, with the emphasis on identifying individual Career Anchors.

Development of integrated HR & HRD strategy to support the business’ Mission, Vision and Values.

Primary Skills Development Facilitator during 2013 to 2018 and acting as Primary SDF for clientele in the private sector on an ad-hoc basis. Secondary Skills development facilitator for major mining companies.

As HR GENERALIST, HR MANAGER, the following core skills and experiences obtained during my professional career:

Administration and Feedback on Psychometric assessments for groups and individuals;

Career counselling and feedback;

Continuous professional development for self, HR and business;

Training, facilitating and coaching on various assessments;

Analytics and research;

Manage the relationship with the psychometric assessment providers;

Development of the HR Team’s Scorecard and ensure that the objectives are met.

Ensure that practices promoting a diverse workforce are driven.

Developed and managed compliance to policies and procedures of various business units.

Ensure an appropriate Change Management and Communication strategy at all staff levels.

Ensure that the HR Strategy is aligned to business strategy, documented and presented to EXCO and shared with HR Team

Had an active voice at EXCO committees, contributing to overall company strategy by ensuring that HR & HRD issues are considered.

Ensure Stakeholder HR Strategies contribute towards attainment of organizational productivity and profitability goals.

Devise and implement the company’s Transformation strategy.

Developed, refined, and maintained HR operational plans, policies, procedures, processes, systems and tools to support organizational objectives.

Drive organisational transformation.

Ensure initiatives that enhance employee engagement.

Ensure an organisational talent and succession planning pipeline.

Prepare and monitor a HR annual budget based on strategic business needs.

Actively participate in Remuneration, Social Ethics and Transformation Committees.

Payroll and Time and attendance.

Conduct audits to identify and eliminate risks around people processes, maintaining a risk register and reporting back to EXCO.

Management of the procurement process for the appropriate service providers, including negotiations of terms, sign-off on contracts (with input from the Legal Business Unit) and adherence thereto.

Be able to Identify opportunities for improvement within HR practices

Annual documented enhancements of processes, policies and procedures.

Proactively lead the organisational ER agenda and function through the development and implementation of an effective ER system and strategy, including the required policies and procedures, which will foster a positive organizational and labour relations climate.

Ensure that a high standard of ER is maintained in the organization to promote a positive image of the business.

Develop, maintain and review ER policies and procedures to enhance and ensure equitable treatment of all employees.

Liaised with internal and external stakeholders to ensure labour practices are proactively managed across the business units.

Advise and consult on employee relations issues to management offering professional advice and facilitates access to external advisors and labour lawyers as required.

Be aware of and operate within Employee Relations strategy and guide management accordingly.

Ensure ER capacity building programmes for managers and employees are implemented and monitored.

Timeous submission of statutory reports that is in line with Company’s business strategies.

Lead the development of department goals, objectives, and systems.

Provide CCMA representation where required Provides leadership for Human Resources strategic planning Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.

Coach department managers on how to successfully, ethically, honestly, and legally communicate with employees.

Ensure the General Manager and the executive team are informed of significant problems that may jeopardize the achievement of company goals and those that are not being addressed adequately at the line management level.

Ensured terms and conditions of Union written agreements are compiled to matters raised by union representatives are addressed and given feedback.

Conducted a continuing study of all Human Resources policies, programs, and practices to ensure that they are aligned with the laws of SA and identified development needs and gaps. Steered and Managed the Standard Procedure Advisory Group during the Risk analysis process and the development of needs identified.

Provided support in ensuring accurate compensation and benefits administration.

Perform Ad-hoc tasks as required by Managing Director.

Coordinate and ensure recruitment and termination procedures are complied with of all staff on all occupational levels.

Managed and initiated employee on boarding, development, needs assessment, and training; Manage employee communication and feedback through company meetings, newsletters, one-on-one meetings and internal communication methods. Provide support in identifying internal/external personnel suitable for vacant roles and succession planning.

