Rani Moodley

Phone:- E-mail:-LinkedIn: https://www.linkedin.com/in/ranimoodley-/ Rani Moodley Identity Number - Date of Birth 12 September 1980 Race Indian Sex Female Disability Yes – Epilepsy (Controlled) Driver's License Code 08 Nationality South African Availability 2 weeks School Attended Greenside High School (1994 – 1998) High School Matric – Greenside High School (Matric Exemption) 1998 Distinctions: Accounting and Afrikaans Rotary Exchange Rotary International Exchange Student – Brazil 1999 Tertiary Education 2000 – 2003 Rhodes University, Grahamstown Bachelor of Social Science Majors: Information Systems and Industrial Psychology. 2004 Bachelor of Arts Honours: Industrial Psychology University of Port Elizabeth, Port Elizabeth Majors: Advanced Consumer Behaviour, Advanced Organizational Behaviour, Advanced Personnel Psychology, Psychometrics (Testing and Assessment) (Distinction Obtained) and Research Methodology. Thesis: An Assessment of the Leadership Behaviours of Managers in the Banking Industry (Distinction) 2011 UNISA, Pretoria Bachelor of Psychology Honours Majors: Developmental Psychology, Community and Health Psychology, Psychopathology, Therapeutic Psychology, Psychological Assessments, Research Methodology COURSES:  SHL Occupational Testing (Distinction) Feb 2009  SHL Test Administrator Course (Distinction) Jun 2006  Competency-based Interviewing Aug 2006  Excel Refresher Feb 2013  Presentation Skills Mar 2013  Business Writing Skills April 2013  New Managers Milestone May 2014  Skills Development and Employment Mar 2017 Equity Committee Training  HR Elite Project Management Oct 2017 Professional experience Nov 2018 – Nov 2019 Smollan Group Position Held: Talent Acquisition Manager - International                Houghton Responsible and accountable for the international talent acquisition and sourcing strategy Manage and guide the Talent Acquisition team to source and develop talent pipelines across a diverse set of functional disciplines across the business locally and internationally Drive improvements to recruitment policies and processes to ensure that streamlined, effective, and high-quality services are delivered Review and report on talent acquisition metrics Review SLA’s for business units and external stakeholders, including contracts and KPI’s Draft and prepare new policies, and/or review dated policies Understand strategic business priorities to ensure sourcing efforts are focused on business needs Identify best sourcing channels and messages to reach different talent segments Develop Employer Branding strategies and programmes to attract talent and increase presence of Smollan as a Top Employer Support Talent Acquisition in Africa, Middle East, Europe and Asia by identifying current and future talent needs, encouraging a culture of proactively developing an external talent pipeline, and identifying passive talent to pre-qualify candidates for roles, develop relationships and increase engagement throughout the recruitment process Prepare and deliver high-level reporting for executive and Senior Management teams, noting market feedback, challenges and trends Provide input into the skills development and SETA programs, as well as the leadership development programs Manage the graduate recruitment program Responsible for leadership career and succession planning Proactively analyse and derive insights to assist the Senior leadership in developing top talent management, strategic hiring and retention strategies Achievements:  Managed and guided the project team that implemented the first eRecruitment platform globally for Smollan  Restructured the TA team to create a streamlined and efficient TA team for global functionality  Decreased overall recruitment metrics, particularly TTH from over 70 days to an average of 24 days across the business and CV to Interview ratio (Increased to 75%)  Relaunched TA as a capability to the business, including, SLA's toolkits, and policies (referral program and recruitment policy) Reason for leaving: Retrenched May 2018 – Oct 2018 Independent Position Held: Independent Consultant   Interview Coaching CV and LinkedIn Profile renovations May 2016 – May 2018 Huawei Technologies SA Position Held: SR HR Manager - Recruitment                     Olivedale Bryanston Responsible for Senior Level Talent Acquisition Stakeholder and vendor management Understand and implement the strategy and operations of the company and implement the business and talent acquisition strategy Align Talent Acquisition and Talent Management Strategy to Business strategy, and implement accordingly Develop Talent Management and HR solutions by collecting and analysing information; and implementing courses of action. Build and maintain strategic relationship relationships with all hiring managers, HR Partners and Business Unit Leaders and Executives Compensation and Benefits