Thulani Radebe Email and Phone Number

Set objectives for the HR team and track progress.Monitor internal HR systems and databases.Review and approve or modify budgets.Design and implement company policies.Monitor key HR metrics.Act as a consultant to managers and staff regarding policies and procedures.Create detailed reports on HR costs.Recommend new software to address personnel needs, like performance review tools.Address employees’ queries (e.g. on compensation and labor regulations). Manage training and development initiatives. Keep track of employee performance.Manage and improve communication.Manage organizational and company culture.Address employees’ queries on issues related to compensation and labor regulations, and all other relevant topics.Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counselling employees and supervisors.

Develop and implement HR strategies and initiatives aligned with the overall business strategyBridge management and employee relations by addressing demands, grievances or other issuesManage the recruitment and selection processSupport current and future business needs through the development, engagement, motivation and preservation of human capitalDevelop and monitor overall HR strategies, systems, tactics and procedures across the organizationNurture a positive working environmentOversee and manage a performance appraisal system that drives high performanceMaintain pay plan and benefits programAssess training needs to apply and monitor training programsReport to management and provide decision support through HR metrics

Drive the development of HR strategies, goals and objectives, and ensure the delivery thereof.Identify opportunities for updating and enhancing HR policies, processes and procedures to effect continual improvements in the division. Facilitate adherence to HR policies, procedures and relevant legislation. Facilitate the implementation of talent management and succession planning. Assist business to effectively manage headcount. Advise on and Manage employee relations.Build a culture of Performance Management (TalentForce).Proactively identify and pre-empt HR risks within SGS. HR Administration.Full recruitment process.Implement and manage ad hoc projects and duties as may be required and assigned from time to time. Adhere to all quality and safety requirements of the SGS management system.Perform any other reasonable tasks as assigned by direct line manager.

I Support the HR Manager Africa to Define HR strategies, plans and objectives for the region.Contribute to organizational design in conjunction with Country HR Managers.Participate to the development of Group HR standards, guidelines and policies.Manage HRIS, (ETWEB, Africa Portal, Africa SharePoint).Lead the Recruitment Process and Manage HR admin process.Follow up of HR reports for management and external organizations.Implement group HR standard processes and procedures in the region.Help to put regional training and development program in place.Manage training for integrity code and LinkedIn search.Operate to the highest standards of ethics, in accordance with the SGS Statement of Integrity.Employee Relations for SGS South Africa and Specific SGS SA Projects.

HR Management - Participate as a core team member in the integration process of a newly acquired company.Compensation & Benefits - Grading System North America.HR Generalist - Attend some of the HR activities (Training & Development, Departmental Development, Employee Relations, etc,) in other SGS Offices. Understand the role of an HR Generalist. Gain high level knowledge of how to manage day-to-day HR operations, HR policies, procedures and programs. Talent-Force - Take part in the project meetings. Have a better recruiting perspective where I learnt how to: -Hire more effectively with an intuitive recruiting tool. -Select best candidates using multi-tiered screening & assessment. -Target top candidates using high performer profiles.Talent Acquisition: Assist in best candidate searches on Linkedin for NAM positions and participate in screening. Internships & Trainee Programs. Alternative Dispute Resolution (ADR). Job Posting Program2014 Annual Integrity Program Create PowerPoint slides for different modules (Geneal, Core and Management) along with their brainshark notes.SGS Interview Guides - Creation of an SGS exit interview for Management & Non-Management Positions and other Key SGS Jobs.SurveyMonkey - Create Exit Interview Surveys for all the SGS business lines in NAM.

Job Evaluation - Implementation of the Global Job Grading System to key positions in the Philippines.Onboarding - Coordinate and gather the Metrics for H1 2013 from Philippines and Eastern Asia Countries.HR Analytics - Develop metrics and formulas on how to measure HR Effectiveness.HR Effectiveness and Collaboration - Improving the HR East Asia Team Site and populate it with data and information.Key Talent Management - Review and update the Philippines Key Talent Management List.Inspectors Competency Profiling Project - Assisting various divisions in updating the competency profiles of Inspectors across various business lines.Learning and Development Leadership Development - Attending the DDI Leadership Development Series in the Philippines.

Global HR Discovery Pass AssociateThe core focus of the program being the critical HR expertise. The HR DISCOVERY PASS will provide solutions that deliver competitive advantage in the HR Field. Beginning in Geneva/Switzerland (SGS Headquarters - Europe) for 6 months. It's an 18 month program, with three different countries & continents across the globe, each with a 6 month rotation. The core HR functions will be learned including the culture of business for each host country. This programme will come to an end as soon as the 3 countries/continents have been covered effectively.Team Members: Thulani Radebe, SGS Corporate and SGS HQ & Switzerland 18 Month Development Program (First 6 Month Rotation - Geneva, Switzerland): Talent Acquisition; Industry Knowledge; Employer Branding; Learning and Development; Leadership Skills; Relationship Building (MPP &LDP); Catalyst (An employee engagement initiative); Linkedin (International Recruiting); Facebook & Twitter (International Recruiting); Analyzing & Reviewing Different External Providers for e-Learning and Development (Havard Manage Mentor, Skillsoft and Bridge2Think);Implement, Analyse and Review Surveys; Review, Analyze and Implement company policies and processes along with the Global Regional HR Managers (Validation of Project Charter).

Interview new candidates and promoted employees for HR Notice Board.Co-Ordinate training Facilities. Recruitment Enquiries (P-net and Talent-link). New appointment documentation. Distribution of Employee Contracts. Distribution of Payslips. Renewal of Fixed Term Contracts. Attending Disciplinary Hearings and taking minutes. Attending Employee Representatives’ meetings for queries. Raising Purchase Orders on Ariba for payments. Recruitment and interview process administration. Create and maintain recruitment and staff files. Administration of recruitment advertisements internally, in the print media and online. Liaising with recruitment agencies to source candidates. Arrange venues, logistics and invitations for interviews. Supply certificate of service, copies of IRP5 and UI19 on request. Administration of appointments and terminations. Obtain training statistics from training co-coordinators and VIP system on request. Manage information administration and maintenance. Assist with the maintenance of the organizational structure. Assist with the minutes of Disciplinary matters. Being the custodian of personal files and confidential records. Working & Capturing data on computer mainframe systems. Filing and general office administration. Internal co-ordination and liaison. Administration of leave records. Adhere to all quality and safety requirements of the SGS management system. Perform any other reasonable tasks as assigned by direct line manager.

I was in charge of handling HR related queries (Telephonically and Walk-ups) and escalating them to senior management. Sorting out the personnel files in an alphabetical order (HR Filling System).Handle Telephone calls for confirmation of employees and garnishees. I would from time to time sit-in for my HR Officer colleagues and conduct their interviews should they be absent or busy with some other responsibilities. I was also in charge of renewing the companies' Fixed Term Contractors, every Month. Whenever we had meetings, I would be the one drafting the minutes of the meeting. The most integral part of my role as an HR Administrator was when I started handling the small divisions (Disciplinaries, Interviews, Individual Development Plans, Recruitment, and other core HR Functions).