CURRICULUM VITAE

PERSONAL DETAILS

SURNAME : Mafa

FIRST NAME : Ouma, Elizabeth

GENDER & RACE : African Female

CONTACT DETAILS : 072-***-****

adgjiy@r.postjobfree.com

NATIONALITY : South Africa

RESIDENTIAL AREA : Gauteng, Pretoria

KEY SKILLS

Talent Management and development

Influencing, coaching and facilitation

Relationship Management

Negotiation

Broad Knowledge of end to end Human Resources/ People Management & related legislation

Communication and Presentation

Project Management

Research and Development

Analytical

Transformational change management

Reward Management

Leadership Culture

Resourcing

INDUSTRY EXPERIENCE

Financial Sector

Freight-Transport

Manufacturing

Pharmaceutical

Public Sector

EDUCATIONAL QUALIFICATIONS

Year

Status

Institution

Qualification

Current (all subject completed, busy with dissertation)

To be completed June 2020

Business School: TUT

Masters Degree in Business Administration

2019

Completed

Regent Business School

Post Graduate Diploma: Management

2019

Completed

IOBSA

Professional Banker (NQF8)

2006

Completed

Premier Foods

HR Management Learnership

2004

Completed

Tshwane University of Technology

National Diploma: HRM

2002

Completed

Tshwane University of Technology

National Certificate: HRM

2001

Completed

High School Mokomene

Grade 12

FURTHER PERSONAL DEVELOPMENT COURSES:

Human Capital Talent Development Programme, The Human Capital institute

Self-Insights, understanding self and leading others, Absa Bank

Human Resources Capability Programme, Absa Bank & De Loitte & Touché

HR Development Programme, Transnet & UJ

Advanced project management, Absa Bank

Conducting Meaningful Conversations

E-Recruitment, Career Junction

Performance Management for Line Managers

VIP payroll and SAP

Targeted Selection, De Loitte & Touché

Competency Based Interviewing, SHL

Emotional Intelligence, Absa Bank

Effective Facilitation Skills, Absa Bank

Organisational Development Management (OD), Absa Bank

HR Business Partnering Summit, Absa Bank

Mindful Leader

COMPUTER LITERACY

Ms Office

Ms Projects

SAP

Mindmap

VIP Payroll

Peoplesoft

EMPLOYMENT SUMMARY

Dates

Company

Position

March 2020- Current

Auditor General of South Africa (FTC)

HR Business Partner

June 2014- November 2019

Absa Bank

HR Business Partner

May 2012 - May 2014

Transnet Freight Rail

Manager: Talent and Leadership Development

September 2010 – April 2012

ABSA

HR Business Partner

March 2009 – January 2010

Medscheme Holdings

Consultant: Talent Development

December 2007- February 2009

ABSA

HR Officer

March 2005-November 2007

Premier Foods

Talent Management Assistant

EMPLOYMENT HISTORY DETAILS

Company : Absa Bank

Position : HR Business Partner

Date : June 2014 to November 2019

Achievements:

Established relationship with Sasbo Union through Collaboration and engagements resulting in less grievances and dear Maria queries in the regions significantly, shifting the culture and increasing employee engagement which led to increased productivity thereby increasing revenue.

Utilizing networks, appointed 5 Area Heads for the region after restructure strengthening the leadership bench

Through performance management training and coaching, lowered the number of PD Grievances in the regions shifting the focus to that of high performance.

Improved Branch manager engagement levels through different Team building sessions, resulting in improved performance of the region.

Managed to run end to end HR function for 2 Regions (1250 headcount)

Achievements: Gauteng North Region

Reviewed the Host role and defined a strong performer base to support the strategy of improving customer experience and retaining customer particularly in the core middle market space

In efforts to optimize people cost, stopped any further recruitment in BA and Specialist manager roles as there was an over population in these role, also identified and ceased opportunity to cut down on 1 Area Head role, 2 Performance managers and shifted focus into maximizing efficiencies.

Held colleague engagement sessions to test the culture in the region, setting a base to work from in changing the culture to ultimately change colleague experience.

Identified top 16 branches in relation to revenue generated, then facilitated movements of top talented managers into these branches.

