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Resources Manager Employee Relations

Cape Town, Western Cape, South Africa
October 12, 2019

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Position Apply for: Human Resources Manager (AA/EE)

Personal Details

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-******

Availability: Immediately


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


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

Succession Planning

Workplace Initiatives

Team Development & Leadership

Root Cause Analysis

Productivity and Performance Management

Policy Development and Implementation

Talent Acquisition

Customer Focus - High Business acumen

Workforce Planning – Permanent / Labour Brokers / Business Partners

EE/ SD and BBBEE strategy

Project Management

HR best practices – Labour Legislation

Employee Pension & Provident Fund Trustee Administration

Business Partner and Service providers - SLAs


Company: Funway To Fame Productions

Position: Owner

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

Employee Relations

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

Performance Management

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.


Human Resources

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


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

-Employment Equity

-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



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


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



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



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



PERIOD: April 1981 - December 1994

References: Karin White – General Manager Events Entertainment & Conferences – – 014-***-****

Nicholas Forsythe – Hotel Manager – Palaces Hotel – – 014-***-****

Human Resources Department – 014-***-****

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