Talent acquisition Manager

Rani Moodley

Phone: 082-***-****

E-mail: adaz2l@r.postjobfree.com

LinkedIn: https://www.linkedin.com/in/rani-moodley-68268717/

Identity Number

800-***-**** 080

Date of Birth

** ********* ****

Race

Indian

Sex

Female

Marital Status

Single

Religion

Hindu

Driver's License

Code 08

Nationality

South African

Availability

30 Days

School Attended

Greenside High School (1994 – 1998)

Highest Standard Passed

Rotary Exchange

Matric – Greenside High School (Matric Exemption) 1998

Distinctions: Accounting and Afrikaans

Rotary International Exchange Student – Brazil 1999

Tertiary Education

2000 – 2003 Bachelor of Social Science Rhodes University, Grahamstown

Majors: Information Systems and Industrial Psychology.

2004 Bachelor of Arts Honours: Industrial Psychology University of Port Elizabeth, Port Elizabeth

Majors: Advanced Consumer Behaviour, Advanced Organizational Behaviour, Advanced Personnel Psychology, Psychometrics (Testing and Assessment) (Distinction Obtained) and Research Methodology.

Thesis: An Assessment of the Leadership Behaviours of Managers in the Banking Industry (Distinction)

2011 Bachelor of Psychology Honours UNISA, Pretoria

Majors: Developmental Psychology, Community and Health Psychology, Psychopathology, Therapeutic Psychology, Psychological Assessments, Research Methodology

COURSES:

SHL Occupational Testing (Distinction) Feb 2009

SHL Test Administrator Course (Distinction) Jun 2006

Competency-based Interviewing Aug 2006

Excel Refresher Feb 2013

Presentation Skills Mar 2013

Business Writing Skills April 2013

New Managers Milestone May 2014

Skills Development and Employment Mar 2017

Equity Committee Training

HR Elite Project Management Oct 2017

Professional experience

Nov 2018 – To Date Smollan Group Houghton Position Held: Talent Acquisition Manager - International

Responsible and accountable for the international talent acquisition and sourcing strategy

Manage and guide the Talent Acquisition team to source and develop talent pipelines across a diverse set of functional disciplines across the business locally and internationally

Consult with HR, Operations and L&D teams to continually deliver comprehensive support and talent sourcing best practice and strategy across the business

Drive improvements to recruitment policies and processes to ensure that streamlined, effective, and high-quality services are delivered

Review and report on talent acquisition metrics

Review SLA’s for business units and external stakeholders, including contracts and KPI’s

Draft and prepare new policies, and/or review dated policies

Understand strategic business priorities to ensure sourcing efforts are focused on business needs

Understand how business strategy impacts talent planning needs and manage workforce planning, including skills audit

Identify best sourcing channels and messages to reach different talent segments

Develop Employer Brand strategies and programmes to attract talent and increase presence and knowledge of Smollan as a Top Employer

Support Talent Acquisition in all territories by identifying current and future talent needs, encouraging a culture of proactively developing an external talent pipeline, and identifying passive talent to pre-qualify candidates for roles, develop relationships and increase engagement throughout the recruitment process

Prepare and deliver high-level reporting for executive and Senior Management teams, noting market feedback, challenges and trends

Provide input into projects and align with HR on all TA matters

Provide input into the skills development and SETA programs, as well as the leadership development programs

Manage the graduate program

Responsible for leadership career and succession planning

Proactively analyse and derive insights to assist the Senior leadership in developing top talent management, strategic hiring and retention strategies

May 2018 – Oct 2018 Independent Olivedale Position Held: Independent Consultant

Interview Coaching

CV and LinkedIn Profile renovations

May 2016 – May 2018 Huawei Technologies SA Bryanston Position Held: SR HR Manager - Recruitment

Responsible for Senior Level Talent Acquisition

Stakeholder and vendor management

Understand and implement the strategy and operations of the company and implement the business and talent acquisition strategy

Align Talent Acquisition and Talent Management Strategy to Business strategy, and implement accordingly

Develop Talent Management and HR solutions by collecting and analysing information; and implementing courses of action.

Build and maintain strategic relationship relationships with all hiring managers, HR Partners and Business Unit Leaders and Executives

Compensation and Benefits consultation and negotiate salary proposals

Complete HR specific projects by clarifying project objective; setting timelines and schedules; conducting research; developing and organizing information; and fulfilling transactions

Manage client expectations by communicating project status and issues; resolving concerns; analysing time and cost issues; and preparing and presenting reports.

