NATALIE SAULS

***A Jan Frederick Street Black Eagle Close

Randpark Ridge

Gauteng

1629

Dear Recruiter,

I am a well-presented person who can communicate with people at all levels. Pride myself as professional with passion for what my career entails. Can work without supervision in a stressful and conflict driven environment as well as strong integrity values. I have distinguished myself as an honest and trustworthy employee with distinctive leadership abilities. I do believe that I can add value to any employer, due to my employment background record and total adoration for HR related administration.

As per resume, I am an advanced computer literate administrator, with excellent Word, PowerPoint and Excel knowledge understanding and capabilities. My current word type is 55 to 65 words per minute. My ability as a strong generalist professional is being able to multitask across various departmental projects, collaborating with committees from other departments, where I champion multiple business units and ensure distribution of reports are shared in a timely manner.

You will see from my resume that I meet these experiences and more.

I would very much like to discuss the vacant opportunities within your company. Kindly contact me should I meet the required standard for an interview, on my phone enlisted.

Thank you for taking the time to review my resume. Looking forward to talking with you.

Sincerely,

Natalie Sauls

Natalie Sauls

Executive: HCM

082-*******

adjga4@r.postjobfree.com

www.linkedin.com/in/natalie-sauls-386678125

Qualifications

Secondary School - 1994

N. Diploma (HR Management) Birnam Business College 1998

BCom (Industrial Psychology) UNISA 2004 Incomplete

Certificate: Psychometric Assessments and testing (Assessment Profile) 2007/2014

Certificate: Payday Payroll HRM – Payday 2007

Certificate: VIP Premier VIP 2011

Certificate: Health & Safety 2013- OHS Megan Swartz safety training

Certificate: Talent Acquisition Training (M28) 2013

Certificate: Peoplesoft HR & payroll – 1999-2004

Career Chronology

Executive HCM: WOF – November 2017 – February 2020 (Based on Government contract)

Human Resources Consultant: FinMark Trust January 2017- August 2017 (Consulting)

Human Resources Admin Manager: Caxton Magazines October 2008-Dec 2016 (Permanent)

HR Senior Generalist: National Airways Corporation January 2007- September 2008 (Permanent)

HR Admin Generalist: Scorpion Legal Protection November 2004- December 2006 (Permanent)

HR Administrator: Mondi Paper August 1999 – October 2004 (Permanent)

Human Resources Administration Clerk- Africa: SGS South Africa March 1995- December 1996 (Permanent)

Training Skills

Stress Management; Diversity Management; Conflict Handling; Time Management; Interviewing Skills; Interpersonal Skills; Selection Skills; EQ Heart Currency; Emotional Competence; Facilitation Skills; Disciplinary Enquiries; Performance Counselling; Induction Training; Customer Relations; EE Reporting; Competency Based

Recruitment Skills; Train the Trainer; Excel

Technical Skills

Unique Payroll; Peoplesoft; SAP; VIP Premier; Payday; Microsoft Word; Excel; PowerPoint; JD Edwards

(Overview); Microsoft Outlook; Internet; PowerPoint; Performance Management; Educos Payroll System; Talenger

(Overview - TNA); SAGE (overview)

Career Experience Obtained

Nov 2017–February 2020 – Government Contract

Job Title: Executive: HCM

Company: Working on Fire

Reason for leaving: Contract Ended

Working on Fire is an Expanded Public Works programme (EPWP), aimed at providing poverty relief and income relief through work experience. The programme is funded through the Department of environmental affairs. Young men and woman are recruited from marginalized communities, trained where they can become skilled Fire Fighters through an integrated Fire Management training initiative programme. Duties include:

a)Develop, maintain and educate all WoF employees on the organisational policies designed to ensure a harmonious and productive work environment

b)Provide support to WoF management and employees in the implementation of WoF company policies

c)Specifically manage and provide support to all Industrial Relations processes within WoF and HAT

d)Manage the Company’s payroll to ensure accurate and timeous payment of wages and salaries to all WoF and HAT employees

e)Develop, coordinate and keep records of a comprehensive skills development programme for all WoF and HAT management and employees

f)Promote ongoing engagements with WoF alumni and develop a WoF alumni database

g)Comply with all human resource legislative reporting requirements, including bi-monthly DEA submissions for government auditing purposes. Sound implementation of all SA Legislations including LRA; SDL;

