Boota, Zinat Report v2012

7/31/2019 Boota, Zinat Report v2012

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Ms Zinat Ismail (Boota)

Prospective HR Manager====================================================================

34 years of age, with an ability to impress as an efficient and professional HRpractitioner with a solid background in all administrative aspects of the HRfunction, with hands-on experience in managing my own HR division and abilityto report to senior managers and executives in my role as HR Manager at astrategic level.

My exposure to the quality, healthcare and engineering industry, and strongcommand of employment laws, compliance issues, remuneration and benefitstructures, dealings with numerous unions and responsibility for all HRgeneralist functions for operations in Southern and Eastern Africa operations ishighly relevant to the opportunity presented.

Key skills include:

HR Generalist affairs

Confidential Record keeping

Benefits / Payrolladministration

HRMS databaseadministration

Event management

Labour / Employee relations

Team building / Moralebuilding

Merger and Acquisitions

Quality management systems Employee counseling

Legal compliance (BCEA,LRA, EEA)

Conciliation / Mediation.Dispute resolution

Staff recruitment and retention

Disciplinary procedures

Employee development andTraining

Contract negotiations /Administration

Expatriates recruitment andmanagement

Financial recons and budgets

QHSE awareness

Transformation and changemanagement

Employer Trustee on PensionFund

Benchmarking of

remuneration and benefits


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PERSONAL DATA

Citizenship: South African

ID Number: 7905250185082

Residence: Springs, Johannesburg

Contact: 0711106663 / 011 733 4455

Marital status: Married, one dependent

Language(s): English, Afrikaans

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ACADEMIC RECORD

Tertiary Studies

Institution: Regenesys Business School

Qualification: MBA

Year obtained: currently studying to be completed 2014

Institution: Graduate Institute of Management andTechnology (GIMT)

Qualification: Higher Diploma in Labour Law (NQF 7)

Year obtained: 2011 (2 year duration)

Institution: Knowledge Quest

Qualification: National Certificate: Labour Relations Practice(NQF 5)

Year obtained: 2009 (1 year duration)

Secondary Education

School Attended: Veritas College (formerly Christian BrothersCollege & Springs Convent)

Highest Standard Passed: Grade 12

Year Obtained: 1996


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ADDITIONAL TRAINING COURSES COMPLETED

- 2012 FSB Retirement Fund Trustee Training

- 2011 BHP Billiton 1SAP HR and system eLearning modules

(list on request)

- 2011 CBM Training CBM Management Scholarship:

Managing with Intent

Master the Art of Negotiation (2 days)

Implementing Practical confidence andAssertiveness

Professional Business Writing for Managers

Orientation to management (3 days)

- 2010 Lexis Nexis Labour Court Proceedings

- 2008 Incon HIV Counselling (5 days)- 2008 In-house Mentorship and Quality Improvement Programme For

HODs

- 2007 In-house Recruitment Finding & Keeping the Right People

- 2007 In-house Compliments and Complaints

- 2007 In-house Workplace Etiquette and Leadership

- 2007 ICB Institute of Certified Bookkeepers Exemptions

Accounting 1

Accounting 2

Business Economics Office Practice

Business Communication

- 2004 VIP VIP Payroll Administrator (Premier System)

- 2004 Lexis Nexis Package Management Remuneration and Structuring

- 2004 Lexis Nexis Labour Law And Tax Law

- 2004 Intec Human Resources Management

- 2000 In-house Payday Payroll Administrator (Windows)

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WORK EXPERIENCE

Company Name: BHP Billiton, South Africa, JHB CBDGlobal leader in the metals and mining sector and amajor producer of aluminium and alumina, chrome andmanganese ores and alloys, steaming coal, nickel andtitanium minerals.

Position Held: Regional Analyst, Pension and Benefits -Africa Region

Dates: 16 Sep 2011 - Current

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Responsibilities:Ensure delivery of compliance and operational effectiveness of regional plans.Delivery of projects and maintenance of databases.