Prepare recruitment reports by collecting, analysing, and summarizing data and trends

Comply with local legal requirements by keeping abreast of existing and new legislation; ensure adherence to requirements; and advising management

Acts a Company Brand Ambassador in all aspects of role

Establish and Responsible for Employer Branding Strategy and initiatives for South Africa and parts of Africa

Drive awareness of Employer Branding initiatives

Manage content for Employer Branding initiatives – LinkedIn, LinkedIn Career Page, Intranet portal, and Company career webpage.

Manage Employer Branding programs and all stakeholders – Top Employer Certification, Universum, LinkedIn, Glassdoor, Indeed.com

Analyse and Monitor Employer Branding program’s effectiveness and report thereon

Review and report on talent acquisition metrics

Review SLA’s for business units and external stakeholders, including contracts and KPI’s

Responsible for the procurement and budget for each respective project

Draft, review and drive HR Policies

Responsible for management career and succession planning

Proactively analyse and derive insights to assist the Senior leadership in developing top talent management, strategic hiring and retention strategies

Prepare and deliver high-level reporting for executive and Senior Management teams, noting market feedback, challenges and trends

Provide input into projects and align with HR on all TA matters

GRADUATE RECRUITMENT

Designed the first Huawei graduate program

Implemented and project managed the Huawei Graduate Recruitment program

Develop Nigeria and Kenya as a market for graduates, increase the number of applications

Execute the Graduate Recruitment Program and strategy across SA, Nigeria and Kenya

GRP Reporting across all regions

Propose and implement the marketing and employer branding strategy for the GRP, and actively advertise and promote the company

Facilitate Interview Days, Graduate Days, Career Fairs and promotions and train project team

Conduct Graduate interviews

Participate in key events and conferences across the country to maintain exposure and branding

Manage all promotional material, including budget

Budget for all GRP activities and overall project

Liaise with all Universities, Lecturers, and student bodies to create relationships, develop mutual understanding and maintain partnerships

Convert prospective students into employees

Projects: Company Competitor Analysis; UK & USA Graduate Recruitment Project; Social Media and Employer Branding Campaign, HR Insights – Africa Project

Achievements:

Successfully achieved the Top Employer certification for Huawei Technologies South Africa for the first time (2017), and for 2018

Implemented the first Graduate Recruitment program

Selected in Universum’s South African survey of Top 150 Companies to work for – results were 46/150 for Graduates and 67/150 for Professionals as a first-time placement.

Successfully implemented a new Background Verification solution for the region

Set up Social Media/Recognisable Employer branding initiative for the region

Member of Huawei’s Regional Training and Skills Development Committee

Member of the Employment Equity Committee

Reason for leaving: Contract position

Dec 2014 – Apr 2016 EMC South Africa Bryanston Position Held: Sr Talent Acquisition Manager

Full accountability and ownership of all vacancies for the region

Full accountability and ownership for the entire recruitment process for the region, this includes adherence to policies and procedures.

Identify competence and capabilities aligned to Business and operational needs and transformation requirements.

Succession planning and workforce planning

Diversity programs and planning

Anticipates and identifies customer needs

Develops effective working relationships with customers, and continually searches for ways to increase customer satisfaction.

Provides counselling to multiple levels of employees

Provides input on implementation of corporate programs to address local client needs

Reporting for the region

Stakeholder and vendor management and relationship building

Compensation and Benefits review for the region and negotiate salary proposals

Compile Job specifications and profile new positions

Competency based interviews

Build and maintain strategic relationship relationships with all hiring managers, Talent Partners and Business Unit Leaders.

Understand the strategy of operations of the company and implement the company strategy

Align Talent Acquisition Strategy to Company strategy, and implement accordingly

Established and executed new hiring process in South Africa

Understand and utilise marketing intelligence in an advisory role.

Organisational talent review and workforce planning initiatives

Drive HR policies and compile policy where needed

Projects: HR Talent Management EMEA; TEEAM Diversity, Competitor Intelligence Analysis and Review, Great Place To Work (GPTW) – TA EMEA Analysis and Review, Employment Equity Policy Implementation, SA Diversity and Equality Project implementation.

Achievements:

Implemented new policies and procedures for Africa for the recruitment function

Brought headcount into growth phase

Implemented a Transformation Committee

Reason for leaving: Dell acquired EMC and headhunted by Huawei

Jul 2012 – Nov 2014 KPMG South Africa Parktown Position Held: National Recruitment Manager

Responsible for the recruitment of experienced and graduate candidates into KPMG’s Risk Consulting /IT Advisory function

Responsible for the management of 3 direct reports, as well as functional reporting lines and project teams.