Job Purpose :

Act in direct partnership with senior Business Unit/functional management teams as a key enabler in all areas related to people, with a view to maximise performance, and support the delivery of BU objectives through the creation and implementation of appropriate people and organisational solutions.

Responsibilities:

Commercial awareness and strategic partnering

To develop and deliver people strategy and solutions for own Business Unit areas within overall BU people strategies.

Set clear direction and plans for 1-2 years, and is able to adjust and vary resources in response to changing situations.

Creating and executing the business/functional agenda for the area.

Accountability: Trusted Advisor

Provides advice to the senior Business Unit/Functional leadership on people matters and acts as a sounding board and coach.

Has influence and credibility with senior leaders in their Business Unit.

Coach and mentor business leaders, providing challenge where required.

Develop and manage the leadership/talent pipeline in the business.

Accountability: Drive HR Delivery

Provides service and advice on the following key HR processes to their client by undertaking the following:

Operationalise the business strategy into a people strategy for Functional/Business Unit leaders and ensure that workforce planning is embedded with relevant analytics and insights

Support and drive major change and participation on HR Projects.

Identify capability gaps for the Business Unit and define the talent pools in conjunction with Functional/Business Unit Leader. Take ownership of senior resource planning and delivery and participate in executive and senior role hiring.

Take accountability for the Business Unit talent reviews, succession planning activities and talent and capability development.

Deliver Leadership and Learning programmes via specialists, specify internal capability gaps and ensures relevant assessments, development and coaching in place.

Drive the Business Units reward and performance strategy and provide input and manage the senior compensation, take ownership of pay cycle and reward plan delivery.

Ensure effective employee engagement for the Business Unit in conjunction with the Functional Leader, support the HR Operations planning and service quality management.

Ensures seamless delivery and interaction with specialist teams for their area.

Drives the delivery of key HR projects and change management.

Proactively strives to improve client relations, seeking feedback from the business leaders on the quality of HR Service delivery.

Ensures that the impact upon employees is considered at all stages of business change and implementation, in order to create a working environment that brings the employee value proposition to life.

Case manages more complex issues than transactional tasks, which are to be sourced via HR Operations.

Empower line managers to undertake people management responsibilities.

Company : Transnet Freight Rail

Position : Manager: Talent and Leadership Development

Date : May 2012 to May 2014

Job Purpose : To manage and direct the delivery of the talent management strategy and capacity building function for Transnet Freight Rail. This includes the development of a training and development strategy and policy that supports the achievement of Transnet Freight Rail’s business objectives and the development and facilitation of retention of key skills within the organisation

Responsibilities

Development and implementation of effective plans, processes and procedures to implement and monitor talent and training/ development initiatives to ensure that they reflect best practice and meet both legal requirements and the objectives of TFR

Managing the implementation of the talent management framework for TFR

Develop capacity and capability to ensure bench strength in talent pools

Create a culture of learning and development in the organization through leadership development initiatives

Monitor and control the annual training and development departmental budget so that expenditure

Develop effective communication mechanisms to create awareness, maximize opportunities for communication and consultation, and obtain buy-in and commitment from employees

Oversee the development and implementation of a Workplace Skills Plan in relation to Leadership Development

Lead, manage and develop staff to ensure that business objectives are achieved

Achievements:

Development and Implementation of the new Talent Management Methodology

Reviewed Talent and succession Management Policy and Standard operating procedures

Development and Implementation of the HC Development Programme

Development and implementation of the “CEO‘s Talent nurturing programme”

Reviewed the “Graduate in Training” programme

Facilitation of the CE’s leadership conversations

Company : ABSA

Position : HRBP

Dates : September 2010 – April 2012

Job Purpose : Guiding and managing the overall provision of Human Resources services, policies, and programs for Absa Retail and International bank (Gauteng north and Limpopo Region) with particular focus on the following:

Develop People Management Strategy, provide strategic direction of the unit and ensure implementation

Responsible for all Labour Relations Matters, i.e. Disciplinary Hearings and Grievances

Develop and Implementation of Talent Management Strategy

Recruiting against right profiles

Identification of Talent Pools

Talent Mapping

Development of Career paths and learning paths

Facilitate completion of EOS (Employee Opinion Survey)