consultation and negotiate salary proposals Complete HR specific projects by clarifying project objective; setting timelines and schedules; conducting research; developing and organizing information; and fulfilling transactions Manage client expectations by communicating project status and issues; resolving concerns; analysing time and cost issues; and preparing and presenting reports. Prepare recruitment reports by collecting, analysing, and summarizing data and trends Comply with local legal requirements by keeping abreast of existing and new legislation; ensure adherence to requirements; and advising management Acts a Company Brand Ambassador in all aspects of role Establish and Responsible for Employer Branding Strategy and initiatives for South Africa and parts of Africa Drive awareness of Employer Branding initiatives Manage content for Employer Branding initiatives – LinkedIn, LinkedIn Career Page, Intranet portal, and Company career webpage. Manage Employer Branding programs and all stakeholders – Top Employer Certification, Universum, LinkedIn, Glassdoor, Indeed.com Analyse and Monitor Employer Branding program’s effectiveness and report thereon Review and report on talent acquisition metrics Review SLA’s for business units and external stakeholders, including contracts and KPI’s Responsible for the procurement and budget for each respective      project Draft, review and drive HR Policies Responsible for management career and succession planning Proactively analyse and derive insights to assist the Senior leadership in developing top talent management, strategic hiring and retention strategies Prepare and deliver high-level reporting for executive and Senior Management teams, noting market feedback, challenges and trends Provide input into projects and align with HR on all TA matters GRADUATE RECRUITMENT              Designed the first Huawei graduate program Implemented and project managed the Huawei Graduate Recruitment program Develop Nigeria and Kenya as a market for graduates, increase the number of applications Execute the Graduate Recruitment Program and strategy across SA, Nigeria and Kenya GRP Reporting across all regions Propose and implement the marketing and employer branding strategy for the GRP, and actively advertise and promote the company Facilitate Interview Days, Graduate Days, Career Fairs and promotions and train project team Conduct Graduate interviews Participate in key events and conferences across the country to maintain exposure and branding Manage all promotional material, including budget Budget for all GRP activities and overall project Liaise with all Universities, Lecturers, and student bodies to create relationships, develop mutual understanding and maintain partnerships Convert prospective students into employees Projects: Company Competitor Analysis; UK & USA Graduate Recruitment Project; Social Media and Employer Branding Campaign, HR Insights – Africa Project Achievements:  Successfully achieved the Top Employer certification for Huawei Technologies South Africa for the first time (2017), and for 2018  Implemented the first Graduate Recruitment program  Selected in Universum’s South African survey of Top 150 Companies to work for – results were 46/150 for Graduates and 67/150 for Professionals as a first-time placement.  Successfully implemented a new Background Verification solution for the region  Set up Social Media/Recognisable Employer branding initiative for the region   Member of Huawei’s Regional Training and Skills Development Committee Member of the Employment Equity Committee Reason for leaving: Contract position Dec 2014 – Apr 2016 EMC South Africa Position Held: Sr Talent Acquisition Manager                    Bryanston Full accountability and ownership of all vacancies for the region Full accountability and ownership for the entire recruitment process for the region, this includes adherence to policies and procedures. Identify competence and capabilities aligned to Business and operational needs and transformation requirements. Succession planning and workforce planning Diversity programs and planning Anticipates and identifies customer needs Develops effective working relationships with customers, and continually searches for ways to increase customer satisfaction. Provides counselling to multiple levels of employees Provides input on implementation of corporate programs to address local client needs Reporting for the region Stakeholder and vendor management and relationship building Compensation and Benefits review for the region and negotiate salary proposals Compile Job specifications and profile new positions Build and maintain strategic relationship relationships with all hiring managers, Talent Partners and Business Unit Leaders. Align Talent Acquisition Strategy to Company strategy, and implement accordingly Established and executed new