Ensure coordination of contract of employment, offer of employment, policies implementation and terminations.

Handle Retrenchments and incapacity cases.

Address business needs and improve results by providing and delivering solutions relating to human capital through systems, products and projects.

Deliver required HR people results by managing the adherence to all HR policies, procedures and legislation regarding the full HR value chain.

Continuously develop professional and Human Resources knowledge through identifying training and courses for self-development.

Share knowledge and educate team and colleagues in areas of expertise and thought leadership.

Successfully obtain acceptance and buy-in from stakeholders for proposed projects, systems, products and services through stakeholder engagement.

Incorporate the business strategic elements into the HR objectives by interpreting HR strategies.

Support transformation goals by assisting with the facilitation and implementation of change and transformation processes and activities.

Promote culture conducive to the achievement of transformation goals by encouraging awareness of diversity amongst stakeholders.

As SAFETY COMPLIANCE MANAGER, the following core skills and experiences obtained during my professional career – My responsibility included SHET.

Development & Implementation of Company Policies, Standard Procedures, Operating Procedures and Training Procedures

Implementation of HSE management Systems integrated with Corporate Governance;

Implemented and managed Safety Management Systems for Companies with reference to the requirements of the OHS Act;

Conducted on-site Risk Assessments and compliance audits, utilizing the different assessment techniques;

Development and training delivery of Safety Training as per Legal requirements;

Developed and implemented various Incident Investigation processes and techniques suitable for the specific client;

Integrated Safety Management Systems with Company’s quality management systems;

Specialised in HSE Risk Assessments;

Developed a safety management system applicable to the various organisations which can be governed by the Company’s safety personnel;

Knowledge of the provisions as stipulated by the various acts, i.e., LRA, BCEA, EE, OHS Act, MHS Act, Environmental Regulations, Minerals and Petroleum Resources Act;

Quality Safety Management Audits;

Experienced in auditing principles and practices;

As QUALITY MANAGER, the following core skills and experiences obtained during my professional career:

As Quality Manager - aim was to ensure that the product or service provided to internal and external clients and customers is fit for purpose, is consistent and meets both external and internal requirements this included legal compliance and customer expectations;

Co-ordinated the activities required to meet quality standards;

Monitored and advised on the performance of the quality management system, produce data and report on performance, measuring against set standards;

Liaised with other managers and staff throughout the organisation to ensure that the quality system was functioning properly, where appropriate, advised on changes and their implementation and provided training, tools and techniques to enable others to achieve quality;

Needed to be adaptable in order to meet customer expectations and to ensure legal compliance;

Achieved consistency, ensured that employees were responsible for managing quality standards on the production lines through adequate training;

A customer-based focus and problem-solving skills leading to a continuous improvement of goods and services are crucial aspects of quality management;

As the Quality Assurance Manager, worked with Laboratory Technicians and the research team to design and improve products;

Provided significant information about what form the final goods should take;

As Quality Assurance Manager document the company’s quality standards based on nationally recognised levels;

Used the set quality standards and individual judgment, they monitored processes and goods at every stage to ensure they remain in an acceptable state

Employed a variety of measures and management systems, including the ISO 9001:2008, ISO 14001”2004 and the ISO/TS 16949:2009 systems as well as the continuous improvement process;

Accomplished quality assurance human resource objectives by recruiting, selecting, orienting, training, assigning, scheduling, coaching, counselling and disciplining employees; communicated job expectations; planning, monitoring, appraising, and reviewing job contributions; planning and reviewing compensation actions; enforced policies and procedures;

Achieved quality assurance operational objectives by contributing information and analysis to strategic plans and reviews; prepared and completed action plans; implemented production, productivity, quality, and customer-service standards; identified and resolved problems; completed audits; determined system improvements; implemented change;

Met quality assurance financial objectives by estimating requirements; prepared an annual budget; scheduled expenditures; analysed variances; initiated corrective actions;

