Lenisha Wright is a South African female Indian human resources professional with over 15 years of experience. She holds a Master's degree in Business Administration and Bachelor's degrees in Psychology and Clinical Psychology. Her career includes positions as General Manager of HR, Senior HR Business Partner, and HR Manager. She has experience in industries such as logistics, automotive, manufacturing, and cement. Her responsibilities have included strategic HR functions, talent management, training, compensation, industrial relations, and compliance.
This document outlines an HR action plan for Shristi Infrastructure Development Corporations Ltd with several proposed initiatives organized into the following categories: System, Engagement, Learning & Development, Talent Management, and Culture Building. The plan includes drafting policies and SOPs, implementing an HRIS system, developing employee surveys and recognition programs, providing various safety, technical, and behavioral trainings, establishing performance management and succession planning processes, and initiatives to strengthen the company culture and brand. The priority level and responsible process owners are indicated for each proposed action.
This document is a resume for Sumaklos S. Rembert, MBA that highlights his experience in human resources, recruiting, employee relations, and organizational development. It summarizes over 15 years of progressive experience leading HR functions, reducing costs, improving processes, and developing high-performing teams. Key accomplishments include reducing agency spend, slashing time-to-fill, lowering turnover, and cutting overhead through strategic initiatives.
Khaled Said Awad is an Egyptian national seeking a career in administration, management, legal, public relations or human resources. He has over 11 years of experience in Qatar including roles as an Administration Manager and Legal Advisor, HR Manager for two different companies, Business Development Manager, Compound Manager, and HR Manager. He holds a Bachelor's Degree in Law and a certificate in Human Resource Management. His skills include communication, leadership, HR systems administration, legal expertise, and meeting goals.
Uzair Ahmed has over 10 years of experience in office management, administrative support, HR processes, and recruitment. He is currently an Admin Officer at China Mobile Company in Islamabad, Pakistan where he manages tasks such as filing, maintaining records, conducting interviews, and monitoring attendance. Previously he worked as a Management Trainee Officer at the Capital Development Authority and District Coordination Office where he provided administrative and HR support. He aims to contribute value and help organizations achieve their targets through his skills in time management, problem solving, and teamwork.
Tracy Mead has over 17 years of experience in recruitment and payroll management. She is currently employed as the Payroll 2IC at CallForce Direct, where she manages payroll processing for 800-1500 employees per month. Previously, she held roles such as Projects Manager, Temporary Employee Manager, and Sector Manager at various recruitment and staffing companies. Tracy has a proven track record of success, receiving several awards and qualifications over her career. She is highly skilled in recruitment software, payroll systems, and project management.
This document is a resume for Mohamed Mohsen Abd El-Mageed, a human resources professional with over 8 years of experience in areas such as recruitment, training, employee relations, and change management. He currently works as a Business Development and Quality Controller for Tash-eel service center, a vendor for the UAE Ministry of Labor. Prior experience includes roles as an HR Supervisor and Training Manager at Samaya Hotel in Dubai and as an HR Consultant and Trainer at an English language training center. He holds relevant certifications in areas like training, food safety, and first aid.
Career span of almost 4 Years & 4 Months experience in SAP-FICO End User (AR/AP) to work hard with patience and persistence with the core value of hard work, commitment, accountability and responsibility towards the Organizational progress and to utilize my education, abilities and learn constantly to improve professional skills.
Capable of managing multiple assignments concurrently, with high energy and self-motivation. Honesty and integrity in performing the role. Creative approach in conceptualizing initiatives and confidently lead change.
Ability to work in teams and ability to work under pressure and ability to work in a dynamic environment. Capable of managing multiple assignments simultaneously with no compromise on quality.
An effective communicator with excellent skills of relationship building and interpersonal relationship. Highly people oriented with strong analytical and problem solving ability. Possess a flexible and result oriented attitude.
Deft in handling the entire gamut of Finance, HR & Admin related functions encompassing manpower planning.
Nora Sabet Abd-Elmisih is seeking a senior HR position where she can continue contributing to a successful company undergoing market and business development changes. She has over 15 years of experience in HR leadership roles across multiple industries and countries, including talent acquisition, compensation, employee engagement, and organizational development. Her expertise includes strategic planning, policy development, performance management, and HR system implementation.
