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South Africa
Work Background
Tiger BrandsHR Manager
Jun. 2015 - Sep. 2016Johannesburg Area, South AfricaDriving and leading the change process and teams. This includes the following key areas:
Change management culture
Driving Learning & development activities related to the change
Communication with staff & stakeholders.
Profiling & grading roles related to the change
Coaching and providing support to Change Champions
Self InsightsAward Winning Training & Development Leader, Coach, Facilitator, Co- Host TV Show, Author
May. 2015Johannesburg Area, South AfricaThe Self Insights methodology empowers individuals to show up their best selves by connecting into their values, power and vision. We offer personal, leadership and career development coaching. Our coaching approach provides growth and support for clients to become more resourceful in all areas of their lives so that they can experience their potential. We provide a safe space to explore your thinking, feelings and needs and we encourage you to make decisions that support your value and worth. Visit our website to learn more!
Element SixOrganisational Effectiveness Manager
Oct. 2014 - May. 2015SpringsLeadership Development
Change management
Talent Development
Performance Management
Tiger BrandsHRD Manager
Jun. 2010 - Sep. 2014Johannesburg, Bryanston•Talent Management:
Manage the integrated people management process: On-boarding, performance management, leadership development, succession management, talent retention, HIPO development Employee Engagement:
Developing Culinary & Home,baby care & Personal Care (HPC) business as the employer of choice. Talent & Organisational Development:
Development of talent inline with our business strategy throughout the leadership pipeline:
NikeEmployee Engagement Manager
Nov. 2007 - May. 2010Learning and Development development of the L&D Strategy. Execute Learning and Development programs Mapping L& D processes Coaching & mentoring programmes Cultural assessment surveys
Diversity & Inclusion
Employee onboarding programme Skills Dev Facilitator for Nike South Africa - reports to SETA, skills levy & grants Performance Management - training of staff, co-ordination of performance documents, compliance, managment of overall process. Co-ordinate year-end multisource. Human Resource Planning
Nike leadership pipeline,HRP process. HRD Administration
Report on learning and development metrics. Educate employees on the use of the ELM tool. Maintain and update the ELM tool. Compile and manage the annual L& D budget
Standardising of all training documentation HRD Projects
Manage and execute ad hoc projects namely: Accelerated development programme
Mentoring& coaching programme
Induction programme
Develop L & D processes through process excellence.
Cultural assessment surveys
NikeHR Consultant
Jun. 2006 - Oct. 2007About Nike:
Nike is a sports apparel and footwear company.; Key performance areas: Recruitment and Retention
Assist Line Managers with the recruitment process for all vacant positions in line with the Labour Relations Act, Employment Equity Act and Nike policies and procedures Preparing and advertising the vacancy. Being the contact with preferred agencies for all vacant positions. Shortlist candidates and prepare competency based interview questions. Organise and facilitate the interview and selection of candidates. Ensure the achievement of EE targets
Co-ordinate post recruitment and exit interviews Performance Management
Ensure that management and staff fully understand and implement the CFE processes. Ensure adherence to CFE timelines. Monitor and advise both management and staff on performance related issues. Advise line management on handling poor performance
Facilitate compilation and/or review of success profiles for all positions ensuring quality and alignment to business unit requirements Training
Co-ordinate a needs analysis, prioritize, develop a training plan
Conduct various workshops e.g. on policies
Maintain employees training records, schedules and company training calendar
Facilitate the implementation of all prioritized programs (identify presenters, dates, rooms and coordinate with delegates etc.)
Evaluate, monitor and ensure return of investment on all learning and development intervention
Compile and submit and ensure the implementation of the skills plan which form part of the national sectoral skills plan (according to the Skills Levy Act)
Responsible for compiling and submitting the annual skills plan report and claiming of the skills levy rebate from the services seta
Custodian of all learning and development programs within NIKE.
Pinpoint One Recruitment AgencyProject Manager
Mar. 2006 - Apr. 2006About Pinpoint One:
Pinpoint One is a black empowered enterprise and a South African company offering clients and applicants a premier recruitment and career service.; Key performance areas: To manage a six weeks response handling project for one of their major clients by: Managing 55 project staff, that includes Sorters, Data Capturers and Verifiers.
Setting a production system/ workflow process for the data capturing of CVs and quality check points.
Ensuring that project staff has all the necessary resources to produce set targets and deadlines.
M-NetLearning & Development Consultant
Sep. 2002 - Nov. 2005
OutlearningLearning & Development Consultant
Sep. 2002 - Oct. 2004OutLearning is a black economic empowerment company and began its existence as Succinct in 1998. The company focuses in the management of the training function on an outsourced basis and the management of learning projects for SETA, government and Private Enterprises. Key performance areas: To manage M-Net, Oracle & Supersport's human resources development by: Setting up a training department to service their human resources development requirements.
Manage learning and training needs/ requests, which include facilitation of training needs analysis and managing the database through an Aspiration system (HRD System).