Developed quality assurance plans by conducting hazard analyses; identified critical control points and preventive measures; establishing critical limits, monitored procedures, corrective actions, and verified procedures; monitored inventories;

Validated quality processes by establishing product specifications and quality attributes; measured production; documented evidence; determined operational and performance qualification; wrote and updated quality assurance procedures;

Maintained and improved product quality by completing product, company, system, compliance, and surveillance audits; investigated customer complaints; collaborated with other members of management to develop new product and engineering designs, and manufacturing and training methods;

Prepared quality documentation and reports by collecting, analysed and summarised information and trends including failed processes, stability studies, recalls, corrective actions, and re-validations;

Updated job knowledge by studying trends in and developments in quality management; participated in educational opportunities; read professional publications; maintained personal networks; participated in professional organisations;

Enhanced department and organisation reputation by accepting ownership for accomplishing new and different requests; explored opportunities to add value to job accomplishments.


Cultivating innovation;

Drive Results;


Customer Focus;

Being Resilient and agile;

Accountability & Ownership;

Leadership and coaching;

Problem Solving and decision-making;

Negotiation and assertiveness;

Influencing and facilitation.


Honesty, integrity and respect;

Positive, can do attitude with high self confidence levels;

Self-starter with presence and professionalism;

Ability to co-operate and thrive both within an independent and team environment.


Managed and was project leader in the development and implementation of the ISO 9001:2008 Quality Management System at Northam, Zondereinde Division’s Metallurgical Department, and obtained ISO certification.

Obtained MQA full accreditation in the Metallurgical Department within the scope to allow registered Learners to obtain qualifications in Metallurgical Operations, Pyro Smelting, Pyro Drying, Minerals Processing, Laboratory Practices and Laboratory Analysis.

Member and selected Champion for the Metallurgical and Mining AD-HOC Committee at the Chamber of Mines, i.e., Materials Development Initiative for all Training Providers – 2005 until 2012.

Member and selected Champion in the Metallurgical and Mining Technical Reference Group (MQA TRG) in the development of Metallurgical Learning Packs, representing Northam, Zondereinde Division from 2005 until 2012. During this period I have developed 54 Metallurgical Learning Packs and Assessments Guides, in the Gold and Platinum Industry.

26 Years’ experience in the Mining Environment, whereof 15+ years in Human Resources and Learning and Development within various constituencies of the Mining Environment, i.e., Metallurgical (Gold & Platinum), Laboratory, Engineering, Mining, Safety Management, Quality Control Systems & Human Resources Development, and Chrome Beneficiation processes.

10 Years in Training Manager (HRD) Position in the Metallurgical Departments at Northam Platinum Ltd., which include managing the HR Management, function reporting to the Manager Metallurgical Operations (top 7 function) in the Metallurgical Departments as well as the HR Manager and HR Director of the company.

8+ years as HR and Compliance Manager in Chrome Beneficiation operations in reporting directly to the Directors of each company and the Chairman of the ECXO.

Certified Assessor, Moderator and Skills Development Facilitator. As consultant developed and compiled ATR & WSP’s in the domain of HWSETA, MQA SETA & MERSETA during the periods 2004 until 2018 for various Companies.

Formed part of the Northam Platinum Ltd. Skills Development Initiative as Champion in redesigning the Best Practice Department therefore to develop a Total Development and Control Management System in terms of ensuring compliance with the provisions of the Mining Charter, Succession Planning and Social Development within all the departments.

Committee Member of the previous company’s EE Committees which the compliance process redesigned and developed and implemented the companies Employment Equity Programme.

Sound knowledge of the Mining Legislation, including the EE Act, BCEA, LRA and the OHS.Act.

As consultant developed and implemented a complete Safety Management system which companies can use as compliance and management system in the domain of the Occupational Health and Safety Act. (This system was implemented in the period engaged as Safety and Risk Consultant).

Developed, implemented and coordinated the implementation of the HRD Management system for Northam Chrome Producers, incorporating the King III principles.

