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Work Background
GetSmarterLondon School of Economics and Politics: Leadership and Change Programme Assessor
Jul. 2021
BOS BrandsHead of People and Culture
Jan. 2018 - Feb. 2021Cape Town Area, South Africa
Anheuser-Busch InBevAfrica Talent Attraction Manager
Jan. 2017 - Jan. 2018South Africa
Anheuser-Busch InBevTalent Development Manager
Nov. 2016 - Dec. 2016Johannesburg Area, South Africa
Optential ConsultingManaging Director and Consultant
Jan. 2016Paarl, Western Cape, South AfricaOptential Consulting is a Human Resources and Industrial Psychology Consultancy focusing on the SME market with the Key Objective of optimizing the potential of the organization with a focus on the people and processes. Our passion is to developing tailor made programs, solutions and tools that assist individuals, groups and organizations to creating a flourishing workforce that will help the business grow. We realize that with small and medium enterprises there is a huge need for Human Capital Resources, but that this is normally a resource that is the last point on the business budget. We all know that the success of any organization ultimately lies within its employees, and therefore ensuring that you have the right people, at the right time, in the right job, doing things right, that will give you the competitive advantage. We believe that all organizations are unique and therefore we cannot just take a one size fits all approach when it comes to people processes and management. Our approach is to first analyze your organization to get an understanding of the current ways of working and to then developed a solution that is aligned to your business need. I am a Industrial Psychologist (Phd) with 10 years of experience across various Human Resources Practices including Learning and Development, Organizational Wellness and Talent Management. Most of my experience is within the FMCG Environment across both Small and Larger organizations. My experience in both large and smaller organization has given me the ability to operate at both strategic and operational levels in various size organization with the benefit of Big picture, Small actions (i.e. the ability to see the big picture with managing detail and understanding that small actions affect the big picture).
SABMiller AfricaExecutive: Africa Regional Talent Development Manager
Sep. 2015 - Jan. 2018Johannesburg Area, South AfricaSABMiller plc is the second largest global beverages organisation and one of the world’s largest bottlers of Coca-Cola drinks. The group’s brand portfolio includes global brands such as Pilsner Urquell, Peroni Nastro Azzurro, Miller Genuine Draft and Grolsch, and market-leading local brands around the world and has over 70,000 employees in 80 countries. In the year to 31 March 2015, SABMiller generated net producer revenues of $26 billion. I am passionate about helping people identify theirs strengths and assisting them in leveraging it to growth and reach their fullest potential, ultimately contributing to the organization's human capital strategy. My key role is to lead the management of development programs for selected talent pools in SABMiller Africa (14 countries), working with Global and Learning & Development communities to ensure high quality outcomes. Furthermore, to ensure the investment in psychometric assessments is fully leveraged in the business in Africa and supports business strategic outcomes.
Key responsibilities included:
- Facilitate the effective implementation of the talent strategy and supporting standards, processes & tools - Prepare Strategic Talent & Development Plans for critical skills/pipelines in conjunction with Learning & Development.
- Build a Region-wide view of skill/role-based forecasting for key talent segments. - Define regional approach to career development: own ongoing development of the career framework to guide employees on potential careers across SABMiller Global
- Provide framework and tools for managers to utilize in career conversations
South African BreweriesExecutive: National Psychological Assessment and Wellness Consultant
Apr. 2013 - Aug. 2015Johannesburg Area, South AfricaSABMiller plc is the second largest global beverages organisation and one of the world’s largest bottlers of Coca-Cola drinks. Has over 70,000 employees in 80 countries. In the year to 31 March 2015, SABMiller generated net producer revenues of $26 billion. My role as Psychology and Wellness Consultant included:
Champion assessments (psychometric, competency based, etc.) as an integral part of the Talent Management.
Manage the use of psychological assessments for selection and development purposes including researching and overseeing the content of all assessment batteries.
Managing the Psychometrics External network: Manage national network quality and skill development. Ensure adequate capability and resources to meet regional assessment needs.
Model the appropriate use of psychometric assessment on the business and coach others when necessary.
