Human Resource Employee Relations
Resume:
CURRICULAM VITA OF PRAVASHNEE KOTIAH
I am an outcome-oriented Human Resources HR Practitioner who has worked in various HR positions to assist companies in achieving sustainable business growth and a positive operating culture. I have a demonstrated ability to manage the demands of employee recruitment, training and termination, as well as the day-to-day requirements of remuneration management, Occupational Health and Safety, and industrial relations issues. My qualifications and professional development have contributed to my ability to manage these diverse responsibilities; however, I believe it is my interpersonal skills and open-door policy that have driven my success in fostering strong long-term workplace processes and relationships. In my current and previous positions, I have been responsible for driving the learning and development of both the management team and the general staff. I always aim to support and coach the team with positivity to encourage engagement and shape the culture of the organization. I have a proactive management style with the ability to drive significant change management activities. In addition to HR I have payroll experience as well.
Personal Details
Surname:
Kotiah
First Names:
Pravashnee
Nationality:
South African
ID
Language Proficiencies:
English
Driver’s License
Code 08 (Own Transport)
Address
48 Wave Crest
Athlone Park
Amanzimtoti
Durban
4000
Contact Number:
066-***-**** (Mine)
083******* (Husband)
Availability:
Negotiable
Career Summary
Company
Position
Duration
Reason for termination
Franke Kitchen Systems
Industrial Relations Officer
1997-2005
Resigned for progression
Frame Textile
Senior HR Officer
2006- 2008
Resigned for progression
Transnet Capital Projects
Regional HR Consultants
2008 -2009
Resigned.
Smollan
Regional HR Consultant
2011-2013
Resigned for progressive position
Oxford Fresh Market
Human Resources Manager
2013-2015
Resigned for progressive position
Zungu-Elgin Engineering
Human Resources Manager
2015 to 2017
Resigned for progressive position
Beier Group
Group HRM
November 2017 to November2018
Resigned.
Viola Water Technologies
HR Generalist
Freelancing
April 2019 to June 2019
Fixed Term Work
SADGM
HRM
Freelancing
June 2019 to July 2019
Resigned.
Academic History
Qualification:
Bachelor of Social Science(Honors)
Date Completed :
1997
Majors
Industrial and Organizational Psychology and Psychology
Institution :
University of Natal (Durban Campus)
Qualification :
Bachelor of Social Science
Majors
Industrial and Organizational Psychology and Psychology
(Industrial Relations Stream)
Human Resources Management
Legal Aspect of Industrial Relations
Labor Law
International Labor Relations
DISSERTATION:
The role of Negotiations in Industrial Relations
Date Completed :
1995
Institution :
University of Natal
Qualification :
Matric exemption
School
P R Pather Secondary School
Date Completed:
1992
COMPUTER SKILLS
Programs/Systems:
MS Word; Excel; VIP; Sap; Power Point; Internet, SCubed
RESUME OF CAREER TO DATE
EMPLOYER NUMBER 1
Company Name :
Franke Kitchen System
Type of Industry :
Manufacturing
Period of Employment :
1997-2005
Position :
Industrial Relations Officer
Duties
-HR and IR Metric Reporting
-Liaise with Dept. of labor
-Recruitment and Selection
-Provide advice and guidance to line management on discipline, grievances, labor relations, employment equity and transformation.
-Assist both junior and senior employees with grievances / complaints and concerns.
-Ensure adherence to and effective implementation of Company standard policies, procedures.
-Union stop orders control and management
-Monitor and observe potential IR problems and report
-Ensure the effective implementation of IR/ HR procedures and policies related to the employment relationship between the Company and its employees
-Ensure that an effective communication system is developed and maintained.
-Prepare case documents for CCMA/Labor cases.
-Represent the company and present cases at CCMA.
-Assist with coordination of Organizational Performance documents and processes.
Attend toolbox talk meetings.
-Compile Induction Manual and conduct Induction for all new engagements.
-To update any Company Policies and Procedures where applicable.
-Training and Development - (Identify Trainings Needs, compiling training manuals and conduct training i.e. IR Training / Communication Training, Time Management, etc.)
-Perform the wage function
-Keep abreast of any labor related changes.
