PERSONAL DETAILS

Name Sharlene Naidoo

Contact no 083*******

Email address adnpyg@r.postjobfree.com

Nationality South African

EE Status Indian Female

Languages English, Afrikaans

ID Number 790**********

TERTIARY QUALIFICATIONS

Institution Regent Business School

Qualification MBA

Status Current

Institution University of South Africa

Qualification Honours – Psychology

Status Degree Completed

Institution University of Johannesburg

Qualification BA Humanities (HR)

Status Degree Completed

Membership: SABPP

CEB HR Leadership Council

Career Summary:

Company

Position

Duration

Focus.one

HR/Talent Management

Current

EOH

HR Divisional Director

April 2012

Direct Transact

Head - HR

July 2010 -March 2012

Faritec

Senior HR Manager

March 2007 - June 2010

Netcare Group

Human Resource Officer/ Human Resource Manager

October 2005 - February 2007

TPG

Recruitment Consultant

May 2005 -October 2005

Advtech Group

Recruitment Consultant

August 2004 -May 2005

Service Seta

HR Internship/trainee

Jan 2003 - July 2004

Copiernet

HR Administrator

Jan 2000 - December 2002

Expert/Specialist:

HR Management

5 to 12 years

Merges and Acquisitions

5 to 12 years

Integration and Rebadging

5 to 12 years

Performance Management

12 years +

Remuneration and award management

5 to 12 years

Talent Management

12 years +

Change Management

5 to 12 years

Start-ups Acquisitions Turnarounds High-Growth Organizations

Positioning HR as a Business Partner for Excellence. A Strategic and innovative HR Executive who translates business vision into HR initiatives that improve performance, profitability, growth, and employee engagement. Empowering leader who supports companies and top executives with a unique perspective and appreciation that human capital is every organization’s greatest asset. Genuine influencer who thrives on tough challenges and translates visions and strategies into actionable, value-added goals

Over 15 years’ experience across the Consulting, Human Capital, BPO, Financial Services, Legal Services, IT, Public Sector and Healthcare & Pharmaceutical industries.

Signature HR Qualifications

HR Best Practices Employee Relations & Diversity Talent Acquisition Staff Coaching & Mentoring Organizational Development, Employee Performance Improvement Leadership Development HR Policy, Process & Systems Design, Change Management Workforce Planning. Development M&A Strategies & Due Diligence Organization. Building Disciplined and flexible problem-solving approach that balances business goals with employee needs.

CAREER PROGRESSION

Name of Company EOH International (MEA, SEA, Latin America, Africa, UK & Europe)

Focus.one International

Position Head - Human Resources & Talent Management

Period Current (MBO of EOH )

Name of Company EOH BPO & EOH IP - 2012 – 2017 (Regional & UK+ Europe)

Period 2012 – 2017

BPO (Consulting, Human Capital, Financial Services,

Health and wellness, Pharmaceutical, and Legal Services)

Firms)

Position Divisional Director - Human Resources

Current:

Lead all aspects of human resources globally, including talent acquisition, organizational development and training.

Develop and implement a robust Human Resources strategy in line with the overall business strategic plan Globally.

Develop and Implement a Resourcing Management Strategy for the consulting Businesses.

Develop and Implement a Talent Acquisition Strategy & Talent Management strategy across all Businesses.

Implement the global talent agenda for each business in partnership with the Senior HR Officers, Senior HR Advisors, and the Head of Global Talent Management.