BCEA; H&S Act

h)Develop regular Employee wellness initiatives to enhance employee life experiences while in the

employ of WoF and HAT

i)Monitor and manage multinational matrix system to ensure operational processes are maintained

j)Remuneration and Benefit Management; Architect and maintain all remuneration benefit frameworks and models to provide structure and ensure alignment of best practices: Peromnes TASK grading (PWC; Deloitte)

k)Manage annual performance and development process through training methodologies

l)Provide insights to make business recommendations, improve efficiency and lead change

m)Manage and monitor HCM budget yearly, assist provincials with budgetary allocations and requirements

The portfolio consists of Payroll; IR; Talent Acquisition and Training & Development, which provides support to 8 provinces.

Amongst others, the portfolio sits on the Exco Board providing strategic and functional support to Exco and Management. I was elected Chairperson for the HCM cluster, Mancom and training committee.

Compliance is highly regarded as the HCM portfolio needs to comply with DEA and SA legislation. There are risk and governance factors which the portfolio needs to report on, ensuring corporate governance standards are adhered to and evaluated quarterly based on strict deadlines

Training is done on a monthly basis and varies from firefighting training to health and safety refresher training courses. Training budget is between 4 and 6 million a year, annual planned training is planned in November of every year, where the Executive ensures logistics for all training and training materials are delivered and implemented. The role provides tools which ensures measures are in place to prove the effectiveness of training, that training reports are submitted monthly and assist those fire fighters with exiting the programme. Amongst others the Executive role ensures WSP/ATR reports are submitted, working closely with the companies training academy and relevant SETA.

The programme employs over 5000 employees, with a strong fold of 4 Unions. Meetings are held monthly with unions and Top Management to ensure transparency standards are upheld. The Executive position acts as custodian for WOF by complying with legislation and enforcing company standards. CCMA referrals are dealt with through the HCM department and line management. Grievances are dealt with internally, through the Executives office.

The portfolio is responsible for all wellness needs of the programme, through preventative and curative measures, to promote the physical, social, emotional, occupational, spiritual, financial, and intellectual wellness of employees. By creating an organizational climate and culture that is conducive to wellness and comprehensive identification of psycho-social health risks. Lastly to promote work-life balance through programmes that will assist employees in meaningful daily achievements and enjoyment in each of the four life quadrants namely: work, family, friends, and self.

Through shared culture principles the portfolio ensures that by collectively developing a set of values, norms and traditions which are based on organisational needs for the success of the programme. Ensuring that these values are supported by policies and procedures, through attraction of talent, training, developing leadership qualities which result in recognition rewards and career developments for employees.

There are 4 Managers reporting into the HCM Executive structure and over 44 employees reporting functionally in the Executives office, across the 8 provinces, directing work activities for managers and staff teams. As Executive, the position is responsible for promoting a positive and open dialog in the work environment, through constant monitoring and supervision of teams ensuring that tasks at hand are carried out. The position manages the responsibility of managing the electronic diary for the HCM departmental heads.

Responsible for oversight in payroll department to ensure smooth administration of remuneration policies, processes and practices. Conduct remuneration and benefit audits to examine ratios and manage discrepancies. Oversee annual salary review process, action changes or proposals to adjust remuneration and benefits scheme packages. Utmost discretion for confidentiality is critical, the department is entrusted to ensure strict confidential protocols are adhered to.

Since joining WOF, the Executive has implemented a new payroll system, through strong teamwork and dedication, the company is now able to save time and money on effective reporting and timeous payroll processing, reducing the risks where return on investments are now evident.

January 2017–August 2017

Job Title: HR Consultant

Company: FinMark Trust

Reason for leaving: Consulting Role

The position was based on project administration management only. Duties included:

a)Consulting with Trustees in relation to current policies and process documents

b)Monthly meetings with Board members – planned structural changes within the organization

c)Update current policies and process documents

d)Submit for approval to Director through comprehensive PowerPoint presentations

e)Implement changes via internal training methodologies

Main tasks were to attract talent for this fast-growing company and the market needs. Fundamentally responsible for ensuring that the right candidates were employed from compiling Job advertisements and screening talent to interviewing candidates for the specific roles. Induction conducted on a monthly basis to ensure all staff are well informed about the objectives and keeping transparency clear. Employees were also given skills training where needed of which I was responsible for co-coordinating. By making use of training institutions that provide soft skills training as well as NQF aligned training.