Sourcing of training solutions to meet the needs (technical, soft skills, suppliers, etc)
Liason with managers about training needs which includes: implementation of development plans, discussions around competency acquisition and performance issues.
Management of training providers by: ensuring that they are outcomes based, ensuring Pre and Post Assessment where required and ensuring the quality delivery of training.
Tracking of trends and legislative requirements by tracking requirements of and developments within the SETA and staying up to date with what is happening in the industry.
Skills development facilitation with the MAPPP SETA. Manage adhoc projects namely, job rotation programme, revamping learning resources library, e-learning, etc.
Developing in-house training programme and facilitating learning.
Management and administration of internship projects.
FOSCHINI GROUPTraining Facilitator
Jul. 2002 - Aug. 2002Foschini Limited is an investment holding company whose shares are listed on the JSE Securities Exchange (SA) .They are a retail group in clothing, jewellery, accessories, cosmetics, sporting apparel, housewares and they supply middle-income group throughout Southern Africa. Key performance areas: Manage the HRD function in conjunction with the Divisional Manager.
Assist managers to identify their staff's needs through task analysis, knowledge and skills assessment and other appropriate tools.
Assist managers in formulating development/ training plan for their staff.
Maintaining an administrative system that includes, learning contracts, training records, needs analyses, etc.
Designing training and development programmes by, identifying the desired outcomes both learning and business of any proposed training programme.
Designing and writing training material and manuals that will provide the learner with the relevant information/ knowledge and skills, in order to achieve the objectives.
Conduct formal training workshops (selecting the most appropriate methods, techniques and material for achieving the learning outcomes and the target audience)
Providing counseling to store staff, for example, personal/ job related problems.
Frontline industrial relations advice on general IR issues.
Ensure that field staff, conduct performance appraisals and that they are filled in correctly.
Conducting services initiatives, for example, mystery shopping programme and service lines.
Involvement in the succession plans of field and store staff.
Co-ordination of cosmetics training for the Cosmetic Consultants of the Division.
Reporting to the Divisional manager on a monthly basis on skills development, employment equity and ongoing projects.
Monitoring the recruitment of store staff and conducting interviews when needed.
Managing training budget for the Eastern division
FoschiniTraining Facilitator
Jul. 2001 - Aug. 2002Managing Training function for the Eastern Division (Mpumalanga, Pretoria and Polokwane)
IPMTrainer and Marketing Consultant
Mar. 2001 - Jul. 2001About IPM:
IPM is a professional human resources body, it has been in existence since 1945 and has more than 5000 members both local and international. IPM is dedicated to the effective management and development of human potential. It provides effective leadership and access to appropriate knowledge, information and the opportunity to network. Key performance areas: Selling training programmes and other services (corporate membership, People Dynamics and the Conference) offered by IPM to corporate companies.
Advise prospective students on what programmes to enroll on, based on their chosen career paths.
Conduct training programmes and facilitating training workshop sessions.
Assists in the planning and marketing IPM Calender activities (e
Data WorldConsultant
Mar. 2001 - Jul. 2001About DataWorld
Data World was established in 1995 and Data Matrix in 2000, and are currently leading empowerment companies in the GIS/ICT sector with a unique blend of technical expertise, and a staff base that is made up individuals from previously disadvantaged communities. The organisation uniquely reflects the fundamental principles of South Africa's transition to democracy: economic empowerment for the previously disadvantaged groups in our society through and unwavering commitment to racial and gender equality, and the development of top-level skills, in particular in the information technology sector. Key performance areas: Editing reports for instance the Municipal Demarcation Board Institutional and Financial reports.
Consulting with Municipalities/ and or District Council at an H.R. capacity.
Writing proposals for tenders.
Co- ordinating various projects.
Co-facilitating strategic workshops for transformation in the Northern Province.
Responsible for the co-ordination of temporary employees, that is contracts and selection.
Institute of people ManagementTrainer & Marketing Consultant
Mar. 2001 - Jul. 2001Selling and co-ordinating public training workshops, eg. Train the Trainer Workshop in Cape Town.
Visiting and liaison with clients to present current and promote new IPM training programmes.
CLOTHING INDUSTRY TRAINING BOARDTraining Officer
Mar. 2000 - May. 2000Clothing Industry Training Board was a non-profit organization that was founded order to address training and developments needs for the clothing industry. This training board has been replaced by the CLOFED SETA. Key performance areas: Designing and developing focused training material, measure ROI, Marketing the programmes to the clothing companies/ industries within KwaZulu - Natal.
Formulating training plans.
Auditing and implementing quality systems by conducting Quality Awareness Programmes. Writing a quarterly newsletter .
Organising workshops relating to the industry
9 PLAYTEX SATrainee Technician
Jul. 1996 - Nov. 1996DurbanAbout Playtex:
Playtex a Sara Lee company is a leading Manufacturer of lingerie in the intimate apparel industry marketed under brand names: 18 hours, cross your heart, Playtex collection, Playtex NOW, etc. Key performance areas: Working in various departments of the company:
Quality Control
Work Study
Human Resources
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