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EMPLOYER NUMBER 2
Company Name:
Frame Textiles
Type of Industry:
Manufacturing
Period of Employment:
2006- 2008
Position:
Senior Personnel Officer (Junior HRM)
(Service 2 sites – Mobeni and New Germany)
Duties:
-Ensure that accurate job descriptions are in place
-Provide advice and assistance with writing job descriptions
-Provide advice and assistance when conducting staff performance evaluations
-Identify training and development opportunities
-Organize staff training sessions, workshops and activities
-Process employee requests for outside training while complying with policies and procedures
-Provide basic counseling to staff that have performance related obstacles
-Provide advice and assistance in developing human resource plans
-Provide staff orientations
-Access funding for training and write proposals
-Provide month End Statistical Reporting
-Employment Equity
-Union Wage Negotiation at Plant Level
-Recruitment and Selection
-Social Corporate Responsibility Co-coordinator
-CCMA Representation
-Employee Relation - Responsible for all Industrial Relations and Grievance Issues.
-Provide guidance, coaching and advice to Managers on selection and recruitment, performance appraisals and termination processes.
-Ensure the administration of employment packs, contract amendments
-Maintain an effective personnel filing system. Industrial Relations and Payroll Systems
-Manage payroll processes to ensure that employees are paid correctly according to their contractual entitlements.
-Ensure that industrial relations policies and procedures are monitored and maintained.
-Participate in the development of employment conditions and contracts that reflect the culture of the Company
-Provide industrial relations advice to Managers
-Ensure that the organization complies with all legislative requirements
-Manage all internal and external Equal Employment Equity Requirements
-Work Health & Safety
-Maintain Work Health & Safety policies and procedures in Accordance with the sector’s
-best practice ensuring compliance with Legislation and risk management
-Ensure that appropriate training is delivered to key personnel to ensure staff is equipped to provide a safe working environment.
-Supervise the development process of Learners obtained through SETA, Compile a PDP for them, ensure they attend both theoretical training and on the job training, that meetings with mentors are occurring regularly. Keep learners motivated so that they are retained.
EMPLOYER NUMBER 3
Company Name :
Transnet
Type of Industry :
Corporate
Period of Employment :
2008 –2010
Position :
Regional HR Consultant (Generalist Stream)
Duties :
-Employee onboarding, development, needs assessment, and training;
-Policy development and documentation;
-Employee relations - Assist with a range of Employment Relations queries and projects, including dispute resolution and disciplinary investigations and other instances of conflict between unions, staff and management.
-Compensation and benefits administration;
-Employee safety, welfare, wellness and health;
-Social Corporate Responsibility
-Employee services and counseling.
-Provide expert advice on a range of human resource queries and opportunities arising
-From within the organization, in accordance with organizational policy and legislative requirements.
-Implement human resource best practice strategies and practices which contribute to the organizations ability to meet identified human resource outcomes.
-Manages complex HR agenda with the line managers in the business unit.
-Coaches managers in dealing with employees in difficult situations.
-Identifies key talents in the business unit and prepares the individual development plans for key talents.
-Handles difficult situations in the business unit and trains managers in the employee relations.
-Oversees HR administration in the business unit and solves difficult situations.
-Implements the HR Strategy in close cooperation with line managers and the HRM.
-Supports managers in new employee induction and terminations of departing employees.
-Speaks regularly with top talents and identifies new job opportunities for them.
-Engages in different people management projects in the business unit.
-Develops line managers in their leadership and management skills.
-Provides the instant feedback to line managers about their people management practices.
-Ensure ongoing training and development. This include on-site, job-specific skill training, or development in areas such as communications, time management, and customer service and leadership skills.
-HR consultants provide seminars and workshops, helping businesses develop succession plans to ensure they have qualified internal candidates to replace those who leave.
EMPLOYER NUMBER 4
Company Name :
Smollan
Type of Industry :
Retail (FMCG)
Period of Employment :
April 2011 TO August 2013
Position :
REGIONAL HR PRACTITIONER
Duties
-Screen CV's and perform initial screening interview, including reference checks)
-Schedule further interviews for shortlisted candidates
-Schedule candidates for assessments
-Advise successful candidates and regret unsuccessful candidates
-Draw up Letters of Offer; once signed, ensure completion of full Engagement Pack
-Liaise with line to co-ordinate induction and training
-Ensure compliance in terms of internal B Band recruitment process
Effective management of the performance management system
-Co-ordinate and facilitate HR component of scorecard within agreed deadlines
-Effective management of the performance management system
-Co-ordinate and facilitate HR component of scorecard within agreed deadlines
-Ensure business meets all scorecard deadlines and ensure that the process is as fair and objective as possible.
-Create / review individual PDP's to identify training and other development needs as per agreed schedules.
