Human Resources Business Partner - Botswana Experience

NAME: Oduetse Pule MOBILE: +267********

ADDRESS: PO BOX 862 Gabane DRIVERS LICENCE: Class B

Email; ********@*****.*** NATIONALITY: Botswana

General Profile: I am a highly motivated, creative and versatile professional with over ten (10) years of cumulative work experience in Human Resource Management. I have strong leadership and people management and administrative skills with a proven track record of delivery. Details of my skills and competencies are outlined in the following paragraphs. SUMMARY OF WORK EXPERIENCE

Organization: Unitrans Botswana-Mining

Place: Khoemacau Copper Mine

Date: June 2024 to date

Position: Human Resources Business Partner

lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices. Duties/Responsibilities:

• Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning

• Develop and maintain effective business partnerships and serve as a consultant in strategic and tactical approaches for all HR areas. Considered a key business adviser and subject matter expert with assigned operating unit(s) through business knowledge, relationship management and proactive interventions.

• Serve as first point of contact for employees’ HR queries to provide guidance to Managers/Supervisors regarding the interpretation of Legislation and Company Policies.

• Maintains compliance with employment laws and regulations and recommends best practices; reviews policies and practices to maintain compliance

• Ensure that line management is trained/briefed on HR policies and that they are implemented consistently including providing advise and assistance with the management of the disciplinary and grievance process and training of the line managers on the process.

• Provide appropriate and effective advice, coaching and guidance to employees and managers as needed.

• Drive the implementation of the HR strategy and align it the corporate strategy

• Demonstrate the ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity (utilization) and development of within the company.

• Define and execute HR strategies to support current and future business needs

• Provides constructive and timely performance evaluations.

• Handles discipline and termination of employees in accordance with company policy.

• Manages the talent acquisition process, which includes recruitment, interviewing, and hiring of qualified job applicants, collaborating with departmental managers to understand skills and competencies required for openings.

• Performing quality control review of payroll actions and information to identify and resolve pay setting errors and/or discrepancies.

• Advising on setting and adjusting pay for new and continuing employees, implementing pay schedule adjustments, special salary rates, pay limitation, allowance, differentials, and other applicable pay and compensation as per the remuneration policy.

• Conduct workforce planning sessions to align staffing needs with long-term operational goals.

• Lead workforce analytics initiatives to forecast talent gaps and inform succession planning.

• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.

• Creates learning and development programs and initiatives that provide internal development opportunities for employees.

• Create necessary communication plans and change management plans to effectively drive organizational change.

Organization: Botswana Institute of Chartered Accountants Date: April 2018 to May 2024

Position: Human Resources Business Partner

HR Functions

Policies & Procedures

• Oversees the Implementation of HR strategies, policies and procedures in line with the organization 's strategy

• Reviewed HR policies to ensure relevancy

• Ensured implementation of communication structures to ensure timely communication flow between staff and management

• Conducted engagement surveys periodically to identify and address workforce inefficiencies Talent Management

• Develop programs for workforce retention, promotions and succession planning

• Develop job descriptions and evaluations for various positions

• Provid advice on organizational needs, identifying staffing gaps and made recommendations

• Create and maintain an environment of equal employment opportunity, diversity and inclusion

• Maintain accurate employee records and other organizational documents Performance Management

• Manage the execution of performance management system including job descriptions, standards of performance and performance evaluation instruments

• Ensure annual objectives are set, and assessments conducted timely

• Monitor and review staff performance and advice management on remedial action as necessary.

• Oversee the staff performance appraisals process annually

• Provided advice and guidance to management and staff on possible training needs

• Assisted in the development of workplans and periodic monitoring

• Manages departmental performance in line with the HR Scorecard. Organizational Training & Development

• Conduct needs assessment to determine measures required to enhance employee job performance and overall organization performance.

• Developthe organization's training plan and monitored implementation

• Participating in partner Organizations assessments for capacity building- with a focus on HR systems, policies and procedures

• Monitor partners’ performance and provided technical assistance to ensure implementation of actions plans

• Coordinates post training evaluation, analyses result and makes recommendations to management to ensure suitability and effectiveness of training

• Contributes to the development and implementation of succession plans in line with the organizational success plans policy to create and develop a talent pool.