Facilitate objective, fact based decisions around our people, through the use of various tools and assessments in order to further development and/or self-awareness
Provide information on development potential which together with other key information about performance, job knowledge, competence, skills and experience assists with promotion decisions and succession planning
Facilitate team effectiveness efforts, in cooperation with Organisational Development, where effective teams can be developed through leveraging individual talent information
Manage the individual effectiveness and wellness through an integrated Organisational Health and Wellness strategy and programmes Benchmark organisational health and wellness best practice on a national and international level and align SAB strategy
Develop and implement an organisational health and wellness strategy aligned with SABMiller PLC global strategy
Align organisational health and wellness policy and practices with HR initiatives in an integrated and proactive manner
Budget management
Manage and monitor outsourced service providers.
South African BreweriesManager: Acting HR Senior Business Partner
Dec. 2012 - Mar. 2013Johannesburg Area, South AfricaDrive the understanding of people and organisational implications of the business strategy and goals across the - Regional team and in so doing influence the business agenda.
Partner with the functional leadership, managers and teams to identify people issues within their client group.
Design and implement appropriate and effective HR solutions.
Deliver HR processes: Talent Management Way. Provide effective commercial HR business advice and support to managers that address both business and people issues whilst balancing legal risk, people impact and cost. Work as a business partner sitting on management teams, challenging and influencing business thinking and strategies on the whole range of people issues. Develop, implement and drive an organisational development plan and appropriate solutions that ensure |the correct organisational structures are in place, employees are aligned behind the strategy, employee engagement increases and help embed the corporate culture and values. Coach and influence line managers so that both people and systems are utilised appropriately to maximise business efficiency. Act as a centre of excellence on Employee Relations issues. Design and deliver workshops on people matters (policies, the Performance and Talent Management, compensation and benefits), providing expert advice and guidance on how to deal with issues. Provide appropriate and timely support and advice on business change projects (include organisational design, communication, consultation, change management) Analyse and interpret HR and business information, including the identification of risks in order that a sound business case can be presented in support for recommendations for change.
South African BreweriesLearning and Development Specialist
Apr. 2011 - Nov. 2012Johannesburg Area, South AfricaDefine learning strategies and solutions to support business goals and improve individual employee performance
Conduct a Performance Needs Analysis, analyse and interpret the HRD strategy and develop a Training Plan Synthesize and integrate macro-skills development legislation and requirements Design and development of learning solutions
Drive the successful implementation of learning strategies
Facilitate the implementation of learning solutions
Manage Trainees and Learnerships
Implement and maintain consistently high quality assurance standards across all HRD initiatives
Facilitate and align organisational change efforts
Align and integrate HRD initiatives with other HR processes
Evaluate and assess the impact of HRD initiatives on individual and business performance
Evaluate HRD practices, processes and outputs
Co-ordinate and oversee assessment and moderation processes
Management of Regional Training Budget Management of Regional Bursary Process
South African BreweriesHR Functional Business Partner
Apr. 2010 - Mar. 2011Johannesburg Area, South AfricaDrive the understanding of people and organisational implications of the business strategy and goals across the - Regional team and in so doing influence the business agenda.
Partner with the functional leadership, managers and teams to identify people issues within their client group.
Design and implement appropriate and effective HR solutions.
Deliver HR processes: Talent Management Way. Provide effective commercial HR business advice and support to managers that address both business and people issues whilst balancing legal risk, people impact and cost. Work as a business partner sitting on management teams, challenging and influencing business thinking and strategies on the whole range of people issues. Develop, implement and drive an organisational development plan and appropriate solutions that ensure |the correct organisational structures are in place, employees are aligned behind the strategy, employee engagement increases and help embed the corporate culture and values. Coach and influence line managers so that both people and systems are utilised appropriately to maximise business efficiency. Act as a centre of excellence on Employee Relations issues. Design and deliver workshops on people matters (policies, the Performance and Talent Management, compensation and benefits), providing expert advice and guidance on how to deal with issues. Provide appropriate and timely support and advice on business change projects (include organisational design, communication, consultation, change management) Analyse and interpret HR and business information, including the identification of risks in order that a sound business case can be presented in support for recommendations for change.
South African BreweriesHR Management Trainee
Apr. 2009 - Mar. 2010Johannesburg Area, South Africa
South African BreweriesHR Coordinator
Jul. 2008 - Mar. 2009Johannesburg Area, South Africa
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