CURRICULUM VITAE

Phillip Moyahabo Tswale

PERSONAL DETAILS

*** ***** ******, ********** *****, 0181, Pretoria. Male, South African, with code 8 driver’s license

Cell: 082-***-**** Work: 012-***-****

E-mail: adyc7w@r.postjobfree.com

EDUCATION

Matric, Maruatona High School, Polokwane 1986

BA (HR management) Degree, Southern Business School, 2000 Forensics Investigation Certificate, Unisa, 2012

OTHER COURSES AND WORKSHOPS ATTENDED

The Public Finance Management Act- Public Finance Management Academy Labour Relations Act Amendments of 2002- CCMA

Computer Literate: MSWord, MS PowerPoint, GroupWise, Internet, MS Excel, MS Access

EMPLOYMENT RECORDS:

January 2022 to December 2022: CellroySA Telecommunications: Senior Risk and Human Resources Officer,

My responsibilities were:

Leading and directing the human resource team to deliver a comprehensive HR service to the business;

Employee relations, including managing absence, disciplinary cases, grievances and sick leave;

Measuring employee satisfaction and identifying areas that require improvement;

Performance management: coaching managers on performance management issues and processes;

Learning and development: providing guidance on development for managers and their teams;

Training: Implementing the training and development agenda; identify training needs and areas that need attention and improvement;

Recruitment and retention: managing talent and succession planning, taking overall responsibility for recruitment activities and campaigns;

Reward advice and support employees on company benefits;

Head of HR, ensuring that all company policies and procedures are up to date in line with current employment law. Ensuring line managers are up to date with change to any policies

Dealing with complex disciplinary/grievance and HR issues, using HR and company knowledge evidencing appropriate decision making skills;

Financial Management of the HR Unit.

Loading employees information on Sage system and activate payroll on monthly bases.

Senior Manager Risk & Forensics

The availability of documented processes and procedures.

Work closely with Internal Audit and Internal /External Compliance

June 2012 to June 2020…

The scope of work entailed an investigation of certain areas of the business agreed with management primarily new business, fraudulent claims an compliance regulations. The objective of the investigation was to establish any business and recovery of assets loss. Developed the Fraud Prevention and Frau framework plan, the objective of which was fraud detection and fraud prevention. Member of Association of Certify Fraud Examiner.

Responsible for the following forensic and fraud detection duties:

Ensure that all departments at WorkersLife Group (Pty) Ltd have accurate and complete processes, procedures and controls.

Ensure that controls are implemented to mitigate possible risk areas

Ensure that staff comply with the controls

Coordinate and implement risks and fraud awareness training.

Conduct focused investigations.

Compiling a memo, recommending how the allegations should be addressed.

Ensure that Quality Control is carried out on a daily basis

Making sure that detection of insurance fraud should be in two steps.

Assessing, tracking and responding to requests for investigations.

Obtaining the necessary approvals to proceed with the matter in the manner specified in the memo.

Ensure that the Workers Life Group has an anonymous "Fraud Line" where staff can report fraudulent activity

Ensure that Forensic Manager is made aware of any possible fraudulent activity requiring immediate forensic attention

Recovery of losses

Recovering financial losses is a major objective of any fraud investigation.

The Risk manager ensures that, in all fraud investigations, there is the quantification of the amount of any loss.

The company will then seek the repayment of losses in all cases.

Where the loss is substantial, the Company’s legal department will immediately obtain legal advice about the need to freeze the suspect's asset through the court, pending conclusion of the investigation

Managing Fraudulent Insurance Claims

Design and implement various policies and procedures for claims.

Ensure optimal handling of all claims and investigate all issues and provide training for all business units.

Evaluate all new claims and administer all data integrity data,

Monitor all claims exceeding R5000 and ensure timely closure.

Evaluate all business units’ associate claims.

Provide training to juniors to manage all outstanding claims,

Design an efficient duty program and coordinate with HR team to facilitate same.

Perform regular quarterly audits on all local offices.

Monitor effectiveness of all programs and provide support to all open claim file reviews,

Manage all payment cycle to ensure compliance to all contract requirements.

Design and maintain panel of investigators and prepare reports for monthly chargeback for all business units.

Analyse all claims to ensure optimal quality and prepare reports for various business units,

Monitor all Refunds expenses and provide report to all clients and management.

Perform investigation on all outstanding claims and perform regular surveillance of all claim issues,

Provide all claim kits to various business units and recommend improvements in processes to increase proficiency and supervise effective resolution of all claim inquiries.

Schedule all internal and external audits on all claims issues and supervise processing of all billing issues.

Analyse all claims and identify all risks and ensure processing of all claims as per company policy.

Forecast all staffing requirements and identify and resolve all issues effectively.

Review risk registers, identify key business and financial risk and assess controls around mitigation plans.

WG

WG Management Services

Prepare risk assessment report which includes:

Identification of new risks

Assessment of all risks

Identification of controls

Documentation of all action plans to mitigate risk

Assess compliance of board composition and governance in terms of point 7 of Board of Directors Composition, Governance and Structure Manual

Assess the risks inherent in the risk management strategy including:

Liquidity risk (liquid assets are available)

Volatility (long term view of investments i.e bonds and equities)

Counterparty (will an investor meet his obligation?)