Represented Northam Chrome Producers and Northam Platinum Ltd. as Champion and committee member at the Mining Qualifications Authority during the development and registration process of Learning Packs and Assessment Guides which is used by the Training Providers.

Represented Baron Mining, Northam Chrome Producers and Northam Platinum Ltd in all HR and training workshops and forums.

Have a 20 years’ training experience whereof 10 years in modern training experience in a L&D related role within the mining and private sector with a full understanding of the L&D value chain Excellent understanding of L&D processes, legislation and regulatory requirements

Was employed as HR Generalist (HR & Compliance Manager) at Northam Chrome Producers and Baron Mining with various operational units in Steelpoort, Rustenburg and Northam in the Chrome Processing and Platinum Mining Industry.

As HR and Compliance Manager was responsible for HR compliance requirements including IR/ER and the development of Company Policies and Procedures.

Experienced in handing ER/IR cases & Negotiations.

HR & EE Consultant – Development and Implementation of an HR and HRD system for companies in need. Develop systems complying with the King III principles of Corporate Governance, and in process of adopting the King IV principles.

HRD & Quality Management – Development and implementation of Integrated Management Systems, i.e., Quality, Safety & HRD Management Systems focussing on the ISO: 9001:2008 Quality Management Systems.

HRD Manager and Training Development Specialist – Platinum & Chrome Industries and Private Sector.

Quality Manager – Autocast South Africa - Implemented and maintained quality management systems as Quality Control Manager in the Auto Industrial Foundry, client was Volkswagen SA.

The ISO systems included the ISO/TS 16949:2009 system, ISO 9001:2008 system and ISO 14001:2004 system

Safety Risk Management Consultant – Private and Mining Industry, (Mine Health and Safety Act, Occupational Health and Safety Act and Regulation, Minerals Act and work with Environmental Consultants

Implementation of Quality Management Systems, ISO 9000 and OHSAS 18001 and ISO 14001:2004

Co-ordinate training between three different plant sections and Managed the Bursary Management Programme

Representing Northam Platinum Ltd at the Learning Materials Development Programme and as Champion in the Mining Charter compliance Initiative.

Chamber of Mines, Learning Materials Development Initiative (LMDI) – 2004 to 2012 – Development of Learning Packs, Assessment Guides for the Mining Qualifications Authority SETA.

Participated in the MQA Learning Pack standard setting, Development of Skills Programmes and Qualifications and their activities, (Development and Registration Process)

Participated in the Metallurgical Ad-hoc Committee meetings at MQA, validation and editing of Learning Packs, Short Courses, Skills Programmes and Qualifications

Experienced in the development of Learning Materials, Learning Packs, Training Material, Skills Programmes and Certification Programmes, and designing of Curriculums

Ad-Hoc Committee Member at Chamber of Mine – Metallurgy, and participated in the MQA Technical Reference Groups, TRG 7 & TRG 13, in the verifying and approval of Learning Packs and Assessment Guides.

Experienced as OD-ETD Practitioner and developed operating systems to implement, and deliver training courses to employees in line with the SETA’s qualification principles.


Was appointed as the 2.6.1 appointee.

Was responsible for Managing the production process in the Metallurgical Departments which includes PGM processing Plant Operations (Concentrator, Smelter and BMR), and UG Recovery Operations and Chrome Beneficiation Plants which includes Plant Operations delivering to Samancor (Steelpoort) and Glencore (Kroondal).

Manage all activities to ensure that targets and objectives determined by demand and the directors are achieved.

The implementation of systems to control the quality of the final product delivered.

Implement systems to plan and control plant maintenance in accordance with the pre-determined requirements, minimize loss and increase plant availability.

Manage all logistical and dispatching requirements in terms of the final product loaded and delivered to the purchaser of the product.

Co-ordinate all customer complaints, suggestions and feedback receive in terms of service delivery as well as in terms of services delivered to Northam Chrome Producers.

