Nosipho Bulose

February 2024 NAME EE STATUS CONTACT DETAILS Alternative Contact AVAILABILITY Professional Profile – Nosipho Bulose Nosipho Bulose African Female-- Immediate QUALIFICATION DETAILS UNISA BA (HR Management) Ridge Park College Matric INHOUSE TRAINING ▪ Certificate: Targeted Selection Interviewing ▪ Certificate: General Management ▪ Certificate: Labour and Employment Relations Executive Summary Experienced HR Business Partner with over 12 years of progressive HR expertise. Passionate about cultivating employee-centric cultures, I currently lead pivotal employee experiences in assigned regions and business units. My focus lies on attracting and hiring key talent, while prioritizing talent development, retention, and engagement throughout their career journey. Collaborating closely with Business Leaders, I align HR strategies with the business's strategic and operational objectives. My ultimate goal is to foster purpose-driven environments where individuals are motivated to contribute their best. COMPUTER LITERACY Workday, Taleo, SAP Success Factors, VIP Payroll and MS Office Suite CAREER ACHIEVEMENTS KEY COMPENTENCIES • • • • • • • Execution Excellence People Advocacy Risk Mitigation Business Acumen Employee Relations Data Literacy People Management • • • Regulatory governance and compliance (Labour, Employee Relations and Transformation) Talent management Performance management COMPANY NAME DATES INDUSTRY POSITION Samsung Electronics (Africa Office) June 2018 to December 2023 FMCG, Electronics, eCommerce & Telecommunications HR Business Partner Responsibilities: (Regional HR Operations – West & Southern Africa) August 2022 – December 2023 1|Page February 2024 Professional Profile – Nosipho Bulose Headcount, workforce planning and recruitment • Strategic workforce planning - Analyze internal talent gaps • Manage full recruitment process for assigned business units from approved headcount to finalized offer / role closed. • Plan and implement strategies to meet short- and long-term organizational goals Payroll and benefits administration • System Integration: Integrate various systems to streamline HR processes • Compliance: Ensure adherence to legal and regulatory requirements • Data Accuracy: Maintain precision and reliability of HR data • Employee Self-Service: Facilitate self-service tools for employees • Continuous Improvement: Implement ongoing enhancements in HR operations • Payroll Data feed to Compensation & Benefits COE • Benefits Administration input to COE Compliance • Compliance oversight - Actively monitor and implement policies, procedures, and practices in line with legal and regulatory requirements. • Mitigate risks and implement corrective actions to ensure adherence to applicable regulations. • Disseminate relevant information to ensure awareness of responsibilities and compliant practices • Maintain accurate records to support compliance efforts • Safeguard the organization from legal and financial risks through proactive compliance measures Onboarding • Facilitate onboarding process alongside HR Admin and Divisional Manager/ Hiring Manager to ensure smooth integration of new employees into the organization. Employee engagement & retention • Outline company policies and programs that help foster employee engagement and reduce employee turnover • Talent development , succession planning facilitation through relevant HR COE’s • Recognition and rewards coordination • Communication management - maintain open and transparent communication channels. • Facilitate regular feedback mechanisms to enhance employee engagement. • EAP Management - Administer counselling and support services for employees. • Provide resources for employees facing personal and professional challenges. • Administer regular surveys to assess employee satisfaction and engagement. • Develop action plans based on survey feedback to drive continuous improvement HR tech support • Employee HR systems query management (ie: HRis, ATS, performance management & employee selfservice portals) Off-boarding • Facilitate exit & termination process for exiting employees Reporting • Weekly and monthly reporting ( Headcount Analysis, Recruitment ,HR Budget Analysis) 2|Page February 2024 Responsibilities: (HRBP) • • • • • • Professional Profile – Nosipho Bulose June 2018 – July 2022 Comprehensive execution of Samsung Africa HR Strategy, encompassing leadership in HR programmes and projects within the assigned Business Units. Oversaw the entire talent acquisition process, offering guidance on HR and business policy frameworks, managing complex disciplinary and grievance issues, ensuring HR procedures align with local legislation and facilitating seamless integration of new hires and resource mobility. Tasked with driving annual review and compensation programmes, contributing to resource planning and staff utilisation, fostering employee engagement and wellness initiatives, supporting timely payroll actions and implementing training and mentoring programmes. Continuously reported and presented on HR data, trends and strategies and climate/culture. Ensure effective maintenance of general HR administration (org charts, staff records, leave and Workday administration) and ongoing legislative compliance. Supervision of performance management and the development of direct reports. COMPANY NAME DATES INDUSTRY POSITION South Africa Revenue Services (SARS) April 2016 to May 2018 Regulatory – Tax Recruitment Partner Stakeholder Engagement: ▪ Meet with internal stakeholder to build and maintain relationships as well as keep abreast of their recruitment needs on a bi weekly arrangement. ▪ Participate in monthly Manco meeting to understand BU strategy in order to translate it into resourcing needs and