Human Resources Manager
Resume:
NATALIE SAULS
Stonebridge 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.
As per resume, I am an advanced computer literate administrator, with excellent Word, PowerPoint and Excel knowledge understanding and capabilities. 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 to 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 like to take this opportunity to discuss the vacant opportunities within your company. Thank you for taking the time to review my resume. Looking forward to talking with you.
Yours sincerely Natalie Sauls
Natalie Sauls Executive: HCM
*********@*****.***
www.linkedin.com/in/natalie-sauls-386678125
Driver’s License Code:
B
Qualifications
Grade 12: Secondary School - 1994
N. Diploma (HR Management) Birnam Business College 1998
BCom (Industrial Psychology) UNISA -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 Certificate: Driving Dynamics current studies 2023 - 2024
Career Chronology
Human Resources Manager: Dream Hotels & Resorts June 2021 - current
Executive HCM: WOF – November 2017 – February 2020
Human Resources Consultant: FinMark Trust January 2017- August 2017
Human Resources Manager: Caxton Magazines October 2008-December 2016
HR Senior Generalist: National Airways Corporation January 2007- September 2008
HR Generalist: Scorpion Legal Protection November 2004- December 2006
HR Officer: Mondi Paper August 1999 – October 2004
Human Resources Admin Clerk- Africa: SGS South Africa March 1995- December 1996
Achievements
Student of The Year –1998 Birnam Business College
Presented Best HR Business Plan – 2005 Scorpion Legal Protection Implemented EAP programme 2007 NAC
Implemented HRIS Caxton Magazines – 2010 Implementation of payroll HRIS – WOF -2019
Competency Skills Acquired
Unionized Environment/CCMA/Bargaining Counsel
Public and private service sectors
Advance experience in HR data integrity Management systems
Able to manage large HR budget and basic Financial costings/acumen Payroll systems
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 advanced
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) SAGE 300 Premier including SSS
Career Experience Obtained
June 2021 - Current Job Title: Assistant Human Resources Executive
Company: Dream Hotels & Resorts
Reason for leaving: A need for a more structured operational exposure Key Responsibilities:
a.Strategic HR Leadership:
Develop and execute a comprehensive human resources strategy aligned with the company's overall business objectives, with a commitment to innovation, excellence and sound employee development implementation plans.
Provide strategic guidance on organisational development, workforce planning, and talent management.
b.Talent Acquisition and Retention:
Drive and oversee the recruitment and onboarding processes to attract and retain top-tier talent.
Implement effective retention strategies, career development programs, and succession planning, by implementing recruitment strategies and by providing strategic leadership in this aspect, to implement succession planning career development programs that natures our internal talent.
c.Employee Engagement and Culture:
Foster a positive and inclusive workplace culture that promotes employee engagement and satisfaction.
Lead initiatives to enhance communication, teamwork, and employee well-being. Utilize emerging technologies and trends in recruitment to enhance candidate experience and streamline hiring processes.
d.Performance Management:
Implement and manage performance evaluation systems that align with business goals.
Provide leadership in addressing performance issues and developing improvement plans.
e.Learning and Development:
Design and implement training and development programs to enhance employee skills and knowledge. Identify opportunities for professional growth and continuous learning.
f.Employee Relations:
Provide and foster an inclusive work environment through effective employee relations strategies. Address and serve as a resource for employees regarding HR policies, procedures, and conflict resolution.
Ensure fair and consistent application of HR policies and compliance with employment laws.
g.Compensation and Benefits:
Measure, monitor, evaluate and oversee the development and administration of competitive compensation and benefits programs. Conduct regular benchmarking to ensure the company remains competitive in the market and provide such guidance to the Renumeration Committee and Vanguard.
Develop a detailed understanding of the business and its needs.
Review, develop and implement HR strategies which support the business vision, mission and objectives.
Develop dynamic policies which support the HR strategy.
Work closely with other business unit leaders to monitor implemented plans and if necessary, adjust strategies to complement different business unit performance.
Build the framework to execute an HR strategy that supports performance, as well as potential within the business.
This is closely linked to workforce retention, and succession planning, career pathways as well as compensation & benefits across the business.
Align the L&D team action plans to the workforce plans developed.
Ensure there are clear career development pathways that are aligned to the needs of the workforce plans.
To ensure EVPs are adequate to retain and attract the necessary talent and to suggest improvement where there is misalignment for operations to consider and attend to, considering budget limitations.
Oversee the mentorship programs to assist career development plans and talent management
Conduct workforce planning discussions with BU executives and resort general managers.
Consider future requirements and adjust strategies and policies to meet these needs.