Capital adequacy (is SCR and MCR maintained)

Assess concentration mapping:

Largest exposures

Concentration of products

Market risks (sensitivity analysis)

Insurance risk (maximum losses from single or multiple events)

Operational risk (system or operation failure)

Credit risk (mismatch of assets to liabilities)

Assess compliance of Risk Committee and Internal Audit committee

Assess authority to enter into contracts

Assess effectiveness of Disaster Recovery and Business Continuity plan Assess safeguarding of premises and assets from:

Bomb threats

Extortionist telephone calls

Kidnapping of employees

Robbery

Burglary

Embezzlement

Mysterious disappearance

Forgery

Money laundering

Prepare annual report or plan of operational risks (In terms of page 7 of WG Operational Risk Management Policy)

Internal fraud

External fraud

Employment practices and workplace safety

Clients, products and business practice

Technology and infrastructure

Execution, delivery, and process management

Disaster and public safety

Monitor and ensure that the Managing executives report twice per annum to the board, audit and risk committee on:

Overall risk management policy

Remuneration policy – inducements, remuneration of executives, consistency with risks management strategy, oversight by board and remuneration consisting of variable and fixed components.

Fit and Proper policy

Investment policy – Investments in terms of the LTI Act, investment strategy, risk management with complex assets, management of long term assets, prudent person principle i.e. investments in instruments which in Insurer can control and manage.

Reinsurance and other forms of risk transfer policy – strategy, types of reinsurance, appropriateness of reinsurance, measuring of counterparties.

Concentration risk and asset liability policy – product development, pricing, investment management, risk asset classes and off balance sheet exposure.

Operational risk management policy

Underwriting risk management policy – Classes of insurance included and excluded, monitoring of claims experience, decision making with regards to underwriting managers and non- mandated intermediaries

Liquidity risk management policy – identification, monitoring and managing of Short term and Long term liquidity

Insurance fraud risk management policy – strategy to deter, prevent and detect fraud and immediate reporting to relevant authorities.

Board of Directors – Composition, Governance and Structure Other policies:

Treating Customers Fairly (TCF)

Anti-money Laundering

Outsourcing Management Review risks in relation to:

Inadequate credit control

Poor policy renewal process

Too few and limited products

Policy wordings (TCF)

Too little or too much reinsurance

Loss of key staff

No succession plan

August 2012: Senior Manager Governance

Transferred from HR office to the Rick Management Unit:

Main duties include:

Establish the Risk management Unit (Governance) on the Group level and draft, coordinate and consolidate the development and timely submission of Risk manageme business plans, quarterly performance and financial reports;

Coordinate and draft the reports on forensics to the Exco;

Conduct quality checks on the claims as well as timeous submission thereof;

Management of staff in the Office of the Risk Unit (RU);

Draft reports, memoranda and submissions as per RU’s request and advice on the risk identified on policy and claims.

Manage the RU projects on behalf of the Group. These include awareness creation on Risk, Fraud and compliance.

Ensure effective and efficient document management system in the RU.

2006 March to July 2023

Employed by the Company Lesaka Employee Benefits (Current Workerslife) as HR Manager and my responsibilities were:

Leading and directing the human resource team to deliver a comprehensive HR service to the business;

Employee relations, including managing absence, disciplinary cases, grievances and sick leave;

Measuring employee satisfaction and identifying areas that require improvement;

Performance management: coaching managers on performance management issues and processes;

Learning and development: providing guidance on development for managers and their teams;

Training: Implementing the training and development agenda; identify training needs and areas that need attention and improvement;

Recruitment and retention: managing talent and succession planning, taking overall responsibility for recruitment activities and campaigns;

Reward advice and support employees on company benefits;

Head of HR, ensuring that all company policies and procedures are up to date in line with current employment law. Ensuring line managers are up to date with change to any policies

Dealing with complex disciplinary/grievance and HR issues, using HR and company knowledge evidencing appropriate decision making skills;

Financial Management of the HR Unit.

1988– 2006 Employed by the Department of Correctional Services as Head: HR Management - Gauteng Region.

Duties included the following:

Administration of compensation, benefits and performance management systems, safety and recreation programs;

Recruitment and selection of new staff;

Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employe benefits.

Performed complex staffing duties including understaffing, refereeing disputes, termination of employment, and administering disciplinary procedures.

Advised managers on organizational policy matters such as equal employment opportunities, sexual harassment, and recommend appropriate changes.

Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.

Served as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

Responsible for planning, directing and supervision of staff in relation to employment, compensation labor relations, and employee relations.

Analyzed training needs of employees, as well as health and safety programs.

Maintain records and compile statistical reports concerning personnel-related data such as recruitment, transfers, performance appraisals, and absenteeism rates.

Analyzed statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization' personnel policies and practices.

Conduct exit interviews to determine reasons for employees’ termination of services.

Investigate and report on industrial accidents for insurance carriers.

Represent organization at personnel-related hearings and investigations; negotiations at bargaining council and provided assistance during pre-labor contracts.

Budget monitoring.

Provide terminated employees with outplacement or relocation assistance.

2000 was transferred to Gauteng Regional Office

1998 was promoted to Assistant Director Disposal Pretoria

Responsible for Personnel and Library administration

Placed at C-Max former Maximum-security Prison.

Appointed as Correctional Officer went through basic training.

COMPETENCIES Data Collection and report writing

Presentation, Communication, Planning and Coordination Innovative and ability to manage multiple tasks

Time Management; Budget Monitoring

Results driven, flexible and willingness to learn

REFERENCE:

Name: Nkosinathi Theledi

Relationship: Supervisor

General Secretary of Popcru 082-***-****

Name: Zwi Mdletshe

Relationship: Supervisor

Address: Group CEO PGC

082-***-****

Name: Makhubalo Ndaba

Relationship: Company Secretary

Address: Director

061*******

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