forecast talent acquisition ▪ Provide advisory support to the hospitals based in the varied regions, on recruitment governance, best practise and transformation goals. Talent Acquisition Responsibilities: ▪ Assist hiring managers to expedite the (ATR) Authority to Recruit process on the system ▪ Meet with internal stakeholders to discuss vacancy requirements ▪ Draft job profiles of newly created roles / update job profile to ensure alignment to requirements ▪ Ensure vacancies are graded and adjusted according to market rates utilising Remchannel system and Hayes methodology ▪ Attract suitable applicants by compiling adverts for Internal Career Page and External Job Portals and using the most effective sourcing channels ▪ Briefing recruitment agencies to expedite sourcing of profiles with rare skills set ▪ Screen applicant CVs by reviewing profile and conducting initial screening ▪ Compile a candidate recommendation report to hiring managers ▪ Ensure that policies and practices are met through conducting the shortlisting and interviewing for applicants including record keeping of all applications and communications for audit purposes. ▪ Finalise applicant shortlisting by engaging line management. ▪ Maintain networks with relevant groups and recruitment service providers to provide recruitment support ▪ Align own practices to policies and procedures by building and maintaining relationships with the broader HR community. ▪ Identify and advise stakeholders on recruitment risks, gaps/process inefficiencies/ misalignments ▪ Compile Interview Guide – Targeted Selection Questionnaire 3|Page February 2024 ▪ ▪ ▪ ▪ ▪ ▪ Professional Profile – Nosipho Bulose Ensure that shortlisted candidates are scheduled for interviews, psychometric assessments and verification checks Meet minimum required recruitment metrics by continuously monitoring and tracking progress and take corrective action where required Utilise optimal sourcing channels to ensure vacancies are filled in a cost-effective manner Ensure governance is adhered to on a national level regarding recruitment practices by updating the vacancy list and collating documents of successful incumbents for presentation to Executive Team Update and monitor the recruitment process through relevant process tracking documents within service level agreements (SLA) Candidate Offer and Contract extension/ onboarding to close off filled vacancies Reporting: ▪ Compile and present the national recruitment activity list to the Resourcing committee (i.e.: Executives) on a monthly basis. ▪ Compile and track recruitment spend report COMPANY NAME DATES INDUSTRY POSITION Coca Cola Beverages SA May 2014 to March 2016 FMCG, Manufacturing, Supply Chain Talent Acquisition Specialist Talent Acquisition Responsibilities ▪ Meet with internal stakeholders to discuss vacancy requirements ▪ Attract suitable applicants by crafting adverts for Internal Career Page and External Job Portals and using the most effective sourcing channels ▪ Screen applicant CVs by reviewing profile and conducting initial screening ▪ Ensure that policies and practices are met through conducting the shortlisting and interviewing for applicants including record keeping of all applications and communications for audit purposes. ▪ Finalise applicant shortlisting by engaging line management/HR ▪ Participate in the selection process with Hiring managers ▪ Build relationships with internal stakeholders to understand their recruitment needs. ▪ Responsible for end-to-end talent acquisition process of varied skills set from Junior Office Support position to Executive Management level ▪ Engage with candidates in a professional manner by communicating information and providing feedback timeously. ▪ Maintain networks with recruitment service providers to provide recruitment support ▪ Align own practices to policies and procedures by building and maintaining relationships with the broader HR community. ▪ Ensure a smooth recruitment process by engaging and advising business continuously on recruitment related matters. ▪ Identify and advise stakeholders on Recruitment gaps, process inefficiencies ▪ Compile Interview Guide – Targeted Selection Questionnaire ▪ Compile candidate profile dashboard/ Competency Based Interview report ▪ Ensure that shortlisted candidates are scheduled for interviews, assessments and verification checks ▪ Meet minimum required recruitment metrics by continuously monitoring and tracking progress and take corrective action where required ▪ Ensure all recruitment activities comply with regulatory requirements ▪ Respond to queries or complaints in a timely manner and ensure that they are actively resolved 4|Page February 2024 ▪ ▪ ▪ Professional Profile – Nosipho Bulose Minimize risk to the bank regarding recruitment practices by updating vacancy and applicant status on all relevant systems Update and monitor the recruitment process through relevant process tracking documents within service level agreements (SLA) Identify and utilise optimal sourcing channels to ensure vacancies are filled in a cost-effective manner COMPANY NAME DATES POSITION CareerBox January 2010 to February 2014 Recruiter Purpose of the Role Career box is a non-profit company that identifies and trains candidates from under-privileged townships and places them in entry-level digitally enabled jobs mainly within the BPO environment. Responsible for the end to end recruitment cycle for the assigned International Call Centre client campaigns Talent Acquisition Responsibilities ▪ Sourcing bulk talent for vacancies across sales, customer service and quality assurance skills sets. PREVIOUS RECRUITMENT EXPERIENCE: My career started in 2004 where I worked varied recruitment roles within an agency environment 5|Page