Manage stock control and purchasing of equipment required thus to ensure a 100% plant operation also ensuring continuous availability of parts and equipment required to operate the plant at its full potential at any given time.

Liaise with the directors and management team to apply systems for continuous improvement.

Contribute metallurgical experience in an effort to improve production performance.

Identify expansion possibilities.

Ensure a high level of communication throughout the departments, operations and administration, and other departments within the operations of the Metallurgical Operations.

Ensure currency of all quality standards by timeously verification of the quality control system.

Monthly reporting on quality control, training activities, unresolved issues and planned activities.

Production information updated on the system and timeously audited for currency.

Plan and organize daily production requirements and ensure that the production targets are achieved.

Plan, organize, lead and control administrative requirements, plant operations and employee activities.

Approve articles or substances which relate to chrome ore beneficiation and which are manufactured, supplied or repaired.

Contribute metallurgical experience to the assistant plant manager, supervisors and plant attendants.

Make recommendations and assist with the carrying out of projects to optimize performance of the Plant Operations and Material recovery.

Monitor performance of all control instruments.

Monitor and analyse control reports completed by the plant supervisors and take appropriate action to rectify deviations and below-standard operations.

Investigate methods to improve plant efficiency.

Commission and evaluate the performance of newly installed equipment or processes.

Co-ordinate production start-up, shutdowns or changeover.

Monitor sampling routines to ensure accuracy and implement methods to ensure reliability. Developed the Sampling training materials, Work Instructions and Procedures to ensure that all the employees execute the correct sampling methods therefore to ensure accuracy.


SPELLER MINING OPERATIONS, Rustenburg & Zimbabwean Mining Operations

Chrome Mining Processes.

February 2018 – to January 2019 (Retrenched).

Company experienced financial difficulty.



Developed & implemented a non-existent HR, HRD, ER and Training integrated Management System. Developed a safety management system complying with the South African and Zimbabwean Legislation and Statutory Instruments.

Motivation for Change: Retrenched.

BARON MINING GROUP, Thabazimbi, Rustenburg (Glencore Project at Kroondal) & Steelpoort (Samancor Project at Tweefontein Mine)

Chrome Beneficiation and Plant Operations.

February 2015 – to February 2018 (Retrenched).



Developed & implemented a non-existent HR, HRD, ER and Training integrated Management System. Developed a safety management system

Motivation for Change: Retrenched.


(Chrome Beneficiation Industry)

Nov 2013 – Feb 2015 (Part-time as Consultant from 2013 and full time from January 2014)

Position: HR BUSINESS PARTNER – HR, Safety and Training Development


Developed & Implemented Safety Management System. This enabled the company to be compliant with the Mining Charter

Motivation for Change: Contract position – Company was taken over by Northam, Zondereinde Division.


Suppliers of engine blocks to Volkswagen South Africa.

February 2013 – October 2013 - Contract


Managed the Quality Management System in terms of the

ISO 9001:2008

ISO 14001:2004

ISO/TS 16949:2009


Continuous improvement of the Training and Quality Management systems.

Motivation for Change: Company closed the Brits Foundry.


(Mining Industry)

June 2003 – Sept 2012

Position: SENIOR DEVELOPMENT OFFICER, Feb 2005 – Sept 2012


Developed & Implemented a complete integrated Training Management System in the Metallurgy department. Developed, managed and implemented an ISO 9001:2012 system and achieved certification as well as full accreditation with the Mining Qualifications Authority SETA (MQA SETA).

Motivation for Change: Resigned as I had an opportunity to work as an independent contractor, therefore attaining more practical experience in the Field of HRD, ER/IR and Quality.


Safety and Risk Management Consultants.

July 1998 to June 2003


Motivation for Change: Company had clients on a retainer basis and due to bad economic conditions a number of the major clients cancelled their agreements. The company could not afford all the Consultants.

Developed and implemented Safety and Risk Management systems for private companies ensuring compliance with the Occupational Health and Safety Act, as well as the

Contact this candidate