Implement talent management solutions, such as talent review, succession planning, executive assessment, coaching, individual development planning, and integrate them with staffing into management and leadership positions, participate in leadership and executive development programs and focus on building diversity

Manage and develop a cohort of key leaders with the potential to take on larger roles and lead the company in the future

Manage the business’ pivotal roles, with a focus on strengthening long term succession for these roles, and in the short term, help to ensure that they are filled with high potential leaders

Support the development and mobility of high potential employees at senior and mid-career levels, ensuring an enhanced pipeline of high performing professional talent

Support the corporate and business talent review processes, including workforce planning and preparation for the CEO led Board review, and deeper reach talent reviews

Manage the talent database and associated metrics, track metrics in support of the reporting needs of the Global Talent Management Organization

Provide consulting services as a subject matter expert for HR and oversee programs and activities related to talent processes and practices

Build capability among HR generalists and line leaders in talent identification, planning and development

Partner closely with the Senior HR Advisors and Corporate HR practice leaders to develop and execute short and long-term HR strategies to grow and develop talent

Liaise with Leadership Development and Functional Learning & Development partners on the Executive & Leadership Development Programs nomination processes.

Provide coaching and development to address business talent and performance gaps

Keep abreast of internal and external talent and best practices

Key Responsibilities:

To develop and implement a robust Human Resources strategy in line with the overall business strategic plan

Formulate the people management philosophy and employee value proposition in conjunction with the Group CEO that will underpin all HR processes

Ensure the strategic alignment of the HR function to the ongoing needs of the differing business lines within company Benefits

Act as a Business Partner to Business Unit Heads within the business and provide advice and guidance on issues as they arise

Work with the Group on all aspects of HR to ensure a consistent approach (where applicable) with the wider aspects of the business

Consistent deployment of Group policies in clusters and Regions

Statutory and local compliance

Coherent Labour relations

Single point of contact for the HR Functions on general and sensitive matters

Reporting of any major deviations from Group alignment and polices

Reporting any exception to the company’s HR policy linked to the Clusters/Regions constraints/environment

Contribution of local knowledge and expertise to the operational performance of the Business activities

Representation of company in social bodies and with external and internal stakeholders

Responsible to ensure support and advice to the Business on HR issues

Lead the HR Business Partner Organization in the regions (either as direct manager for the own cluster or functional Manager for the other clusters)

Lead directly the HR Centre’s of Expertise in the regions (Talent Development, Processes & Tools)

Lead directly Company’s Employee Services that will deliver efficiently the transactional HR tasks, mainly HR Administration and Payroll

Ethics and Compliance

As guardian of the rules, support awareness and compliance with the Group instructions and the Code of Ethics

Ensure that the HR processes related to new employees contain the Group basic ethical requirements (awareness of the Code of Ethics, of e-Ethics, trainings,) and, when legally possible, attach the Code of Ethics or some of its provisions to the contract of employment

Twice a year, report to the Risk and Compliance department sanctions against employees having violated the Code of Ethics (in terms of fraud, corruption, conflicts of interest)

Industrial Relations

Represent the Group in front of all employee/labour relations bodies

Assist in the negotiations with Union Representatives when needed

Ensure that the overall labour relations strategy is developed and aligned with the Group’s overall Industrial Relations principles and monitor that it is effectively managed, supporting clusters/Businesses/Group objectives. (Restructuring, S197, acquisition, new business start-up or creation of JV’s, and also to oversee cost, consistency and impact on other Businesses activities)

Shared Services and HR Tools

Where it makes sense, drive the implementation of cross-cluster Shared HR Services focused on overall cost efficiency and effective delivery of service

Ensure the proper deployment and maintenance of HR IS Tools (,SAP HR, Success Factors, Educos, E-recruitment, onboarding – Myopel, ULab) and also that their use is promoted throughout the Country

Ensure correctly stated Country Headcount data in Educos

Corporate Responsibility

Consolidate social data to be published in the annual report

Share best HR practices (such as insertion of disabled persons), people who have little access to employment

At country level, Promote Company Foundation global projects linked to the social responsibility of the company, participate in local initiatives on Corporate Responsibility and Sustainable development

Resourcing and Development

Ensure that staffing needs are shared across clusters and be an active promoter of internal mobility. Coordinate work force planning and prepare long term planning with cluster (cross mobility – recruitment graduate, learnerships)

Support the clusters and Group HR by providing information on key talent issues, cross-cluster vacancies and mobility/availability within the country including for returning expatriates

Ensure that Group-wide agreements with recruitment companies and agencies are communicated and applied and, where it makes sense, facilitate Country-wide agreements

Coordinate external recruitment communication to promote the One Company image externally

Ensure that University relations activities are coordinated and aligned with the Group policy

Conduct Career reviews when necessary.

