Pleasure Mkwanazi

Curriculum Vitae PERSONAL DETAILS Full Name: Sewetswe Pleasure Mkwanazi ID Number: - Nationality: South African Residential Area: Midrand Availability: 1 Month Driver’s License: Code 8 (Own Car) Contact Number: - Email Address: -SKILLS • • • • • CCMA NBCRFLI Collective Agreement Employment Equity Policy Development • • • • • Performance Management Talent Management Learning and Development Succession Planning Workforce Planning • • • • • • • Initiating and Chairing Disciplinary Hearings Strategy Formulation Union negotiations Section 197 transfers Retrenchments and Restructuring SCubed FAIS Act • • • • • • • Job Profiling and Grading VIP Payroll HR Premier ESS Educos FSCA Salary Benchmarking EMPLOYMENT HISTORY 1. Clientele Assistant HR Manager (Senior HR Business Partner) – Nov 2019 to date  Advising and supporting line managers and employees on the full range of HR functions and services including employee relations, performance management, recruitment and selection, job evaluation, remuneration and benefits, induction, learning and development, employee wellness and organizational design.  Ensuring consistency with the application of relevant legislation and company HR policy and procedures.  Undertaking specific projects in consultation with line management to facilitate HR activities and enhance client services.  Providing timeous and relevant HR management information.  Implementation of the full performance management cycle in the business unit.  Driving the values and creation of a great working environment at business unit level.  Help identify, prioritize and build organizational capabilities, behaviours, structures, and processes.  Handle employee relations or dispute resolutions in the respective business unit including CCMA matters.  Support line management in forecasting and planning the talent pipeline requirements in line with the business strategy  Facilitate line of sight initiatives to build a high-performing organization aligned with the strategic leadership agenda.  Facilitate and promote employee engagement and feedback in line with the company’s vision to be employer of choice.  HR Reporting  Identify and Implement change interventions.  Administer skills audit processes to identify the skills needs of the organisation and reporting. 2. Shalom Events Management Managing Director (Co-Founder) – Jan 2018 to Oct 2019  Planning and managing an event from conception through to staging and ensure that the event delivers against the client objectives.  Setting, communicating and maintaining timelines and priorities on every project.  Work closely with the client on all event briefs, implementation and present post event evaluation/ reports.  Present and conceptualise creative event ideas and opportunities to existing and potential clients.  Responsible to maintain a high standard of service with clients and sub-contractors.  Ensure that the safety standards are adhered to and maintained by Shalom Events Management and sub-contractors at all times.  Responsible for ensuring that function venues are set up according to standards.  Arrange regular update meetings with clients.  Manage all supplier relationships.  Ensure event contracts are in place.  Event Budget Management. Reason for leaving: Business closed down 3. Medipost Pharmacy Group HR Business Partner: June 2016 to November 2017 • Support the implementation of the HR strategy and delivering strategic HR objectives. • Build and maintain key stakeholder relationships with HR Leadership, Business Leadership, and Employees. • Partner with business units to identify and understand key business challenges in order to source, prioritize and drive HR solutions. • Contribute to the achievement of business strategy through the optimization of all the elements of the employee lifecycle. • Support the business with employee and industrial relations needs such as handling misconduct, incapacity and grievances. • • Ensure that the disciplinary code is complied with at all times resulting in effective corrective action and no penalties imposed by CCMA or Bargaining Council. Working as the custodian of all HR policies and procedures, providing effective advice, response and implementation. • Provide advice, guidance and support to line management regarding performance management. • Identify specific employment and development issues from business unit employment trends and other staff feedback mechanisms. • Manage the succession planning process and employment equity in the business unit. • Support the activation of the talent strategy for the business unit by managing an effective recruitment, selection and appointment process. • Assist in identifying, then leading/project managing key HR change initiatives and programs ensuring that they are delivered in accordance with agreed requirements through effective coordination of people and resources. • Champion and enable effective cross-functional working relationships to create and drive an integrated HR employee experience. • In liaison with the training academy, drive the implementation of training through the activation of learnerships and skills programmes. • Monitor and assess the impact of training on individual and business unit performance. • Oversee terminations and exits according to policy guidelines • Assist departmental heads