CURRICULUM VITAE: ANDRIES BESTER
Position Apply for: Human Resources Manager (AA/EE)
ID NR: 610********** Nationality: South African
Gender: Male Race: Coloured
Race: Coloured Marital Status: Married
Language(s): English / Afrikaans
Address (Home) 19 Privet Road Grassy Park Cape Town Contact: +27-798-******
School: Schoon Spruit High – Malmesbury
Highest Level: Matric
Year Obtained: 1980
1. Human Resources Management (Post Graduate) - Peninsula University of Technology - 1998
2. Elements of Shipping Certification - Cape Town University of Technology - 1998
3. Standard of Training Certification - Det Norske Vritas (Denmark)- 1998
4. Crisis Management and Human Behavior – STCW-95 (Bahamas Maritime Authority) -2006
5. Accident Investigation & Reconstruction: Safety – WNNR - 1996
6. Mediation / Conciliation Certificate – IMSA -1996
7. Structure Management System – Info plan - 1994
8. Life Enrichment Counseling – SAAHP - 1995
9. Target & Selection Certification - FSA – Contact 1998
10. Skills Development Facilitation Certification- ETDP – SETAS - 2005
11. PPA Certification - Thomas International -2003
12. Old Mutual Actuaries and Consultants Certificate – Old Mutual- 2009
13. Principles Financial Consultants Certificate – Inseta - 2009
14. SHL System Expert Certification- 2011
15. SHL Occupational Assessment Administrator – 2011
16. Codes of Good Practice –Trancend - 2014
BODIES SERVED ON
1.Portnet Employee Relations Committee
2.Wage Negotiations team
3.Safmarine Training and Development Committee
4.International Transport Federations Institute for Seafearers
5.South African Training Standards Body
6.Transport Education Training Authority Steering Committee
7.Food & Beverage Seta Steering Committee
8.South African Maritime Safety Authority Region Committee
9.Sun City Hotel Green Team
10.Sun International Provident Fund Trustee
11.Sun International Group Employee/ Union Forum
12.Benefits and Claims Committee
13.Investment Committee – Sun International
Full –Cycle Recruitment and Retention
Organizational Development – Change Management
Team Development & Leadership
Root Cause Analysis
Productivity and Performance Management
Policy Development and Implementation
Customer Focus - High Business acumen
Workforce Planning – Permanent / Labour Brokers / Business Partners
EE/ SD and BBBEE strategy
HR best practices – Labour Legislation
Employee Pension & Provident Fund Trustee Administration
Business Partner and Service providers - SLAs
Company: Funway To Fame Productions
Date: October 2015 - Current
Reasons for Leaving: I want to get back into the Hospitality Industry as that is my passion
Company: Sun International (PTY) Ltd /Sun City Resort (Five Star Property)
Dates: October 2008 To February 2013
Position: Unit Human Resources Manager – Sun City Hotel & Casino
Cabanas Hotel Vacation Club Marketing
Hotel and Gaming
Ensure that effective and efficient personnel administration and information systems are in place, including:
Ensure personnel policies and procedures are maintained and updated. Maintain the integrity of the Department by ensuring the confidentiality of employee details/information.
Ensure that all job descriptions/organograms are continually kept up to date.
Monitor that all key staff are registered with the Gaming Board and that the necessary probity forms are completed and forwarded to the Board.
Conduct regular audits to ensure the effectiveness of the administrative system and procedures.
Provide line management and staff with advice and guidance pertaining to all personnel administrative matters.
Implement and monitor the integrated Human Resources Information System (People soft)
Update all personnel records
Ensuring that all job profiles are discussed and placed on personnel files
Recruitment & Selection
Ensure that adequate manpower planning is conducted on an ongoing basis.
Ensure that all recruitment motivations and job specifications are compiled and action.
Liaise on with external recruitment agencies to place adverts
Conducting shortlisting and liaison with departmental hiring managers
Interview and screen potential senior management applicants for the resort.
Ensure the relocation of employees to and from the Unit.
Evaluate and audit the effectiveness of the resort’s recruitment and selection practices.