Guide BU executives to adjust their strategies and policies to best align with their workforce plans.
Identify areas where the business culture is not supporting the company's vision.
Suggest plan and action which can correct the identified areas of concern.
Identify ideas which can improve the company’s culture and discuss these ideas with the CEO for
implementation.
Review employee dashboard and engagement review scores and formulate action plans to address concerns. (other areas of feedback should also be considered)
Consider and oversee the drafting of all employee communications as and when necessary.
Keep employees informed of all tools available to them to assist in performing optimally. (ICAS, Whistleblowers, Learn & Development platforms, culture initiatives etc.)
To review and adjust HR policies to ensure that they are aligned to meeting the requirements of the Labor Relations Act and other applicable legislation.
To Frequently monitor the plans and progress made by the L&D team.
To suggest changes and improvements to the plans.
Hold the L&D team responsible for their deliveries ensuring they meet the OKR set
Career Experience Obtained
November 2017–February 2020 Job Title: Executive: Human Capital Manager
Company: Working on Fire Reason for leaving: Resigned
Key Responsibilities:
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 the programme
d)Implement evaluate and monitor ER best practices
e)Ensure company representation at CCMA, prepare necessary documentation for application
f)Manage the Company’s payroll to ensure accurate and timeous payment of wages and salaries
g)Develop, coordinate, and keep records of a comprehensive skills development programme for employees
h)Promote ongoing engagements with WoF alumni and develop a WoF alumni database
i)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 Acts
j)Develop regular Employee wellness initiatives to enhance employee life experiences while in the employ of WoF and HAT
k)Monitor and manage multinational matrix system to ensure operational processes are maintained
l)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)
m)Managed annual performance and development process through training methodologies
n)Provided insights to make business recommendations, improve efficiency and lead change
o)Manage and monitor HCM budget yearly, assist provincials with financial budgetary allocations and requirements
Functional and structural reporting
-Oversight and management of Payroll; IR; Talent Acquisition and Training & Development
-Provide strategic and functional support to Exco and Management. Chairperson for the HCM cluster, Manco and training committee ensuring transparency of all procedures are communicated and maintained, evaluating protocols as set in SOP’s
-Compliance regarding DEA and SA legislation HR reporting. Reporting on risk and governance factors ensuring corporate governance standards are adhered to and reviewed quarterly
Strategic Focus and planning
-Develop and implement tactical goals to support programme objectives and delivery on strategy plans
-By staying abreast with local trends, created new opportunities to enhance and retain current structures in relation to wellness of employees; training needs and future internal promotions; data integrity regarding stricter payroll protocols
-Collaborate and implement process in place to track overall performance of the programme
-Support and monitor blended E-learning platform by ensuring employees proactively conclude on-going monthly training assessments to meet training criteria
-Provide input into legal (risk) management strategies and the practical application and operations thereof
-Actively work on relationship building by ensuring trust and transparency is visible
-Compile the annual retention risk matrix and critical positions succession planning
Training and development
-Training budget is between 4 and 6 million a year, annual planned training is planned in November, duties include compiling comprehensive training needs report featuring critical skills required for training purposes
-Submission of WSP/ATR reports are submitted, working closely with the companies training academy and relevant SETA
Employee relations
-With over 5000 employees, there is a strong fold of 4 active Unions. Monthly meetings with unions and Top Management are held to address employees/union concerns
-CCMA referrals are dealt with timeously through proactive engagements with staff and unions
-Communicate and advise Management on Disciplinary policies, ensuring that internal matters are addressed in a timely manner
-Update and report on IR related matters, enforce standards to ensure disciplinary ratings are lowered and gaps addressed
Employee Wellness and organisational culture
-Evaluate 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
-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 I was able to ensure 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
-Foster and promote a positive and open dialog in the work environment, through constant monitoring and supervision of teams ensuring that tasks at hand are carried out
Payroll Management
-Oversight of payroll department to ensure smooth administration of remuneration policies, processes, and practices
-Signoff on monthly payroll. 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 role was entrusted to ensure strict confidential protocols are adhered to
-Liaising with vendors to ensure compliance and competitive advantages for employees annually
Key achievements:
Implemented a new HRIS 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 is evident
January 2017–August 2017 Job Title: HR Consultant
Company: FinMark Trust
Reason for leaving: HR Consultant
Key responsibilities:
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)Implement changes via internal training methodologies
Tasked to attract talent for this fast-growing company and the market needs. Fundamentally responsible for ensuring that the right candidates were employed by 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. By making use of training institutions that provide soft skills training as well as NQF aligned training
