1. Kameshre Naidoo
No.9 Ilsehof
Veglaer Street
Pierre Van Ryneveld, Centurion
Contact Number: 083 471 3782
Dear Sir/Madam
I am currently an HR Manager within one of the bigger construction companies. However, I do feel I have
reached my glass ceiling and do not see myself gaining further opportunities for learning, growth and career
development within the organisation. More importantly I want to be able to see the difference I make in the
organization and the value add, however this industry and the organization itself do not see the need to take
advantage of my skills as a strategic out of the box thinker planning for the future.
Throughout my career, my aim has been to educate and develop myself as much as I can in every aspect of
Human Resources, from recruitment & selection, Employee relations, Training & Development,
Performance management, Compensation and benefits, Organisational Development, Change Management
being the key focus areas amongst many. The past 5 years has seen me fulfilling a Senior manager role in
the business unit Exco teams that dealt with, executes and is part of all business strategic objectives from an
HR and business perspective, managing the full HR budget from training and development, recruitment,
mentorships, learnerships and bursaries, maintaining and drafting new policies and procedures in line with
the business requirements, playing a key role in salary benchmarking and remuneration together with job
grading and profiling, oversee and manage the full operational function for the division in terms of
Transformation and Change Management. Manage and facilitate the Industrial Relations processes within
the business unit as well as manage and provide guidance and support to the HR team.
My current projects include being part of the strategic project management team that is re-developing the
Leadership capacity building programmes, effective training, development and talent management. I
consider BEE as one of my ongoing projects as I am currently the business unit BEE champion ensuring
targets are met and the challenges overcome. My role is therefore quite diverse and has been quite intense
for the last 4 years. I consider myself a proactive individual being able to manage the various projects and
tasks successfully no matter the challenge or difficulty.
I would consider this a real honour to be given the opportunity to work for a reputable organisation.
Yours faithfully
Kameshre Naidoo

2. Kameshre Naidoo
No.9 Illsehof, Veglaer Street, Pierre Van Ryneveld
Centurion
Pretoria, South Africa
ID No: 7905010159088
Cellphone: 0834713782
E-mail: kame.naidoo@gmail.com
Profile: I am a self-motivated, enthusiastic individual with sound communication and
analytical skills. I have 9 solid years of experience and a keen passion for my profession. I
am adaptive, diligent and determined individual with the knack of learning from hands-
on approach. An effective team player and proactive individual responding to new
challenges with enthusiasm and commitment. Embraced with strong interpersonal skills,
group skills complemented by networking skills, proficeint in managing successful
process operations & experience of developing procedures, service standards for business
excellence and focus on strategic transformation to assist in facilitation of various HR
initiatives.
Academics: Matriculated with Exemption
Stanmore Secondary School – 1996
Tertiary Qualification: Bachelor of Arts majored in Industrial Psychology- 2003
University of South Africa
Additional Achievements: Completed the Managment Development Programme- 2007
University of South Africa
Subjects: Strategic Management
Operations and Supply Chain Management
Labour Relations
Economics
Financial and Management Accounting
Marketing
Additional Training Courses: Crucial Conversations & Crucial Accountability- Human
Edge (August- September 2014)
Heart of Leadership- Worldsview Academy (July 2014)
HR Metrics

3. Integrated Talent Management- Top Talent Solutions
(August 2015)
Professional Membership: South African Board of People Practice
Human Resource Practitioner Generalist
Computer and HR Systems: Sage VIP People
VIP Premier
VIP Classic
Peoplesoft
Microsoft Excel, Word, Powerpoint.
HR Projects: Job grading and analysis- January-March 2008
Climate Surveys- Ongoing (Done at all companies worked thus far)
Change Management and orientation process- February-July 2012
Performance Management process
Employee Engagement through “committed” workforce
Succession planning
WORK EXPERIENCES:
April 2011 to Current : Stefanutti Stocks Housing
HR Manager
• Senior manager in the business unit exco team that deals with, executes and is part
of all business strategic objectives from an HR and business perspective
• Manage the full HR budget from training and development, recruitment,
mentorships, learnerships and bursaries
• Maintain and draft new policies and procedures in line with the business
requirements
• Mentoring, Coaching, Leadership development
• Integrated talent management: Job Profiling, Career development, Succession
planning. Job profiling of Job families to enable decisive recruitment and selection
of key talent: make informed choices in recruitment, job profiling also used to
conduct career planning and development strategies for current employees as well
as succession planning
• Play a key role in salary benchmarking and remuneration
• Interpret HR strategies to deliver business results
• Oversee and manage the full operational function for the division
• Transformation and Change Management
• Part of the strategic project management team that is re-developing the Leadership
capacity building programmes

