• Plan and implement training and development initiatives for direct reports• Review training requirements for service operations teams• Plan and implement key service improvement priorities based on a continual service improvement approach• Lead the team in the implementation of strategic initiatives• Measure, analyse and improve team’s delivery capabilities• Responsible for the day to day running of the AMS Operations in line with the performance established by the business• Responsible for resource planning and work allocation to meet agreed service levels• Identify opportunities for continuous service improvement

• Plan and implement training and development initiatives for direct reports• Review training requirements for service operations teams• Plan and implement key service improvement priorities based on a continual service improvement approach• Lead the team in the implementation of strategic initiatives• Measure, analyse and improve team’s delivery capabilities• Responsible for the day to day running of the AMS Operations in line with the performance established by the business• Responsible for resource planning and work allocation to meet agreed service levels• Identify opportunities for continuous service improvement

• Plan and implement training and development initiatives for direct reports• Review training requirements for service operations teams• Plan and implement key service improvement priorities based on a continual service improvement approach• Lead the team in the implementation of strategic initiatives• Measure, analyse and improve team’s delivery capabilities• Responsible for the day to day running of the AMS Operations in line with the performance established by the business• Responsible for resource planning and work allocation to meet agreed service levels• Identify opportunities for continuous service improvement

• Internal Stakeholder Management • People Management• Resourcing• Skills Matrix • Leave and Claims Management • Disciplinary and Performance Management• Utilization• Innovation

• Develop HR interventions to meet clients’ needs. • Work across Employee Life Cycle - Development and alignment of HR policies and procedures - Development of Competency Framework - Job profiling - Psychometric assessments for recruitment and development - Talent management interventions eg succession planning - HR metrics - Development of Learning and Development Operating Model - Organisational Design interventions• Implement HR interventions to the satisfaction of clients. • Administer and finalise documentation (deliverable to client).• Input to proposals. • Assigned to fill role as IM Business Partner for HR at Sasol.• Develop SAP training material on Workforce Performance Builder (WPB).

• Manage all Human Resources processes (personnel admin, recruitment, selection, assessments, employee/industrial relations, performance management, employment equity, talent management) • Design and implementation of OD interventions • Advise on HR issues to line management • People Management (manage team)• Design intervention and coordinate standardisation regarding SAP HCM

• Manage business process workshops using the Human Capital Architecture Framework (HCAF).• Consult on business processes in the SAP Human Capital Management (HCM) environment in the following SAP modules: Payroll, Personnel Administration, and Personnel Development (Talent Management – Performance Management; Career and Succession Planning), Enterprise Learning Management, Organisational Management, Compensation Management, Personnel Cost Planning and Recruitment.• Facilitate change management process.• Administer and finalise documentation (deliverable to client).• Input on design of templates (deliverable to client).• Input on calculation of level of effort (LoE) for tenders.• Give advice and consult on HR related issues (across HR field) to clients.

• Manage recruitment and selection process, including assessments.• Manage movements of staff, e.g. promotions.• Advising and consulting with line management and unions on HR issues.• Assist in the design and implementation of HR policies.• Conduct Organisational Development interventions.• Professional input on HR issues, e.g. people plan, people report, performance management, succession planning, mentorship, and job profiling and job evaluation.• Act as deputy director: Human Resources (2007) – responsible for HR administration.

• Establish HR planning department. • Management Information availability: e.g. manpower and localisation 5-year forecasts.• HR systems effectiveness: succession/career planning, job evaluation and performance management.• Employee Development: e.g. assessments, interventions etc.• Advice to line management on HR issues regarding planning and development.• People management (manage HR Planning department).

• Manage all Human Resources processes (personnel admin, recruitment, selection, employee/industrial relations, performance management, and employment equity) for four departments.• Design and implementation of OD interventions.• Interface between line management and Human Resources.• People Management (manage team).

• Assessment for selection and development (competency based and psychometric).• Individual interventions (EAP) and employee relations.• Advising and consulting with line management and unions on Human Resources issues.• Involve in organisational development interventions, e.g. career development, change interventions, development of functional tests/simulations (competency based).• Regular administrator and observer at Transnet's Management Development Centres (assessment centre).• Presenting courses for the training and development department.• Project leader: Vienna Test System (VTS) and Career Development.• Responsible for the gathering, statistical processing and presentation of Human Resource related information.• General organisational and work study interventions.• People management (manage HR team for two years).