Experienced Hire Recruitment: IT Advisory

Build relationships with and gain an understanding of what drives the business by engaging effectively with business stakeholders and internal business partners (i.e. Reward, People, Candidates, internal clients and internal and external vendors/suppliers) to drive the Resourcing Strategy and Talent Attraction experience.

Be a trusted advisor and strategic partner by delivering consistently and adding value to the business

Challenge the thinking of the business when appropriate in terms of their resourcing strategy.

Determine resourcing needs and develop the Resource Based Budget for the business unit, aligning it to the Resourcing strategy

Compile Job specifications and profile new positions

Effectively manage and engage external PSL and recruitment agencies, including vendor management, invoicing and payment

Oversee the creation of advertisements and profiles for careers website

Define and ensure implementation of innovative sourcing strategies that will enable the establishment of a diverse pool of talent geared to meet the evolving needs of the BU

Screening and short listing of applicants for each position

Critically analysing and interpreting psychometric assessment reports

Ownership of implementing recruiting processes in a consistent manner across the service line

Participate in interviews for all roles (including Senior positions)

Assess candidates to ensure cultural fit for the BU, values alignment, long term potential, and technical fit for roles, setting realistic role expectations before presenting candidates to Business, and contribute to the final hiring process post-interviews

Weekly and Monthly reporting to various platforms with a vested interest in Resourcing and recruitment

Assist with new employee on-boarding

Evaluation of the on boarding process

Candidate profiling, including salary proposals

Succession planning and workforce planning

Diversity/EE programs and planning

Skills assessment/audit

Drive HR Policies

Manage and effect the internal transfer process and the permanent offer process for all new employees for the BU

Manage the Experienced Hire Recruitment process for JHB, PTA and DBN

Graduate Recruitment Manager for the Technology and Advisory Consulting Graduate Recruitment program

Report into the TAC partner group on TAC progress and Activity

Manage the recruitment and selection process for TAC Graduate program

Attend Career fairs, liaise with Universities, attend Prize giving’s and awards events

Establish and maintain relationships with key people at various Universities

Liaise with all stakeholders to maintain rapport with the Universities

Organise Guest lectures for KPMG staff to give at the Universities

Plan, organise and execute TAC University/Career days

Plan, organise and execute the TAC Internship

Oversee Graduate Recruitment for the regions

Manage graduate recruitment team

Liaise with central graduate recruitment team for graduate recruitment activities and reporting

3rd year Audit Trainee Recruitment into IT Advisory

Project manage the 3rd Year Audit Career Day

Manage the recruitment and selection process of all 3rd years applying into the BU

Participate in interviews for all 3rd years

Effect all permanent offers for 3rd years into the BU

Projects: Annual Graduate Recruitment project; Internship project; 3rd year CA intake; Career Fairs; University and Schools outreach and bursary programs; Social Media (Facebook, LinkedIn, Twitter, Career Pages, etc); KPMG Internal Career Day; Experienced Hires MBA Graduate fairs; Homecoming Revolution Interview Days;

Achievements:

Reengineered and implemented the Graduate Recruitment programme and the Internship program to combine 2 departments – still in place today

Increased the EE intake of experienced hires from 24% to 63%, and of females from 20% to 45%.

Increased EE intake of graduates from 50% to 85%, and female from 30% to 50% and for 3rd year CA’s for EE from 40% to 70%, and female from 30% to 70%

Sat on the Transformation Committee as the Talent Acquisition management representative

Jan 2012 – Jun 2012 SAP South Africa Woodmead Position Held: Talent Acquisition Manager (AFRICA)

Work with internal teams and hiring managers to assist with recruitment efforts.

Manage external and internal hiring efforts (internal recruitment meaning assessment of employees for different or more senior roles.)

Develop recruitment strategy, inclusive of job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, and talent planning.

Identify and source appropriate talent for current open roles within the organization, focusing on Sales, Key Accounts and Management in IT

Identify future talent needs and proactively recruiting and sourcing; develop talent pool or social engagements.

Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers.

Counsel the candidate on corporate benefits, salary, and corporate environment.

Provide recruitment counsel and guidance to hiring managers and HR professionals with hiring and employment data. May develop specialized or competitive intelligence and research regarding talent development or retention.

Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.

Develop college recruiting programs

Manage and guide development of corporate employment resource

Participate in employment events, such as career fairs

Use sophisticated applicant tracking systems and other recruiting software and CRM system to track applicants through the selection phase through to on-boarding.

Develop relationships with third party recruitment agencies and staffing firms and manage the procurement and measurement process.