To ensure that the company has policies in place for compliance, accessible to all staff and Management. Conducted weekly training on Labor related matters and day to day IR issues that may occur. Part of this process was also formulation of CCMA referrals and documentation that needs to be provided. Worked closely with the Operations team to ensure compliance standards are met by attending weekly meetings.

Drafted and implemented procedures on poor performance on how Managers can actively handle such matters.

Oct 2008–Dec 2016

Job Title: HR Manager

Company: Caxton Magazines

Reason for leaving: Resigned

Joined Caxton Magazines in 2008, as a large Media Company well-known for printing Newspapers and

Magazines as well as distribution. Duties included:

a)Oversee payroll function administration and signoff

b)Administer and maintain leave (accruals and audits)

c)Full HR consulting and maintaining of relationships with Line Managers and Staff

d)Advertising vacancies through Competency Based outcomes including compensation scales

e)Provide input into developing, reviewing, and revising remuneration and benefit structures aligned with company strategy

f)Responsible to maintain and update job evaluation database

g)Responsible for benchmarking positions internally, make recommendations for changes if necessary

h)Perform remuneration and benefits market surveys and recommend analysis to Top Management

i)Full Function of employee orientation

j)Drive full process of the Equity Committee (Chairperson)

k)Monthly stats reporting in Senior Exco Meeting

l)Support Line Managers with Performance Management assessments

m)Controlling full function of staff Discipline including CCMA cases maintaining confidentiality

n)Managing retrenchments and restructuring exercises through confidential consultations

o)WSP/ATR reporting and skills planning yearly

p)BBBEE monitoring and submissions reporting

q)Employment Equity reporting and submissions to DOL

r)Manage relationships with psychometric assessment providers

s)Maintaining appropriate records of Interns/Learnership development and resources allocation

t)Providing coaching to Top Management in line with their development needs

a)HR and ER Policy and strategic Development Implementation

I was fortunate enough to implement the various ER and HR related policies and procedures a communication strategy with Line Managers and employees on ER matters. Building relationship between prehistorical misconceptions of Discipline. Training sessions were held to ensure transparency and to enable staff to have a better understanding of processes

b)Structural Projects for Division

During 2013 the Division was tasked to design and implement proper organizational structures ensuring that staff operates within their scope of functions Job analysis to introduce job descriptions and specifications for all roles within the Caxton Division.

Designing a performance system and following the current ER and HR policies and procedures including but not limited to a discipline code and procedure; grievance policy; leave policy; performance management policy; a policy on managing poor performance; a policy on managing absenteeism and ill health/injury; recruitment policy and job evaluation policy.

c)HR Admin

Building and maintaining a relationship with line management and executive management, ensuring that HR is seen as a strategist partner with legitimate ability to offer creative solutions in line with legislative requirements, to the everyday problems experienced by line managers.

Managing employee benefits administration (leave administration, pension funds, medical aid, housing loans and the like).

Managing the employee communication function to ensure that employees throughout the organization are always well informed about policies, procedures and the decisions that impact on themselves and their career paths within the company.

Review overall pay levels for the Division against market information and incorporate trends identified during recruitment. Highlight gaps or concerns to Top Management for consideration when determining the remuneration plans.

Review requests for interim increases against policy requirements. Making recommendations for approval and facilitate the process between line and business standard.

Conduct exit interviews for middle and senior managers who have resigned as well as a sample of other employees. Compile analysis of the results of the exit interviews and share with Top Management teams if any concerns are flagged.

Manage and co-ordinate the orientation process held in the Division by meeting new starters during their first week as well as a formal introduction to the Company.

d)Training Initiatives

Implementing leadership development programmes that ensures the Division has a competent sufficient pool of potential future leaders. Employ and manage all Interns enrolled for internship programmes with the Division. Manage and monitor the learning and development budget to ensure a positive return on investment.

Ensuring alignment with training institutions across the Division to ensure consistency and offer uniform standard operating procedures.

Collaborate with training institutions and subject-matter experts to design and develop course content suitable for the Media industry.

