Confidential Resume of PP Ndlovu

RESUME

FOR

Philisiwe P Ndlovu

19Karen Road

Bassonia

Johannesburg

Cell no: 082*******

I’m a vibrant, diligent, dynamic, and seasoned HR professional with hands- on and managerial experience in all fields of HR. I have a proven track record of excellence-driven performance. I am an analytical, client-centric, and people-driven individual with solid leadership skills to be a true business partner. I have a great learning agility accompanied by attention to details and developed interpersonal skills at various organizational levels.

With over 10 years HR strategic and operational experience in Retail and Petrochemical, industries. I am passionate about HR field and have been involved in different functions of HR. My current portfolio still covers the full HR value-chain, with strong focus on: Workforce Planning, Performance Management, Succession Planning, Diversity Management, HR Analytics/Reporting, Rewards & Benefits, Employee Engagement, Employee Wellness, Change Agent, Risk Management, Employee Relations; Organizational Development. I hold a BCom Degree in Industrial and Organisational Psychology from UNISA as well as B- Tech Public Management.

Computer Packages

SAP, HR Focus, Soft scape, Microsoft Word, Excel, Outlook, PowerPoint, Project Management

Professional Competencies and Skills

Business Acumen

Strategist

Presenting, communication and facilitating

Drives high performance

Builds partnership

Planning and organising

Managing conflict & Decision making

Analytical thinker

Change Leadership

Financial Management

Coaching and developing others

Problem solving

Confidential Resume of PP Ndlovu

Employment History

HR Manager - Jet Operations

Edcon

01 July 2017 to date

Work duties:

Responsible for the JET Tshwane & Gauteng South Operations, with approximately 800 store staff complement

1. Strategic Partner

• Remain abreast to provide the Division with best practices and trends to determine the best HR solutions for accomplishing business results

• Proactively support the business by identifying strategic business needs, assess HR practices/solutions and align them to the business

• Compile and continuously monitor and evaluate HR plans(as a response to the Business plan)

• Monitor implementation to ensure alignment with the Division’s vision and strategic objectives

• Initiate actions to improve the Divisional performance through relevant, innovative solutions and cost effective solutions that addresses current and future requirements of the Division

•Consult with Support Services team, Divisional team and other Business partners on HR related matters and demonstrate in-depth Business and HR knowledge

•Serve as both a catalyst for and facilitator of changes in the business

•Measure the success of HR solutions and services in contributing to support services effectiveness, efficiency and achievement of business objectives

2. Service Delivery Improvement

•Improve efficiency through the management of HR processes

•Manage unapproved hours and no-shows

•Monitor wastage of PPT overtime

•Train stores to be scheduling compliant

•Manage and ensure that productivity of the stores is within norms

•Operationalise and implement the Chain Strategic plan through focusing on the Divisions key priorities

•Ensure the implementation of strategic processes, procedures and systems to deliver the required service

•Manage and implement guidelines, plans and practices for effectively managing employees in the business

•Liaise and consult with relevant stakeholders on people management issues by providing expert advice

•Manage service delivered by Specialist departments to the division through Service Level Agreement and ensure seamless delivery

•Manage the talent and recruitment needs of the business unit in entirety(including external recruitment agencies when required)

•Ensues that the business unit complies with the Transformational plans Confidential Resume of PP Ndlovu

3. Business Relationship Management and Networking

•Collaboratively work with the business partners to fully understand key business performance, objectives and drivers and associated people requirements for both current and future business challenges

• Manage the application of HR systems and procedures to ensure the needs of the organisation are met in compliance with legislation

•Participate in the process of defining and establishing business unit strategy and contribute to strategic decision making process

•Collaboratively work with specialist functions to develop best practices HR solutions to be implemented in the business unit

•Work with the business to develop trust, respect and credibility, through the competent development of HR plans that form an integral part of the business planning process

•Identify key HR metrics that are important for business partners and provide them regularly, using these to add value in decision taken in running the business

•Coach line managers in the implementation of relevant HR processes for business benefits e.g. performance Management, Talent Management ect.

•Empower line managers and employees to utilize HR systems thereby leveraging technology to improve efficiencies and add value to the business

•Communicate effectively with relevant stakeholders so that internal problem areas are clearly understood and appropriate measures are applied to remedy out-of-line situations 4. Budget & Financial Management

•Partner with business to identify and implement cost saving/cost containment measures thereby ensuring the Group’s continued profitability

•Manage own cost centre budgets within agreed parameters

•Report spend against agreed budget

•Conduct annual remuneration review and report trends, challenges and results 5. People Management

•Encourages and reinforces the organization’s values, leadership principles and Employer of choice strategies.