Compensation and Benefits

Coordinate with Business Units to review the country annual salary increase budget and submit proposals with supporting documentation

Implement and execute changes of collective C&B plans and processes after approval of Corporate in consultation with Sectors and Businesses

Ensure consistency and fairness of C&B plans

Ensure correct and proper management of company pension/benefits scheme(s)

Change Management /Organisation Development

Proactively identify, initiate and lead projects to drive employee engagement, retention and performance

Work with the Business unit heads and CEO on the development of the company culture and values and on communication of these to staff

Ensure action plans from annual staff surveys are drawn up with accountabilities to deal with issues identified

Provide guidance on organisational structure and design including restructuring where appropriate and manage processes to ensure minimal legal exposure to the company

Formulate and implement a proper takeover plan for all new businesses acquired in accordance with all relevant legislation and consistent with organisational values

Transformation

Work with the business on a strategy for continuous improvement on the company’s B-BBEE score

Direct responsibility for ensuring the organisation meet its employment equity and skills development targets as set out in the financial services charter

Ensure diversity is considered within every relevant HR operational element

HR Operations

Attend monthly Operational Exco meetings

Deliver monthly HR reports to Exco and the Operations Board and provide HR related data to the CEO and Business Unit Heads as required

Effectively manage and develop the HR team

Implement and oversee effective processes and procedures, particularly in regard to:

Recruitment

Oversee interview and assessment processes, including psychometric appraisals and Enneargram Profiles to ensure a consistent and appropriate approach

Ensure the relevant staff receive appropriate interview training and guidance

Management of recruitment budget

On-boarding of new employees process including effective induction process

Performance Management and role design

Support managers with individual performance issues, ensuring all policies are adhered to whilst a commercial approach is acknowledged

Implement a robust performance appraisal process and ensure all staff are trained effectively

Oversee job description definition and role design as required

In conjunction with CEO and BU Heads, implement the remuneration strategy

Oversee compensation benchmarking process and provide market data to Business Unit Heads as required

Ensure parity within compensation packages and alert Business Unit Heads to any potential issues

Oversee salary review process and communication to employees

Oversee provision of employee benefits and communication of these to staff

In liaison with the BU Heads, ensure appropriate commission and bonus structures are in place and oversee communication of such structures to employees

In liaison with the BU Heads, oversee administration of commission and bonus schemes

Talent Management and Development

Devise and implement appropriate Talent Management (including training and development) and Leadership Development programs that reflect the needs of the organisation

Develop and implement appropriate Graduate, Internship and Learnership programs

HR policy development and documentation, ensuring consistency with Group policies and relevant labour laws as appropriate

Managing exit and termination processes to ensure they are conducted appropriately

Manage ad hoc Human Resource projects as they arise, including those relating to the wider Group (i.e. climate survey, wellness survey)

Oversee HRIS application to ensure it is meeting the requirements of the HR team and the business

Name of Company Direct Transact

Position Head - Human Resources

Period July 2010 – March 2012

Reason for leaving Relocated to Benoni

Key Responsibilities:

Develops organisation strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organisation strategic thinking and direction; establishing human resources objectives in line with organisational objectives

Some of the potential projects would be the HR participation in the implementation of a new work flow systems across the business to track productivity, capacity of resources across the business. The roll out of a new HRIS, on boarding process, E learning platform, the production and ownership of a HR calendar outlining key activities of the HR function across the business, the harmonisation of performance review processes

Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation and benefits, training and development, records management, safety and health, succession planning, employee relations and retention and employee relations

Manages human resources operations by recruiting, selecting, orienting, training, coaching, counselling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation

Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analysing results; initiating corrective actions; minimizing the impact of variances

Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements

Supports leadership team by providing human resources advice, counsel, and decisions; analysing information and applications

Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organisation values

Complies with relevant HR laws in all jurisdictions, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions

Ensuring that communication to the business as a whole is consistent and timely

Managing and owning the business the People Strategy

Ongoing development of innovative ideas to ensure that we remain competitive, service delivery focused and profitable

Manage the Performance review cycles with the business, ensuring that reviews take place timeously, that development plans are put in place for all individuals and KPIs are developed in line with business strategy

Ensuring that the HR calendar is compiled, communicated

Partner with business and leaders to ensure that we have a clear People Strategy that drives for optimal business performance

Ensuring that we build an outstanding EVP (Employer Brand Proposition) both internally and externally

Building business cases for change around various change initiatives. E.g. talent portal, performance and review and embedding change in the business

Conducting Training needs analysis to ascertain the gaps in knowledge, capability and skills and putting in place the most appropriate intervention

Creation and management of the Global HR budget

Ensuring that we remain compliant within our operating jurisdiction, ensure that all our Policies and Procedures and robust and fit for purpose

Ensure that the HR agenda is rolled out to all jurisdictions

Name of Company Faritec

Position Senior Human Resources Manager

Acting Human Resource Head

Period March 2007 – June 2010

Reason for leaving Company Liquidated

Key Responsibilities:

Gain a good understanding of the business strategy and implication of this on HR

Create a HR strategy that is aligned to the business and supports the business strategy

Write, implement, and maintain all company policies and procedures relating to HR

Manage company legal and statutory compliance

Involved in the acquisitions of new business, compiling due diligence reports

Identify business need for skills and expertise

Advice the business on HR best practice and influence the business to buy into HR projects that’s

supports the business strategy

Audit and authenticate all documents related to legal, salary statements and distribution, policies etc.

Establish and maintain appropriate systems for measuring necessary aspects of HR development

Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed

formats

Manage and control departmental expenditure within agreed budgets

Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements

Maintain awareness and knowledge of latest HR development trends and provide suitable interpretation to directors, managers and staff within the organisation

Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team

Plan for employee’s performance appraisal; develop tools for appraisal, job evaluation and development

Plan and direct for Training of employee including senior managers, maintain contact with outside resources for training

Develop and strengthen an integrated team of professionals in the department

Plan and carry out policies relating to all phases of human resources activities; attract, recruit, develop and maintain an effective work force

Oversee salary administrative functions, salary survey, and annual salary review to determine competitive salary.

Define acceptable employee performance level; evaluate by comparing actual and

desired performance of individuals to aid in decisions about training, compensation, promotion, transfers, or terminations

Set and monitor the implementation of new HR policies, appraisal, trainings and development programs

Direct employee relations’ activities and communication sessions

Deal with procedures of employment, termination

Manages and implement termination process

Conducts exit interviews

Produces a monthly report on trends to Executive Meeting

Lead HR team to work closely with other HR functions to ensure HR internal operation process complying with internal and external policy as well as provide effective and efficient support to all BU’s

Lead and supervise the consistency of HR policy implementation in all BU’s

responsible for employee communications

Proactively review and improve overall HR operation, from end-to-end HR processes design and implementation

Implement automation where needed and ensure all HR process meet compliance requirement, which would cover on-board, terminations, performance management, claims processing, transfers, exits, training administration, etc.

Establish and administer Human Resources policies and activities to ensure the availability and effective using of Human Resources to achieve business objectives

Responsible for the strategic plan of the human resources function

In charge of recruitment, on boarding process, training and development, Learnership programs, compensation, staff welfare.