Jan 2007–Sept 2008

Job Title: HR Senior Generalist

Company: National Airways Corporation

Reason for leaving: Offered a more senior role

National Airways Corporation specializes in Charter Flights, maintenance and avionic repairs. Although the company’s focus was sales, they focused on expanding into Africa to establish a market. Services to the Company was mainly centralized and focused mainly on implementing new innovations for a more collaborative awareness within the division. Duties included;

a)Training Co-Ordinator

b)Employee Wellness champion

c)Maintaining HR and payroll files as per POPI regulations

d)Drafting of orientation programme and present power point presentations to new on boarders

e)Prepare and manage all HR data for MANCO meetings

f)Participate in taking of minutes during committee meetings and responsible for distribution thereof

g)Oversee and manage recruitment budget, present presentations to OPS/Aviation and Training department

h)Responsible for updating and managing all HR Admin related documents on company intranet

i)Manage and co-ordinate strict recruiting deadlines

a)Recruitment and Selection process

Drafting of new Job Specifications according to Job criteria

Overseeing all new Job vacancies versus JD grading system

Screening of candidate applications

Conducting formal interviews and collating all shortlisted data for recommendation

HR Feedback interview forms data management for review

Liaising with Line Managers regarding salary grading

Drawing up of all contracts/Perm and Temp

Identifying immediate training requirements

Candidate Profile testing

b)Performance Management

Assisting and driving the performance management process

Updating and maintaining data integrity on performance assessments system

Assisting and supporting Senior Managers ensuring Managers address employees in confidence and maintain such

Managing of Poor work performance standards

Aligning of grade formatting to performance management

c)Employee Development

Identifying of career paths for staff through various methodologies and process systems

Conducting of skills audit assessments

Consult with staff on career aspirations

Control of suitable training interventions in line with succession planning

d)EAP

Managing and controlling full function of employee wellness programme throughout the year

Assisting staff with personal matters and refer

Managing Medical Aid benefits through EAP

e)Industrial Relations

Full function of staff grievances

Assisting in disciplinary hearings ensuring confidentiality is maintained and hearings deadlines are adhered to

Advise Line Management on staff discipline

f)Other HR Admin functions

Capturing of overtime – payroll system – Payday maintain data integrity and maintain confidentiality

Leave transactions

Drafting increase letters

Submit monthly reports to Senior Management (promotions; terminations; transfers)

Conducting of all exit interviews

Submission of Equity reports

g)Structural Projects for Division

One of my first tasks was to formalize and implement the EAP wellness programmes for the Company. Ensuring the programme was being optimally and proactively used providing recommendations for improvement as required. By implementing this programme employees were given the advantage of utilizing facilities available to them.

h)Training Initiatives

Manage and co-ordinate the Orientation programme, giving new staff an insight of the Company and the operational processes. Getting Line Managers to contribute to the programme by interacting with new staff based on a scheduled timeframe. Support and assist the training team with their training, aims, practices and processes.

Ensure that the Workplace Skills plan and Annual Training report is prepared and submitted so that that future training planned is implemented and rolled out accordingly.

Dec 2004–Jan 2007

Job Title: HR Generalist

Company: Scorpion Legal Protection

Reason for leaving: Headhunted by NAC

Scorpion Legal Protection (Pty) Ltd is part of the LEZA Group of Companies and is well-known Legal expenses insurance company with a national footprint. During my tenure, Scorpion Legal Protection (Pty) Ltd had 33 branches throughout the Republic of South Africa and employed in excess of 700 full time employees, nationwide. Regular attendance of Management meetings to streamline processes and create transparencies in the Division. Tasked to support the HR department assigning the designated staff, making sure all facets of HR are fully established and that staff needs are met. General duties included:

a)Taking minutes in HR/Fin/Ops Management meetings (monthly) Responsible for distribution to various departments

b)Compilation of monthly HR report and quarterly reports for Board Pack Meetings

c)Verifications of all employment contracts and benefits administration

d)Maintenance of payroll data integrity systems

e)HR database maintenance on VIP – Payroll System

f)Co-ordinate and manage recruitment and selection process

g)Full HR and general administrative duties including compensation and benefits processes

h)Report annually on Employment Equity stats

i)Acquisition, collation and recording of all non-financial HR data

j)Manage administration process of all discipline/grievances

k)Updating all training records for skills auditing

l)Assist Line Managers with performance Evaluations maintaining confidentiality and process flow

a) Recruitment and Selection process

Implementation of recruitment policy through effective recruiting

Advertising both internal and externally

Drawing up of Job Specifications

Implementation of CBR questions and HR feedback interview forms

Assisting consultants with day to day administration

Screening of applications

Setting up and conducting interviews

Conducting reference and qualification checks

Drawing up of contracts both Perm and Temp

b)Payroll Administration

Collating and capturing of payment data maintaining confidentiality on all employee’s personal data