Develop Action Plan to improve EOS

Conduct dipstick surveys to monitor progress

Develop a Colleague Engagement Strategy & Plan

Monitoring and evaluation of HR solutions / Impact assessment conducted

Management of HR Information

Facilitate implementation and monitoring of EE targets

Management of HR Risk and Compliance

Responsible for OD, Transformation and Diversity Management

Management and development of a professional team with direct reports comprising Human Resources Consultant and Administrators

Financial Management

RESPONSIBILITIES

HR CONSULTATION MATTERS:

Ensure that recruitment needs are met efficiently, liaising with central resourcing manager where appropriate

Coach line managers on recruitment and selection process of following best practices, resulting in selection of most competent candidates to avoid unlawful discrimination

Oversee redeployment of staff in the business

Provide professional leadership and expertise to ensure that decisions on personnel matters are made in accordance with good employee relations practise

Support line managers in the implementation of the HR strategy

Deliver presentation of Employee Opinion Survey, facilitate focus group sessions and co-produce action plan with line managers

Monitor success of the Employee Opinion Survey action plan and report on final outcome

Update job descriptions and role profiles

Drive transformation strategy

Oversee and advice line managers on performance management processes

PEOPLE FOCUSED ACTIVITIES:

Reengineering project: Retail Bank

Analyse Behavioural Risk Assessment results

Facilitate managers career conversations

Facilitate super region talent review session

Facilitate Employee Value Proposition sessions

EMPLOYEE RELATIONS:

Facilitate disciplinary consultations

Grievance handling

Incapacity enquiry

Performance coaching for poor performers

Facilitate counselling sessions

REPORTING:

EE reporting

Monthly HR reporting

Regional HR performance

HR Risks reporting

PROJECT MANAGEMENT:

Project leader: FIAS Gauteng North: Management of banking regulatory process

Project coordinator: 2011 Remuneration cycle, out of cycle increases

Project leader: Performance management training for managers

FORUMS/ COMMITTEES/CUSTODIANSHIP:

Chair person, Regional Leadership Forum (RLF): People work stream.

The purpose of RFL is to plan a people focused strategy for employees in Gauteng North and make decisions as regional leadership committee.

RESPONSIBILITIES :

Action Talent Plan:

Identify candidates including (female African) suitable to fill vacancies at management level

Set-up a talk show: interview successful graduates/bankers regarding development successes

Identify business topic for candidates on talent to embark on as a project that will either initiate a product or bring about recommendations to resolving business challenges

To ensure a succession plan to fill Key Value Roles exists across business units and individual development plans for these successors measurable as part of Performance Development plans

Facilitate an Integrated Talent Forum across business units

To ensure that stay interviews are conducted to track Flight risk for employees on talent list

Action Transformation Plan:

Monitor EE ratio as per CoGP targets

Obtain a vacancy list for positions on T/P/M levels from line management

Identify KVR to be filled with female African candidates

To ensure that SBU’s invite transformation reps to RLF to present 3 top transformation issues in respective areas

Invite the Head of Transformation, do to address transformation issues

Disability stats monitoring and action plan around reasonable accommodation for employees living with disabilities

Continuously enhance the coordination and effectiveness of Transformation Forums

Action training plan:Identify leadership gaps and develop leadership capability accordingly

Roll-out activities around Leadership HR toolkit

Organise a leader vs. character event where RLF members can live out the meaning of leadership to them.

Promote leadership visibility

Facilitator of Northern Elephants Consistency checks:

The purpose of C-check meeting is to ensure performance evaluation consistencies in various branches.

RESPONSIBILITIES:

Facilitate performance rating regional consistency-checks to assess the fairness of ratings, CTC increases, bonuses packages allocated to employees within Northern region

Consolidate performance ratings, CTC increases and bonuses for clients

HR CUSTODIAN: RISK MANAGEMENT

Identify Potential risk and come up with contingency plans

Track and report on Gauteng North headcount

Ensure that all findings from Auditors are corrected

PEOPLE MANAGEMENT ON DAILY BASIS:

Manage x2 administrators and 1 consultant on HR operations activities

Company : Medscheme Holdings

Position : Consultant: Talent Development

Dates : March 2009 – January 2010

Responsibilities:

Facilitate implementation of the Medscheme Talent Development framework:

Leadership Development: Analyse leadership development needs in the business; identify and recommend appropriate interventions.

