1. 1
Alternative address: Ward 10 Khandisa Reserve
Vulindlela Township
Kwa Dlangezwa
3886
Curriculum Vitae
OF
Mawande Thobani Fortune Sithole
STRENGTHS / CAREER OBJECTIVES
Strengths/skills:
• Good leadership skills
• Management skills
• Courageous and great motivator
• People oriented
• Hard working and dedicated to achieving great results
• Team player and can work autonomously
• Interpersonal skills.
• Able to meet deadlines under pressure.
• Great work ethic.
• Flexible and willing to learn
• Enjoy facing new challenges.
• Excellent communication skills
• Computer Skills (MS Office, Event Genie)
• Payroll management
• Recruitment
• Presentations and report compiling
• Motivation and guidance
• VIP
• Sage payroll
• Ability to deal with union members
• Change management champion
• Interaction management champion
Career Objectives:
To join a professional Organization, be part of a dynamic team and the opportunity to be able to
grow within that organization. To utilize all my skills and expertise to ensure company goals are
achieved and exceeded.
Physical Address:
Unit 13 kalnor Gardens
Fife Street
Buccleuch
Sandton
2091
2. 2
PERSONAL DETAILS
Full Names Mawande Thobani Fortune Sithole
Nationality South African
ID Number 8804 1555 76082
Contact Numbers
(H) – N/A
(W) –086 000 8912
(Cell) – 078 069 7657 / 072 330 2953 / 0818247747
Email Address sitmaw@gmail.com Or mawande.sithole@builders.co.za
Languages IsiZulu, English, Sesotho, Sepedi , seTswana , Tshivhenda
Drivers License Yes (Code 8)
Availability One Month Notice
Gender Male
Race African
INTERESTS / HOBBIES
• Basketball, rugby , Listening to music, reading ,playing Fifa
3. 3
Membership:
1. Health and Safety Committee
2. Incident investigation committee
3. Employment equity member
QUALIFICATIONS
Institution Qualification Year
Glenwood High School Matric
• English 1st
• Zulu 2nd
• Business Economics
• History
• Mathematics
• Physical sciences
Other Activities:
• 1st
Team Basketball
• 2nd
Team soccer
• 3rd
Team rugby
2007 - Completed
Of Johannesburg
g Road Campus
National Diploma in Human Resources
Management
Human Resources management
Business Management
Management of Training
Employment Relations
Labour Law
Communications
Quantitative studies
2009 – 2012 Completed
4. 4
Employment History
1. Terrapin International Ltd
Networking Manager
1 November 2012 – 13 December 2013
● In charge of contacting and communicating with delegates who would be invited to attend the
exhibition
● Development and maintenance of networking application
● Contact the stakeholders for the different events and advising them of the networking app,
support and training on uses of the app.
● Ensuring the Exhibitors were using the app to communicate with desired target audience
● Ensuring all Exhibitors, delegates and speakers are listed on the app
● Host informal evenings at Rhapsody’s with different stakeholders in preparation for
exhibitions
2. Higher Intelligence Recruitment
Recruitment consultant
1 January 2014 – 1 June 2014
● Recruitment of niche candidates in the Construction, Mining, and IT industries
● Marketing a select few niche candidates after screening them and understanding their viewed
career progression
● Creating a marketing list of desired companies to contact
● Building and maintaining relationships with HR Managers and Execs in the desired companies
to always get the communication on further vacancies
● Cold calling into the companies to market the candidates
● Recruitment and general HR Admin
● Meeting monthly sales targets
● Research in to the different industries
3. Builders Warehouse Kempton Park
Human Resources Administrator
1 July 2014 – currently
• Adhere to the HR process document
• Integrate Builders Warehouse HR Strategy with Store Strategy
• Develop action plans to deliver on Strategy
• Ensure effective execution of action plans
● Effective recruitment of management ,non-management and non-permanent staff
● Compiling IR, Recruitment and HR Reports
● Processing of pre and post employment administrative component of all recruits
5. 5
● Ensure vacancies are posted on Store Notice Board
● Update and maintain the Non- Management and non Permanent training matrices and
Individual Development Plans
● Coordinate respective training programs and initiatives
● Bi-annually monitoring of non management Individual development plans (IDP’s)
● Ensure training venues meet required standards.