Manages and implements recruitment and selection processes in line with strategy for the area in such a way that efficiencies are achieved and that the area is optimally resourced

Facilitates succession planning, particularly influencing decision around key posts and earmarked successors, and thus ensuring logical and managed career progression, designed to meet future resourcing requirements

Provides education to BU’s on remuneration issues related to the day-to-day management of staff, as well as other more specific initiatives such as 'key staff'

Provides advice and assistance to management on all IR matters, which includes presenting cases at CCMA on behalf of Management

Facilitates the Employment Equity / Skills Development Committee

Provides education on KPA’s to all BU’s

Formulate policies and supervise policy and legal compliance

Responsible for the strategic plan of the HR function

Compilation, implementation and control of the Human Resources budget

Assistant BU’s with their budget planning

Facilitation of staff welfare and employee benefits

Establishes a business partnership through advising and supporting the line on matters, which have an influence on the HR component of the business

Undertakes and participates in interventions (e.g. workshops) to transfer HR knowledge to the line, so that

managers are suitably equipped to maximize HR capacity in their areas of responsibility

Participating in career development and performance management issues with line management.

Name of Company Netcare

Position Senior Human Resources Officer /Acting HR Manager

Period October 2005 - February 2007

Reason for leaving Career Development

Key Responsibilities:

Transformation

Part of the management team that designed the transformation strategy for the Division

Guiding and advising managers on transformation

Play a leading role in consultative forums

Representing the Division in a consultative capacity during the Department of Labour’s audits

Instituting relevant procedures

Monitoring and tracking of transformation

Succession Planning

Ensure that there are succession plans in place

Assist in identifying leadership and future leadership potential through the use of appropriate instruments

Align, design and implement effective EDW (Employee Development Worksheets) and processes in conjunction with Management

Identification of development gaps and putting plans in place to address the gaps

Provide guidance and advice to management

HR Administration, HR reporting and Statistical interpretation

Legislative reports, ensure following are submitted on time: Workplace Skills Plan, Annual Training Report, Employment Equity Report

Annual Salary Increases - Facilitate annual salary increase with line managers and finance department. Ensure compliance in terms of budgets set

Ensure that all new / potential employees are remunerated and graded fair and equitably to standards and norms

Facilitate annual Incentive Bonus process

Monthly Stats reports - Compile, analyse and interpret stats re Employment Equity, staff profile, turnover, Exit Interviews

Management and oversight of HR Administrators - Oversee HR Administrators regarding

Payroll preparation, delivery, communication and issue resolution;

Time and attendance tracking and monitoring

Maintaining up to date staff files: Contracts; Staff entry and exit documents

Staff benefits (provident fund and medical aid)

Employment Relations

Conduct ER investigations, dispute resolution, resolve grievances, conduct consultative interactions with employees, as well as coordinate disciplinary hearings

Drawing up of disciplinary charge sheets

Providing sound advice and counsel to all levels of management and staff within the division

Providing IR training where applicable

Management of poor performance through a structured programme

Adherence to Labour Acts and Company Policies

CCMA cases through to arbitration

Assisting with process of Dismissals for Operational requirements

Performance Management

Guide and advise management regarding probation, midyear and year-end reviews

Guide and advise management on performance management issues

Ensure that expectations are adequately communicated to staff in proactive performance objective setting meetings

Coordinating semi-annual performance reviews: ensuring performance reviews are timeously and comprehensively prepared; schedule and attend performance reviews; provide coaching to Managers on performance review discussions and style; ensure reviews are filed by the HR Administrators

Training and Development

Ensure that new staff are inducted effectively

Assist staff understanding the Career Development Ladder

Assist staff planning their career development

Monitor fast trackers’ progress

Quality of training in accordance with business requirements and standards;

Efficient investment of Training budget

Authorize and plan training interventions, conduct HR road-shows, manage national conferences;

Ensure staff training needs are met in accordance with line management;

Feedback to management on training provided

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