Recruitment and selection | Lead recruitment and on-boarding of employees whilst ensuring a positive experience for new employees and efficient and compliant process.• Talent Management | Lead implementation of Talent management processes and ensure these are executed efficiently (identify critical roles, succession planning, top talents, gap analysis).Performance Management | Lead Performance Management process, supporting Line Managers with Performance Review and Appraisal as well as loading feedback on HR System.HR Process Management| Continuously contributes to increased HR process efficiencies in business, demonstrating an in-depth understanding of HR processes, highlight any inefficiency and recommend corrective actions.HR Data Management and Analytics| Support provision of HR data and analytics through accurate and reliable calculations and reports.HR Reporting| Compile and present meaningful HR reports through interpretation, comparisons and trend analyses.Compensation and Benefit| Provide employees and line managers with a sound understanding of Compensation and Benefits principles, policies and procedures. HR Audits | Conduct HR audits and report on HR metrics to senior management, offering insights and recommendations for continuous improvement.Employee Grievances| Mediate and resolve complex employee grievances and conflicts.Staff Movement and separation (Transfer, Promotions, Redeployment, Rotation, Termination, Retirement, incapacity etc) | Manage efficient and effective implementation of staff movement and separation processes.Change Management| Implement clearly defined change management processes and facilitate successful implementation of change projects.Employee Relation| Support Employee Relations objectives, providing assistance in providing a first line labour relations consulting service and ensuring accurate, relevant and complete documentation and system management.

Recruiting & staffing| Sourcing candidates by using various recruitment technologies to acquire a high volume of applicants; Screen resumes; conduct telephone interviews; schedule interviews with respective Department Head and MD; conduct appropriate background checks; prepare offer & Employment Contract; coordinate induction and onboarding process conducted by the HR Assistant and ensure new employee has a smooth induction.Talent Management| Manage talent acquisition process to recruit suitable talents for open vacancies and for retention; Support the local management to perform talent identification.Learning & Development| Work closely with employees selected for the Global training sessions to ensure employees are familiar with the online platforms and participate actively in the training sessions; Design and deliver Internal Development trainings and prepare respective training modules and presentations; Keep track of trainings conducted over the year by updating monthly Learning & Development Report.Compensation & Benefits| Assist in the review and recommendation for discussion of salary proposals with Management for approval; Assist in annual salary increase analysis.Human Resource Information Systems (H.R.I.S.) and Payroll| Perform monthly payroll processing (on PRIMAVERA) of Mozambique staff member and prepare HR Payroll Reports; Knowledge of payroll laws in Mozambique and able to process payroll and utilize the HRIS to the fullest extent.HR Compliance| Assist in ensuring organizational compliance with employment-related laws and requirements; update and maintain employee policies.Employee Relations| promote an “open door” environment with all employees by being an active listener and listening to employees needs and concerns; work with CHRO to proactively resolve employee relations issues and document disciplinary actions.Performance Management | Support CHRO with the Performance Management process (Performance Review & Performance Appraisal).

Public Sector | HR Development Plan & Retention StrategyConduct an Employee Engagement Survey to analyse current level of employee engagement and commitment to the organisation and conduct interviews with key stakeholders (Directors, Head of Departments) in order to understand current challenges, opportunity for improvement and main reasons for high employee turnover in order to assist in development of HR Training modules and the retention strategy to be implemented.Energy and Resources | Compensation Strategy:Conduct the analysis of the compensation policies and procedures of an Oil and Gas company. This involved the diagnosis of the current compensation strategy to analyse the level of Internal Equity within the company’s job roles, analysis of the compensation costs (Base salary, Subsidies and Benefits) in order to determine the levels of Amplitude, Overlap and number of employees out of the Equity Zone, design a roadmap for implementation of the new Compensation Model and implement the compensation policy.

NGO | Salary Survey Report : Conduct Salary Survey analysis which had the participation of 7 other international NGO’s for the purpose of determining their competitiveness in terms of their pay structure. Collected salary data from the different NGO’s, performing the job matching, analysing the data collected, developing statistical data and graphs for each participating NGO’S, providing recommendations for the NGO and structuring the final report which was presented to the client. NGO | HR Function Review:The objective of the project was to conduct the MCO Function Review to help the HR Function effectively respond to business need and provide recommendations for improvement. Responsibilities included conducting the HR Competencies assessment through Evalex, developing and conducting the HR Key Stakeholders questionnaires, conducting the HR Compliance in terms of recruitment & selection of international and national staff as well as consultants hired by the NGO. Also provided support in the HR workload analysis and the HR Current state assessment surveys. Financial Service | Organisational Cultural Transformation:An internationally recognised Bank (Multinational) which was undergoing a significant amount of change and transformation as part of their overall business strategy. The objective of this project was to support the Bank in the successful execution of the strategy and change the behaviour of key employees to provide a competitive differentiation.Port | HR Strategy Plan:The project objectives were the development of an HR Strategy, a competency model, Workforce Planning for the next 10 years and the development of a training plan and a succession plan Framework.

Provide assistance to companies by offering a broad range of corporate counseling including incorporation of companies, compliance (corporate, labor and tax), contract negotiation and drafting and real estate development, and planning. Main focus is to bring new and original ways of thinking to the complex business/commercial challenges that our clients face daily.

Tutoring Underprivileged students in high school and helping them with difficulties they may encounter when completing their homework. subjects tutored include Mathematics, Accounting, English, Sciences and Business Management.