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Work Background
The Global Talent Co.Talent Manager
Jun. 2024City of Cape Town, Western Cape, South Africa
Self-employedIndependent Human Resources Consultant
Nov. 2022 - Jun. 2024Cape Town, Western Cape, South AfricaI currently assist companies with any HR functionality their business may need on an adhoc basis.
IGT, a subsidiary of International Game Technology PLCHuman Resources Business Partner
Aug. 2017 - Oct. 2022Johannesburg Area, South AfricaMy key objective was to centralise the IGT HR function from being an external and internationally managed function and build it from the ground up for the South African office. Manage the entire HR function for IGT Africa
Policy and process creation and implementation
BEE strategic planning and management across CSI, S&D, Management control and the IGT Africa Trust Manage Monthly Payroll
Design and Implementation of new ESS, incorporation of Onboarding, Recruitment and Employee Data (Success Factors - SAP)
Responsible for all statutory submissions, including WSP, ATR and Employment Equity
Build and maintain strong business relationships with managers, employee and stakeholders in order to drive business success Responsible for the full employee cycle (recruitment to retirement)
Manage all disciplinary issues Provide guidance to managers with regards to the LRA Represent the company at the CCMA where necessary
Ensure all global policies are implemented locally and aligned to the local labour legislation
Manage annual employee compensation program cycle
Recruitment
Skills development
Employee Wellness
Prime Meridian Direct (Pty) Ltd.HR Manager
May. 2016 - Nov. 2016Sandton, Johannesburg, GautengMaternity Leave Stand-in
PwC South AfricaRecruitment Manager
Mar. 2014 - Aug. 2015Sunninghill, Johannesburg, South AfricaI was responsible for management of all graduate and experienced recruitment for PwC's Consulting arm of the business. (12 direct reports) One of my highlights of working for PwC was being given the opportunity to design and implement a graduate programme for consulting (Foundation for the Future) that recruited 60 graduates to rotate through the various competencies of the business over a two year period. I managed to achieve ROI within 9 months of inception of the programme working with a R10M budget. The programme is still run annually.
IBMHR Business Partner
Nov. 2012 - Jan. 2014Wrocław Area, PolandI was brought to IBM Poland (Wroclaw) to assist with global process implementation in a hyper growth environment. (Growth of from 2500 employee's to 4000 in one year) while fulfilling the roles and responsibilities of a day to day HR partner. My key objectives were to implement global processes for a new site, researching local labour law in order to tailor policy and process in order to achieve labour law compliance while achieving key business growth mile stones. One of my greatest achievements during this time was over hauling the leadership programme that was designed by IBM to promote managers over a 2 year period, shortening it to a 6 month programme in order to achieve business objectives aligned with massive growth. Allowing us to promote managers from within the organisation who had the required IBM knowledge and skills without having to source expensive talent externally.
IBMTraining and Development Lead
Oct. 2011 - Oct. 2012Johannesburg, South Africa
IBMHR Recruitment Partner
Jan. 2011 - Oct. 2011Sandton, JohannesburgRecruitment Partner for IBM SA, recruiting for S&D, ITD and the DC. Recruitmnt of all IBM Sales Staff, Technical Service's Staff, Delivery Staff as well as procurment, HR, Finance etc
IBMGlobal Administration Manager & Africa Expansion Project Liaison
Feb. 2009 - Dec. 2010• Running of Secretarial and Supplemental Project at IBM through Kelly
• Maintain and track Global Administration Budget ($)
• Report to up line in Germany and Austria
• Recruiting and interviewing high level secretaries to support Executives and People Managers at IBM SA in accordance to Service Delivery Model set for SA.
• Design and implement a new SDM for SA in accordance to the standard set in the US
• Handle change management process involved in cutting support model in order to cut costs
• Manage end to end process of hiring new staff
• Ensure labour legislation is adhered to when disciplining and retrenching staff
• Maintaining the relationship between Kelly and IBM
• Run weekly ops meeting between IBM and Kelly
• Ensure Kelly adheres to all clauses of the SOW
• Continuation of all Africa Expansion project duties
IBMHR Specialist - Africa Expansion Project
Oct. 2008 - Feb. 2009Johannesburg Metropolitan AreaOn secondment through Kelly, I was brought in to assist with the Africa expansion project of IBM's due diligence process and purchase of Bharti Cell. My main responsibilities were research of local labour laws in 15 African countries in order to create policies and processes for new IBM sites, recruitment and assisting with compensation and benefits alignment upon absorption of company and resources.
KellyAccount Executive
Nov. 2006 - Sep. 2008Promoted to Permanent Account Executive
October 2007 to April 2008 • Took comprehensive, detailed work orders and inform the client of Kelly’s terms of service
• Conducted competency based interviews with candidates as per the Standard Operating Guidelines
• Followed the correct credit process for all new clients
• Wrote advertisements and advertised vacancies obtaining maximum response from suitably qualified candidates whilst complying with the Labour Relations Act
• Recruited and selected candidates to fill defined positions
• Thorough research on in-house system and networked with other branches in order to fill orders
• Handled enquiries from candidates with professionalism and empathy
• Encouraged suitable candidates to set up interviews
• Interviewed candidates in a friendly and professional manner in accordance with the Standard Operating Guidelines and the Labour Relations Act
• Monitored sources of candidates from advertising for marketing feedback
• Assessed of candidates skills through prescribed assessments
• Obtained two telephonic references whenever possible on each candidate before referring
• Compiled and produced curriculum vitas as per the Standard Operating Guidelines
• Referred candidates on as many suitable vacancies as possible
• Contacted clients immediately after candidate interviews for feedback
• Conducted weekly calls on active work orders in order to assess the current status with the client
• Confirmed all relevant details i.e. salary, start date etc with both clients and candidates when making a formal offer
• Collected payment for the placement on the first day of work for successful candidates
• Processed filled orders on in-house system as per the process • Liaised with the temp division for suitable candidates to refer on perm work orders
• Completed daily statistics • Ensured all interview details are captured onto in-house system • Ensured the correct processing of invoices on in-house system •
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