Ensure all administration is completed for new starters and all documentation sent through to Personnel.
Monitor that all new staff attend the resort’s induction programme.
Pre- employment screening and assessments
Compiling Letters of offers to new employees
Preparing starter packs – Documentation for new employees
Onboarding induction of new employees
Prepare and provide all documentation to Payroll for processing
Sourcing and recruiting learners, interns and graduates for learnerships, internships and graduate programmes
Learning and & Development
Ensure needs analysis is done, in conjunction with Line Management within units, to determine the training requirements of the different departments and individual employees.
Develop an evaluation and monitoring system to determine the impact of training and the actual transfer and application of new skills, knowledge and attitudes.
Sourcing and recruiting talented and qualified potential candidates as per department’s needs
Compiling Units ART and WSP reports for input to Group submission
Conduct monthly EE / SD meetings and reports on progress on the WSP
Attend Complex Talent Management Forum meetings
Input of Units EE targets for Group Reports
Facilitated quarterly BBEE Scorecard meetings with Management and labour
Feedback on Skills Development, Enterprise Development and Management Control
Update scorecards on preferential procurement
Give updates on Company’s IS0 90001 Management system
Monthly auditing of process and input of training and development
Ensure that proactive labour relations policies, structures and procedures are in place and that they are properly communicated to all and consistently applied.
Promote co-operation and respect amongst all levels of staff so as to achieve stable and healthy relationships.
Ensure adherence to all labour legislation and equip management and staff with the required information/knowledge and skills.
Conduct negotiations at resort level, within the framework of the Company’s policy.
Attend (as and when required) disciplinary and grievance proceedings.
Ensure that formal communication and participation structures are implemented and monitor their effectiveness.
Monitor developments within the labour relations field and advise on action to be taken.
Ensure that a strike management and contingency plans are in place and fully understood by all staff.
Maintain sound relationship with representatives from the Labour Department, local union office and any other government officials.
Liaise and report all ER related matters to ER department
Provide weekly ER report
Facilitate with any departmental ER related matters
Facilitate Disciplinary and advise Line Managers on ER issues
Attend monthly Central Shop stewards meetings
Design, implement and monitor a performance management process, linked to core competencies (inputs) and effectiveness areas (output).
Align reward and recognition programmes to the performance management process.
Provide support to management and staff in managing performance.
Analyze plans to resolve any identified performance problems.
Train managers, supervisors and staff in the working of the performance management system.
Monitor Monthly Performance Contracting
Follow up on Departmental Performance Circle Discussions
Facilitate Interim Performance Reviews
Provide Monthly Performance Reports to Unit General Managers
Facilitate one on one discussion with Line Managers with regards to development needs and shortfall within the Performance Cycle
Design and implement the necessary Human Resources structure and related roles.
Compile, implement and monitor the Human Resources budget.
Monitor and evaluate the performance of the Human Resources department and its staff, taking corrective action and giving support where necessary.
Develop a measurement system to monitor the effectiveness of the Department.
Create a climate within the Department which is both supportive, participating and based on team work and empowerment
Ensure the continuous development of all Human Resources staff, in line with individual development plans linked to career paths.
Align the HR strategic goals/objectives with the strategic objectives of the Unit.
Develop and implement an employment equity policy and strategy which gives effect to the relevant legislation.
Maintaining HR Operating budget and cost controls
Manage SLA’s of Business Partners and Service providers
Position: Unit Human Resource Manager – Communications, PR / Events, Entertainment & Conferences
Dates: March 2013 – September 2015
Overall responsible for the full HR Strategic function within the Events, Entertainment, Conferences and Marketing & Communications departments with a detailed focus on Entertainment.
Implementation of Human Resources policies and standard to ensure effective, fair and equitable management of staff throughout business unit
Provide Integrated Human resources Services and Manage HR Functions
The alignment of BU Human Resources processes to Generation HR strategies and procedures
Maintain sound relations within business thorough LRA, BCEA, Dispute Resolution and Main agreement knowledge
Manage Payroll input and Office Admin
Administer policy within Health and Safety and Environmental disciplines
Monthly processing of staff benefits and deducts of statutory payments
Plan and effect monthly EE and LD meetings to monitor targets and WSP progress and
GROUP EMPOYEES BENEFITS
Served and Member Elect Trustee on Sun International Pension and Provident Executive Trustee Board and duties and Functions included as below.