This document outlines an HR action plan for Shristi Infrastructure Development Corporations Ltd with several proposed initiatives organized into the following categories: System, Engagement, Learning & Development, Talent Management, and Culture Building. The plan includes drafting policies and SOPs, implementing an HRIS system, developing employee surveys and recognition programs, providing various safety, technical, and behavioral trainings, establishing performance management and succession planning processes, and initiatives to strengthen the company culture and brand. The priority level and responsible process owners are indicated for each proposed action.
This document is a resume for Sumaklos S. Rembert, MBA that highlights his experience in human resources, recruiting, employee relations, and organizational development. It summarizes over 15 years of progressive experience leading HR functions, reducing costs, improving processes, and developing high-performing teams. Key accomplishments include reducing agency spend, slashing time-to-fill, lowering turnover, and cutting overhead through strategic initiatives.
Khaled Said Awad is an Egyptian national seeking a career in administration, management, legal, public relations or human resources. He has over 11 years of experience in Qatar including roles as an Administration Manager and Legal Advisor, HR Manager for two different companies, Business Development Manager, Compound Manager, and HR Manager. He holds a Bachelor's Degree in Law and a certificate in Human Resource Management. His skills include communication, leadership, HR systems administration, legal expertise, and meeting goals.
Uzair Ahmed has over 10 years of experience in office management, administrative support, HR processes, and recruitment. He is currently an Admin Officer at China Mobile Company in Islamabad, Pakistan where he manages tasks such as filing, maintaining records, conducting interviews, and monitoring attendance. Previously he worked as a Management Trainee Officer at the Capital Development Authority and District Coordination Office where he provided administrative and HR support. He aims to contribute value and help organizations achieve their targets through his skills in time management, problem solving, and teamwork.
Tracy Mead has over 17 years of experience in recruitment and payroll management. She is currently employed as the Payroll 2IC at CallForce Direct, where she manages payroll processing for 800-1500 employees per month. Previously, she held roles such as Projects Manager, Temporary Employee Manager, and Sector Manager at various recruitment and staffing companies. Tracy has a proven track record of success, receiving several awards and qualifications over her career. She is highly skilled in recruitment software, payroll systems, and project management.
This document is a resume for Mohamed Mohsen Abd El-Mageed, a human resources professional with over 8 years of experience in areas such as recruitment, training, employee relations, and change management. He currently works as a Business Development and Quality Controller for Tash-eel service center, a vendor for the UAE Ministry of Labor. Prior experience includes roles as an HR Supervisor and Training Manager at Samaya Hotel in Dubai and as an HR Consultant and Trainer at an English language training center. He holds relevant certifications in areas like training, food safety, and first aid.
Career span of almost 4 Years & 4 Months experience in SAP-FICO End User (AR/AP) to work hard with patience and persistence with the core value of hard work, commitment, accountability and responsibility towards the Organizational progress and to utilize my education, abilities and learn constantly to improve professional skills.
Capable of managing multiple assignments concurrently, with high energy and self-motivation. Honesty and integrity in performing the role. Creative approach in conceptualizing initiatives and confidently lead change.
Ability to work in teams and ability to work under pressure and ability to work in a dynamic environment. Capable of managing multiple assignments simultaneously with no compromise on quality.
An effective communicator with excellent skills of relationship building and interpersonal relationship. Highly people oriented with strong analytical and problem solving ability. Possess a flexible and result oriented attitude.
Deft in handling the entire gamut of Finance, HR & Admin related functions encompassing manpower planning.
Nora Sabet Abd-Elmisih is seeking a senior HR position where she can continue contributing to a successful company undergoing market and business development changes. She has over 15 years of experience in HR leadership roles across multiple industries and countries, including talent acquisition, compensation, employee engagement, and organizational development. Her expertise includes strategic planning, policy development, performance management, and HR system implementation.
Kumareshan Sivam is a senior human resources professional with over 18 years of experience in recruitment, HR operations, and business HR. He currently works as an AVP and lead for talent acquisition and zonal business HR at Cholamandalam Investment & Finance Company Limited. In this role, he leads recruitment efforts across the country, drives employee engagement initiatives, and ensures effective HR processes. Prior to this, he held various HR roles with increasing responsibilities in recruitment, talent development, and operations management.
Kumareshan Sivam is a senior human resources professional with over 18 years of experience. He currently works as an AVP and lead for talent acquisition and zonal business HR at Cholamandalam Investment & Finance Company Limited. In this role, he leads recruitment efforts across the country, builds employee engagement initiatives, handles employee issues, and identifies succession planning opportunities. Prior to his current role, he has held various HR positions with increasing levels of responsibility at Cholamandalam and other organizations. He has extensive experience in recruitment, operations, and business HR.