Ensure company policies were in place for compliance, accessible to all staff and Management
Conduct weekly training on Labor related matters and day to day IR issues that may occur. Part of this process was formulation of CCMA referrals and documentation that needed to be provided. Work closely with the Operations team to ensure compliance standards are met
Draft and implement procedures on poor performance on how Managers can actively handle such matters
October 2008–December 2016 Job Title: HR Manager
Company: Caxton Magazines Reason for leaving: Resigned
Key responsibilities:
a)Management and Oversight of payroll function administration and signoff
b)HR consulting through relationship building and transparent feedback with Line Managers and Staff
c)Advertising vacancies through Competency Based outcomes aligned with grading scale
d)Provide input into developing, reviewing, and revising remuneration and benefit structures aligned with company strategy
e)Benchmarking positions internally, make recommendations for changes where necessary
f)Perform remuneration and benefits market surveys and recommend analysis to Top Management
g)Employee orientation through planned structure to ensure organizational awareness
h)Drive full process of the Equity Committee (Chairperson) focusing on headcount and fair talent attraction
i)Monthly stats reporting in Senior Exco Meeting to address Equity affairs
j)Support Line Managers with Performance Management assessments
k)Provide and service staff Discipline including CCMA referrals by complying with regulatory requirements
l)Advise, support, and facilitate all ER/disciplinary matters proactively to ensure minimal loss of production
m)Implement and review ER best practice within the company through collaboration with section heads
n)WSP/ATR reporting and skills planning yearly, attend seminars to keep abreast with trends
o)BBBEE monitoring and submissions reporting in collaboration with finance and other joint units
p)Employment Equity reporting and submissions addressing barriers and structural changes
q)Manage relationships with psychometric assessment providers annually follow up on future trends
r)Maintaining appropriate records of Interns/Learnership development and resources allocation
s)Providing coaching to Top Management in line with their development needs for their staff
HR and ER Policy and strategic Development Implementation
-Implement ER and HR related policies and procedures a communication strategy with Line Managers and employees on ER matters. Build relationships between prehistorical misconceptions of discipline
-Training sessions held to ensure transparency and to enable staff to have a better understanding of processes
-Liaise with staff on grievance procedures by visiting various departments weekly
-Draft and serve necessary notices for disciplinary procedures
-Attend to all CCMA matters and preparing formal documentation
-Completion and facilitating incapacity procedures
-Draft monthly IR report for Management review
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 then ER and HR module 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.
HR Admin
-Build and maintain 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)
-Oversight on 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
-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
-Drive orientation process held in the Division by engaging new employees as a formal introduction to the Company
Renumeration and Benefits
-Review overall pay discrepancies 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. Make recommendations for approval and facilitate the process between line and business standard
-Provide support in the execution of rewards and benefits within the company including administering surveys job matching including annual data analysis relating to rewards
-Liaise with Deloittes for salary surveys annually. Make recommendations to Top Management and adjustments where applicable
Training Initiatives
-Implement leadership development programmes that ensures the Division has a competent 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
-Ensure 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
Key achievements:
Implementation of electronic HRIS system to sustain HR data integrity
January 2007–September 2008 Job Title: HR Senior Generalist
Company: National Airways Corporation Reason for leaving: Offered a more senior role
Key responsibilities:
a)Implementation of Employee Wellness programme
b)Evaluating and maintaining HR and payroll files as per POPI regulations
c)Drafting of orientation programme and present power point presentations to new on boarders
d)Prepare and manage all HR data for MANCO meetings
e)Oversee and manage recruitment budget, present presentations to OPS/Aviation and Training department
f)Updating and managing all HR Admin related documents on company intranet
g)Manage and co-ordinate strict recruiting deadlines ensuring return on investment
Recruitment and Selection process
-Ensure recruitment process is up to date and current with the organization’s objectives. Draft, post and screen all vacancies in line with company JD grading system
-Ensure candidate assessments are completed
-Manage and coordinate interview process. Formulate contracts for new hires, ensure that onboarding is done in conjunction with company strategy to ensure compliance where candidates become accustomed to processes
Performance Management
-Lead the performance management process by evaluating all ling managers regarding growth of staff development
-Update and maintain data integrity on performance assessment systems
EAP
-Manage and control function of employee wellness programme throughout the year. Assisting staff with personal matters and refer where necessary