•Promote employee wellness

•Ensure an open harmonious and motivated work environment that reflects the organization’s leadership philosophy

•Manage the performance of all direct reports ensuring that regular feedback, coaching and mentoring is given/received thereby enabling continuous improvement

•Ensures that the talent review and management strategy is implemented for all staff

•Conduct climate survey’s and drafting of action plans Confidential Resume of PP Ndlovu

01 February 2010 – 30 June 2017 Human Resource Business Partner (Operations) Sasol Synfuels

Reference Extract

‘“Phili is well organised, efficient and a problem solver. She is strategic in her thinking, analytical and reliable. Once she put her mind on a project or a task, you can be assured it will be duly completed. With her vast experience and attitude our customers are in good hands!” – HR Business Partner, Sasol LTD Duties as HR Business Partner

1. Business Unit Understanding

• Understand the key business drivers of the Business Unit

• Develop the People Plan Strategy and translate this to business improvement plans

• Understand Operations demands and realities

• Understand the people priorities of the business unit and co-develops specific people plans

• Ensure that the Business drivers clearly understood and articulated

• Clear people agenda in line with Business and Regional HR strategy

• People priorities and plans linked directly to critical business needs. 2. Risk Management

• Accountable for investigating people risks against all applicable legislation, policies, frameworks and standards

• Implement compliance and governance initiatives and monitors accordingly

• Escalate and communicate material risks that could impact the broader Business Unit

• People risk profile in place

• Regular audits compiled

• Pro-active and effective governance and compliance processes in place 3. Providing people solutions

• Understand the needs of Satellite Operations

• Consults on HR processes and coaches managers on HR solutions

• Ensures the implementation of Regional HR Functional policies and processes in an effective and efficient manner, taking the specific realities of the Business into account

• Provide input into the development of HR strategy, plan and solutions for the Business Unit

• Engages with other initiatives across the Region that can contribute to the transformation of the ER culture

• Clear solution roadmap including approach, objectives, interrelationships and potential impact

• HR programmes address Business needs

• Managers are equipped to effectively deal with people issues

• Processes are in place to facilitate the achievement of organisational people goals and employee effectiveness.

Confidential Resume of PP Ndlovu

4. Change Management

• Monitor the implementation and impact of change management initiatives

• Influence the execution of Employment Equity, Diversity and organisational development initiatives that drive the Transformation agenda

• Influence and monitor culture and values improvement initiatives and raises risks and concerns

• Engages and enable line management to manage change initiatives

• Process and ensure that actions are in place to facilitate effective change management in the Business

5. Employee Engagement and Wellness

• Apply Regional guidelines, policies and tools to enable higher levels of employee motivation, engagement and empowerment

• Analyse and monitor trends and risks related to employee engagement matters such as emotional and physical wellness, work environment, leadership, and direct management style

• Engage line management and offers solutions, approaches and frameworks to drive employee engagement, enhance employee motivation and empowerment

• Educate line management around employee engagement principles, preferred interventions and referrals

• Challenge line management around leadership style and implications on employee engagement

• Clear understanding of employee engagement and wellness related issues

• Ensure that processes are in place to facilitate improved employee engagement 6. Organisational Design

• Identify potential organisation design improvement opportunities considering Business Unit strategy

• Communicate and escalates potential OD opportunities to BU HR leadership

• Control and manage staff establishment in line with process and HR system

• Oversee and participate in HR due diligence and manages the workforce transition and other HR implications related to outsourcing, in-sourcing, joint ventures and going concerns

• Effectively identification and implementation of organisation design initiatives in the Business

• Smooth, low risk workforce transition

7. Talent Management

• Engages with managers on their people issues specifically in relation to talent management

• Supports and advise the Business Department/Section managers with resource and people plans

• Implement talent management initiatives (e.g. leadership development, career management, corporate talent management process, performance management and development plans)

• Coordinate, drive, consolidate and support implementation of talent and succession

• Define retention plans and actions specific to the Business Department/Section following Regional guidelines

• Effective talent management processes in place and operational

• Effective workforce planning

• Retention plans in place

Confidential Resume of PP Ndlovu

8. Recruitment and on-boarding of employees

• Drive recruitment and selection (identifies need, develops job specifications, identifies selection processes and tools and determines suitable offers of employment)

• Adopt a multi-disciplinary approach to sourcing of senior candidates (including scarce skills) through an understanding of the external talent market dynamics

• Advise line management around culture fit and candidate suitability

• Devise an on-boarding approach for Business Department/Section

• Effective and efficient management of the recruitment and on-boarding processes of employees 9. Employee Relations

• Assists in providing a first line labour relations consulting service

• Understand and communicate the impact of decisions and actions on wider employee relations, precedent setting, morale and reputational risk

• Facilitate the consultation and counselling sessions with staff (and/or families) and line managers

• Interpret Labour Legislation, related policies and procedures and communicates applicability

• Evaluate merit of the case and advises on process and preparation required.