-Ensure that deadlines and that the process is as fair and objective as possible
-Create / review individual PDP's to identify training and other development needs as per agreed schedules
-Identify development needs
Effective training and development within the business unit(s)
Ensure new engagements are booked on the system for mandatory training and that
relevant Individuals are properly informed
Identify training needs within business unit (s) and/or respond to training request from
manager
-Source training providers and courses for specific needs
-Conduct / facilitate training courses
-Ensure training plans are constantly updated
-Follow-up in terms of training absenteeism
-Co-ordinate and monitor successful implementation of learner ships, including following-
-up on training, observing mentor / learner meetings and assisting to resolve feedback from
-learners on their progress
-Ensure all bursary applications are submitted within deadlines
-Track progress of results
-Communicate results to line managers
-Inform line managers of possible risk areas
Effective handling of all poor performance and IR-related matters
-Continually advise line managers on appropriate disciplinary action to be taken and ensure
-Business always complies with Smollan's disciplinary code
-Update disciplinary tracking system
-Send telegrams to employees who have absconded
-Ensure performance problems are addressed through performance counselling and/or corrective
- Action
-As required, educate and inform business on Smollan's IR policies and procedures
-Sign off on all IR matters and ensure appropriate outcome is given
-Facilitate conciliations and represent business unit at CCMA
-Organize chairperson and related logistics for all enquiries
-Follow-up on CCMA cases
Effective administration, data management and reporting
-Ensure accurate payroll documentation (scheduled and/or ad hoc) is sent through to Payroll within agreed deadlines and follow-up on queries and outstanding issues
-Ensure employees above the medical aid threshold are on the Smollan medical aid
-Ensure all benefits claims are processed and follow-up to ensure resolution
-Ensure accurate data management and reporting
-Ensure distribution of pays lips to relevant managers
-Follow-up on general administration issues
-Ensure proper filing, document management and good house-keeping
Perform regular HR audits as required
Effective people management
-Continually inspire, motivate and develop HR Assistant(s) HR Officers to understand what is expected of them
Take full responsibility for performance of all direct reports, motivating and managing them in relation to quality standards and agreed benchmarks and objectives, focusing on all aspects of sound people management:
Recruitment
Remuneration and Rewards
Performance Management
Career path planning
On-the-job training, coaching & mentoring
Effective teamwork and self-management
Proactively develop own skills and knowledge of relevant best practice and ensure appropriate skills and knowledge transfer
Actively and consistently maintain high standards of professionalism in all aspects of personal presentation and delivery
Follow through to ensure that personal quality and productivity standards are consistently and accurately maintained including meeting all deadlines.
Ensure data integrity of all reports to client and management
Demonstrate consistent application of internal procedures
Plan and prioritize, demonstrating abilities to manage competing demands
demonstrate abilities to anticipate and manage change
Demonstrate flexibility in balancing achievement of own objectives with abilities to understand and respond to organizational needs
EMPLOYER NUMBER 5
Company Name :
Oxford Fresh market
Type of Industry :
Retail (FMCG)
Period of Employment :
2013 to 2015
Position :
Hr. Manager
Duties
Maintain the work structure by updating job requirements and job descriptions for all positions.
Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
Prepares employees for assignments by establishing and conducting orientation and training programs.
Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.
Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.
Ensures legal compliance in terms of the LRA, BCEA, WCA, EE, SDA
Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
Maintains human resource staff by recruiting, selecting, orienting, and training employees.
Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
Contributes to team effort by accomplishing related results as needed.
Enforce the Talent Management Process once assessments have been completed.
EMPLOYER NUMBER 6 (CURRENT EMPLOYER)
Company Name:
Elgin Engineering
Type of Industry:
Engineering / Manufacturing
Period of Employment:
2015 – October 2017
Position:
Hr. Manager
Duties
-Maintain the work structure by updating job requirements and job descriptions for all positions.
-Maintains organization staff by establishing a recruiting, testing, and interviewing programs;
-Counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
-Prepares employees for assignments by establishing and conducting orientation and training programs.
-Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations;
-Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling
employees and supervisors.
-Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing
and conducting educational programs on benefit programs.
-Ensures legal compliance in terms of the LRA, BCEA,WCA, EE, SDA, MEIBC Main Agreement
-Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
-Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
-Maintains human resource staff by recruiting, selecting, orienting, and training employees.
-Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
-Contributes to team effort by accomplishing related results as needed.
-Enforce the Talent Management Process once assessments have been completed.
-Supervision of the payroll function of 209 employees both monthly and weekly
-Responsible for submission of year-end tax recon to SARS.