hiring process in South Africa Understand and utilise marketing intelligence in an advisory role. Organisational talent review and workforce planning initiatives Drive HR policies and compile policy where needed Projects: HR Talent Management EMEA; TEEAM Diversity, Competitor Intelligence Analysis and Review, Great Place To Work (GPTW) – TA EMEA Analysis and Review, Employment Equity Policy Implementation, SA Diversity and Equality Project implementation. Achievements:  Implemented new policies and procedures for Africa for the recruitment function  Brought headcount into growth phase  Implemented a Transformation Committee Reason for leaving: Dell acquired EMC and headhunted by Huawei Jul 2012 – Nov 2014 KPMG South Africa Position Held: National Recruitment Manager                           Parktown Responsible for the recruitment of experienced and graduate candidates into KPMG’s Risk Consulting /IT Advisory function Responsible for the management of 3 direct reports, as well as functional reporting lines and project teams. Experienced Hire Recruitment: IT Advisory Build relationships with and gain an understanding of what drives the business by engaging effectively with business stakeholders and internal business partners (i.e. Reward, People, Candidates, internal clients and internal and external vendors/suppliers) to drive the Resourcing Strategy and Talent Attraction experience. Be a trusted advisor and strategic partner by delivering consistently and adding value to the business Challenge the thinking of the business when appropriate in terms of their resourcing strategy. Determine resourcing needs and develop the Resource Based Budget for the business unit, aligning it to the Resourcing strategy Compile Job specifications and profile new positions Effectively manage and engage external PSL and recruitment agencies, including vendor management, invoicing and payment Oversee the creation of advertisements and profiles for careers website Define and ensure implementation of innovative sourcing strategies that will enable the establishment of a diverse pool of talent geared to meet the evolving needs of the BU Screening and short listing of applicants for each position Critically analysing and interpreting psychometric assessment reports Ownership of implementing recruiting processes in a consistent manner across the service line Participate in interviews for all roles (including Senior positions) Assess candidates to ensure cultural fit for the BU, values alignment, long term potential, and technical fit for roles, setting realistic role expectations before presenting candidates to Business, and contribute to the final hiring process post-interviews Weekly and Monthly reporting to various platforms with a vested interest in Resourcing and recruitment Assist with new employee on-boarding Evaluation of the on boarding process Candidate profiling, including salary proposals Succession planning and workforce planning Diversity/EE programs and planning Skills assessment/audit Drive HR Policies Manage and effect the internal transfer process and the permanent offer process for all new employees for the BU Manage the Experienced Hire Recruitment process for JHB, PTA and DBN Graduate Recruitment Manager for the Technology and Advisory Consulting Graduate Recruitment program  Report into the TAC partner group on TAC progress and Activity  Manage the recruitment and selection process for TAC Graduate program  Attend Career fairs, liaise with Universities, attend Prize giving’s and awards events  Establish and maintain relationships with key people at various Universities  Liaise with all stakeholders to maintain rapport with the Universities  Organise Guest lectures for KPMG staff to give at the Universities  Plan, organise and execute TAC University/Career days  Plan, organise and execute the TAC Internship  Oversee Graduate Recruitment for the regions  Manage graduate recruitment team  Liaise with central graduate recruitment team for graduate recruitment activities and reporting 3rd year Audit Trainee Recruitment into IT Advisory rd  Project manage the 3 Year Audit Career Day rd  Manage the recruitment and selection process of all 3 years applying into the BU rd  Participate in interviews for all 3 years rd  Effect all permanent offers for 3 years into the BU Projects: Annual Graduate Recruitment project; Internship project; 3rd year CA intake; Career Fairs; University and Schools outreach and bursary programs; Social Media (Facebook, LinkedIn, Twitter, Career Pages, etc); KPMG Internal Career Day; Experienced Hires MBA Graduate fairs; Homecoming Revolution Interview Days; Achievements:     Reengineered and implemented the Graduate Recruitment programme and the Internship program to combine 2 departments – still in place today Increased the EE intake of experienced hires from 24% to 63%, and of females from 20% to 45%. Increased EE intake of graduates from 50% to 85%, and female from 30% to 50% and for 3rd year CA’s for EE from 40% to 70%, and female from 30% to 70% Sat on the Transformation Committee as the Talent Acquisition management representative Reason for leaving: Headhunted by EMC2 Jan 2012 – Jun 2012 SAP South Africa Position Held: Talent Acquisition Manager (AFRICA)  Woodmead Work with internal teams and hiring managers to assist with recruitment efforts.                