• Develop, implement and maintain employee relations strategies in line with departmental goals.• Develop and maintain constructive and effective relationships with all stakeholders.• Capacity building of all stakeholders in respect of employee relations.• Render specialised labour policy advice to the department. • Provide legal guidance in conjunction with the legal team on operational issues;• Ensure consistent and uniform implementation of HR policies and procedures across the company.• Participate in the meetings of the management, operations and other committees as required.• Track hours and leave authorisation system, while highlighting abuse of sick leave and other.• Ensure that personnel files are maintained and updated regularly for all staff.• Work with Managers and Supervisors to forecast human resources needs, develop staff recruitment plans and human resources budgets.• Develop processes and tools for effective staffing needs assessment.• Ensure the recruitment of new staff is in line with budget.• Develop comprehensive performance management system and tools (including probationary process, regular performance evaluation, discipline/corrective action, professional development and termination.• Serve as a resource to in-house orientation on HR Management and related subjects.• Monitor the implementation of performance appraisal system.• Develop an annual operating plan to meet established annual objectives.• Organise and prioritise tasks and work processes needed to achieve departmental plans• Develop performance targets and financial plans and goals to be followed by direct reports as outlined in the planning area/department.• Provide an input on the formulation of the HR Business strategy model.• Provide models on varying outcome on predictive experience based platform.

• Worked with the human resource business partner for the division.• Developed and implemented a human resource strategy as well as divisional strategy development.• Responsible for top talent recruitment and development.• Delivered manufacturing transformation for the Sacks Operations as well as vitality culture for Nampak Sacks.• Managed all the Group human resource projects as well as resourced and built a winning human resource team.• Implemented a manufacturing strategy and developed change management framework for Nampak Sacks.• Implemented original design and change management.• Responsible for the head of human resource training department.• Managed performance development planning and site occupational health centre.• Handled CCMA conciliation and arbitration as well as managed change and restructuring.

• Managed full recruitment processes .• Arranged selection interviews, advised Managers/Head of Department on EE issues.• Prepared a contract of employment and associated documents for new appointees.• Signed on new employee/s with the package and benefits for Payroll.• Compiled all Employment Equity plans and reported for central human resource• Monitored the implemented the Employment Equity plan at departmental level.• Compiled recruitment and selection reports and made recommendations to Management with regards to the effective implementation Employment Equity.• Administered probation procedure for all staff and advised where requested to on ER implications on probation problems.• Monitored employee relations human resources policies and procedures.• Ensured that the company complies with all current labour and related legislation • Managed disciplinary procedure across the business and advised Managers on managing high risk industrial relations situations on issues of substantive and procedural fairness.• Involved in negotiations with unions and staff associations on wages and other substantive issues.• Mediated disputes within respective departments and assisted on retrenchments, reviews and transfers.• Participated in all projects that Nampak is involved in mergers, plant closures and streamlining of business section etc.• Chaired Union Management Meetings on a monthly basis.• Prepared termination package as well as compiled and filed exit interview documents.• Administered leave and inform managers and employee for exceeding sick leave cycle.• Responsible for probation of new and promoted employees.• Administered medical aid, pension fund, education assistance and early /ill health retirement.• Assisted in drafting and created job descriptions as well as benchmarked within the organisation.• Liaised with Line Managers for training needs.• Assisted in the induction of new employees and attended quarterly bursary committee meetings.

• Ensured compliance with the relevant Employment Relations policies, procedures and agreements.• Advised and provided guidance to employees on applications of Employment Relations policies, procedures and relevant legislation.• Coordinated and attended trade union meetings as required.• Forwarded Employment Relations records to the HR administrator for maintenance and filing.• Produced, analyse and presented Employment Relations statistics to assist with improving the Employment Relations environment in the business.• Provided input as required for operational requirements terminations and restructuring exercises.• Facilitated, assisted with and monitored implementation of performance management systems.• Participated in drawing up job descriptions.• Facilitated, assisted with and monitored implementation of performance management systems.• Compared employee’s performance with their IDP’s.• Facilitated dispute resolution in case of disagreements arising from the performance assessment process.• Ensured that management and employees were fully conversant with the system.• Implemented recruitment and selection system to ensure that staffing needs of the business and legislative requirements were met.• Created job descriptions for new positions.• Performed an analysis of needs for positions (employee equity targets) and motivated for alternatives where necessary.• Acted as a member of the employment equity committee.• Advertised vacant positions both internally and externally as required.• Scheduled applicants on database, shortlisted candidates and forwarded list to the Manager Line Manager.• Arranged and conducted relevant assessment tests/interviews.• Conducted interviews for junior officer positions, and/or be a representative in interviews for management.• Produced offer of employment (letter of appointment).• Ensured that letters of regret were sent to all unsuccessful candidates within 3 weeks.• Ensured that induction was performed.