Company Overview
CEO: Ren Mouton
Ren Mouton has been serving employee and employers interests since 1983. She has several qualifications in HR, Finance -, Strategic – and Marketing Management. She is also a Commissioner of Oaths.
Professional Body:
SABPP (South African Board of People Practices) registered as a HR Professional
SAIOSH (South African Institute of Occupational Safety and Health
Her experience includes the following:
· Skills needs and Gap analysis
· Organisational analysis
· Compliance with legal requirements such as WSP and ATR submissions.
· Crafting of Employment equity plans.
· Setting up of EE, Training and Safety Committees.
· Ensure that committees continue their mandate and are successful at achieving objectives. Ensuring buy-in by all stakeholders.
· Maintain employee benefits programs & informs employees of benefits by studying and assessing benefit needs and trends; directing the processing of benefit claims. Reward advice and supporting employees on company benefits.
· Maintain the work structure by updating job requirements & job descriptions for all positions.
· Maintain organization staff by establishing a recruiting, testing, & interviewing program; counselling managers on candidate selection; conducting & analysing exit interviews; recommending changes.
· Prepared employees for assignments by establishing & conducting orientation and training programs.
· Ensure planning, monitoring, & appraisal of employee work results by training managers to coach & discipline employees.
· Scheduling management conferences with employees. Hearing and resolving employee grievances. Counselling employees & supervisors.
· Ensure legal compliance by monitoring & implementing applicable human resource legal requirements; conducting investigations; maintaining records; representing the organization at hearings.
· Maintain management guidelines by preparing, updating, & recommending human resource policies & procedures.
· Maintain historical human resource records by up keeping of a filing & retrieval system; keeping past & current records.
· Maintain professional & technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
· Act as liaison with outside service providers.
· Measuring employee satisfaction and identifying areas that require improvement.
· Performance management: coaching managers on performance management issues and processes
· Training: Implementing the training and development agenda; identify areas that need attention and improvement. Where needed provided the training as a qualified Facilitator and Assessor.
· Recruitment and retention: managing talent and succession planning; taking overall responsibility for recruitment activity and campaigns
· Policy and procedures implementation of new HR policies, procedures and processes, ensuring all company policies and procedures are up to date in line with current employment law. Ensuring line managers are up to date with changes to any policies.
· Dealing with complex disciplinary/grievance and HR issues, using HR and company knowledge evidencing appropriate decision-making skills. Representing employer at CCMA and higher legal institutions
· Crafting of business solutions, such as sourcing best HRIS solutions.
· Managing HR budget.
· Skills Development and training
· Business management audits
1. Facilitators: Used on contract basis, as and when required
Zolile Meve
WORK EXPERIENCE
¨ Responsible for compiling time sheets and Preparing wages
¨ Processing of invoices for payment
¨ Petty cash control
¨ Wages preparation and payout
¨ Reconciliation of Stocks
¨ Supervision of other site clerks (5)
¨ Buying of Raw Materials for the factory
¨ Calculating production figures of finished goods and work-in-progress
¨ Calculation of wages and payout
¨ Acting as a Personnel Clerk
¨ Processing of invoices for payment
¨ Preparation of budget and maintaining of commitment records
¨ Bank Reconciliations
¨ Creditors Control
¨ Debtors Control
¨ Payroll Control
¨ Cash Book Control
¨ General Ledger Accounts Reconciliation
¨ All Accounting Administration
¨ Financial Management
¨ Preparation of Annual Budgets
¨ Control of the General Ledger Accounts
¨ Maintenance of Commitment Records (SCM) (Budget of over R10m annually)
¨ Maintenance of Assets Register
¨ Control of Monthly Cash received
¨ Preparation of Monthly Cash Flow
¨ Public Relations and Marketing
¨ Maintenance of Hygiene and Safety Standards
¨ Human Resources Management
¨ Labour Relations Management
¨ Training and Development of Staff
¨ General Management of a 250-bed General Hospital
¨ Patient Care Management
¨ Risk Management
HR Manager (East London office): Renette Els (Ad-hoc basis)
Renette has been involved in employee management for 12 years in financial and educational environment. She manages the East London office for the company.
Her experience includes the following:
a. Staff Administration
· Staff Management
– Management and mentoring of staff.