-Responsible for the reconciling of month end deductions
Company Name:
Beier Group
Type of Industry:
Beier Group
Period of Employment:
2017 - 2018
Position:
Group HR. Manager (Looked after 5 Business Units)
Duties
-Maintain the work structure by updating job requirements and job descriptions for all positions.
-Maintains organization staff by establishing a recruiting, testing, and interviewing programs;
-Counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
-Prepares employees for assignments by establishing and conducting orientation and training programs.
-Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations;
-Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling
employees and supervisors.
-Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing
and conducting educational programs on benefit programs.
-Ensures legal compliance in terms of the LRA, BCEA,WCA, EE, SDA, MEIBC Main Agreement
-Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.
-Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.
-Maintains human resource staff by recruiting, selecting, orienting, and training employees.
-Maintains human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results.
-Contributes to team effort by accomplishing related results as needed.
-Enforce the Talent Management Process once assessments have been completed.
-Supervision of the payroll function of 209 employees both monthly and weekly
-Responsible for submission of year-end tax recon to SARS.
-Responsible for the reconciling of month end deductions
Type of Industry:
Veolia water Technologies
Period of Employment:
April 2019 to date 3 Months (Freelancing)
Position:
HR Generalist
RECRUITMENT:
a)Placing internal/external advertisements for vacant positions.
b)Liaise with recruitment agencies for vacant posts.
c)Conduct panel interviews with candidates and the relevant mangers.
d)Perform reference and credit checks on successful applicants via the designated agency.
e)Compile starter packs for new employees.
f)Facilitate all medical requirements for staff as well as inductions for the different plants.
g)Compile Limited Duration Contracts & Letters of Appointment for new employees.
3.1.2 TERMINATION:
a)Responsible for processing all termination paperwork.
b)Process Acceptance of resignation or termination Letters.
c)Process Certificate of Service Letters.
d)Conduct Exit Interviews.
e)Ensure completed termination pack is sent to Head Office timeously.
3.1.3 INDUSTRIAL RELATIONS:
a)Ensure the region’s adherence to the Company’s Policies and Procedures.
b)Assist in advising on labour relations issues (grievances, disciplinary etc), with input from
Head Office.
c)Arranging labour relations events (disciplinary enquiries, appeal hearings, grievance hearings) and take minutes where necessary.
d)Assist managers to conduct counselling sessions with staff.
e)Participate in all Employment Equity initiatives.
3.1.4 SALARIES AND BENEFITS:
a)Complete a schedule of overtime for approval by the General Manager.
b)Submit the schedule of salaries and overtime to Head Office by the 5th of every month.
c)Liaise with Head Office in respect of all matters of payroll for KZN region.
d)Assist employees on all matters pertaining to staff benefits (retirement funds, medical aid etc.).
e)Interface with employees on issues concerning their pay (e.g. Tax, benefit deductions and time off balances).
f)Administer all funeral, death and pension/provident fund benefit claims of employees.
g)Assist staff with disability application forms
3.1.5 REPORTS:
a)Ensure injuries on duty are reported to the Compensation Commissioner and Head
Office and that the necessary documentation is completed and submitted.
b)Produce any reports or information required by legislation/Head Office.
c)Send monthly leave reports to managers
d)Send recruitment cost report to Head Office twice a year
e)Send labour broker hours and headcount to Head Office monthly
3.1.6 HR ADMIN:
a)Maintain and update employee records and personnel files.
b)Print& distribute confidential correspondence to employees (payslips, IRP5’s etc).
c)Update leave records on employee personnel files.
d)Capture leave for all staff in KZN on VIP Payroll.
e)Forward attendance registers and leave/sick leave forms to Head Office on a monthlybasis.
f)Act as communications liaison for internal communications, the monthly staff
newsletter etc. and to ensure that effective dissemination of communication takes place.
g)Assist all employees in completing all company forms (e.g. Bursary applications,
medical aid etc.
h)Assist employees with maternity leave applications.
i)Process maternity leave Agreement Letters.
j)Process UIF applications
k)Timeously submitting all relevant documentation (e.g. Personal details, pension fund
forms etc), of new recruits to Head office.
l)Co-ordinate the training activities and provide support to Head Office on matters concerning skills development for the KZN region.
m)Co-ordinate employee health/welfare initiatives e.g. HIV/AIDS awareness.
Responsible to process Acting Allowance Letters, Increase Letters, New Position Letters
Kind Regard
Pravashnee Kotiah
Alternative No: 083******* (Husband)
adcx3l@r.postjobfree.com
LinkedIn profile address: htpps://www.linked.com/in/pravashnee-kotiah-921122102
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