Support with delivery on an international basis on all agreed projects for the AfricaRegion

Assist with delivery of governance monitors, compliance and operationaleffectiveness of Africa regional plans (including the MOZAL Employees PensionFund)

Act as consultant to all CSGs in Africa in respect of their employee benefit issues,including assisting the CSGs to establish appropriate retirement funds andhealthcare models for their operations in Africa.

Where required provide operational/secretarial support to the SA Community ofPractice on HIV/AIDS/Tuberculosis /Malaria and manage projects on behalf of theCOP.

Support the Management committee in respect of the Alexander Forbes, NBC(union) and Industry Retirement Funds and Pension and Provident sections

Attending Trustee/Pension Fund Board/Committee meetings in SA and Mozambiquewhen required

Manage the Health, Death & Disability schemes, including medical underwritingarrangements, provision of data for annual renewals, payment of premiums and costre-allocations, and manage annual rebroke exercise etc.

Oversee and monitor vendor performance and implementation of BHP Billitonprocesses

Support with coordinating implementation of new policies and plan changes. Assist with preparation of all business HR communication and training material Provide assistance with ensuring compliance with legislative changes for all plans

and suggest corrections where necessary Co-ordinate annual Asset Liability Modeling reviews and prepare draft results and

recommendations Draft proposed process changes for starters, leavers, augmentations, transfers,

deaths and retirements in line with Organization Design Protocol and 1SAP changes Liaise with vendors for successful implementation of 1SAP. Maintain effective processes for starters, leavers, augmentations, transfers, deaths

and retirements Alongside vendors, review relevant communications material (paper and web

based) and distribute to CSGs Preparation and distribution of total reward templates with proposed DC & DB labour

costs to CSGs Manage and maintain inventory of Company owned risk benefit and retirement

schemes, co-ordination of data for annual renewals, payment of premiums and costre-allocations etc.

Assist in liaising with HR Services when legislative guidance is required Assist with senior executive and global mobility queries, when required Assist in maintenance of Global Benefits Database for African region which incl.

consolidation of DC funds and closure of DB funds.

Involved with Africa ODP plan, global benchmarking and project analysis.

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Trustee on the Billiton Provident Fund, Billiton DC Pension Fund, Billiton DB Pension FundSamancor Group Pension Fund.

Designed benefits communication and event packs.

Company Name: Bureau Veritas Inc, South Africa, Morningside

Global quality control inspections and certificationcompany, providing conformity assessments in Mining,Marine, Manufacturing, Nuclear and Energy industries,Health Safety & Environment, Construction, Consumerproducts and Government services industries

Position Held: DistrictHuman Resources & Administration Manager Southern and Eastern Africa

Dates: November 2009 August 2011

Reason for Leaving: Operational Requirements accepted retrenchment offer

Responsibilities:

Bureau Veritas is a multinational company operating in over 140 countries, with more than47000 employees worldwide and 1000 employees directly under my supervision.

Guiding and managing generalist Human Resources operations for the entire SouthernAfrica region (i.e. Cape Town, Durban, Richards Bay, Port Elizabeth, Namibia, Angola,Mozambique, Uganda and Kenya), primarily responsible for:

- Leading Human Resources practices and objectives that provide an employee-oriented, high performance culture that emphasizes empowerment, quality,productivity and standards, goal attainment, and the recruitment and ongoingdevelopment of a superior workforce

- Coordinating implementation of services, policies, and programs through HumanResources staff; reported to the CEO and served on the executive managementteam; and assist and advise company managers about Human Resources issues

More specific performance areas include:

Employee orientation, development and training:- Orientation and Induction programmes presented to all new staff- Skills planning and skills audits- Preparation for Services SETA audit- Completing and submitting Work Skills Plan and Annual Training Report- Registering learnerships e.g. Marine Inspectors, Lab Assistants

More than 50% of levies received in lieu of training plan and annual reports submitted 2010year.Development and training initiatives implemented to manage the scarce skilled and criticalawareness:

- Partnership with SAIW for training of IPEs and competent persons technicalskills- technical training of laboratory assistants

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- In-service training for lead auditors (various standards)- ISO Quality programmes in line with SANAS systems through lab sites- Facilitate French exchange programme interns

Organisation development:- Transformation initiatives

- Cultural diversity- Cost saving strategy implemented on streamlining overhead expenses- Increasing productivity- Instilling corporate values in staff through a road show- Managing structural shift by centralising administrative function

Ran a national code of ethics roadshow, instilling company morals and valuesReviewing internal processes and addressed bottle neck administrative issuesFacilitated team building workshops and exercisesCultural diversity projects included:

- Cultural day outings arranged to apartheid museum etc.