· Leave
– Reduction and Control of Leave Entitlement
· Payroll
– Control and Management of Overtime.
– Submission of all relevant documentation to payroll department.
– Maintenance of all electronic in-house employee files.
– Review of all Staff Telephony Accounts. Reporting, managing and controlling that staff are not abusing monthly allowances
– Assisting staff with required documentation and information, i.e. IRP5’s, Loan Applications, etc. Complete Exit Interview and required documentation with exiting staff member.
– Keep track of employee’s probation period and notify managers when coming to an end in order to update contracts.
– Performance management timelines to be communicated and collected
– Handle and forward Cell phone allowance related queries to the relevant department.
– IOD Claim Submission
· Loans / Bursaries
– Management of Loans and Advances- Monthly Management of Loans and Advances, report on a Monthly basis the value and reasons for Loans issued.
– Assisting in the deduction and settlement of loans should an employee resign or leave the company.
– Management of Bursary payments – Monthly management of bursaries, report on a monthly basis the value and approved bursaries.
– Comparing with budget requirements in order to ensure these are not exceeded or under utilised
– Managing the staff bursaries in terms of the staff bursary policy, getting results, ensuring leave is submitted for ‘pass’ results. Etc.
· Grants and Levies
– Ensuring that quarterly payments are received and allocated to the budget accordingly from relevant SETA.
– Collecting and consolidating of monthly Training Attendance registers across the organisation.
– Skills Development Submissions – Discretionary and Mandatory Grant Submissions on an annual basis.
– Identifying training needs annually within the division, by means of a skills audit and training plan. Consolidating of Training Plans all departments.
– Capturing of Plans on Electronic Platforms (SETA Websites). Consolidating of physical documentation and submission to SETA via online platform.
– Quarterly Feedback on Progress of Training Plans and Interventions
· Recruitment
– Cost Reductions on Recruitment
– Implementation of streamlined and dedicated recruitment process.
– Screening CV’s and summarising candidate information before forwarding them to the relevant managers / budget owners.
– Liaising with the candidates, agencies and managers regarding interview dates and times.
– Conducting background checks on shortlisted candidates by means of reference checks
– Receiving and liaison with agencies and management regarding employee rates / invoicing for temporary placements, and placements rates for permanent placements.
– Prepare offer letters and employment contracts.
– Keep Management updated on all HR systems and process developments at HR Exco level
– Arrange Ad hoc PPA testing on request for employees (psychometric testing) by senior management
– Ensure all employees have updated job descriptions on file – signed by employee and direct report on day of Employment
· Disciplinary
– Disciplinary Actions – Typing up of Suspension Letter. Compiling of Charge Sheet, notifications of warnings etc.
– Sick Leave Counselling-Typing up of Suspension Letter. Compiling of Charge Sheet.
– Poor Performance Counselling – Typing up of Suspension Letter. Compiling of Charge Sheet
– Monthly reporting notifications are sent to Management notify them of all Disciplinary Related Matters
· HR & Office Support Policies
– Policy management & review on a continuous basis
– Ensuring adherence with current procedures and processes for national compliance, i.e. Annual SDP Submissions, etc
– Creation and implementation of new policies and procedures as required
· Health and Safety
– Reviewing health and safety measures and the effectiveness thereof.
– Identifying potential hazards and potential major incidents.
– Make representations to the Health and Safety Committee.
– Inspecting the workplace, including any article, substance or health and safety equipment at that workplace.
– Establishing and Chairing – IQ Academy Health and Safety Committee Meetings
– Attend meetings of the Health and Safety Committee – Quarterly Meetings.
– Ensure Incidents, IOD Matters and all other related matters are reported within meetings.
– Other Health and Safety related duties as requested by health and safety chairperson.
· Employment Equity and Gender Reporting
– Quarterly compilation of gender and equity reports for management review. Comparisons done against industry standards
– Employment Equity Committee secretary – Compilation of relevant meeting documentation and transcription of minutes after each meeting
– Annual compilation and submission of EEA2 and EEA4 to the Department of Labour.
IT Manager and Port Elizabeth liaison: Frederick Retief
Oversees our IT software and hardware requirements.
Frederick is also the liaison for any clients in the Port Elizabeth area.