Manage external and internal hiring efforts (internal recruitment meaning assessment of employees for different or more senior roles.) Develop recruitment strategy, inclusive of job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, and talent planning. Identify and source appropriate talent for current open roles within the organization, focusing on Sales, Key Accounts and Management in IT Identify future talent needs and proactively recruiting and sourcing; develop talent pool or social engagements. Manage the recruitment process and life-cycle, including initial assessments, interviews, and offers. Counsel the candidate on corporate benefits, salary, and corporate environment. Provide recruitment counsel and guidance to hiring managers and HR professionals with hiring and employment data. May develop specialized or competitive intelligence and research regarding talent development or retention. Use social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs. Develop college recruiting programs Manage and guide development of corporate employment resource Participate in employment events, such as career fairs Use sophisticated applicant tracking systems and other recruiting software and CRM system to track applicants through the selection phase through to on-boarding. Develop relationships with third party recruitment agencies and staffing firms and manage the procurement and measurement process. Prioritization of business units and jobs to increase recruitment impact Leading, mentoring, coaching talent acquisition teams and leading a central talent acquisition service organisation Reason for Leaving: Contract Apr 2011 – Nov 2011 Ericsson South Africa Position Held: Talent Acquisition Specialist (RSSA)    Woodmead Drive use of interview competencies and talent mapping exercises to hire best talent for all positions including executive hiring across the area of responsibility Drive the Talent Acquisition strategy for all hiring activity across the area of responsibility, including executive hiring (Across 43 countries in Africa) Drive Workforce Planning and capacity planning; deliver against full                       hiring demand whilst ensuring productivity targets are being met. Ensure full understanding of Recruitment strategy and how it needs to be implemented in practice for effective delivery Maintain regular contact with client stakeholders to ensure full business potential is realized. Establish the on-going recruitment needs of client, through the development of a close business relationships. Use structured approach in dealing with both the client and suppliers to ensure effective turnaround times are achieved. Maintain accurate, well-organized documentation. Accurately interpret clients’ person specification and thereafter identify suitable applicants through both effective job matching / shortlisting candidates received from suppliers or other sources to ensure relevance to spec. Interview candidates and apply Ericsson selection criteria and use of behavioral/competency-based interview techniques to establish strengths, skills and requirements. Use persuasive ability to sell the job to the applicant. Communicate all requirements of the job to the applicant. Ensure monitoring of staffing vendors performance against KPI’s on a monthly basis. Drive the client’s recruitment process with effective time and process management. Develop and maintain good relationships with applicants to ensure loyalty. Ensure on-line Talent portal is always kept up to date and relevant paperwork is completed accurately and efficiently. Maintain accurate daily and weekly figures, as required by client. Deliver a quality service to customers Maintain required quality service levels to promote a professional image. Develop and implement sourcing strategies and hiring plans for open requisitions/positions Partner effectively with Human Resources (HR) partners and hiring managers to manage client relationships and to prioritize hiring needs and requisitions Build strong business knowledge and integrate into sourcing talent attraction strategies Source candidates proactively, screen relevant candidates, present candidates to hiring managers and provide coaching on talent assessment and hiring recommendations. Create and present offer recommendations to hiring managers, extend offers, and manage offer negotiations to all internal and external candidates. Maintain accurate internal and external candidate data in staffing systems.    