Ms Zinat Ismail (Boota)

Prospective HR Manager
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34 years of age, with an ability to impress as an efficient and professional HR practitioner with a solid background in all administrative aspects of the HR function, with hands-on experience in managing my own HR division and ability to report to senior managers and executives in my role as HR Manager at a strategic level. My exposure to the quality, healthcare and engineering industry, and strong command of employment laws, compliance issues, remuneration and benefit structures, dealings with numerous unions and responsibility for all HR generalist functions for operations in Southern and Eastern Africa operations is highly relevant to the opportunity presented. Key skills include:

HR Generalist affairs Confidential Record keeping Benefits / Payroll administration HRMS database administration Event management Labour / Employee relations Team building / Morale building 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 and Training

Contract negotiations / Administration Expatriates recruitment and management Financial recons and budgets QHSE awareness Transformation and change management Employer Trustee on Pension Fund Benchmarking of remuneration and benefits

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PERSONAL DATA
Citizenship: ID Number: Residence: Contact: Marital status: Language(s): South African 7905250185082 Springs, Johannesburg 0711106663 / 011 733 4455 Married, one dependent English, Afrikaans

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ACADEMIC RECORD Tertiary Studies

Institution: Qualification: Year obtained: Institution: Qualification: Year obtained: Institution: Qualification: Year obtained: Regenesys Business School MBA currently studying to be completed 2014 Graduate Institute Technology (GIMT) of Management and

Higher Diploma in Labour Law (NQF 7) 2011 (2 year duration) Knowledge Quest National Certificate: Labour Relations Practice (NQF 5) 2009 (1 year duration)

Secondary Education
School Attended: Highest Standard Passed: Year Obtained: Veritas College (formerly College & Springs Convent) Grade 12 1996 Christian Brothers

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ADDITIONAL TRAINING COURSES COMPLETED

2012 FSB 2011 BHP Billiton 2011 CBM Training Retirement Fund Trustee Training 1SAP HR and system eLearning modules (list on request) CBM Management Scholarship: Managing with Intent Master the Art of Negotiation (2 days) Implementing Practical confidence and Assertiveness Professional Business Writing for Managers Orientation to management (3 days) Labour Court Proceedings HIV Counselling (5 days) Mentorship and Quality Improvement Programme For Recruitment Finding & Keeping the Right People Compliments and Complaints Workplace Etiquette and Leadership Institute of Certified Bookkeepers Exemptions Accounting 1 Accounting 2 Business Economics Office Practice Business Communication VIP Payroll Administrator (Premier System) Package Management Remuneration and Structuring Labour Law And Tax Law Human Resources Management Payday Payroll Administrator (Windows)

2010 Lexis Nexis 2008 Incon 2008 In-house HODs 2007 In-house 2007 In-house 2007 In-house 2007 ICB

2004 2004 2004 2004 2000

VIP Lexis Nexis Lexis Nexis Intec In-house

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WORK EXPERIENCE
Company Name: BHP Billiton, South Africa, JHB CBD Global leader in the metals and mining sector and a major producer of aluminium and alumina, chrome and manganese ores and alloys, steaming coal, nickel and titanium minerals. Regional Analyst, Pension and Benefits 16 Sep 2011 - Current
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Position Held: Africa Region Dates:

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 Africa Region Assist with delivery of governance monitors, compliance and operational effectiveness of Africa regional plans (including the MOZAL Employees Pension Fund) Act as consultant to all CSGs in Africa in respect of their employee benefit issues, including assisting the CSGs to establish appropriate retirement funds and healthcare models for their operations in Africa. Where required provide operational/secretarial support to the SA Community of Practice on HIV/AIDS/Tuberculosis /Malaria and manage projects on behalf of the COP. 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 Mozambique when required Manage the Health, Death & Disability schemes, including medical underwriting arrangements, provision of data for annual renewals, payment of premiums and cost re-allocations, and manage annual rebroke exercise etc. Oversee and monitor vendor performance and implementation of BHP Billiton processes 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 cost re-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 Fund Samancor Group Pension Fund. Designed benefits communication and event packs. Company Name: Bureau Veritas Inc, South Africa, Morningside Global quality control inspections and certification company, providing conformity assessments in Mining, Marine, Manufacturing, Nuclear and Energy industries, Health Safety & Environment, Construction, Consumer products and Government services industries District Human Resources & Administration Manager Southern and Eastern Africa November 2009 August 2011 Operational Requirements accepted retrenchment offer

Position Held: Dates: Reason for Leaving: Responsibilities:

Bureau Veritas is a multinational company operating in over 140 countries, with more than 47000 employees worldwide and 1000 employees directly under my supervision. Guiding and managing generalist Human Resources operations for the entire Southern Africa region (i.e. Cape Town, Durban, Richards Bay, Port Elizabeth, Namibia, Angola, Mozambique, Uganda and Kenya), primarily responsible for:
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Leading Human Resources practices and objectives that provide an employeeoriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce Coordinating implementation of services, policies, and programs through Human Resources staff; reported to the CEO and served on the executive management team; 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 2010 year. Development and training initiatives implemented to manage the scarce skilled and critical awareness: - Partnership with SAIW for training of IPEs and competent persons technical skills - 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 values Reviewing internal processes and addressed bottle neck administrative issues Facilitated team building workshops and exercises Cultural 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 Labour Relations 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 local workforce 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 Manager o Metallurgical Engineers o SA Business Development Manager o QA/QC Inspectors o Senior Project Coordinator o Mechanical Engineers with specific expertise in boilers and turbines o HSE Engineer for mining laboratory o Senior Mechanical Engineers for Oil, Gas and Nuclear divisions o 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 include QA/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 project Liaison with labour hire ensuring staff placement and / replacement within 24 hour turnaround times Maintaining data base of pool candidates for specialised and technical projects Involved with African mining expansion strategy within Mozambique, Namibia and South Africa 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 on transformation 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 sounds relations pertaining to BBBEE and Transformation

Successfully scored and received accreditation through SANAS DTI scoring audit for both multinational 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 process Ensuring 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

---o0o--Organisation Name: Position Held : Dates: Reason for Leaving: Responsibilities:

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Sandton Medi-Clinic Private hospital, Healthcare Industry Human Resources Manager (Generalist) October 2007 September 2009 Accepted an offer from Bureau Veritas in Morningside.

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 AA candidate 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 for year 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 related legislation were adhered to, that staff forums were managed as per policy and that guidelines were set Informing and supporting Heads of Departments and employees on existing policies and 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 standard set 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 staff turnover 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 salary scales for both new appointments and increases Liaised 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 HR paperwork, led a major overhaul of the HR filing system that improved record organisation and restored full legal compliance and improved accuracy of hours worked by quickly mastering the T&A system, ensuring exceptions of clock-ins are checked and processed timeously.

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

---o0o--Organisation Name: Position Held: Dates: Reason for Leaving: Ingerop South Africa, Rivonia Civil engineering company Group Human Resources, Payroll & Accounting Manager reporting directly to the MD June 2004 September 2007 I was approached directly by Sandton Medi-Clinic, who made an offer for the position of Human Resources Manager. Keen on moving towards a generalist HR role, I accepted the position.

Responsibilities: Supervising 10 employees (including accountants, bookkeepers and data capturers) based in KZN, Cape Town, Polokwane and other regions across the country, Zinats position entailed running the human resources, accounting, and payroll function for the group, which consisted of approximately 147 employees and independent contractors, with offices in 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 being adequately addressed Encouraging and facilitating the most effective use of multimedia training environment Facilitating the provision of effective and cost efficient skills training in support of flexible staff practices Ensuring that the requirements of the new Skills Development Act are met and complied with

Performance Management and Appraisal:

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Guiding and coaching line management in the principles of performance management Coordinating the performance appraisal process to ensure that efficiency is achieved 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 the understanding of issues surrounding diversity - Facilitating and monitoring the implementation of transformation and change action plans 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 and other 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 future resourcing 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 and other 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 ---o0o--Organisation Name: ETA Audiovisual (Pty) Ltd, Midrand Audiovisual equipment sales and hire 10 companies within the group HR Officer and Senior Bookkeeper August 2002 May 2004 To pursue an opportunity with more exposure to HR

Position Held : Dates: Reason for Leaving: 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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---o0o--Organisation Name: Position Held : East Rand N17 Private Hospital, Springs Private Hospital Hospital Bookkeeper and Payroll Manager Pharmacy Accounts Credit Controller Pharmacy Billings Clerk/Assistant Pharmacist July 1999 July 2002 The hospitals payroll function relocated to Pretoria and travel became a problem

Dates: Reason for Leaving: Responsibilities:

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Human resource, payroll and accounting Salaries and wages for 454 employees payroll preparation for all nursing staff and temp recruitment agencies

---o0o--Organisation Name: Position Held : Dates: Reason for Leaving: Responsibilities: Dispensing of medication up to Schedule 4 with counseling and supervision Tambo Memorial Hospital Pharmacy, Boksburg Government Provincial Hospital Assistant Pharmacist July 1997 June 1999 Career progression

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