- SA Cultural incomers booklet for expats and foreigners- Cultural theme team building workshops arranged

Policy development and documentation:- Company specific policies written in line with group policy as per South

African and Namibian legislation, including Disciplinary Code as per LabourRelations Act

- Updating Conditions of Employment- Updating Employee Contracts- Developing and implementing a Performance Management system- Formulating employee handbook and Welcome pack

Employee Relations:- Acting as HR Representative for disciplinary hearings for misconduct- Representing the company at CCMA Conciliations, Arbitration and Labour

court disputes- Section 189 Retrenchments- Absenteeism management- Union negotiation and liaison with NUM, SATAWU, CEPPWAWU and

SACWU

Mergers and Acquisitions:- Managing HR-related post-merger integration projects and events incl.

roadshows, policy alignment and code of ethics implementation- Completing the HR and payroll due diligence reports

Successfully integrated two acquisitions:June 2010 ACT - coal testing lab

(100 employees)multiple sites Vaal triangle, Pretoria and Witbank

Sep 2010 Inspectorate - pharmaceuticals and commodities testing lab(1000 employees)multiple sites within Mpumalanga, Ormonde, Mozambique

Recruiting and staffing:

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- For offices across the entire region, including the identification of localworkforce needs

- Designing recruitment plan for the Namibian Mineral laboratory- Key positions recruited for and including expat recruitment:

o Chief Pharmacist and laboratory staff

o Senior and Junior Pharmacists

o SA Mining Managero Metallurgical Engineers

o SA Business Development Manager

o QA/QC Inspectors

o Senior Project Coordinator

o Mechanical Engineers with specific expertise in boilers and turbineso HSE Engineer for mining laboratory

o Senior Mechanical Engineers for Oil, Gas and Nuclear divisionso Sales and Marketing executives

o Lead Auditors for ISO Certification department

o Civil, mechanical and electrical engineers

o QA/QC inspectors (IPE, Level 2, CPV and CPB)

- Recruitment on resources for the Eskom nuclear contract which includeQA/QC resources for power stations based in Kusile and Medupe.

- Finalising work permits, visas, contracts and conditions for expats- Adapting job descriptions to local needs- Managing Immigration and organising relevant work permits for expats- SAQA accreditations

Project recruitment providing resources for ESKOM Nuclear Kusile projectLiaison with labour hire ensuring staff placement and / replacement within 24 hour

turnaround timesMaintaining data base of pool candidates for specialised and technical projectsInvolved with African mining expansion strategy within Mozambique, Namibia and SouthAfrica

Expatriate management:- Recruitment for scarce skills from Australia, Zimbabwe, Malawi, France,

India, England:o Civil, Electrical, Mechanical and Methurlurgical Engineers

o Chemists,

o Lab managers

- Taxation and annual returns- Contracts management- Cost saving remuneration packages- Ensuring Tax compliance for package structuring

Compensation and Benefits Administration:- Restructuring salaries from a basic plus benefit to cost to company option- Introducing and setting up company provident fund through Liberty Life,

replacing old Retirement Annuity scheme- Managing SLAs with Medical Aid brokers and Discovery Healthcare- Salary structuring as per individual country legislation- Bonus structures- Managing and authorising payroll system (VIP) for local and Namibian payroll

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- Setting up leave module to manage leave processing- Taxation, including tax equalisation for expats- Benchmarking and grading salaries- Salary surveys (Remchannel and maritime)- Job Grading and internal banding methodology (Peoplesoft system)- Annual and quarterly budgets