• Facilitate timeous resolution of grievances

• Educate and coach line management on legislation and policy application

• Attend hearings, grievances and other employee relations meetings as advisor and to ensure procedural and substantive fairness

• Draft or review relevant documentation

• Ensure the collation and finalisation of relevant documentation on completion

• Enable the transformation of the ER culture within line management through coaching and educating line management on ER culture, related legislation and policy application

• Promotes dispute prevention

• Legal compliance to statutory regulations

• Labour Relations conducted in accordance with legislation, codes of conduct and company policy

• Efficient handling of grievances

• Protection of the interests of both Sasol and the employee

• Effective first line IR service preventing the escalation of minor issues to senior levels

• Compliance with procedural fairness requirements

• Accurate, relevant and complete documentation and system management 10. Remuneration and Employee Benefits

• Applies all remuneration and benefits principles, policies and procedures and explains impact and relationships to other HR processes to line management

• Interpret results and trends of calculations and formulae as per the impact on business and individuals

• Has a clear understanding of the remuneration variables and components and advises individuals on the impact of it (e.g. total package vs guaranteed package, car allowance vs company cars, medical aid, retirement funds)

• Compensation and benefits understood by employees and managers

• Accurate interpretation and advice on remuneration, rewards and benefits matters Confidential Resume of PP Ndlovu

11. HR Analytics and Information Management

• Use HR technology and systems to extract relevant HR data

• Compile meaningful HR reports through interpretation, comparisons and trend analyses and recommends solutions

• Accountable for data integrity of the HR system (e.g. organisation structures, cost codes, staff establishments and job category codes)

• Assists in designing HR reporting formats and requirements

• Apply best practice as it relates to HR analytics and information management

• Accurate and reliable reports

• Relevant information management that informs effective decision making and prioritising

• Pro-active governance and people risk management 12. Leadership and Growth Results

• Team embraces vision, values, business direction and department goals.

• Review performance regularly, gives recognition where it is due and deals with performance issues with proactively

• Self and all team members achieve development objectives

• Communicate and execute case for change/ improvement

• Make work easy for others inside and outside their unit

• Communication of team objectives

• HR team performance reviews conducted regularly

13. Management Results

• Develop annual work and project plans

• Execute plans and consistently achieves team objectives in a safe working environment

• Control systems and measures in place ensure timely results and compliance

• Cost effective resources available for results delivery

• Achieve results through cross boundary teamwork

• Make quality decisions and finds solutions which improve team results

• Objective planning and high-performing team.

Reason for leaving was mainly career growth and to venture into a different industry. Confidential Resume of PP Ndlovu

01 /Jan /2005 – 31 Jan /2010: Human Resource Consultant

(Sasol Polymers)

Provide an HR support & guidance function to Line Management. General personnel administration. Vacancy Management & Planning - in accordance with the Employment Equity Act. Compile and provide statistical reports on various HR related projects i.e. Performance Management and Development Systems, Talent Status, Absenteeism, Sick Leave, Retirement, Injury on Duties, deaths, vacancies, and industrial action.

Other job functions:

•Maintain Org Structure using SAP

•Recruitment co-ordination - interviews

•Industrial Relations - Grievance & Disciplinary

•Promotions and transfers

•Align HR action plans and policies to Sasol Strategy

•Succession Planning in line with diversity management

•Align HR actions plans and policies to Sasol’s Strategy

•Facilitate organisation culture and interventions

•Management of Long Service Awards

•Interpretation, implementation and maintenance of business strategy through HR action plans and interventions

•Cultivation of organisational values and climate.

•Use of HR Technology (SAP), to run reports and compiling of reports and interpreting raw data into meaningful data for Business Units.

Reference Extract

“Phili is well structured, a hard worker and pays attention to detail. She is reliable and always willing to go an extra mile. She works well in a team and independently. Her customers were always content with her services. Her departure was a great loss to Polymers!”

References

Will be provided upon request.

Contact this candidate