Coaching and Mentoring

Career management

Succession management

Managing and reporting on EXCO, GM and Senior Management Development Programmes

Monitor implementation of the Talent Management Tool (Talent Grid)

Develop career management framework for Medscheme

Develop and document the talent development practice and process with direction from Skilled Leader, Practice Owner and peers (Practice Board)

Facilitate compliance and follow-up on non-compliance

Draft communication regarding practice and feed up to Practice Owner

Generate reports and statistics – feed up to Practice Owner and Skilled Leader

Monitor SLAs related to the practice and report to Practice Board

Assist with grievances specifically related to the practice

Achievements:

Formulated Policies & Frameworks on: Succession & Career Management

Facilitated/ Presented induction programme at Medscheme

Leadership development partnership with Gibbs

Created and launched/promoted Medscheme training framework

Company : ABSA

Position : HR Officer

Dates : December 2007- February 2009

Responsible for end to end HR services for the Alice Lane Contact Centre by implementing: -

Analysing and interpreting HR management information as well as Line requirements, and formulate Customised solutions for my internal clients,

Managed and Administered the end to end HR at a support level (Junior HRBP) through:-

- Project Management & Coordination

- Talent Sourcing, Performance Management

- Talent Management (end to end employee life cycle)

- Employment Relations; Training & Development

Talent Sourcing and selection (End to End Recruitment)

Undertaking a Talent Mapping Analysis for the Contact Centre industries

Receiving motivation from Line manager for vacancy to be created.

Checking headcount against vacancy to be created

Creating Vacancy on the E-Recruitment system

Advertise position and Shortlisting of candidates

Arranging and conducting interviews

Selection of suitable candidates

Conducting competency assessments

Risk assessments checks(ITC, ID, QUILIFICATION, REFFERENCE CHECKS)

Submitting relevant documents to payroll for processing and hiring on system

Org Structure Management

Reviewing and update role profile

Updating the organization structure bi-weekly for the division

Performance management

Ensuring that managers comply with the performance management process

Conducting Performance Management Training for Line Managers

Conducting Consistency checks for performance scores

Managing performance accelerating process for non performers

resolving grievances regarding performance Management Process

Employee Relations

First time resolution of grievances

Observing and shadowing ER Specialists in disciplinary hearing

Employee Opinion survey management (Culture survey)

Ensuring participation by Promoting the survey

Creating action plans with managers

Ensuring and monitoring implementation of action plans

Supporting people change processes

Rewards and Recognition

Part of the steer committee for the recognition programme ”Lime Light” which won a National Award for the most innovative non-monetary reward.

Reporting

Company : Premier Foods

Position : Talent Management Assistant

Dates : March 2006 - December 2007

RESPONSIBILITIES:

Providing administrative services to HR on the following areas:

Recruitment and Selection

Evaluating all CV’s as per job criteria

Screening and short listing and coordinating interviews

Liaising with recruitment agencies on relevant job specs

Ensuring that all interview packages are up to date for panel members

Interviewing

Facilitating competency assessment

Reference checks & Risk Assessment

Automation for our recruitment process

Administrator of the system

Place job adverts on the system

Compiling list of talent identified through e-recruitment

Continuous monitoring of the system

Appointments

Appointment letters & Employment contract

Facilitating relocations

Ensuring that employment contracts are signed and sent to salaries department for processing

Bursary Administration

Receiving all bursary applications

Initial screening of applicants

Liaise with bursary committee on general bursary issues

Report to bursary committee on the budget

Process all payments

Maintain bursary filling system

Responsible for the administration of the bursary budget

Training

Coordinate training on PMDS (Performance Management System)

Training Administrator for (e-learning)

Employment Relations

observed disciplinary / grievance for junior staff

Implementation of Premier Foods Learnership Programme

REFERRENCES

Available on request

Contact this candidate