Employment and Compliance to Regulatory Concerns:- Tender documentation- Tax clearance certification- WCC Letter of good standing- Tax directives- Ex officio and company secretary responsibilities

Company-wide Committee Facilitation:On aspects of:

- Employment equity

- Training committee- Code of ethics committee- HSE

Employee Services and Counselling:- Employee Wellness Programme- Aids Counsellor

Quality Management System:- Implementing systems, training and supervision of employees for continuous

improvement

- Action plans, internal audits and reviews- Implementing policies, guidelines and good practices

Health, Safety and Environment:- Implementing ISO management system, ensuring compliance- Risk assessments- Incident Reporting- Training- Energy and CO2 footprints

Legal, Risk Management and Ethics:- Ensuring compliance with applicable HR-related laws and regulations- Corporate governance- Assisting in contract administration and preparation of claims, deal with

company law, restructuring and governance- Acting as Compliance Officer for code of ethics- Managing risks- Preparation of board pack for HQ in Paris, France

BEE Certification:- Managing local BEE status for all sectors , as per Mining charter and DTI

grading- Strategic management on all 7 elements for SANAS accreditation- Suppliers scoring and evaluation

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Transformation and succession planning:- Provide leadership to the Business Line managers on BBBEE and

Transformation in a multi national organisation- To influence decisions that would assist the company in the realization of

BBBEE and Transformation

- To co-ordinate, facilitate and quarterly report on the progress made ontransformation targets- Prepare Transformation reports per and make any observations and / or

recommendations as deemed required- Plan, organise and present reports to the respective EXCO's- Iinfluence the delivery of a meaningful diversity program and conducive

environment where Employment Equity's intent is realised- Facilitate and advise on company's participation in meaningful Corporate

Social Responsibility initiatives- Maintain and improve the enterprise development program within the

company

- Comprehend and maintain internal and external stakeholders soundsrelations pertaining to BBBEE and Transformation

Successfully scored and received accreditation through SANAS DTI scoring audit for bothmultinational and lab companies

Implementation of talent pipeline strategy; include talent assessments and identification,assisting with individual action plans for succession planning

Reinforce meritocracy principle with effective performance management processEnsuring consistency of application and quality of performance throughout group

Ensuring a minimum of at least 2 performance evaluations of adequate objectives

Administration:- Responsible for the entire company secretarial function of the corporation

and the corporations subsidiaries- Performs general administrative duties including receiving all the

corporations emails- Assisting with corporate communication plan (especially with

merger/integration projects) including external and internal communication,presentations and all other tasks relating to this function

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Organisation Name: Sandton Medi-ClinicPrivate hospital, Healthcare Industry

Position Held: Human Resources Manager (Generalist)

Dates: October 2007 September 2009

Reason for Leaving: Accepted an offer from Bureau Veritas in Morningside.

Responsibilities:

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Supervising an office of 4 whilst managing a broad range of HR functions for 400+employees, duties are broken down as follows:

Training and development:- Introducing e-learning to employees- Ensuring Work Skills Plan (WSP) completed and submitted timeously

- Drawing up In-service Training Plan in accordance with WSP- Training needs assessment and performance development plans done for all staff- Training budget put together based on 1% of salaries paid- Managing Training & Development facilitators, assisting with assessments and

training

Employment Equity:- Holding quarterly meetings- Setting EE Goals- Responsible for EE plan- Earmarking positions to bring staffing compliment in line with EE goals, e.g. C5+

positions for AA preference and C4 positions earmarked for succession planning,therefore earmarked AA

- EE Review policy implemented for positions earmarked and not filled by AAcandidate

Industrial Relations:- Creating awareness amongst staff members of their rights- Ensuring line managers adequately trained to manage staff issues according to

policy and procedure- Offering guidance on IR matters to all parties involved- Ensuring all policies and procedures were implemented fairly and consistently- Represent company at CCMA hearings, on cases including poor work performance,

absconsion and misconduct- Restructuring in accordance with section 189- Effective absenteeism management- Adequately managing poor work performance- Monitoring probation periods to ensure productivity- Resolving wage disputes- Responsible for establishing picketing rules and arranging access for striking

employees to use hospital facilities for basic needs- Negotiating renewal contract with Denosa achieving all sought after concessions

- Maintaining recognition agreement with Denosa (nursing union)

I generated enthusiastic, above goal participation in an employee wellness programme,resulting in a drop in union membership and the union losing their negotiating rights foryear 2009.

