Siân Dennis Email & Phone Number

Johannesburg, Gp, Za

Johannesburg Area, South Africa

Nationwide, South Africa

Litha-Lethu Management Solutions' service portfolio includes:o Organisational design and development;o Change management and transformation project consulting;o Change communication and branding;o Strategic Planning and online performance management;o Human Resource Management and development assignments including: Culture Alignment and Diversity Management, Human Resources Strategic Planning; Human Resources Due Diligence; Employee Retention Analysis; Training Needs Analysis; Career and Succession Planning; Skills Audits; Job and Competency Profiling; Competency, Psychometric and Skills Assessments;o Change Management:  Gap analysis and benefit proposition; Change communication and brandingTo see more about the Projects in which Siân has been involved see the Summary below, or else scroll right down to the PROJECTS section for the detail.

Nationwide, South Africa

 Fiduciary accountability associated with a divisional board appointment. Membership of and contribution to the EXCO business strategy team, Development of the direction and implementation of the human resources business plan,  Formulation of human resources policy and procedures in line with legislative and strategic requirements,  Contribution to the enhancement of the overall profitability of the organisation and reduction of critical risk,  Management and development of a team of seven human resources specialists, and a network of independent contractors, serving 2000 employees nationwide.  The development of a range of customised human resources products and services (succession planning, performance management, management training, competency profiling, knowledge management etc.), to other operations/clients within the Times Media Group

Nationwide, South Africa

Significant achievements: Transformation of a Personnel Administration department to fully fledged Human Resources function, which was seen as an integral part of the business. Negotiation of progressive recognition agreements well in advance of the new LRA. Active empowerment of line management to take on the role of Human Resources Managers. Introduced Employement Equity profiling in 1994, and created a truly representative function. Introduced Project Management techniques and service level agreement training to all out-sourced departments within the Media Management Division. Highlighted the journalistic skills crisis and provided significant input to cadet schemes for various publications. Successfully lobbied for the introduction of an HRMIS to build knowledge capital. Developed and implemented editorial performance management system- a first for the media industry as a whole.

Eastern Cape, Western Cape, Johannesburg

Own business specialising in the implementation of change management projects and human resources interventions. Key clients included: Transnet, (Human Environment Division) – strategic plan, organisational design, roles and responsibilities, performance management, management skills development. Transnet (Phelophepa Project) - strategic plan, organisational design, roles and responsibilities, performance management, management skills development. GERIC (George)- Strategic planning workshops for NGO to attract investment funding Knysna ANC Branch and Black Sash (South Eastern Cape Branch)-voter education training, business and strategic planning skills development. Thebe Investment Corporation- defining HR function.

Johannesburg Area, South Africa

Retained specifically to join the project team assigned to facilitate the commercialisation of TRANSMED (the TRANSNET Medical Insurance Scheme). As such, I was responsible for the design and installation of the Human Resources function, encompassing:  Manpower planning; Succession planning; Performance appraisal and development; The development of executive level management training courses in business applications such as: Budgeting and forecasting, negotiating skills, strategic planning and the practice of "fair industrial relations"; Requested to oversee the initiation and development of the Marketing Department, which involved the development of the marketing team and internal customer care programmes. Other project assignments included: RSA Technikon (Enhancement of internal communication and marketing systems); Rand Water Board (Industrial relations procedures and training); SA Oil Mills (Productivity improvement programme and management training).

Johannesburg, Cape Town, Durban

 Moul-Bie (SA) (Pty) Ltd was a fully owned subsidiary of Premier Food Industries manufacturing a range of pre-baked, frozen pies. At that time, the company employed some 1500 people on three sites: Durban, Cape Town and Johannesburg Approximately 1300 of these employees were members of the Food and Allied Workers Union (a COSATU affiliate) Appointed to this position, which reported to the Chairman of Moul-Bie, by the then, Human Resources Director of the Premier Group. The accountability was to build a human resources function, embracing action in all three areas of the discipline viz: training and development, human resources management and industrial relations.

Johannesburg Area, South Africa