-Oversee all unit administrator to complete all investigations forms from the date when a death are reported and ensure that all next of kin and dependents documentations are collected as per the latest beneficiary form on file.
-Report and log all deaths with the Insurer as a prompt to disinvest funds for withdraw purposes.
-Submit completed claim form to the Sect 37c sub committee for any further investigation and allocation.
-Completed death resolution forms gets approved and submitted to Insurer.
-All death claims to finalised within the time frame of the rules of the fund.
-Complete and submit monthly reports to Trustee meetings
-Liaise with the insurer with regards to percentage allocations and payment of benefits to financial depends and adhere to the rules of the fund and FSB .
-Where necessary liaise with next of kin to get financial advise
-Setup Beneficiary Fund for any minors as per the fund rules.
-Liaise with external tracing agents in case where financial depends cannot be located and have no contacts.
-Compile a monthly admin report for trustee meeting and attend trustees meeting
-Conduct monthly internal audit on all outstanding claims and do follow ups
Reasons for Leaving – Sun International underwent major Group Restructuring and retrenchments
March 08 – September 2008 (Contract Position)
Company: Chubb Electronic Security (Cape Town
Position: Regional Human Resources Manager – (Contract)
Branches (Cape Town, George, Port Alfred & Port Elizabeth
Responsible for the implementation of effective HR best practice in the Cape Region
Environmental Health and Safety management
Monitor Time and Attendance and leave registers for payroll input
Attends Risk Management meetings
Responsible for all Industrial Relations matters for the region
Submit monthly stats and reports to Head office
Liaise with Psira Institute with regards to statutory requirements and regulations
Attend Seta meetings
Compile, submit and reports om Skills development and training.
Submit applications for Mandatory Grants, Claims and Implementation Reports to Seta
Attend monthly Group HRM meetings and reports on
-Training and Development
-Regional Transformation Plan
-Industrial Relations and Union meeting Feedback
-Staff Welfare and Heatlh and Safety matters
Reason For Leaving – Contract assignment to implement HR strategies for new created Region
COMPANY: ROYAL CARIBBEAN INTERNATIONAL (CRUISE INDUSTRY
MIAMI - USA
POSITION: Human Resources Manager - Onboard Cruise ships
November 2006 till September 2008
Manage total Human Resources and Training and Development function of the hotel & Marine Department onboard.
Prepares and Issue of employment contracts for all new and present employee
Induction of new employees to company
Conduct Probationary Evaluations for all new hires
Conduct Performance Management for all Department and Senior Managers
Facilitate Departmental meetings and assist with policy implementation
Monitor daily/monthly Balance Score Cards of each department and assist with short comings
Liaise with the various departments in hotel regarding the overall guest satisfaction vacation experiences
Ensure that all departments adhere to Company's Safety Management Systems
Facilitate learning and development of all staff in all departments
Control Human Resources and Training Budgets and report on monthly basis on cost and expenses
Meet on weekly basis with the Housekeeping, Facilities, Guest Services, Marketing and Revenue, Cruise, Inventory, Casino
Retail, departments regarding department performances
Manage the total IR function of the hotel department
Conduct disciplinary Hearings, Investigations and Terminations exit interview
Provide Senior Management shore side with monthly Human Resources reports
Meet on daily basis with the Executive Team onboard to provide updates on any departmental issues
Verify weekly Time & Attendance for bi-weekly and monthly payroll
Verify weekly gratuities before payouts
Arrange all international travel of incoming out going employees
Ensure all employment documentation are all in order before entering into employment agreements
Reason for leaving: - Returned to South Africa due to family commitments
COMPANY: BLUE CONTINENT PRODUCTS PTY LTD (OCEANA GROUP LTD)
POSITION: Head of Human Resources - Blue Continent PTY/ Desert Diamond Fishing / Erongo Marine PTY
PERIOD: May 2003 - November 2006
Recruitment and Selection of internal/ external staff.
