My role involved building and scaling a HR Team from 1 person to 5 strong, building out processes and structures and developing strong relationships with People Managers in the company to gain trust and buy-in for the HR function. Talent Acquisition Implement and drive Attraction Strategy (EVP) Support current and future business needs through the development, engagement, motivation, and preservation of human capital. Learning and development Conduct annual training and development needs assessment. Develop training and development programs and objectives. Train and coach managers and others involved in employee development efforts Develop and maintain organizational communications such as intranet bulletin boards and newsletters to ensure employees have knowledge of training and development events and resources. Conduct follow-up studies of all completed training to evaluate and measure results. Implement a Leadership development program Implement coaching and mentoring Transformation/Diversity and Inclusion Ensuring Legislative and internal compliance with BBBEE Act and CodesDraft and develop transformation strategy and execution thereof Support development and implementation of transformation action plans Execution of detailed BBBEE transformation implementation plans and initiatives Identify transformation risks and develop risk mitigation plan Track and monitor identified measures to improve EE Drive transformation in the workplace Implement an internship program Change management Maintain the work structure by updating job requirements for all positions. Recommend, and in conjunction with management team, implement organisational change to achieve overall business strategy.Develop and implement a communications strategy Develop and implement a change management strategy Organisational Design Ensuring the business strategy is considered when designing jobs Strategic alignment to organisational structures

I am required to develop and monitor overall HR strategies, systems, tactics and procedures across the organisation including compensation, benefits, training, health and safety which are aligned with the overall business strategy, including the following non-exhaustive processes and procedures;Human Relations policies-Enhance the organisation’s human resources by planning, implementing, and evaluatingemployee relations and human resources policies, programs, culture, and practices.-Nurturing of a positive, safe, and inclusive working environment.-Collaboration with management team to craft the company’s vision and mission.-Through communication, bridge management and employee relations by addressingdemands, grievances or other issues.-Invoke disciplinary action when required.Recruitment, training, and retention-Support current and future business needs through the development, engagement,motivation, and preservation of human capital.-Act to support the human factor in the company by devising strategies for performanceevaluation, training, and development.-Support organisation staff by establishing a recruiting and interviewing program; counsellingmanagers on candidate selection; conducting and analysing exit interviews; andrecommending changes.Performance appraisal/remuneration-Ensure the planning, monitoring, and appraisal of employee work results by implementingand overseeing a performance review/appraisal system that drives high performance (e.g.quarterly/annual and 360° evaluations).-Maintain employee benefits programs by conducting annual pay surveys and implementingpay structure revisions where required.Develop and maintain on-boarding process-Prepare employees for absorption into the organisation by establishing and conductingorientation and training programs.

Managing Director:Developing and directing the strategy of the businessFinancial Management Identifying new business opportunities and pursuingHead of Talent Acquisition:Workforce planning- working with agency management in planning future workforce requirements and establishing hiring priorities accordinglyProposing innovative solutions to the sourcing and attracting of talentManaging the performance of a team of 5 Talent Acquisition Specialists and one administratorSetting weekly and monthly targets and KPI'sCoaching and developmentRoot cause analysis of problems and implementing solutionsDeveloping relationships with clientsProviding periodic reports on statistics related to the number of applicants received, shortlisted and interviewedImplementing recruitment management softwareLeadership Coaching & Development:Consultation with clients on effective change management initiatives including: conflict resolution, high performance teams, emotional intelligence, self-mastery.

The Gone Digital Academy offers Seta accredited, digital marketing education to businesses, agencies and individuals. Born out of the digital industry itself, the Academy provides the necessary recognised certifications and qualifications for candidates to advance and progress within this industry.With a team that has worked with many of the top brands & agencies in South Africa, we want to assist in up-skilling your own team to ensure they are ahead of the curve in an agile digital world.Business Strategy: Determining strategic vision for the business as well as articulating that vision into tactical objectives for the business to meet.Budget DevelopmentResource Management: Manage team of facilitatorsNew Business Development: Visiting clients to discuss their needs, compiling proposals, arranging training dates and general client management thereafterMarketing Management: Development and design of marketing material, management of social media accounts. Managing compliance: Ensuring Facilitation, Assessment and Moderation Procedures are adhered to according to governing authorities requirements to ensure we maintain our accreditation. This includes a Quality Control component as we need to adhere to a rigid framework. Curriculum Design and Development: Clients often ask for customised content- I then work with subject matter experts on crafting material that meets the National Qualifications Framework as well as client requirements. Over and above this, I consult with clients and help them get their training departments and material accredited with local authorities.

Recruitment: Policy formulation as well as screening and selecting suitable candidatesPerformance Management: Policy formulation, implementation of online performance management tool, training managers and employees on systems and processes.Training and Development: Conducting skills gap analyses, developing a training plan, sourcing training interventions and monitoring the success of interventions. Global Projects- launch of HCM system, Managing Global Mobility Policy, Administering Employee Engagement Survey and compiling a HR Strategy to address the findingsPayroll AdministrationLeave AdministrationInduction and On-boarding: Developing and implementing formal induction and on-boarding processes.Employee Relations: work with management on disciplinary matters, ensuring adherence to all labour related legislationManaging B-BBEE Strategy: managing targets monthly and updating senior leadership on progressManaging the learnership programme and all administration involvedSourcing Enterprise and Supplier Development Beneficiaries and building long-term strategic relationships

I assist companies from multiple industries with B-BBEE gap analysis and strategy development as well as managing the implementation of strategies throughout the year to ensure they achieve their desired B-BBEE level.I have over ten years' experience in dealing with multiple SETA's and helping companies secure grants for skills development for internships, learnerships and bursaries. I also help my clients source amazing talent in attainment of Employment Equity Goals. My current clients include Associated Media Publishing, Hogarth Worldwide and Gone Digital.

