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Employee Relations Resources Manager

Location:
Pretoria, Gauteng, South Africa
Salary:
R850K
Posted:
April 22, 2020

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Resume:

Gloria Setshedi

Strategic HR Professional

Phone: +27 (0-73-246-****/ 74 721 6972

Email: adcw8s@r.postjobfree.com/

adcw8s@r.postjobfree.com

Experience

January 2016- To Date HUMAN RESOURCES BUSINESS PARTNER - SOUTHERN AFRICA

Schneider Electric

• Drive HR strategies with a foundation of HR business metrics to increase organizational profitability and effectively align the workforce.

• Responsible for business strategy by helping business leaders to identify priorities and build organizational capabilities, behaviours, structures and processes.

• Consults on HR processes and coached managers on HR solutions.

• Employee engagement and wellness

• Performance management guidance to line managers

(coaching, career development. Disciplinary actions)

• Drive business strategy in supporting line managers in forecasting and planning their talent pipeline requirements.

• Partnering with line managers to identify needs and opportunities to support the achievement of the business objectives in all aspects.

• Responsible for the annual Employment Equity reporting and relevant EE initiatives including the implementation of the EE plan and charthe EE committee forums

• Taking ownership of the Human Resources projects

• Driving the organisation’s Principles of Responsibility.

• Driving the Culture Surveys Campaign, providing feedback on the results and creating change management strategies tailored to each business unit

• Providing a Human Resources business review for all business units

• Development of Human Resources policies & procedures

• Manage business labour Relations matters(CCMA& CDR representtaion)

June 2009- December 2015 HUMAN RESOURCES MANAGER

Kansai Colourants- Division of Kansai Plascon

• Ensure compliance with all relevant statutory requirements, regulations and standard

• Drive organisational change to support strategic objectives

• Drive initiatives that create a culture of continuous improvement

• Administer and analyse the company's annual employee engagement survey

• Employee Assistant programme

• Clocking system – Turbo Time

• Skills Development and Employment Equity plans and reports

• General HR functions

• Employee benefits

• Manage CSI projects

• Member of the board of directors involved in decision making at Executive Level

• Talent Mapping & Sucession planning

• Labour Relations

August 2008- May 2009 HUMAN CAPITAL MANAGER

Adcock Ingram

• Provide an integrated and professional support service to the Pharma group in all the HR functions

• Develop and implement HR plan

• Developed Recruitment Strategy

• Develop job profiles and Job evaluation

• Employment Equity plans and reports

• Implementation and monitoring of policies and procedures

• L&D

Skills

EXPERTISE

Employee Relations

Talent Management

Onboarding

Payroll Management

Process efficiency

Change management

Leadership & Growth results

BBBEE & Skills Development

Transformation

Compensation & Benefits

Talent Acquisition & Retention

Organisational Effectiveness & Develop

Performance Management

HR Project Management

Budget Development & Management

SYSTEM

SAP

Oracle

VIP

Talent Link

Education

PHEFENI SECONDARY

1992: Matric

TECHNIKON

WITSWATERSRAND

1996: National Diploma in Labour

Relations

TECHNIKON

WITSWATERSRAND

1999 : B-Tech Degree : Human

Resources Management

WITS BUSINESS SCHOOL

2017: Management Advanced

Programme

December 2006- April 2008 HR GENERALIST

DuPont

• Provide an integrated and professional support service to the Company including the following areas

• HR administration, remuneration and general audit

• HR Transformation

• Recruitment & Selection

• A full understanding of all HR related legislations

• Employment Equity plans and reports.

• Implementation and monitoring of policies and procedures.

• General HR functions

• Salary Survey

• General HR Leadership

• Payroll FNB

• Manage the Executive & Expatriates payroll

March 2005- November

2006

HUMAN RESOURCES MANAGER

Rooth & Wessels Inc.

• General HR functions

• General HR Leadership

• Payroll VIP

• Member of the board involved in decision making regarding the firm.

• Skills Development plans and reports

• Employment Equity plans and reports.

• Implementation and monitoring of policies and procedures.

• Provide an integrated and professional support service to the firm including the following areas

• HR administration, remuneration and general audit January 2004- March 2005 EE & RECRUITMENT CONSULTANT Adams & Adams

• Involved in the development, implementation and establishment of good recruitment strategies for the Firm.

• Developing Recruitment Policy

• Developed the disciplinary code

• Developing Target & Selection interview guide

• Involved in the reviewing of polices

• Employment Equity & Strategy and report

• HR Index (Recruitment), Targets to be achieved for 2004

• Schedule Interviews

• Screening applicants

• Involved in the selection of CA (Candidate Attorneys) & PA

(Professional Associate)

September 2001-

December 2003

HR CONSULTANT

Edcon Group

• Performance Management

• Recruitment & Selection

• Employee Relations

• Labour Relations

• HR Administration

• Employment Equity

• Training and Development

September 1998-

September 2001

DIVISIONAL HR ADMINISTRATOR

Edcon Group

• Monitored and processed of overtime, bonus and

commission pay

• Maintained and updated casuals database

• Captured and settled salary advances and increases

• Processed the transfers, relocation and resettlement of staff

• Allocated, captured and processed subsistence

allowances, car allowances and verified allocations in terms of policy

• Captured Provident Funds and Medical aid details

• Captured termination details, provided UIF cards and sent out cheques

• Liaised with payroll on payments, salaries bonuses and termination settlement

• Ensured that new starters are captured and all necessary documents are included in the Starter Packs

• Human Resource administration

• Monitored and processed casual wages

• Monitored expenditure on casuals

• Handled Industrial Relations issues

• Recruitment and Selection

• Facilitated training for staff

Training

• Basic Conditions of employment Act

• Labour Relations Act

• Employment Equity Act

• Skills Development Act

• Sectoral Determination Act

• Relationship Agreement Act

• Disciplinary Code

• Performance Management

• Flex Remuneration

• Development Leader

• Target Selection (Recruitment

Process)

• High Performance People (HPP)

• Edgars Training Excellence (ETE)

• Successfully Selecting People (SSP)

• Best practice in Recruitment

• Talent Management

• Labour Seminar

• Employee value creation



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