Prioritization of business units and jobs to increase recruitment impact

Leading, mentoring, coaching talent acquisition teams and leading a central talent acquisition service organisation

Reason for Leaving: Contract

Apr 2011 – Nov 2011 Ericsson South Africa Woodmead Position Held: Talent Acquisition Specialist (RSSA)

Drive use of interview competencies and talent mapping exercises to hire best talent for all positions including executive hiring across the area of responsibility

Drive the Talent Acquisition strategy for all hiring activity across the area of responsibility, including executive hiring (Across 43 countries in Africa)

Drive Workforce Planning and capacity planning; deliver against full hiring demand whilst ensuring productivity targets are being met.

Ensure full understanding of Recruitment strategy and how it needs to be implemented in practice for effective delivery

Maintain regular contact with client stakeholders to ensure full business potential is realized.

Establish the on-going recruitment needs of client, through the development of a close business relationships.

Use structured approach in dealing with both the client and suppliers to ensure effective turnaround times are achieved.

Maintain accurate, well-organized documentation.

Accurately interpret clients’ person specification and thereafter identify suitable applicants through both effective job matching / shortlisting candidates received from suppliers or other sources to ensure relevance to spec.

Interview candidates and apply Ericsson selection criteria and use of behavioral/competency-based interview techniques to establish strengths, skills and requirements.

Use persuasive ability to sell the job to the applicant.

Communicate all requirements of the job to the applicant.

Ensure monitoring of staffing vendors performance against KPI’s on a monthly basis.

Drive the client’s recruitment process with effective time and process management.

Develop and maintain good relationships with applicants to ensure loyalty.

Ensure on-line Talent portal is always kept up to date and relevant paperwork is completed accurately and efficiently.

Maintain accurate daily and weekly figures, as required by client.

Deliver a quality service to customers

Maintain required quality service levels to promote a professional image.

Develop and implement sourcing strategies and hiring plans for open requisitions/positions

Partner effectively with Human Resources (HR) partners and hiring managers to manage client relationships and to prioritize hiring needs and requisitions

Build strong business knowledge and integrate into sourcing talent attraction strategies

Source candidates proactively, screen relevant candidates, present candidates to hiring managers and provide coaching on talent assessment and hiring recommendations.

Create and present offer recommendations to hiring managers, extend offers, and manage offer negotiations to all internal and external candidates.

Maintain accurate internal and external candidate data in staffing systems.

Manages to agreed service level agreement (SLA) throughout process.

Consistently achieve KPI’s including productivity, time to hire and quality of hire metrics.

Ensure accurate reporting.

Reason for Leaving: Contract

Jan 2009 – Mar 2011 Volkswagen and Audi South Africa Midrand Position Held: Talent Acquisition and Assessment Specialist

Ensure full understanding of Recruitment strategy and how it needs to be implemented in practice for effective delivery

Plan and execute the Attraction, Processing and Placement aspects of the Recruitment strategy

Consolidate the recruitment requirements for the Dealer Academy (learnerships/graduate / skills programs)

Understand and consolidate the generic and specific recruitment requirements of Dealers

Integrate EE requirements into recruitment plans

Clarify and detail specific requirements

Ensure that recruitment drives and portals are optimized and conform to brand requirements

Maintain relationships with strategic recruitment partners

Process and filter applicants according to the VW/ Audi and specific dealership selection criteria

Ensure that recruitment requirements are hosted in the selected channels including on VW portal

Oversee the advertising campaigns on VW website, Career Junction and in the press

Data mine and search VW Academy talent bank for candidates

Ensure compliance with all requirements for assessments and recruitment - VW AG Germany

Interview all candidates, utilising Competency-based approach

Co-ordinate recruitment drives at high level education institutions and recruitment exhibitions

Place candidates with dealerships in positions, as well as on Training / Merseta Cadet programs

Co-ordinate the selection process

Provide all stakeholders with immediate feedback on recruitment cycle for individuals or groups of people

Ensure suitable candidates scheduled for relevant psychometric assessments (on-line or face to face) and conduct assessments

Collate and forward appropriate assessment feedback to the individual and the stakeholder

Ensure the overall assessment process is consistent, fair, transparent and equitable

Develop and advise stakeholders on the most effective and most relevant assessment tools to utilize according to Best Practice

Attend assessment conferences

Advise stakeholders/People Development Consultants on best practices and legislation governing employment practices (Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, etc.)