• Monitors implementation and compliance of the Institute training budgets and controls expenditure against authorized training budgets

• Coordinates induction of new employees

Industrial Relations

• Advises line management and employees on matters pertaining to labor laws to promote thereto and fair industrial relations practices

• Provide advice on policy and legal compliance regarding employment matters

• Preside over disciplinary hearings in line with policy

• Advise management on complex employment relations matters and on the appropriate approach to take

• Interprets Institute policies and procedures to line management and employees to ensure sound Industrial Relations and equitable application of company policies and procedures

• Facilitate dialogue to promote harmonious employment relations across the organization

• Point of contact for mediation

• Serves as link between management and staff on any communication regarding HR matters

• Maintains a database and schedule of all company policies, provides timely advice to relevant Department Managers as and when policies become due for review, highlights management areas that need to be amended in alignment with legislative requirements Employee Disputes, Grievances and Disciplinary

• Investigates disciplinary cases, grievances and disputes lodged and dispatches relevant correspondence/notifications to affected employees and management

• Provides technical and professional advice to line management and employees during grievance hearings to ensure compliance with labour law, company policies and procedures and fair resolution of grievances

• Records proceedings during internal disciplinary hearings and avails records to all concerned parties within the stipulated time

• Prepares case files for labour disputes and Industrial Court cases, and represents the company to lead evidence when assigned

• Counsels’ employees to prevent recurrence of transgressions for cordial working relations, documents and files counselling records to facilitate follow ups

• Processes grievances, disciplinary cases and disputes lodged by employees for mediation by Labour Department in accordance with relevant policies and procedures as well as agreed turnaround Union/Management Consultative Negotiation Forums

• Initiates position papers for negotiations and Leads negotiations and consultation with the union on behalf of BICA with a view to achieving positive outcomes and broad agreement to proposals which meet business goals

• Monitors compliance to memorandum of agreement and recommend amendments for discussion between management and the union

• Monitors employment legislation and employment practices and makes recommendations for adoption of best practice where this is appropriate to the business. Remuneration and benefits

• Coordinate in-country salary survey exercise and update compensation tables

• Ensure management of internal equity

• Manage staff welfare including compensation and reward, medical insurance, terminal benefits, group life and accident cover and worker's compensation insurance

• Administer and manage employee insurance plan as well as pension fund

• Conducted salary reviews

Health and Safety

• Oversees the Health Safety Environment and Quality processes and procedures, in accordance with policy

• Responsible for implementing and enforcing an internal Health Safety Environment (HSE) schedule to ensure staff compliance

• Provided advice, guidance, support and promoted awareness to management and staff on measures to minimize hazards

HR reporting & Payroll

• Produced HR monthly reports

• Updated HR dashboard monthly and shared with management

• Reviewed time sheets on a monthly basis and worked with finance to update cost allocation reports

• Assisted with preparations of HR budgets and made budgetary recommendations for the HR department in line with the work plan

• Worked with finance on pipelines and budget realignments periodically.

• Prepare and process monthly payroll Administration, reconciliation and payment of all payroll deductions for BURS, banks superannuation and medical aids Management of HR Information System

• Responsible for employee data verification

• timely updates of staff information on the HR system

• Provided staff training on the use and navigation of the system. This included the use of the Time Management system (for time sheets), employee self-service (ESS) Office Administration

• Plan and coordinate administrative procedures and systems and devise ways to streamline processes

• Coordinating administrative matters such as office space, administrative and procurement tools and files, inventory, auditing of procurement activities.

• Ensure the smooth and adequate flow of information within the company to facilitate other business operations

• Coordinating and managing appointments, meetings, and the conference room schedule in order to prevent duplicate bookings

• Overseeing the maintenance of office facilities, and equipment.

• Overseeing adherence to contractual agreements, recommending amendments and extensions of contracts, and advising concerned parties on contractual rights and obligations.

• Supervising administrative staff and dividing responsibilities to ensure performance

• Monitor inventory of office supplies and the purchasing of new material with attention to budgetary constraints.

Organization: Bokomo Botswana (PTY) LTD (Richmark) Date: September 2014 to December 2017

Position: Human Resources Generalist

Duties and Responsibilities

Provide timely, accurate and robust advice and guidance on the full range of routine and complex HR issues including, but not limited to, industrial and employment relations as well as pensions casework. That include all aspects of job profiling and evaluation, rewards and performance management, disciplinary, capability, grievance, attendance management, whistleblowing, dignity at work and organizational change Talent Management

• Managed full cycle of recruitments - background checks, prescreening hiring and onboarding orientations/ inductions

• Worked with program Leads to develop and maintain up to date, accurate and appropriate job descriptions

• Promoted training and development interventions to ensure optimum utilization

• Support department managers to ensure robust departmental talent and succession plans are in place

• Advice on organizational needs, identifying staffing gaps and made recommendations

• Responsible for the preparation of staff contracts/ offer letter.

