Education And Training
SCHOOLING
Highest Standard Passed Grade 10 Institution Boksburg High School
Year 1977 – 1979
COLLEGE
Highest Standard Passed Qualified Ladies Hairdresser Institution Johannesburg College
Year 1979 – 1981 – (Technical Matric)
TERTIARY EDUCATION
COURSE PRESENTED BY YEAR
Industrial Psychology UNISA Current
RPL – Access Program UNISA 2007
Human Resources Management Damelin 1998
Commercial Typing Benoni Typing School 1984
COURSE & COMPUTER RELATED QUALIFICATIONS
Integrated Communication & Leadership Development Workshop Siyadala 2009
Assessor & Moderation Colleen Osorio Skills Development Consultancy 2007
Perform One-on-One Training on the Job Colleen Osorio Skills Development Consultancy 2006
The Paterson Method of Job Evaluation PE Corporate Services 2006
Peak Performance Synergistic Outcomes 2005
Recruitment, Selection & Interviewing Techniques Deloitt & Touche 2004
Finance For The Non Financial Manager Workwise 2004
Skills Development Facilitator ETDP – SETA (Abeeda) 2003
Future Leadership Primeserv 2003
Management Principles Kavan Consultants 2003
Time Management Kavan Consultants 2002
ETDP Workwise 2001
Implementation of Employment Equity Through Payroll VIP Personnel & Payroll System 2000
Occupational Health And Safety Act A J Kirsten 2000
Employment Equity VIP Personnel & Payroll System 1999
Leave Administration, Personnel History & Payroll phase I & II, Tax Year End I & II VIP Personnel & Payroll System 1997
Lotus V5 Intermediate New Horizons 1995
Harvard Graphics 3.0 New Horizons 1995
Beginning Windows 3.1 & Beginning Word Perfect 6.1 New Horizons 1995
Word Perfect 5.1 Executive Training Centre 1993
Lotus 1,2,3 Executive Training Centre 1992
Word Perfect Benoni Typing School 1991
Secretarial Professionalism International Seminars 1998
Q- Office NCR Computer Centre 1988
AG80 Basic Displaywriter IBM Education Centre 1985
Career Summary
April 2014 – Present
Company restructured, my portfolio has expanded as Human Resources, BBBEE and Payroll for four company (CFR (Air/Sea) ZacPak. (Durban, Johannesburg, Cape Town)
May 2008 – Present
CFR FREIGHT LINBRO PARK
POSITION : HUMAN RESOURCES MANAGER
REPORTING TO : MANAGING DIRECTOR
Responsibilities : STRATEGIC ISSUES:
• As stated previously together with:
• Establishment of the entire Human Resources Department for CFR Freight from core issues through to strategic issues.
• Advisor to Executives / Senior Management on all aspects of Human Resources.
• Assisting Senior Management with all implementation of change management processes.
• Establishing training and development strategy for the company.
• Identifying training needs and requirements, souring suitable programs to close the gaps.
• Assisting with all payroll matters, making the relevant changes required for compliance.
• Enhancing payroll to accommodate for employment equity, skills development, pay scales etc…..
• Compiling and implementing performance appraisal processes.
• Dealing with all disciplinary, grievance matters as and when needed.
• Compiling and implementing job profiles, benchmarking and evaluations – (grading system working with Patterson, understanding of Hays).
• Remuneration and Benefits – analyses of medical aids, and provident fund.
• Recruitment & Selection – interviewing, compiling of interview questionnaires.
• Development, implementation and monitoring of all HR related policies and procedures.
Jan 2010
BBBEE
• Overall responsible for the strategy of BBBEE within the organization (CFR, ZacPak Durban, Johannesburg, Cape Town).
• Establishing and implementation of BBBEE policy within the organization.
• Overall management, as well as personally focusing on Employment Equity, Skills Development, Socio Economic Development, Enterprise Development and Preferential Procurement
• Compiling and preparation of all documentation ready for verification.
• Consulting with Executive Management highlighting and discussing changes in the codes which may affect the organizations verification.
• Focusing in areas to optimize full compliance.
JULY 2007 – May 2008
ELLIOTT INTERNATIONAL MIDRAND
POSITION : TRAINING & DEVELOPMENT MANAGER/ HUMAN RESOURCES MANAGER
REPORTING TO : CHIEF EXECUTIVE OFFICER &FINANCIAL DIRECTOR
Responsibilities : STRATEGIC ISSUES:
Almost identical to what I was doing at my previous company with the exception of the physical input of payroll.
Additional expectations were that of compiling the budget for the division in its entirety, Human Resources, Remunerations & Benefits, and Training & Development.
Industrial Relations.
