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Work Background
Radiant LawChief of Staff
Jul. 2023Cape Town, Western Cape, South AfricaAs the Chief of Staff, I drive strategic initiatives and operational excellence within the organisation. My role encompasses:
1. Leadership & Strategy: Partnering with executive leadership to shape and implement our strategic vision, ensuring alignment across all departments.
2. Operational Efficiency: Overseeing daily operations, optimizing processes, and facilitating effective communication to enhance productivity and achieve organizational goals.
3. Project Management: Leading key projects and cross-functional teams, ensuring timely delivery and successful outcomes.
4. Stakeholder Engagement: Building and maintaining strong relationships with internal and external stakeholders, fostering collaboration and driving mutual success.
5. HR & Talent Development: Integrating Shingo principles into HR strategies, with a particular focus on fostering a positive and productive remote-first work environment.
6. Training & Development: Designing and implementing training courses for feedback exchange and virtual facilitation, promoting continuous learning and growth within the team. I am dedicated to creating a culture of excellence, innovation, and continuous improvement, ensuring our organization thrives in a dynamic and competitive landscape.
The Estée Lauder Companies Inc.HR Manager
Dec. 2021 - Dec. 2023KyalamiResponsible for leading a broad range of HR responsibilities for all ELC brands, including employee relations, talent acquisition, recruitment & selection, performance management, talent management, engagement, learning & development, compliance, employee programs. The Human Resources Manager, together with HR BP’s, will work closely with the field management in developing and implementing the employee strategy, creating the culture and driving the strategy within the regional guidelines. Leverage HR processes and drive key HR initiatives to support overall strategic business objectives.
HR NEXTManaging Director
Jul. 2021 - Nov. 2021Douglasdale, South AfricaHRNEXT is a 100% female, black owned company, offering professional HR services and consulting to companies who are ready to accelerate their business and advance human capability through progressive, innovative, agile and untraditional HR frameworks and practices. Our service offering expands across the full HR value chain and can be individualized or customized according to your HR needs or requirements.
Rhenus Logistics South AfricaHead Of Human Resources
Aug. 2020 - Feb. 2021To develop and implement leading edge employee engagement interventions, provide insightful, innovative thinking and problem solving on critical people issues whilst continuously seeking to optimize employee engagement levels as to ensure the achievement of the organisational vision and strategies.
BMW South AfricaManager: Human Resources Strategy, Planning and Steering
Jul. 2018 - Oct. 2019Responsible to plan and steer implementation of local HR strategy and projects within BMW South Africa [Plant, National Sales Company (NSC) and Financial Services (NFSC)] Define, develop and align the local HR strategy in support of local business objectives.
Partner with Central HQ HR Departments to adapt BMW Group HR strategic initiatives.
Evaluates, re-evaluates and develops efficient HR processes to support the HR departments as well as cross-functional departments within the Plant, NSC and NFSC.
Develops and ensures the maturation of HR strategic project planning premises for efficient application across project / process evaluations.
Plan, develop and steer implementation of initiatives approved as a result of legislative changes.
Plan and steer HR divisions KPI management process.
Ensure HR, IT, Business and Legislative landscape are analysed to identify gaps or new requirements from the HR systems, processes and policies. Manage the annual salary and bonus planning process for BMW SA.
Performs cross functional HR analysis to ensure HR inputs on Plant, NSC and NFSC strategic topics are accurate and applicable for long term planning timeframes.
Manages strategic planning activities for Human Resources at Plant Rosslyn to include long-term budget and headcount development planning.
Manages the core headcount target for Plant Rosslyn, NSC and NFSC. Collaborates with Finance to ensure core target aligns with total capacity.
Leads and monitors headcount to show actual and forecast deviations and prepares measures to close the gap.
Analyse real time and historical performance and identify opportunities to improve performance.
BMW Financial ServicesGeneral Manager: Human Resources
Sep. 2008 - Jul. 2018MidrandFull responsibility for the implementation and management of the human resources portfolio.
Executive responsibilities, including policy formulation, strategic input, corporate governance, risk management, and legal compliance.