4. • Create efficiencies and identify ways to drive to a common practice/process
• Recruitment & Selection
• Effective training, development and talent management, succession planning,
performance management
• Currently the business unit BEE champion in ensuring targets are met and the
challenges overcome
• Results Oriented - able to define goals and metrics, develop actionable plans and
manage work to achieve desired outcomes; have a sense of urgency and fosters the
same in others
• Manage and facilitate the Industrial Relations processes within the business unit,
CCMA hearings, Grievance resolution, Dispute resolution, Industrial action
planning
• Manage the HR team and the various processes
October 2010 to March 2011: ATripleA Recruitment
HR Consulting
April 2010 to September 2010: Life Healthcare
HR Manager
• Manage full HR function for 3 hospitals within the group
• Staff compliment of combined hospitals: 480
• Implement and roll out policies and procedures to management and employees
• Quality/ Effective HR initiatives/ project management
• Effective attraction, resourcing and retention of staff
• Effective productivity of employees through performance and absence process
compliance
• Effective Development and talent management
• Effective management of employee relations through sound ER and
communication structures
• Effective Employees Wellness
• Sound People management through leadership, change management, team work,
collaboration and communication
• Effective support of employee services
• Effective facilitation of diversity and EE/ transformation processes
September 2008 to March 2010: E+PC Engineering & Projects Company Limited
HR Generalist
• Managing two divisions within the company with a total compliment of 274
employees
• Fulfilling a full HR Generalist role with a more in depth focus on providing a
value add and strategic function to the divisions as well as the General Managers

5. • Efficient recruitment and employment processes and methods
• Implementation of services, policies, and programs through Human Resources
staff, and assists and advises company managers about Human Resources issues
• Focus on departmental development, Human Resource Information Systems
• (HRIS), employee relations, training and development, benefits, compensation,
• organizational development, and employment
• organizational and space planning
• performance management and improvement systems
• organization development
• employment and compliance to regulatory concerns
• employee orientation, development, and training
• policy development and documentation;
• employee relations
• company-wide committee facilitation
• employee safety, welfare, wellness and health
• employee services and counseling
September 2007- September 2008: Westinghouse Electric South Africa (Pty) Ltd
HR Generalist Consultant
I have been exposed to the same generalist environment except that I had been gaining
much more experience within a management role
• Compiling management reports and attending management meetings pertaining to
remuneration, personnel management and organisational development, as well as
gaining a much more diverse understanding of HR Management. My role is one in
which I deliberate with management on salary increases, put together project plans
on how HR can effectively turn the divisions around and add more value
• Put together the Employment Equity /Affirmative Action committee, providing
training to the staff and educating them on the Act. Also attended a conference and
training session at our offices in Pennsylvannia, USA, which focused on HR
issues and areas of interest from the US perspective and how we can effectively
use some of their practises within the SA environment
January 2006- to August 2007 : IST Holdings (Pty) Ltd
HR Consultant
I had been exposed to an HR Generalist role having gained extensive experience at IST in
the following areas:
• HR Planning: Development of an appropriate HR forecast in line with the
business plan on an annual basis in liaison with line management, implement and
maintain forecasted requirements against the recruitment and employment equity
requirements and the attrition process throughout the year, carry out quarterly
reviews of the forecasts with line management and record and incorporate any