● Training staff on Induction , selling skills, customer service excellence in the store
● Assisting staff with on onboarding ( Eco time, payroll and VIP )
● Ensure safe keeping of training equipment and material as per Company policy
● Ensure the availability of sufficient training material
● Ensure that training registers are completed and captured for all training conducted
● Facilitate and drive Talent and Succession planning for all Non-Perm staff
● Provide administrative support to the Branch to effectively deliver on the Store tactical plan
● Accurate training room bookings
● Ensure clean, training room with adequate facilities
● Arrange for refreshments, lunches required for training
● Ensure that payroll cut-offs are adhered to
● Any out of line/exceptions to the above should be escalated to the HRM
● Effective administration and control of Company uniforms within prescribed Company uniform
policy parameters (Both allocation and return)
● Junior manager ( store locking, staff discipline, uniform standards, daily meeting on sales
figures and forecasts for the day)
● Event planning for launches and different activities in the store
● Payroll
● Have meetings with union shop stewards
● Uniform control throughout the store
● Performing HR manager role for 15 months due to the HR manager suspended
● Attend regional meetings with HR departments from other branches
● Compiling enquiry documents and annexures
● Attending disciplinary enquiries at store level
4. Builders Warehouse Kempton Park
Human Resources Manager
1 August 2014 - 1 February 2015 and then again from the 1 March 2016 – Currently
• Integrate Builders Warehouse HR Strategy with Store Strategy
• Develop action plans to deliver on Strategy
Ensure an active Permanent Part Timer Database is available, updated and maintained to
allow effective recruitment into the stores Permanent Part Timer talent pipeline.
• Drive adherence to 15 minute on the floor training every day
• Drive and monitor employee progress through GPKS program.
• Conduct training on Labour scheduling and emphasis the importance thereof.
• Ensure that Labour scheduling is taking place in store as per the above training.
6. 6
• Plan and compile the annual training calendar for the store strategically
• Ensure quarterly monitoring of management Individual development plans
• Assist the Branch Manager with ensuring that the Builders Formula for Success is continually
driven in store
• Ensure that the stores BFFS Action plan is communicated by the Branch Manager and is visibly
displayed on notice boards.
• Assist with driving a positive improvement in the stores annual BUA Engagement score
through staff
engagement and positive climate initiatives
• Conduct exit interviews and surveys for all staff.
• Facilitate the compilation of robust interventions/action plans to address Climate and
Motivation
• Ensure effective reporting on all HR Reports/ templates/ organograms and ensure submissions
as per
guide lines i.e. Turnover Reports, absenteeism trends
• Ensure compliance with regards to the LRA and SD9.
• Ensure updated legislative posters are displayed as per governmental requirements.
• Compile and interpret all reports i.e. FTE’s, Productivity, Salary % to Sales, Gross Margin
Return on Labour(GMROL)
• Ensure management of effective execution of the payroll process
• Monitor man hours lost and drive return to work interviews
• Drive the appointment of PPT employees into Permanent roles to align with the ideal staffing
structure
• Monitor absenteeism costs and loss of productivity by monitoring man hours lost and driving
return to work interviews
• Manage Team Delivery based on performance plans
• Foster team building
• Ensure that the training, development and motivation of staff in the region is implemented as
well
• Engage with the store Employment Equity Committee, Shop Stewards and Team forums to
ensure a harmonious working environment and employee relations.
• Coach and mentor store managers to ensure that all staff are encouraged to maximize their
capability and contribution
• Ensure optimum staffing levels are maintained