Maintain and secure all documentation and confidential information e.g. CV's and assessment reports

Manage the Assessment Centre process for Recruitment and complete assessments

Ensure candidates are kept informed during the entire recruitment and selection cycle

Communicate any legislation changes or risk to PDC and other stakeholders

Develop and maintain relationships with external vendors, recruitment agencies and labour brokers

Ensure PDC's and Dealers are updated on a regular basis on talent availability and processes

Maintain good relationships with PDC’s and Dealers

Job Profiling

Reason for Leaving: Career growth and new opportunities

Dec 2006 – Dec 2008 Ivory Systems KZN/Paracon SA JHB N Position Held: Recruitment Consultant/Account Manager

Managing the office (Ivory KZN)

2IC to the MD (Ivory KZN)

Account Manager for 2 Major Clients, 7 other clients

Recruiting new candidates

Interviewing new candidates to identify the most appropriate ones through comparative analysis of qualifications and experience in relation to the specific job requirements

Researching jobs and clients

Advertising jobs

Handling the job-ad response and screening the CV’s according to the requirements of the job description

Short-listing the CV’s received for the positions advertised and potential CV’s sent by job-seekers

Inviting short listed candidates to interview

Liaising with other Consultants regarding new positions to be filled and new candidates that have come onto the system

Liaising with candidates on the system for maintenance and job prospect purposes

Performing reference checks on short listed candidates

After a placement, making follow-up calls to both the client and incumbent

Advise and recommend to other consultants on the selection of suitable candidates

Ensuring that there is a suitable match between the client and the candidate

Regret unsuccessful candidates

Liaising with all Consultants regarding new positions to be filled and new candidates that have come onto the system

Liaising with clients

Travel out to contractor and client sites

Entertain clients

Handle all contractor queries

Assist candidates and contractors with career development

Handle finance queries

Supervise 2 other consultants (Ivory KZN)

Train other consultants (Ivory KZN)

Reason for Leaving: Better opportunity to develop my skills

June 2006 – Nov 2006 Nedbank Head Office Sandton, JHB Position Held: Psychometric & Assessment Coordinator

Schedule all Assessment batteries

Determine the correct battery of tests to use

Liaise with and schedule all candidates for the assessments

Liaise with HR Officers and HR Managers regarding candidates and assessments

Manage the Test Administrator schedule and liaise with them regarding assessments

Observe and provide feedback on each of the Test Administrators in each Testing Station to ensure quality services are being provided and that the process is efficient

Report back to Management on all findings and strategise ways to improve the process

Manage the assessment material for both Head office and all the regions

Conduct and facilitate assessments

Provide feedback on assessment results

Update software on the Recruitment server

Decline unsuccessful candidates from the recruitment website

Obtain job specs for all new positions from HR Managers

Update the system with new job specs

Schedule Test Administrator Refresher courses

Reason for Leaving: Contract Position

Apr 2005 – April 2006 Frontline Solutions Bryanston, JHB

Position Held: Junior Recruitment Consultant

Recruiting new candidates

Interviewing new candidates to identify the most appropriate ones through comparative analysis of qualifications and experience in relation to the specific job requirements

Cold calling and recruitment calls

Researching jobs and clients

Advertising jobs in the newspaper and on career junction.

Handling the job-ad response and screening the CV’s according to the requirements of the job description

Short listing the CV’s received for the positions advertised and potential CV`s sent by job-seekers

Inviting short listed candidates to interview

Attending Candidate Discussion Meetings and Work in Progress Meetings with Junior Consultants and Senior Consultants

Liaising with all Consultants regarding new positions to be filled and new candidates that have com onto the system

Liaising with candidates on the system for maintenance and job prospect purposes

Performing reference checks on short listed candidates

After a placement, making follow-up calls to both the client and incumbent

Advise and recommend other consultants on the selection of suitable candidates

Ensuring that there is a suitable match between the client and the candidate

Regret unsuccessful candidates

Liaising with all Consultants regarding new positions to be filled and new candidates that have come onto the system

Reason for Leaving: Retrenched

Languages

English - Fluent

Afrikaans – Semi-fluent

Portuguese – Semi-fluent

Accreditations

School Academic Merit Awards: 1994 –1996

SRC Representative (1998)

First Aid Level 1 Certificate (1997)

Silver Medal Karate (1995)

Rotary Exchange Student – Brasil (1999)

Distinguished Service Citation – Rotaract (2000)

Awarded membership to join The Golden Key International Honours Society (2005)

APSO Accreditation (2006)

Randburg Rotary Club Member (2009)

SADAG – Counsellor (2010)

Interests and activities

Community Involvement: Volunteer work with various organisations

Activities: Swimming, Bikram Yoga, Dancing

Interests: People Interaction & Behaviour, Learning about new cultures, Learning new languages, Travelling

Contact this candidate