Manage the HR team with emphasis on direction, motivation, appraisal and development.
Spearhead BBBEE and diversity leadership strategy through various transformation interventions and sensitisation programmes.
Prepare, implement, monitor and review company EE Plan, as well as overseeing preparation and submission of EE Reports.
Prepare and manage HR budget.
Propose and implement an overall HR strategy for the company in line with the BMW Financial Services (SF) worldwide strategy by setting relative objectives and milestones.
Manage the annual target setting and Portfolio/Performance review process as well as the salary review within the company.
Manage and develop learning and development frameworks and initiatives.
Formulate, implement and control initiatives for training, development and succession planning and organizational/cultural change.
Manage and develop diversity and equality through implementation of policies and procedures.
Manage, implement and ensure compliance to SA employment and Health &Safety legislation Manage recruitment process for permanent staff, trainees and temporary staff through effective selection, induction, retention & exit policies.
Support and cooperation of Financial Services international HR and BMW SA HR department.
Identify, propose and implement HR and change management services, processes, systems or procedures to meet the changing requirement of the organisation.
Manage and develop employee relations to ensure effective employee communication.
Participate in and/or contribute to overall SF HR projects either across the region or across locations.
Member of the Management Executive Committee and Chairperson of the Remuneration Committee.
CitigroupAssistant Vice President: Learning & Development Manager & HR Generalist
Apr. 2007 - Aug. 2008Full HR support to the following business areas including branch initiatives and functional line projects and initiatives: EMCB; EMCF; GTS, S&T, Equities, NPC
Recruitment and selection – efficient and effective recruitment processes that support the employer of choice initiative within the specific business areas.
Support the business areas and employees with guidance on employment issues, performance management and career management.
Support the compilation and monitoring of training and development plans, succession planning, the talent inventory and other talent development initiatives.
Compensation and benefits – drive a compensation strategy and approach that is optimal to aid talent attraction and retention. Back-up the compensation & benefits manager in role.
HR reporting – the accurate provision of management information for the specific business areas.
Controls and good governance – apply HR policies and processes to support the business strategy and ensure compliance of employment legislation. Advisory role on HR matters.
Build and maintain relationships with line managers within the specified business areas.
Ensure continual communication with the businesses.
Implement various initiatives, policies and projects in country as necessary, in coordination with the CHRO to ensure consistency across businesses.
Training and coaching of other HR team members in HR generalist skills and competencies.
Back-up and support to the HR head on HR strategies and initiatives.
Overall strategic responsibility for training & development within the branch
AbsaHR Business Partner
Dec. 2006 - Mar. 2007Actively coach & work with the business leaders to facilitate the achievement of the business objectives through strategic & innovative use of people resources, whilst maintaining accountability for the end-to-end delivery of HR services.
Work in partnership with the business leaders, as a real business player, contributing to the development of the business area agenda & strategy which clearly contribute to the Group’s objectives.
Take a pro –active role in the development of the Group people strategy and lead the implementation of this and other major change within the business areas. Drive leadership teams through the interpretation of the Groups people agenda turning this into real action and plans aligned to the goals of the Group and the business area and which drive and embed lasting change.
Coaching and facilitate senior management to achieve best practice and support their long- & short-term development
Build relationships with key stakeholders and utilize networks inside & outside the organization to realize the achievement of the business objectives.
Implement solutions to embed the mind-set of high-performance culture, effective consequence management and challenge managers and employees to consistently “raise the bar”.
Absa GroupHuman Resources Consultant
May. 2001 - Nov. 2006
Absa GroupHuman Resources Officer
May. 2000 - Apr. 2001
Absa GroupSystems Advisor
Mar. 1999 - Apr. 2000
Absa GroupHuman Resources Assistant
Dec. 1998 - Mar. 1999
Browns Personnel Consultants Recruitment Consultant
May. 1998 - Oct. 1998Recruiting of specialised staff in the technical, manufacturing, production & engineering fields. (In all levels from managing directors to artisans)
Marketing
Liaising with clients and applicants
Interviewing
Drafting correspondence to clients
Administrative duties
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