AUGUST 2001 – APRIL 2007
TRITON EXPRESS (PTY) LTD LONGMEADOW
POSITION : HUMAN RESOURCES MANAGER
REPORTING TO : NAT STRATEGIC HUMAN RESOURCES MANAGER
Responsibilities : STRATEGIC ISSUES:
• Developing Human Resources Management Strategies, Policies and Procedures by…
* Developing human resources management objectives, key strategies and action planning, submitting for executive approval;
* Environmental scanning, SWOT analysis;
* Budgeting;
* Communication;
* Implementation.
• Managing Payroll and Personnel Data by…
* Reviewing all salary input data administration;
* Managing and verifying accuracy of all input data including – Engagements, Terminations, Loan deductions, Salary increases, Pension, Medical Aid, UIF declarations, Bonuses, Overtime
* Verifying the processing of payslips and bank transfer rejections;
* Handling all ‘exception’ pay queries / problems;
* Manage the updating of all employee records;
* Consulting with VIP regarding payroll format and parameter changes etc;
* Manage the processing and balancing of IRP5’s;
* Approval and administration of all staff loans and acknowledgement of debts.
• Providing Recruitment and Selection Support by…
* Managing and monitoring the preparation of all job profiles;
Managing and monitoring the selection criteria for all positions;
* Compile and administer basic competency testing exercises;
* Developing all internal vacancy advertisements;
* Manage the process of all internal vacancies posted internally;
* Consulting with employment agencies regarding vacancies within the organisation;
* In consultation with relevant parties monitoring fair selection and recruitment process;
* Monitoring the selection of preferred recruitment and selection agencies;
* Consulting with and providing advice to line management in terms of candidate assessment, selection and employment equity compliance;
* Monitoring recruitment and selection procedural compliance, taking corrective
action where required;
* Managing and monitoring recruitment and selection statistics;
* Advising employment package offers, conducting reference / qualification and other
Verifications as required;
* Developing employee orientation resources, ensuring implementation.
• Managing Compensation and Benefits by…
* Maintaining and Coordinating job evaluation, benchmarking and grading processes;
* Establish structures and procedures, taking corrective action as indicated;
* Developing job grading linked to remuneration and benefit structures;
* Conducting and administering salary surveys, assessing and reporting on findings with
appropriate recommendations;
* Consulting and participating in annual / adhoc salary grading reviews;
* Recommendation and preparation of structured salary packages as required;
* Liaise with benefit providers (pension, medical and others) on service levels, conducting comparative analyses as indicated;
* Monitor and ensure that the bargaining council agreement is implemented;
* Handling all benefit queries and complaints;
* Creating compensation and benefits ‘staff’’ awareness s indicated.
• Facilitating Employment Equity and Skills Development by…
* Manage and monitor the preparation, planning, preparation and development of
both the Employment Equity and Skills Development reports;
* Include but not limited to awareness creation, facilitating stakeholder consultations and
staff forums;
* Auditing company policies, procedures and practices, profiling analyzing and determining
affirmative action measures etc;
* Ensuring Employment Equity and affirmative measures are implemented, progress report
preparation and submission;
* Monitoring and auditing Employment Equity compliance and take corrective action in terms of non-compliance;
* Manage and monitor the maintenance of statistics;
* Make recommendations with regards to training and development needs for the
Work Place Skills plan and Discretionary Grant applications;
* Manage the implementation of the Workplace Skills Plan, including the coordination of communication structures (training committee), and needs analysis, developing information systems, assisting with provider selection, liaising with various SETAS’, assisting with implementation prioritizing, advertising on learning interventions, coordinating assessment and learner evaluations etc;
* Manage the implementation of Discretionary Grant plans as directed by relevant
SETA;
* Designing and maintaining quality assurance systems;
* Negotiating and liaising with SETA regarding learnerships, skills programs academic grants, Implementation and discretionary grants, on-site audits etc;
* Monitoring the progress on approval of WSP plan and Discretionary plan submitted to SETA;
* Submit academic grant levy applications as required;
* Monitor the progress / receipt of payment of academic grant applications.
* Compiling, implementation and monitoring of Employment Equity and Skills Development
throughout the company ;
* Compliance to legislation regarding equity and skills development, and all other requirements within human resources;
* Employment Equity / Skills Development Manager of the training and equity committee;
* Development implementation, monitoring and updating of all human resources related policies and procedures ensuring compliance with current legislation at all times;
* Payroll administration (650) staff members, focusing on equity and skills development;
* Acting in the capacity as the company’s Sills Development Facilitator, representing the organization at relevant SETA (TETA);
* Analyze consult and set company training and development plans;
* Source accredited training programs and providers;
* Implement, monitor and evaluate all training & development within organization;
* Implement, monitor and evaluate all learnerships and skills programs within the organization;
* Establishment of relevant networking relationships within relevant SETA (TETA);
• Managing the Human Resources Administration by…
* Medical Aid – training and educating staff on the various cover. Liaising with the administrators of the fund.
* Conducting annual reviews, ensuring that the organization and its people receive the best possible cover and service.