6. changes to the HR needs of the division, develop and co-ordinate a succession
plan per division to compliment the HR forecast
• Recruitment and Selection: Identify the need for personnel from the HR
forecast. Ensure that a personnel requisition is completed for each new position or
when there is a change from the HR forecast in the HR needs of the division.
Identify
appropriate recruitment sources, compile advertisements per required
specifications, Develop a measureable and accurate job profile and specifications.
Screen all CV’s received and submit to the relevant line manager with supporting
comments for short-listing. Co-ordinate the setting up of interviews with all
relevant parties. Carry out interviews together with relevant managers.
Carry out reference checks when required. Co-ordinate relevant job related
assessment tools in the selection process. Ensure compliance with all relevant
legislation in all of the recruitment and selection steps
• Industrial Relations: Provide an advisory IR function to employees and
management. Co-ordinate disciplinary and grievance inquiries including all the
necessary documentation and recordings that need to be in place for such
inquiries, Assist in the documentation and co-ordination and provide advice in all
of the appeal hearings and the CCMA hearings. Carry out all the necessary
investigations into the allegations as well as the research that may be required to
provide evidence in hearings. Ensure that IR procedures are followed according to
the company policies and that all activities related to a disciplinary or grievance
hearing are compliant with the relevant labour legislation as well as the
human/constitutional rights of the employee. Remain informed and aware of the
latest changes and revisions in industrial relations
• Reward and Recognition: Assist in the development of appropriate incentive
schemes for the different categories of employees in liaison with management.
Ensure that salary reviews are carried out and new packages are negotiated with
employees after salary reviews. Ensure that employees are aware of the company
benefits and are advised in writing of any change of status and/or personnel
benefits. Remain up to date with the tax legislation, inflation rates and the salary
trend in the industry
• Monthly Salary Processing: Employee salary structuring including medical aid
registration, provident fund provision and if applicable motor allowance and 13th
cheque. Adding new employees as well as the termination of employees on the
VIP system. Capture all salary inputs (earnings and deductions), salary claims,
leave payout, long service awards and timesheets onto VIP and submit variance
reports to payroll on a monthly basis for salary payments. Processing of leave
• HR Projects: Conduct HR projects such as culture audits and employee surveys/
market surveys when required for business purposes. Initiate new HR projects as
needs are identified in a division such as knowledge management and
teambuilding projects. Identify new initiatives that could be implemented in the
HR processes, procedures and activities and make recommendations on HR pro-
activeness
• General administration
• Contracts Management
• Employment Equity: Statutory compliance and submissions to the department

7. January 2004- December 2005: Marks & Spencer- Nottinghill Gate- London
Officer Administrator/Supervisor/Trainer
• Gained experience in all aspects of administration, data input into various
Microsoft and HR software
• Recruitment of staff, filing, handling of cash, making and issuing of staff
wages, controlling of petty and cash documents
• Dealing with staff queries, placing orders, dealing with queries from external
clients
• Mainly a supervisory role ensuring that all areas within the administration
department were running efficiently and effectively, providing the necessary
support to employees as the sectional managers
• Sales and customer service advisor
November 1999- May 2003: Woolworths- La Lucia, Durban
Cash point Supervisor
• Managing staff rotas, holidays and overtime schedule, trained and developed staff
for effective performance in their roles, communicated company policies,
operating standards and procedures to staff ensuring compliance, weekly review of
sales and profit targets
• Administrative duties: assisted with all adminstration in the offices as well as a
certain amount of HR duties.
• Customer services role
References:
Natachia Antonis
HR Director
072 5664386
Nadia Mattheysen
HR Manager: Life Healthcare
082 563 5038
“People are my passion. I strive for excellence in everything I do and I persevere in the face of
adversity. Every day in HR is a challenge balancing the people, personalities and the work that
comes with these dynamics. I believe that in order to be recognised within an organisation as a

8. credible Human Resources expert and strategic partner I have to know and understand every
aspect and dynamic of the organisation, and have the heart to be an authentic leader.”