Curriculum Vitae of Alisha Maharaj

ADDRESS: ** ****** *****, *******, ******, 4093

MARITAL STATUS: Married

DEPENDANTS: Two (2)

AGE: 35 years old

Education

University of Kwazulu Natal – Bachelor of Commerce Degree (B. Com) – majored in HR Management & Management. Completed in 2007.

Nilgiri Secondary School – Grade 12 (2002)

Experience

MIET AFRICA

HR Manager

April 2019 to August 2021

Summary of HR Functions:

Develop and implement the HR and People strategies aligned to the business objectives.

Support and coach the management team on all people leadership matters, including business change and transformation. Forming strong relationships with the management team to be able to challenge and coach in a high-performance environment.

Partner the management team to project manage organisational and procedural changes within the business area.

Be responsible for all HR management and development (including recruitment and selection policy/practices, discipline, grievance, mentoring, salary and conditions, contracts, training and development, talent management, succession planning, driving performance appraisals and any other HR related issues).

Lead the work to regularly review the company's talent management processes within the business areas, including performance/potential management, resource planning and succession planning.

Where necessary, work in partnership on projects to aid continuous improvement and implement improvement programmes (e.g. changes to working practices, organisation changes and business “excellence”).

Provide insight and recommendations on HR initiatives that can be leveraged to strengthen business results e.g. leadership/development programmes.

Working with senior managers to uncover the talent implications e.g. any significant gaps to meet long-term objectives and create a long-term workforce plan that prioritises people-related initiatives.

Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales

Liaise with Directors and Managers to understand their HR requirements and ensure they are fully informed of the HR strategy.

Keep up to date with HR legislation by researching and attending necessary events, before providing suitable interpretation to Directors and Managers.

Update the company server with timely, relevant forms, policies and procedures to ensure accessibility for employees at all times.

To facilitate as a mediator when required to try and resolve employee grievances.

To manage the long service rewards and ensures employees are notified of qualifying rewards in a timely and accurate manner.

To deliver and report on the annual employee engagement survey to ensure feedback from employees is collated and interpreted correctly to help improve employee engagement.

Recruitment duties:

Manage all recruitment needs for the company, including implementing and continually developing a robust recruitment process.

Overseeing the day to day management of the recruitment process, including reviewing job descriptions, website advertising, updating of the company resource plan, sifting and selection of CV’s, attending interviews and selecting candidates

Creating and continually improving offer letters and contracts of employment, whilst managing the timely distribution of such documents.

Managing the collation of references, DBS and police clearance as relevant to each role.

Ensuring all relevant ID, certificates and employee documents are received on or before 1st day of employment.

Training duties:

Establish and maintain appropriate systems for identifying, planning, delivering and measuring learning and development.

Manage a training plan that details required training that is delivered within the agreed/specific timescales and ensure outcomes are appropriately measured and reported on.

Manage and develop direct reports.

Liaise with the finance department to ensure control of training and development expenditure within agreed budgets.

Liaise with other managers to understand all necessary aspects of their learning and development needs, and to ensure they are fully informed of corporate learning and development objectives.

Succession plan and ensure training is aligned to support the plan.

Develop training and communications materials to support learning and development needs.

Ensure training activities meet and integrate with company strategies and policies.

Write and deliver training lessons to continue personal development of Line Managers throughout the company.

Manage the organisation and delivery of company induction sessions, including writing and delivering the presentations.

Maintain the currency of the Training Matrix and share the information regionally.

Develop an Academy approach to the design of a behavioural competency framework and Learning Programmes that support each job level with the business.

Reason for leaving: Retrenchment.

Private Health Administrators (Pty) Ltd

Human Resource Manager

March 2017 – January 2019

Summary of HR Functions:

Strategically plan HR initiatives and encourage more efficient and beneficial work from employees.

Recruit, screen, interview, hire and dismiss employees as necessary, following all HR processes and procedures.