• Ensuring core HR processes (e.g. performance, talent reviews, compensation, talent acquisition, etc.) are clearly communicated and understood by managers and supervisors within the business/function. Performance Management

• Managed the performance management process

• Provided advice and support to line managers and staff on performance management Monitored and reviewed staff performance and took remedial action as necessary

• Developed and implemented strategies to improve work relationships, build morale and increase productivity

• Contributed to decision making processes to addressed succession planning Learning and Development

• Oversee the implementation of the organization 's training and development plans

• Conducted quarterly refresher training on HR policies

• Share with staff on available trainings I courses and provided guidance on enrollment.

• Identifying training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments Remuneration and benefits

• Design and lead development of reward and benefits strategies and initiatives to achieve organisational objectives

• Undertake due diligence on acquisition targets and lead integration of reward and benefit projects post- completion

• Provide leadership and guidance to reward and benefits

• Provide expert advice to the business on reward and benefits policies and procedures to deliver best practice operations and legal compliance

• Manage the annual review process for employees including research and advice on market conditions

• Work with senior managers in providing advice and guidance on the development of organisational structures to meet business needs

• Supervise the Payroll function in handling reward and benefits programs and queries from colleagues and third- party suppliers

• Participate in salary and labour market surveys to determine prevailing pay rates and benefits

• Conduct periodic audits and prepare reports

• Provide advice and guidance to the wider HR team on Company benefits

• Monthly processing of the payroll

• Conducted salary reviews Safety

Health and Environment

• Coordinated the implementation of safety, health and environmental policies and procedures

• Ensured compliance with SHE laws and procedures

• Provided advice on measures needed to minimize hazards Organization: MRI Botswana Ltd

Date: January 2013 to August 2015

Position: Human Resource Officer

Duties and Responsibilities

• Oversee the Human Resources department, including recruitment and selection, training and development, employee relations, performance management, compensation and reward and performance management

• Coordinated staff performance management system process

• Worked with departmental Leads to develop job profiles.

• Made recommendations for training following performance assessments Contributed to decision making processes to address succession planning Prepared departmental quarterly reports.

• Responsible for the preparation of payroll Secretary to the Board Committee

• Monthly payroll preparation and processing

Organization: Discovery Metals Limited

Date: Nov 2010 to Dec 2012

Position-Human Resource Officer

Duties and Responsibilities

• Responsible for the implementation of HR policies and procedures

• Provided guidance on policy interpretation

• Coordinated accreditation requests for Botswana Training Authority (BOTA)

• Coordinated the performance management process

• Maintained personnel files,

• Prepared job descriptions and employment contracts.

• Presided over disciplinary hearings.

• Administered employee benefits, including medical aid, terminal benefits and group life insurance

• Served as liaison between departments, faculty and staff.

• Provided a secretarial role in Management meetings.

• Supervised the HR and admin teams

ACADEMIC CREDEINTIALS

• BA Human Resource Management- 2006-2010; Nelson Mandela Metropolitan University.

• Metric; Grade 12- 2005-2005; Rose Bank House Damelin College.

• BGCSE-2003-2004; St Joseph’s College Kgale.

SHORT COURSES

• 2008-Investment by Stanlip, Nelson Mandela Metropolitan University

• 2011-Safety Management; Discovery Metals Limited (in house)

• 2012- First Aid Course; MRI Botswana Limited

• 2013-Fundementals of Records & Documents Management; Innolead Consulting

• 2013- Foundation Microsoft Excel 2007: Modi Investment

• 2021- Emotional Intelligence

• 2021- Balance Scorecard Training

• 2022- Business Communication (Report writing & Presentation)

• 2022- Advance MS Excel Training

COMPENTENCI ES AND SKILLS

• Good interpersonal & communication skills

• Strong leadership and supervisory skills

• Performance management

• Teamwork and collaboration

• Change Management

• Stakeholder relations

• Business acumen

ACHIEVEMENTS

• General Manager’s Outstanding Performance Reward; December 2013; MRI Botswana Limited

• Top 50 student in Industrial and Organizational Psychology, 2008, Nelson Mandela Metropolitan University.

• Best Designing and technology for form threes, 2002, Nare Sereto Junior Secondary School. Referees

Mpho Dimpe

General Manager-Unitrans Africa-Mining

Cell: +27-833******

Email: ****.*****@********.**.**

Gositang Mmusi

Contract Manager, Unitrans Africa-Mining

Cell: 74293515

Email. ********.*****@*****.***

Geraldine Samson

Head of HR- Unitrans Africa-Mining &

Agriculture

Cell: +27-834******

Email: *********.******@********.**.**

Siminyeni Samuel

Production Manager, BokomoRichmark Cell: 72340948; Tel: 2646211 Sydney Q. Mmopele

Human Resources Manager

MRI Botswana Limited

Cell: +267-********

Keneilwe Rathedi

Management Accountant BICA

Cell: 71747605

Email: ********@****.***.**

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