in bringing about transformation in their divisions in relation to Broad Based Black Economic Empowerment. • Prepare applicable documentation for BBBEE audits. Reason for leaving: To start own business 4. Drake & Scull Facilities Management HR Officer (Generalist): April 2010 to June 2016 Recruitment and Selection • • • • • • • Manage Job description repository and update as and when new positions are added. Identify recruitment channels and negotiate pricing. Advertise positions, shortlist cvs, conduct interview with operations and functional heads and finalise candidate appointment. Prepare offer letters and contracts of employment. Ensure successful implementation of the on-boarding process. Facilitate induction for new employees. Analyse induction feedback and suggest improvement. Employee Relations • • • • • • • • Support and guide line managers and employees on employee relations issues such as handling misconducts, Incapacity, disciplinary hearings and grievances. Assist line managers to draw up the charge sheet. Prepare the initiator for the disciplinary hearing. Ensure that the disciplinary code is complied with at all times resulting in effective corrective action. Report on monthly ER cases. Maintaining an up-to-date knowledge of labour relations and Employment Acts and revisions thereof. Provide advice regarding labour law issues including but not limited to retrenchments and re-structuring initiatives. Section 197 Process- Efficiently coordinate the due diligence process, in order to propose sustainable inputs within the biding process and develop an effective people transfer solutions. Talent Management • • • • Provide guidance to line managers on how to effectively complete succession plans. Assist Line managers on how to identify and map talent. Assist line managers on how to select High Potential Individuals and monitor the development interventions. Develop and maintain a Talent Pool database. Performance Management • Support and drive the performance management process. • • • • • Provide advice on the poor performance process. Ensure the effective implementation of and adherence to Performance Improvement Plans for non-performers within different business units. Communicate on Balance Scorecards and Individual development deadlines for the year. Provide guidance to the Operations Executive during the Performance Moderation Process. Facilitate the performance management training to line managers. Learning & Development • • • • • Employment Equity Management, including workplace analysis, EE plans and reports. Design a training calendar and distribute to the respective business units. Provide input into the training budget and engage in cost containment activities to ensure maximum benefits realization as well as ROI on training interventions. Coordinate study assistance programme. Liaise with training suppliers regarding contract negotiations and renewals in line with the Training Policy. HR Administration • Administer employee terminations in terms of resignations, dismissals, retirements, death, disabilities and ensure proper application of policy, controls and procedure. • Conduct exit interviews. • Provide various payroll reports as and when required. • Drafting offer letter, contracts and internal movements letters. • Benefit Administration and assisting with related queries i.e. Medical Aid, Provident Fund, Death and Disability Claims and IODs. • Assist with general queries from employees and management related to HR and basic Payroll queries. HR Reporting • • • • • HR Placemat Employee Equity (EEA2 & EEA4) BBBEE WSP/ATR HR Exco & Board reports) Reason for leaving: Looking for growth 5. BIDAir Services- Member of the Bidvest Group HR Administrator: September 2007 to April 2010 • • • • • Serve as a liaison to the HR officer to administer policies and procedures. Coordinate recruitment and hiring process including position advertising, CV screening, employment and education background checks and drafting offer letters. Advise managers regarding human resource policies and procedures, performance and disciplinary issues. Ensure confidentiality and maintenance of employee personnel files. Review and submit accurate personnel transaction forms and employment contracts to payroll for processing. • • Leave administration. Time and attendance administration. Reason for leaving Head hunted EDUCATIONAL QUALIFICATIONS NAME OF INSTITUTION: Mokgakala High School (2002) HIGHEST GRADE PASSED: Grade 12 NAME OF INSTITUTION: University of Johannesburg (2004 – 2006) QUALIFICATION: National Diploma - Information Technology NAME OF INSTITUTION: Academy of York (2015 – 2017) QUALIFICATION: National Diploma - Human Resources Management & Practices NAME OF INSTITUTION: MANCOSA (2022) QUALIFICATION: Advanced Diploma in Business Management NAME OF INSTITUTION: MANCOSA (Current) QUALIFICATION: Honours in Bachelor of Business Administration FURTHER TRAINING      Kwelenga Training- Finance for Non-Financial Managers Kwelanga Training- Performance Management Skills SEESA- Labour Law in the workplace SABPP National HR Management Standards VIP Payroll and HR Premier References: Name Gaopalelwe Moraba Maselaelo Matsapola Company Medipost Pharmacy Group Drake & Scull FM Position Group Training Manager HR Manager Contact Number- Andries Pete BIDAir Services HR Officer -