Direct all hiring and training procedures for new employees (Induction Packs, JDs’ etc.)

Continually educate employees on company policies (including sexual harassment, appropriate dress and social media permissions etc.) and keep employee handbook current all via e-training on our company Intranet.

Administer or change benefits, health plans, retirement plans etc.

Organize, maintain and update employee HRIS information as needed.

Monitor employee progress and stay abreast on company climate and culture, ensuring it stays positive and productive.

Coordinate and direct work activities for managers and employees.

Regularly meet with employees for progress reviews and assessments discussing any problems or grievances they may have.

Attend to employee complaints and work to resolve conflicts.

Initiate and implement any necessary changes to help boost worker productivity (better assessment processes, incentive programs etc.).

Co-ordinating and managing an organisation’s workforce.

Providing channels of communication between an organisation’s management team and the employees.

Developing, implementing, and reviewing HR policies.

Overseeing employee benefits and services.

Advising managers on organisational policies (regarding complaints, concerns, disciplinary procedures, and so on).

Managing employee records.

Overseeing an organisation’s recruitment, interview, selection, and hiring processes.

Identifying an organisation’s staff training needs and overseeing succession planning in an organisation.

Supervising junior HR employees.

Reason for leaving: Resigned – company bought off by FedHealth and head office is in Gauteng.

SD Singh & Associates

November 2009 – December 2016

HR Generalist

Summary of duties

Employee Relations:

• Act as a point person for staff to express their needs and concerns with regards to the work environment and act on staff feedback as appropriate;

• In consultation with other members of the administration, mediate staff conflict;

•Respond to personnel-related inquiries and appropriately escalate inquiries to the Executive Director for resolution;

•Ensure continued compliance with applicable legislation by interpreting and monitoring the application of employment;

•Maintain confidential personnel and legal files. Policy Development and Implementation

•Develop and implement new HR programs, policies and procedures;

•Lead staff education concerning the implementation of new policies;

•Review and update all SETFHT HR policies annually.

Payroll and Benefits Administration:

•Oversee all aspects of the payroll function including items such as data entry, transmission of payroll information to financial institutions, payroll reconciliation & audits, government remittances, etc.;

•Provide employees with benefits (health, dental, life insurance, and pension plan) information and respond to benefits inquiries;

•Analyze, audit and complete administrative tasks related to the corporate benefit package & pension plan;

•Maintain and update employee files.

•Recruitment

Retention and Employee Orientation:

•Manages the recruitment process including obtaining hiring approvals, job postings, applicant screening, maintenance of applicant records, coordination of offering process and new hire set up;

•Lead the delivery of New Hire Orientation and various training programs to all employees as required;

•Update job descriptions as required;

•Play a leadership role in organizational training and development initiatives; and

•Liaise with employees to understand their education and development needs.

Health and Safety:

•Oversee Workplace Health and Safety activities/initiatives;

•Sit on the Health and Safety Committee;

•Ensure that all employees are properly trained in health and safety programs, policies and procedures; and

•Assist with implementing modified work for injured/sick workers.

Reason for leaving: Resigned – son was ill and job involved extensive travelling.

Discovery Health (Pty) Ltd

Client Relationship Manager

September 2005 – November 2008

Summary of duties:

Interacting with Irate Members of the Scheme and resolving complaints.

Ensuring that complaints are resolved promptly and within SLA.

Building and maintaining relationships with members and key personnel within employer groups.

Conducting business reviews to ensure members are satisfied with their products and services.

Alerting the sales team to opportunities for further sales within key members.

Reason for leaving: Relocated to Durban.

References

MIET AFRICA: Ms M Cramer (COO) – 031-***-****

Private Health Administrators: Ms F Ganie (Executive) – 031-***-****

SD Singh & Associates: Mr S Singh (Director) – 084-***-****

Discovery Health: HR Department – 086*-**-**-**

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