Promoted from Group Talent Manager to Head of TransformationResponsible for the leadership and development of 5 HR generalistsResponsible for achieving B-BBEE Level 1 and a Black Designated Group Supplier Status for our group of 23 different agenciesAdvise Executive Management Team on Transformation targets & associated interventions to improve B-BBEE score- which covers all aspects of the Talent Management process- Recruitment, Retention, Succession Planning, Skills Development, Preferential Procurement, Enterprise & Supplier Development, Corporate Social Responsibility etc. Manage all B-BBEE related compliance e.g. skills development reporting and Employment Equity Reporting. Manage the annual verification processWork with the SETA’s on obtaining funding for internships, learnerships and bursaries. Currently managing R8 million worth of funding received from MICT SETA. Was influential in obtaining accreditation for one of our agency's training departments with the MICT SETAManage learning programmes with tertiary education institutionsRecruitment & Selection- posting advertisements, screening applicants, conducting interviews and applying competency based modelling to select the best applicants for the job.Induction & Onboarding- ensuring new employees are familiarised with the environment and structure of the group.Performance ManagementTraining & DevelopmentRolling out global initiatives locally- online performance management system, launching the HRIS, implementing online learning tool. Daily liaison with HR Executives based in Paris

Internal & external recruitment & selection (advertising post,screening cv’s, interviews, reference checks, etc.) for SouthAfrica and Africa- Manage the assessment / test process (FunctionalIntelligence, Excel, PowerPoint, etc)- Typing of employment contracts- Administration of payroll (for SA and Rest of Africa) on amonthly basis- Send out payroll email with deadline- Request any outstanding input- Update payroll file with new input- Conduct Inductions (Updating the Induction video, invitingrelevant client/staff, arranging the Induction & site trips, venue,starter packs, present in the Induction)- Typing of adhoc letters (probations, promotions, transfers, etc.)- Open new employee files in accordance with recruitmentchecklist- Arranging payments for various invoices- Conduct exit interviews and submission of report- Administer Employee Wellbeing programme- Administer performance appraisal process- Assist with the relevant training and development courses asidentified or requested- Submission and monitoring of Workplace Skills Plan & AnnualTraining Reports- Management of the learnership programmes in conjunctionwith the relevant seta- Assist with the staff induction process- Assisting with creating and maintaining job descriptions- Ensure understanding and compliance to HR policies &procedures and all HR legal frameworks- General HR duties (filing of correspondence, arranging newstaff photos, sending out new staff poster, sending out birthdaylist)- Dealing with general HR employee queries on a day-to-daybasis- Assist with other HR interventions from time to time

Helped develop human resources management software which included the following modules: Recruitment workflow engine, Time and attendance management,Leave management, Permit / expiry early warning system, Employment Equity report compiler, Skills Development Levy report compiler, Disciplinary workflow engineMarketed human resources management software which included cold calling, attending scheduled product demonstrations, compiling quotations, following up with customer, compiling marketing material, conducting social networking campaigns Marketed human resources management software which included cold calling, attending scheduled product demonstrations, compiling quotations, following up with customer, compiling marketing material, conducting social networking campaignsProject managed customer implementation: liaising with all relevant parties, delegating duties and overseeing installation to ensure implementation runs smoothlyGeneral human resources consulting to clients: all of the above tasks with small-medium enterprises. Tasks included: Servicing existing clients and advising them of their rights in terms of the relevant labour legislations Representing and assisting clients in terms of grievances, unfair labour practices and unfair dismissals disputes B-BBEE consulting: analysing a company’s current scorecard and making recommendations on how to improve it, as well as devising a B-BBEE strategy for the organisation Employment equity and skills development consulting Representing companies at the CCMA all the way through to arbitration

Promoted into HR ConsultantGeneral Industrial Relations consulting namely chairing disciplinary hearing, issuing findings and sanctions Attending conciliations and arbitrations on behalf of clients Employment Equity consulting: conducting employee awareness workshops, chairing employment equity committee meetings, submitting employment equity reports Skills development consulting: compiling WSP/ATR on behalf of clients, chairing skills development committee meetings B-BBEE consulting: analysing current B-BBEE initiatives, and recommending courses of action to improve B-BBEE score Recruitment and selection as well as maintaining staff database Chairing disciplinary enquiriesAttending to conciliations and arbitrations at the CCMA and various bargaining councils Compiling Workplace Skills Plans and Annual Training Reports for clients to submit to various SETA’s Compiling Employment Equity Reports for clients and advising on EE matters Client liaison Planning and implementing training initiativesArranging for BBBEE rating Managing staffing requirements which involved tasks such as implementing and maintaining a database, recruitment and placement Handling retrenchments in accordance with Labour Relations Act Administrate Workmen’s Compensation Fund claimsNegotiating with labour unions re wages, bonuses and working conditions

Compiling contracts of employment and job descriptions, adhering to regulatory laws and trends in the environment Conducting recruitment and selection as well as designing company policies relating to these activitiesOrganising training required by staff Human resource planning and forecastingConducting disciplinary procedures and developing associated policies and procedures Planning and co-ordinating incentive schemes within the call centre Managing staff grievances appropriately Handling disputes with previous staff members at the CCMA Organising team building functions and any other company functions