Manages to agreed service level agreement (SLA) throughout process. Consistently achieve KPI’s including productivity, time to hire and quality of hire metrics. Ensure accurate reporting. Reason for Leaving: Contract Jan 2009 – Mar 2011 Volkswagen and Audi South Africa Midrand Position Held: Talent Acquisition and Assessment Specialist                      Ensure full understanding of Recruitment strategy and how it needs to be implemented in practice for effective delivery Plan and execute the Attraction, Processing and Placement aspects of the Recruitment strategy Consolidate the recruitment requirements for the Dealer Academy (learnerships/graduate / skills programs) Understand and consolidate the generic and specific recruitment requirements of Dealers Integrate EE requirements into recruitment plans Clarify and detail specific requirements Ensure that recruitment drives and portals are optimized and conform to brand requirements Maintain relationships with strategic recruitment partners Process and filter applicants according to the VW/ Audi and specific dealership selection criteria Ensure that recruitment requirements are hosted in the selected channels including on VW portal Oversee the advertising campaigns on VW website, Career Junction and in the press Data mine and search VW Academy talent bank for candidates Ensure compliance with all requirements for assessments and recruitment - VW AG Germany Interview all candidates, utilising Competency-based approach Co-ordinate recruitment drives at high level education institutions and recruitment exhibitions Place candidates with dealerships in positions, as well as on Training / Merseta Cadet programs Co-ordinate the selection process Provide all stakeholders with immediate feedback on recruitment cycle for individuals or groups of people Ensure suitable candidates scheduled for relevant psychometric assessments (on-line or face to face) and conduct assessments Collate and forward appropriate assessment feedback to the individual and the stakeholder Ensure the overall assessment process is consistent, fair, transparent and equitable            Develop and advise stakeholders on the most effective and most relevant assessment tools to utilize according to Best Practice Attend assessment conferences Advise stakeholders/People Development Consultants on best practices and legislation governing employment practices (Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, etc.) Maintain and secure all documentation and confidential information e.g. CV's and assessment reports Manage the Assessment Centre process for Recruitment and complete assessments Ensure candidates are kept informed during the entire recruitment and selection cycle Communicate any legislation changes or risk to PDC and other stakeholders Develop and maintain relationships with external vendors, recruitment agencies and labour brokers Ensure PDC's and Dealers are updated on a regular basis on talent availability and processes Maintain good relationships with PDC’s and Dealers Job Profiling Reason for Leaving: Career growth and new opportunities Dec 2006 – Dec 2008 Ivory Systems KZN/Paracon SA Position Held: Recruitment Consultant/Account Manager   JHB N Account Manager for 2 Major Clients, 7 other clients, responsible for candidate management, business development, client relationships and target achievement against set KPI’s. Trained and supervised 2 team members Reason for Leaving: Better opportunity June 2006 – Nov 2006 Nedbank Head Office Sandton, JHB Position Held: Psychometric & Assessment Coordinator  Responsible for the co-ordination of the assessment department, including testing applicants, liaising with candidates, providing feedback reports and assisting with feedback. Reason for Leaving: Contract Position Apr 2005 – April 2006 Frontline Solutions Position Held: Junior Recruitment Consultant Bryanston, JHB  Junior agency recruiter responsible for candidate recruitment, client relationships, business development and target achievement against set KPI’s  Reason for Leaving: Retrenched Languages English – Fluent Afrikaans – Semi-fluent Portuguese – Semi-fluent Accreditations School Academic Merit Awards: 1994 –1996 SRC Representative (1998) First Aid Level 1 Certificate (1997) Silver Medal Karate (1995) Rotary Exchange Student – Brasil (1999) Distinguished Service Citation – Rotaract (2000) Awarded membership to join The Golden Key International Honours Society (2005) APSO Accreditation (2006) Randburg Rotary Club Member (2009) SADAG – Counsellor (2010) Interests and activities Community Involvement: Volunteer work with various organisations Activities: Swimming, Bikram Yoga, Dancing Interests: People Interaction & Behaviour, Learning about new cultures, Learning new languages, Travelling