Thembela Fula

Wyndham West Bay Doha Maysaloun Street Doha, Qatar-https://www.linkedin.com/in/thembelathembi-fula-3ab58212/ - Thembela Gail Fula Professional Profile Writing of HR Policies and Procedures Job Description Formulation Employee relations Candidate Sourcing & Screening High-Volume Staffing Placement & On-boarding Social Media Recruiting Tools Client Relationship Management Employment Law & HR Affairs Payroll / Compensation and Benefits Human Resources Information Software (HRIS) Talent Assessment & Acquisition Executive Recruiting Offer Negotiations ATS & Recruiting Software Advanced Boolean Searches Academic Record Advanced Certificate in Advertising – 1996 [The Advertising College of Southern Africa] Matric – 1995 [Wynberg Girls High School) Career Summary (HR & Recruitment Experience) Company Power International Holding Frequency Corporation (Freelance position) Borouj Consultancy Services (Management Consultancy) Credentia HR Sidra Medicine (formerly Sidra Medical and Research Centre) Mediclinic Middle East Metropolitan Health Group IT SELECT Recruitment (South Africa, Cape Town) Period March 2020 – present February 2020 – March 2020 Job Title Group Talent Acquisition HR Manager November 2018 – January 2020 Head of Sourcing July 2018 – October 2018 February 2017 – February 2018 Senior Recruitment Consultant Recruitment Specialist February 2013 – December 2016 February 2010 – February 2013 February 2007 – February 2010 HR/Recruitment Officer HR / Recruitment Consultant IT Recruitment Consultant Competencies Competency Technology-orientated recruitment methodology Actual working experience and examples Various external (and international) job portals, e.g.: • SAP SuccessFactors • Sniperhire • PeopleSoft • Monster • Naukri • Gulf Talent • Bayt • Careerjunction • PNet Mass hire projects and the digital technology used on My role at Sidra Medicine involved mass recruitment as these projects our team was tasked to get staff on-board for the opening of the hospital, e.g. I had to recruit around 60 Respiratory Therapists (amongst many other critical clinical roles) for the hospital opening. • Conducted targeted advertising on specific forums and journals, in specific countries • Set up specific mailboxes to receive applications • CV screening • Telephonic and email contact of all suitable candidates • Setting up face-to-face interviews Travelled to specific to conduct “marathon” interviews • Offer generation of all suitable candidates “on the spot” Strong experience on digital platforms and social media Social Media: recruitment • LinkedIn • Facebook • Twitter • You Tube Strong on reporting (internal stats, measures, and I am strong in reporting and I have generated various matrixes) and backend technology used in corporates for kinds of reports, both in the general HR space and recruitment recruitments. Examples as follows: • • • • • • • Staffing budget Workforce plan report Time to fill and hire (Service Level Agreement [SLA] reporting) Number of candidates per vacancy Selection ratio vs applications Offer acceptance rate CV Submission Career Chronology March 2020 – present Group Talent Acquisition Power International Holding (Doha, Qatar) • • • • • • • • • • • • • • • • • • • • Investigate and determine employee needs Develop a sustainable talent acquisition and hiring plans and strategies Design, plan and execute employer branding activities Encourage employees to be brand ambassadors Develop graduate program for the Group Plan employee referral programs Use HRIS, Recruitment Marketing tools Source and find candidates qualified for open positions perform analysis of hiring needs and provide employee hiring forecast Design, plan and execute selection processes (conduct interviews and screening calls, administer psychological tests etc.) Review employment applications and background check reports Find bottlenecks in the recruiting process Perform candidate and employee satisfaction evaluations and workshops Plan procedures for improving the candidate experience Suggest measures for improving employee retention Lead, oversee and supervise members of the recruiting team Use sourcing methods for hard-to-fill roles Attend career and college fairs, and similar events Determine HR and recruiting KPIs Create and present KPI reports February 2020 – March 2020 HR Manager Frequency Corporation (Freelance position) [Doha, Qatar] • • • Writing and setting up policies and producers for the Group Workforce analysis Recruitment and onboarding of all staff November 2018 – January 2020 Head of Sourcing Borouj Consultancy Services (Management Consultancy) [Doha, Qatar] Identify Potential Candidates • Identify