HR MANAGER 01 MAY 2016 to CURRENT

WOOLWORTHS

REASON FOR WANTING TO LEAVE – CHANGE OF CAREER

• Contribute      towards the stores group operating plan and develop a people operating      plan

• Facilitate      change and transformation initiatives

• Align      and integrate all HR processes, practices and systems to reflect the      corporate People Strategy

• Create      and develop a partnership role to line management and to the business

• Drive      transformation and change initiatives across business unit and guide the      business on the management of risk and the business impact

• Build      leadership competence through coaching and guide line management around      people processes to deliver the People Strategy

• Diagnose      and understand the business unit culture relative to the desired      organisational culture

• Co-ordinate      project integration initiatives into corporate stores

• Implement      all people processes and practices and ensure that they are legally      compliant

• Advise      and educate on HR and ER policies and procedures

• Help      implement, develop and facilitate a learning environment

• Ensure      that processes and practices are in place to measure and manage      performance of individuals and teams

• Ensure      sustainability of practices to facilitate communication between      individuals and the organisation

• Participate      and integrate with HR team to achieve goals

• Ensure      effective organisational design process and structures

PERMANENT

HR CONSULTANT 01 AUGUST 2015 to 30 APRIL 2016

AURECON

REASON FOR LEAVING - RESTRUCTURING

DUTIES

·         Assist in developing local HR strategies and tactics to address business needs in line

·         Contribute to the development, implementation and monitoring of policies and procedures based on relevant legislation and contemporary HR management practices which provide a consistent approach across the Region and Aurecon

·         Increase the understanding and effectiveness of leaders in delivering desired people outcomes

·         Maintain up to date knowledge of current industry trends, legislation and best practice and provide training and coaching to managers

·         ensure effective organisational design processes and structures

·         Delivering culture change initiatives.

·         Ensures sound relationships with all key stakeholders/customers

·         Manage the staff exit process including the analysis of exit interview data and make recommendations to management for corrective action

·         Advisory support  provided to the business to achieve legislative compliance in relation to industrial and employee relations

DUTIES

• Implement Staffing Policies

• Advise and Implement Termination      Procedures

• Implement ER Policies and Procedures

• Implement Change Management      processes

• Facilitate Performance Management      and Career Development

• Implement Remuneration according to      set Policy

• Advise and assist Line Managers in      implementing  HR Best Practice

• Contribute to improving      organizational culture and climate

• Contribute to designing and      developing HR Strategies & Policies

• Review Plans and processes to ensure      a safe and healthy work environment

REFERENCE