Employment Relations- Effectively managing the disciplinary code, appeal code, grievance code, incapacity

(poor work performance, incapacity and ill health) and absenteeism management- Representing the company at CCMA and arbitration hearings, cases included

desertion, poor work performance and misconduct

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- Ensuring that Medi-Clinic Employee Relations guideline and labour relatedlegislation were adhered to, that staff forums were managed as per policy and thatguidelines were set

- Informing and supporting Heads of Departments and employees on existing policiesand procedures, within the scope of their roles

- Facilitating Industrial Relations and interpersonal conflict resolution according to

conflict management principles and grievance procedures- Disciplinary proceedings and CCMA disputes are managed according to standardset

- Promoting an Ethics Line throughout localities- Managing the equity process at hospital level as per set policy and guidelines

Recruitment:- Sourcing applicants, interviewing and evaluating candidates- Providing hiring support to line managers- Reducing recruitment costs- Assisting with macro and micro orientation programmes

- Key positions recruited for include:o Specialised unit nursing staff

o Ward unit mangers (ICU, NNU, Peads and Theatre)

I successfully recruited 96 nursing positions with high quality candidates and reduced staffturnover within the first 6 months by introducing an on-boarding process.

Remuneration and Benefits- Liaising with various companies on benefit schemes to add value to staff- Negotiating better rates on personal loans through preferred financial institution

IEMAS, with convenient deductions through payroll- Effectively assisting with medical aid administration

Involved with salary structuring and remchannel surveys managing grading and salaryscales for both new appointments and increasesLiaised at union negotiations on all salary input and grading.Managed annual HR budgeting and monthly recons.

Streamlining Administration Processing:- Processing all new hires, benefits, leave termination and payroll paperwork ensuring

100% compliance with various laws and regulatory mandates

- Serving as primary contact person answering queries from management / staff.

I cut employee-transfer time in half by developing tools that streamlined and organised HRpaperwork, led a major overhaul of the HR filing system that improved record organisationand restored full legal compliance and improved accuracy of hours worked by quicklymastering the T&A system, ensuring exceptions of clock-ins are checked and processedtimeously.

Committees Represented:- Health and Safety Committee SHE Representative- Disaster Committee

- Quality Improvement Committee- Audit Committee

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- Infection Control and Events management Committee- Employment Equity Committee Chairperson- Workers Forum Committee- Training and Mentorship Committee- Resuscitation Committee

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Organisation Name: Ingerop South Africa, RivoniaCivil engineering company

Position Held: Group Human Resources, Payroll & AccountingManager reporting directly to the MD

Dates: June 2004 September 2007

Reason for Leaving: I was approached directly by Sandton Medi-Clinic, who

made an offer for the position of Human ResourcesManager. Keen on moving towards a generalist HR role,I accepted the position.

Responsibilities:

Supervising 10 employees (including accountants, bookkeepers and data capturers) basedin KZN, Cape Town, Polokwane and other regions across the country, Zinats positionentailed running the human resources, accounting, and payroll function for the group,which consisted of approximately 147 employees and independent contractors, with officesin Mauritius, Botswana, Mozambique, Lesotho, Senegal and DRC, plus local regional

offices in KZN, Cape Town, Polokwane, Nelspruit and the head office in Rivonia.

HR duties broken down as follows:

Recruitment and Selection:- Managing and executing the Group recruitment policy in line with strategy to achieve

efficiency and optimise resources- Monitoring recruitment trends and where necessary, implementing corrective

measures- Facilitating ongoing upskilling of line management with regard to selection and

recruitment techniques- Key positions recruited for include:

o Civil and electrical engineers

o Civil technicians and technologists

Development & Training:- In conjunction with line management, implementing initiatives aligned to

development and training strategies to meet the particular competencies required- Ensuring that D&T initiatives are designed to specifically raise skills/competency

levels and also sustain long term development- Educating line management in the use of development tools/techniques to enhance

the process of mentoring etc.