* Pension: Currently an ‘Employee Trustee’. Dealing with all aspects of the fund.
* Attending quarterly fund reviews with administrators acting in the best interest of both the staff and company.
* Recruitment & Selection – Advertising (internal / external), interviewing (internal / external)
* Job profiling – compiling, weighting, performance measures;
* Appraisals – design, implement and monitoring;
* Performance management – implementing, monitoring, counseling;
* Job Grading & Evaluations – Patterson grading system, PE Corporate survey’s;
* Manage the administration of all personnel records (both manual and electronic)
* Typing of all letters of employment;
* Fixed term contracts;
* Transfer documentation;
* Promotion documentation;
* Responsible for the overall management of human resources within the organization.
APRIL 1996 – AUGUST 2001
BAX GLOBAL (PTY) LTD ISANDO
POSITION : HUMAN RESOURCES MANAGER
REPORTING TO : MANAGING DIRECTOR
Responsibilities : STRATEGIC ISSUES:
* Implementation of Employment Equity throughout the company;
* Sanitizing Management and Staff on Unfair Discrimination and the process needed to follow in order to meet the Affirmative Action requirements;
* Implementation of the Basic Conditions of Employment Act, ensuring the company’s compliance;
* Analysis of all roles within the company, in order to develop clear, defined job profiles;
* Compiling and implementation of all Policies and Procedures ensuring compliance with legislation;
* Facilitate the implementation of the Skills Development Act and Skills Development Levies Act;
* General implementation of training throughout the company, in line with the requirements of the business;
* LABOUR RELATIONS;
* Conduct Disciplinary Hearings;
* Conduct Exit Interviews;
* Disciplinary Procedures;
* Grievance Procedures;
* Retrenchments;
* Performance Management, implementation and training of Management & Staff;
* Performance Counseling;
* SKILLS DEVELOPMENT
* Identify vendors and providers
* Identify training needs
* Induction Program for all New and Current employees
* ADMINISTRATION;
* Letters of Appointment;
* Increase Letters;
* Implementation of internal advertising;
* Control of all personnel files;
* Calculation of Sales Commissions;
* Calculation of all increase (structuring of salary);
* Calculation of year end bonuses;
* Leave Administration;
* Control of all expenses;
* Loans / Advances to staff;
* Long service awards;
* PAYROLL;
* Full payroll administration for staff compliment of 88;
* Pension: Administration, involvement in the restructuring fund;
* Medical Aid: Administration as well involvement in sourcing and implementation of new medical aid into company;
* Monthly Control For: UIF, Employee’s tax, Medical Air, Pension, Overtime, Increases, Audit reports to balance, YearEnd IRP5’s, Workman’s Compensation, Calculation of Bonuses
Previous Role: PA – To SALES DIRECTOR
General duties performed as a PA. Responsible for the organization of Sales Directors day, typing, dealing with confidential work, screening calls. Responsible for, both domestic and international travel, within the company, including foreign exchange, visa’s etc. Dealing with all the airlines in regards to AD tickets.
Compiling of monthly cargo static revenue figures. Involved in all meeting both internal and external.
AUGUST 1990 – MARCH 1996
CIRO ISANDO
POSITION : SALES SECRETARY
REPORTING TO : REGIONAL SALES MANAGER
Responsibilities : General duties of a secretary, typing of all correspondence, updating of routing schedules for sales staff, compiling of information for management packs (sales figures). Dealing with clients, involved in meetings both internally and externally. Controlling of petty cash. Involved in controlling of personnel files. General running of the office.
Over a period, I was involved in conducting sales analysis’ preparation for clients, reviews and expense control, budgeting, asset management and personnel administration.
January 1994, Regional Manager resigned, I worked closely with the National Sales Manager, involved in client profiling. Controlling national warehouse stock (machines)
JUNE 1987 – JULY 1990
TECHNOLOGIES ACCEPTANCES (PTY) LTD DUNSWART
POSITION : RECEPTIONIST
REPORTING TO : MANAGING DIRECTOR
Responsibilities : Answering of the switchboard, typing of contracts, invoices, minutes of meetings, and all general correspondence, overload typing from Managing Directors office
Promoted to Secretary : Keeping of managers diary, filing, typing of minutes, month end statistics, month end reports, preparation of presentations.
MAY 1986 – APRIL 1987
TRANSPORT MARKETING & CONSULTANTS PRIMROSE
POSITION : OPERATIONS / TELESALES
REPORTING TO : SALES MANAGER
Responsibilities : Liaison with clients and transporters, quoting on transportation requirements for clients. Tracing of clients loads throughout the country.
JULY 1984 – APRIL 1986
EL BATEMEN BOKSBURG
POSITION : EXPEDITING CLERK
REPORTING TO : PROCUREMENT MANAGER
Responsibilities : Typing of all purchase orders, tying minutes of meetings, compiling of purchase orders, filing, typing of tenders, assistant to Procurement Manager.