potential hires based on applicant resumes and vacant staff positions • Work closely with department managers to identify critical positions and examine applicant information (including resumes and social media sites) to determine which candidates meet or exceed the position’s requirements Conduct Screening Interviews • Meet directly with job candidates to conduct screening interviews • Determine whether the applicant possesses the necessary skills for the role and whether they seem like a good personality fit for the organization • Make recommendations to the hiring manager for further interviews Create Job Postings • Craft and post job listings on job recruitment boards and other websites to attract skilled applicants • Work closely with department and hiring managers to identify the role’s key duties and core competencies along with any educational or certification requirements before posting the job and opening it to applicants Coordinate Recruitment Activities • Work with other recruiters and hiring managers to coordinate a range of recruitment activities that can include job fairs and campus events to recruit upcoming graduates • Work to align overall recruitment activities with organizational goals for hiring and retention • Prepare reports related to the results of these efforts and activities Support Fair Hiring Practices • Support overall company adherence to fair hiring practices by periodically reviewing hiring and interviewing processes and assessing job postings • Possess a thorough understanding of the Labour Law and take the necessary steps to bring the organization into compliance Develop Retention Strategies • Help the organization maintain quality talent by developing and enacting organization-wide retention strategies • Assess data related to departing employees to determine whether there are structural or organization-wide reasons for staff vacancies • Develop strategies or make recommendations to reduce employee turnover and enhance employee quality of life February 2017 – February 2018 Recruitment Specialist Sidra Medicine (Doha, Qatar) • • • • • • • • • • • • • • • • Responsible for recruitment advertising and sourcing, conducting first round interviews, assessments, background checks, salary negotiation, and executing employment agreements to support the Sidra Talent Acquisition program. Working closely with hiring managers to ensure a high level of service is provided, and the best available talent acquired. Meet with relevant hiring managers to obtain a full in-depth briefing of roles Place adverts in relevant trade journals/job boards Source candidates via direct methods to reduce reliance on third party vendors Attend conferences and other networking events to maximize recruitment opportunities Conduct first round interviews to provide the hiring manages with a fully qualified short list Use appropriate assessment tools to test technical capabilities Obtain references and security checks Arrange and attends final interviews Prepare and extends offers after obtaining appropriate offer authorization Participate in contract negotiation with candidates Ensure the ATS (Sniperhire) is always maintained Upload candidates’ data into the mobilization system Ensure all candidates receive the appropriate feedback on their application promptly Work closely with colleagues to create a strong team environment to support all recruitment efforts. Adhere to Sidra’s standards as they appear in the Code of Conduct and Conflict of Interest policies February 2013 – December 2016 HR/Recruitment Officer Mediclinic Middle East (Dubai, UAE) • Recruitment process for all Doctors and Nursing positions (or other positions as required) including: o Advertising o Sourcing and screening candidates o Headhunting o Arranging interviews o Facilitating interviews o Giving recommendations and feedback to the line manager o Preparing selection tools/assessments where needed o Requesting, processing, and verifying documents to support the recruitment process o Conducting reference checks with appropriate verifications o Administration of the appropriate areas of the recruitment portal o Ensure that all candidates are given feedback o Ensure that all on boarding documents relating to recruitment are completed before the employee joins the company, and are submitted to payroll for processing o Manage travel arrangements, ticket bookings, visa applications and hotel accommodation for incoming employees and candidates attending interviews o Coordinate and conducts new employee orientation as required. o Ensure that unsuccessful candidates are notified in a short time frame and in accordance with Company standards • Assist the HR Manager as and when required: o Personnel Administration and Database/ Reports o Responsible for the allocation and prioritization of the work of the HR coordinator and HR assistants o Check accuracy of new employee entries in the system and employee movements o Assist the HR Manager in processing employee movements e.g. transfers, demotions, promotions, and terminations including changes in employee benefits • Assist HR Manager in formulating / writing of HR processes & procedures, as well as other HR / Recruitment documentation, e.g.: o Candidate Evaluation Form o Interview Questionnaires o Job Descriptions o Leave Policy o Attendance Policy o Recruitment Agency Terms and Conditions • • • • • • • • • Accountable for the recruitment monthly reports Ensure accuracy of Time and Attendance System Participate in the development of the annual headcount budget Participate in the annual salary review process Client Satisfaction Ensure that employee and department confidentiality is maintained Ensure that staff queries are quickly and accurately addressed, or referred to the appropriate person Ensure that the company’s professional image and standards are upheld Ensure competence in all performance areas is demonstrated and, if required, source training for areas requiring improvement Be professional, open, responsive, and welcoming to all staff visiting the HR Department Assist in the compilation of statistics/reports when needed Assist in the processing of loans/advances/encashment under the guidance of the HR Officers Arrange exit interviews as requested Assisting in licensing procedures as requested • • • • • February 2010 – February 2013 Held HR / Recruitment Consultant Metropolitan Health Group (Cape Town, South Africa) • • • • • • • • • • • • • • • • • • • • Business Units: Information Technology and Government Employee Medical Scheme (GEMS) Obtain details of vacancies Liaising with Business Unit Managers and HR Managers for new positions Verifying of the job profiles through departmental organograms and finance Arrange for and facilitate Job Evaluation and Job Profile sessions prior to the commencement of the selection process Analyse the position and advise the Business Unit Manager on suitable recruitment process to be followed according to the level of the position Provide the Business Unit Manager with the recruitment plan for each position Facilitate and oversee the advertising of the position both internal and external Oversee the response handling and screening process. Conduct shortlisting process and presenting the shortlist to the Business Unit Manager Conduct interviews on behalf of business units Provide feedback to the business unit managers Advise Business Unit Managers on type and level of assessments to be conducted Make recommendations with regards to remuneration based on manpower budget provisions, the outcome of the job evaluation and the relevant experience of the applicant Liaise with MIS for packages and liaise with candidate for finalisation of the process Ensure the completion of all related administration (i.e. writing the advertisement, screening the applicant, letter of appointment and completion of relevant documentation) Overseeing the statutory checks processes In accordance with the Labour Relations Act and internal recruitment policies and procedures, make recommendations regarding the appointment to the Business Unit Manager Provide guidance and coaching to the recruitment administrators Oversee the smooth functioning of the Recruitment Administration by proper and timeous supervision of the recruitment administrators. February 2007 – February 2010 IT Recruitment Consultant ITSELECT Recruitment (Cape Town, South Africa) Clients [major industries]: Healthcare, Retail, Telecommunications, Financial, ISP, IT • Applicant Sourcing • Client Liaison • Interviewing • Data Processing • Reference Checking • Interview Scheduling • Feedback • Client & Applicant Liaison SUMMARY OF PREVIOUS PERIOD August 2004 - January 2007 Living in the UK [London] and doing contract work Companies worked at: • • • Tiscali Broadbank (UK, London) – Customer Services Specialist VDC Trading (UK, London) – Customer Relations Adam Smith Residential (UK, London) – Property Coordinator May 2003 – July 2004 Account Executive Bester Burke Advertising Agency (Cape Town, South Africa) November 2001 – April 2003 Communications Coordinator Old Mutual (Cape Town, South Africa) April 2001 – September 2001 Trainee Account Executive Ogilvy & Mather Rightford Searle-Tripp & Makin (Cape Town, South Africa) March 2000 – March 2001 Assistant to Client Service TBWA Hunt Lascaris (Cape Town, South Africa)