-Implement employee wellness initiative programme for staff events to encourage health and well-being, morale, and financial budgeting. Foster and maintain strong relationship management with service providers
-Provide advice on medical aid benefits through EAP where staff were able to use the programme more effectively
Industrial Relations
-Drive process of staff grievances, source outcome to mediate the process for amicable resolution
-Populate and draft investigation reporting leading to disciplinary hearing charges, ensuring confidentiality is maintained and hearing deadlines are adhered to
-Represent company at CCMA referrals for all ER related matters
Other HR Admin functions
-Capture overtime – payroll system – Payday maintain data integrity and maintain confidentiality
-Draft increase; bonus and 13th cheque letters
-Resolve payroll discrepancies by collecting all data for analyzing a
Training Initiatives
-Head up the Orientation programme, giving new staff an insight of the Company and the operational processes. Allow 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 WSP/ATR and report is prepared and submitted so that that future training planned is implemented and rolled out accordingly
Key achievements:
Lowered absenteeism rate by 48% by encouraging staff to use Wellness service providers
Nominated employee of the month for EAP implementation
December 2004–January 2007 Job Title: HR Generalist
Company: Scorpion Legal Protection Reason for leaving: Headhunted by NAC
Key responsibilities:
a)Minute taking 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)Verification checking of all employment contracts and benefits administration Pension and Medical aid funds
d)Drove recruitment process ensuring cost savings and external participations were timeously managed
e)Report annually on Employment Equity stats to ensure compliancy and implementation of barriers addressed
f)Acquisition, collation and recording of all non-financial HR data
g)Update all training records for skills auditing and skills reporting
h)Assist Line Managers with performance Evaluations maintaining confidentiality, process flow and review of incentive payments
Recruitment and Selection process
-Advertise job through various Digital platforms including internally. Screening applicants both internally and externally through company porthole system, Cold call applicants for specific job applications
-Telephonic interview process applying company CBR questionnaire system. Process second interview for selected candidates and panel members. Process background checks through external platform
-Draft contracts of employment and feedback review for unsuccessful candidates.
Payroll Administration
-Collate and capture payment data maintaining confidentiality on all employee’s personal data
-Compliancy to SARS EMP201/EMP501 forms
-Supply EE/Financial data to Statistics SA
Employment Equity
-Prepare and submit Employment equity submissions annually. Attend to quarterly meetings and make suggestions to barriers
HR Group Reporting
-Management of headcount in accordance with business requirements. Compile monthly Management reports stats in terms of turnover, leave, recruitment and training spent
Performance Management
-Liaise with relevant managers to ensure all staff have their personal development plans in place
-Update all performance management reviews for final approvals
-Update Managers on succession plans using internal staff reporting
Key achievements:
Implementation of HR department as subsidiary company through effective business plan developed
August 1999–October 2004 Job Title: HR Officer
Company: Mondi Paper (Forestry Division) Reason for leaving: Retrenched
Key responsibilities:
a)Co-coordinating recruitment and selection process by screening candidates for interviews
b)Compiling increases and Manpower Budgets; Patterson grading system
c)Month-end HR Reporting to Senior Management
d)Extract and report on quarterly absenteeism to Line Managers for review
e)Weekly payroll input processing
f)Reconciling of leave balances on excel spreadsheet for Management review and updating
g)Collate and submit annual Equity stats
Adhoc HR Admin functions
-Assist and support 5 departments for maintaining data integrity in relation to personnel information
-Provide support to Regional HR and Line Managers in respect to Group policies
-Co-ordinate monthly Induction training on all new recruits securing retention for key strategy components
-Compile company exit interviews for Management review to address short falls
Full function of Temp payroll
-Weekly capturing of input, checking of system tax calculations. Draft temp contracts for final approval
Assisting payroll Manager
-Monthly salary input checking for variances including submission of third-party payments
Key achievements:
Champion for all Peoplesoft HR Self Service systems the Division implemented which formed part of a group of delegates trusted to ensure the protraction of the system in place
March 1995–December 1996 Job Title: HR Administration Clerk
Company: SGS South Africa
Reason for Leaving: Completed studies full time Key responsibilities:
a)Switchboard duties
b)Ordering of stationery
c)Taking minutes in meetings-HR/Finance/Africa
d)Assist HR team leader with contracts of employment; benefits administration; leave updates
e)Collate and submit monthly timesheets for payroll
f)Data capturing for all new employees’ personal information including statutory leave
Main function included 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 prompt and professional conduct business with internal and external clients
Monthly ordering of stationery collating of requests in a timely manner, ordering stationery acquire approval from finance and place the order. Distribution of stationery to various department
Taking minutes of monthly meetings for HR/Finance and Operation Africa), distribute to various heads of departments for final approval and distribute to all relevant parties
Perform general admin duties for the GM, including typing letters of referrals; update Lease
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