Full payroll function on temp payroll

c)Employment Equity

Employment equity submissions

d)HR Group Reporting

Compile monthly Management reports

Management of headcount in accordance with business requirements

Stats in terms of turnover, leave, recruitment

Training spent

e)Performance Management

Full training on performance management

Assisting and advising Line Management

f)Other full HR Admin functions

Implementation of Company Organogram

Conduct Exit interviews and collate data for Management reports

Aug 1999–Oct 2004

Job Title: HR Officer

Company: Mondi Paper (Forestry Division)

Reason for leaving: Retrenched

After having completed my National Diploma I was employed by Mondi Paper a subsidiary for Anglo American. Based in Johannesburg (Head office) I resumed the duties of the HR Office Administrator, being part of such a well-established company I fulfilled the following duties.

a)Co-coordinating recruitment and selection process internally and externally

b)Compiling increases and Manpower Budgets; Patterson grading system

c)Responsible for all relocation recons

d)Month-end Reporting to Senior Management

e)Report on quarterly absenteeism to Line Managers

f)Admin function on Standard Bank Home loans and processing information

g)Pension/Provident fund administration

h)Undertake and co-ordinate remuneration related projects, incentives

i)All payroll input processing

j)Responsible for Long Service Awards recognitions ceremony

k)Reconciling of leave balances

l)Medical Aid liaison for company to staff members

m)Equity stats reporting

n)Switchboard relief

a)Adhoc HR Admin functions

Responsible for 5 Departments for maintaining data integrity

Providing support to Regional HR and Line Managers in respect to Group policies

Induction training on all new recruits

Assisting the EAP function to Line Managers and staff

Handling all company exit interviews for Management review

Assisted in taking minutes during disciplinary hearings

Conducting monthly admin audits get approval and submit to MANCO

b)Full function of Temp payroll for 2 years

Tax calculations

Timesheets

Drafting of Temp contracts

Calculation of retrenchment packages and retirement processes

c)Assisting payroll Manager on

Salary input

Third party payments

Tax payments to SARS

Costing reports to Managers

Distribution of payslips across company

Adhoc payments

Advance payment

Champion for all the HR Self Service systems the Division implemented and formed part of a group of delegates trusted to ensure the protraction of the system in place.

Mar 1995–Dec 1996

Job Title: HR Administration Clerk

Company: SGS South Africa

Reason for Leaving: Completed studies full time

SGS SA, an inspection company with extreme high standards for quality. Duties included:

a)Full switchboard duties

b)Ordering of stationery

c)Taking minutes in meetings-HR/Finance/Africa

d)General PA duties to General Manager

e)Update and manage Africa contracts

f)Assist HR team leader with contracts of employment; benefits administration; leave updates

g)Collate monthly timesheets for payroll

h)Data capturing for all new employees’ personal information including statutory leave

My main function was switchboard duties, managing 18 lines across the business. Answering calls timeously and ensuring messages are delivered to the various departments. Due to the nature of the organization, the role required me to be extremely prompt and professional while conducting business with internal and external clients.

Monthly ordering of stationery collating of requests in a timely manner, ordering stationery get approval from finance and place the order. Distribute the stationery to the various departments.

Monthly meetings are held for HR/Finance and Operation Africa), my duties included minute taking, distribute the to various heads of departments for final approval and distribute to all relevant parties.

Performed general admin duties for the GM, including typing letters of referrals; update Lease agreements; update and amend HR policy documents as and when needed

Updating of Africa contracts on a quarterly basis maintaining confidentiality through audit checking

Collate monthly leave and weekly timesheets for payroll

Capture all new recruits on company system send for approval to HR Manager

Competency Skills Acquired

Student of The Year –1998 Birnam Business College

Presented Best HR Business Plan – 2005 Scorpion Legal Protection

Experience in a Unionized Environment

Experience in public and private service sectors

Experience in HR data integrity Management systems

Experience and able to manage large HR budget and costings

Experience in various payroll systems

Contact this candidate