Compile job specifications for internal/external advertisements and liaise with external providers
Prepare interview guides (ITC Target selection / PPA profiles for department interviews
Prepare employment contracts for new staff members
Ensure appropriate records maintained for the group
Enhance managerial and organizational effectives through ongoing training within the group.
Ensure all new employees complete company induction.
Monitor newly appointed staff in departments at 4 / 8 / 12 weeks intervals
Coordinate and arrange times with relevant executives for discussion
Monitor training spend per department.
Keep update with national and international training methodology and suitable courses on the market.
Prepare and arrange workshops, presentations, and road shows and present as require within the group.
Oversees the compilation of Workplace Skills plans for Foodbev, Whole and Retail and
Transport Education and Training Seta’s
Provide guidance to Group on related training issues
Recommend coaching sessions
Establish an environment that stimulates employees to strive for superior performance.
Conduct monthly quarterly performance management on middle and top management.
Ensure proper and effective feedback on performance of middle management and top management to MD
Give guidance to Head of Departments regarding succession planning, career development,
Mentorship and Group graduate training programme.
Establish and maintain a good relationship amongst management and employees by using sound IR principals
Attend CCMA as and when necessary
Attend Discipline and Grievance hearings
Represent Human Resources at wage negotiations.
Attend bargaining council meetings,
Monitor Employment Equity Plans amend and implement new solutions
Complete statistics database for Group demographics
Monitor and advise Management on income differentials
Compile employment contracts
Complete projects for Group as required
Submit quarterly yearly Employment Equity reports to DOL
Manage HIV and Aids Awareness campaign.
Arrange voluntary HIV Aids testing
Follow up on test results and provide support systems to positive tested staff.
Facilitate Peer Education Training
Conduct monthly HIV meetings
Manage wellbeing programme for staff and family tested positive.
Manage company’s CSI programme
Established and management enterprise projects
Ensure company meets Empower Index Ratings
Advise Management on monthly Human Resources Risk Register.
Reason for Leaving: Achieved my short term goal in completion of specific project. To obtain International Human Resources experience in the Hospitality industry
COMPANY: SAFMARINE PTY LTD
POSITION: CREWING AND RESOUCING MANAGER
PERIOD: December 1997 - April 2003
Managed the Human Resources for local and international sea staff.
Recruit, Training, Developed, and appoint junior, senior officers and crew for local and international vessel.
Conduct Predictive Index Tests on all new employees
Arrange Training courses for sea staff in South Africa, Denmark, IOM and London
Arrange flight tickets for local and internal travel of officer and crew, wives
Arrange crew and officers meetings and Forums.
Conduct Presentations to board on crew logistics
Manning and planning of vessel rotations
Liaise with international ships agencies worldwide with regards to travel documentations, airport transfers, visas, work permits
Manage Employment Assistant Programs of sea and shore staff
Conduct Performance Management of senior staff in the fleet and advise management on quarterly performance ratings.
Reason for leaving: Headhunted by Oceana for special projects
COMPANY: PORTNET LIGHT HOUSE SERVICES
POSITION: HUMAN RESOURCES ADMINISTRATOR
PERIOD: January 1995 - November 1997
Attend bargaining council meetings
Conduct Disciplinary Hearing and Performance Appraisals
Handle all Administration and recordkeeping
Arrange training course for staff
Input to monthly payroll of perm, temp, monthly and weekly staff
Transfer and relocation of staff
Obtain quotations for furniture removals, housing
Placing Internal advertisements
Drawing up monthly reports for management meetings
Conduct workshops on EAP.
Reasons for leaving: Completed studies in Human Resources and needed to get into a more corporate environment
COMPANY: SOUTH AFRICAN NAVY
POSITION: CHIEF ADMINISTRATOR
PERIOD: April 1981 - December 1994
References: Karin White – General Manager Events Entertainment & Conferences – email@example.com – 014-***-****
Nicholas Forsythe – Hotel Manager – Palaces Hotel – firstname.lastname@example.org – 014-***-****
Human Resources Department – 014-***-****