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- Monitoring the identification of training needs and ensuring that those were beingadequately addressed

- Encouraging and facilitating the most effective use of multimedia trainingenvironment

- Facilitating the provision of effective and cost efficient skills training in support offlexible staff practices

- Ensuring that the requirements of the new Skills Development Act are met andcomplied with

Performance Management and Appraisal:

- Guiding and coaching line management in the principles of performancemanagement

- Coordinating the performance appraisal process to ensure that efficiency isachieved

- Assertively facilitating the management of poor performance- Similarly encouraging an individual approach to superior performance which would

allow for the retention of quality staff

Diversity Management:- Implementing processes to address diversity issues at a practical level in the context

of business requirements and external processes- Implementing enabling management tools, policies and procedures- Influencing and facilitating a deliberate move towards a more representative

workforce through regulation of management practices, to enhance theunderstanding of issues surrounding diversity

- Facilitating and monitoring the implementation of transformation and change actionplans

Change Management:- Supporting and facilitating change initiatives- Participating in a multidisciplinary approach to change management by coordinating

all the resources required to successfully implement new initiative- Encouraging and facilitating communication process at all times- Ensuring that post change measurement occurred

Personnel administration:- Ensuring the effective management of information on the system

- Handling all personnel administration e.g. leave, pension fund, medical aid andother related benefits- Acting as Principal Officer for the staff pension fund

Manpower Planning:- Facilitating succession planning, particularly influencing decisions around key roles

thus ensuring logical and managed career progression, designed to meet futureresourcing requirements

Remuneration:- Ensuring an efficient payroll service to line

- Managing remuneration costs in relation to the contribution to business objectives

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- Staying up to date with the latest information through published salary surveys andother related sources

Labour Relations:- Keeping abreast of labour legislation in order to ensure compliance, minimising IR

risk, anticipating changes and managing the impact

- Educating line management on labour relations matters through workshops,presentations or other related exposure- Providing advice to line and staff on labour related matters specifically with respect

to the grievance and disciplinary procedures- Representing the Group at the CCMA- Dealing with Workmens Compensation claims

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Organisation Name: ETA Audiovisual (Pty) Ltd, MidrandAudiovisual equipment sales and hire 10 companies

within the group

Position Held: HR Officer and Senior Bookkeeper

Dates: August 2002 May 2004

Reason for Leaving: To pursue an opportunity with more exposure to HR

Responsibilities:

HR functions:

- HR policies and procedures- Recruitment

- Personnel development/sales staff training and personal development plans

Bookkeeping functions:- Salaries (VIP)

- Cashbook

- Order Entry

- Inventory Receipts

- Inventory Control- Accounts Payable

- Accounts Receivable

- Fixed Assets

- Control Accounts

- Reporting

- Analyse Regional Policies And Procedures

- Other

- Complete Books To Balance Sheet

- Imports And Exports

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Organisation Name: East Rand N17 Private Hospital, SpringsPrivate Hospital

Position Held: HospitalBookkeeper and Payroll Manager

Pharmacy Accounts Credit ControllerPharmacy Billings Clerk/Assistant Pharmacist

Dates: July 1999 July 2002

Reason for Leaving: The hospitals payroll function relocated to Pretoria andtravel became a problem

Responsibilities:

- Human resource, payroll and accounting

- Salaries and wages for 454 employees payroll preparation for all nursing staff andtemp recruitment agencies

---o0o---

Organisation Name: Tambo MemorialHospital Pharmacy, BoksburgGovernment Provincial Hospital

Position Held: Assistant Pharmacist

Dates: July 1997 June 1999

Reason for Leaving: Career progression

Responsibilities:

- Dispensing of medication up to Schedule 4 with counseling and supervision

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Boota, Zinat Report v2012