Ismail Khan has over 15 years of experience as an executive secretary and administrator. He has strong communication, management, and client relationship skills. His career includes positions with Princess Nora Bint Abdulrahman University, FACET Construction Engineering, and JOBEAST.CO.IN, where he oversaw administration, HR, payroll, and staff training functions. Khan holds a B.Com degree and several computer and business diplomas. He is proficient in English, Arabic, Hindi, Urdu, and Telugu.
Teodor Stoica is a senior HR professional with over 15 years of experience in HR roles. He has strong expertise in strategic HR management, talent development, and operational excellence. Currently he is the Regional HR Lead for Wipro Technologies, where he develops HR strategies and oversees talent management programs. Previously he held HR leadership roles at several IT and consulting companies in Romania. He has a master's degree in business administration and professional certifications in HR management, coaching, and training.
The document discusses the key functions of management including planning, organizing, directing, and controlling. It then summarizes the main human resource functions of a hotel such as recruitment, selection, training, employee satisfaction, benefits, and leave policies. Marketing functions like promotion strategies and maintaining customer relationships are also outlined. Production activities involving menu planning, capacity management, and maintenance are summarized. Finally, the core finance responsibilities of budgeting, accounting, payroll, and cost reduction are described.
This document provides a summary of Saachi Bharat Kinger's experience and qualifications for managerial level roles in human resources. She has over 15 years of experience in general administration, HR recruitment, client servicing and team management. Her expertise includes talent acquisition, hiring, training and development, HR systems, and customer relationship management. She is currently seeking opportunities in Mumbai and offers a proven track record of meeting recruitment targets and SLAs.
Allison Barry is an experienced human resources professional specializing in talent acquisition. She has over 15 years of experience recruiting for a wide range of industries across Canada. Her core competencies include full cycle recruitment, social media recruitment, diversity and inclusion initiatives, and onboarding. She holds a diploma in human resources and has her CHRP designation. Allison is currently a corporate recruiter for Prospect Human Services in Calgary, where she is responsible for filling both corporate and front line roles.
Shabnam Salam is a highly experienced accounts and administration specialist with 15 years of experience. She currently works as an Accounts Executive at Star Steel International in Dubai, UAE, where her responsibilities include bank reconciliations, accounts receivable and payable, financial reporting, and assisting with audits. Previously, she held positions as an Administrative Executive and Human Resources Executive. She has a Bachelor's Degree in Commerce from Calicut University in India and skills in Microsoft Office, accounts reconciliation, and customer service.
Mukesh Jha has over 6 years of experience in human resource management, including recruitment, talent acquisition, learning and development, and performance management. He is currently an Assistant Manager of HR Recruitment at Serco Global Services, where he is responsible for recruitment strategy and execution. Previously he held HR roles at Hilton Career Solution and Hinson IT Solutions. He has a MBA in Human Resources and has experience recruiting for diverse industries such as ITES/BPO, BFSI, telecom, aviation, and healthcare.
This document contains the resume of Nguyen Thi Le Thuy. She has over 15 years of experience in human resources roles. Her most recent role was as an HRBP Executive from 2016-present at Holcim VN Ltd., where her responsibilities included aligning HR plans with business goals, managing performance reviews, and providing HR solutions. Prior to that, she held other HR roles at Holcim VN Ltd. and other companies, demonstrating experience in recruitment, operations, and generalist duties. She has skills in SAP-HR, project management, communication, and strategic planning.
This document contains the resume of Venkata Rami Reddy S. It summarizes his professional experience as an HR Manager and Assistant Manager for hospitality companies in Vijayawada and Hyderabad, respectively, as well as his roles and responsibilities in payroll processing, recruitment, compensation and benefits, and training and development. It also lists his educational qualifications and provides a reference contact.
As an organization IRSP continue to grow, the need to establish a more mature HR Department that responds to the organization’s need to succeed in an ever toughening market becomes apparent. HR Department is most important in keeping the workers aligned with the goals of the organization.
Discovering a new area in the realm of HR with a drive to help a company grow and succeed. With the transformation in a new area of the country, I will strengthen the HR department with a new view.
This is a cover letter from Firoz Premani applying for an HR position. He has 3 years of experience in HR and client servicing. Currently working as an HR Executive, his responsibilities include recruitment, compensation, performance management, training, and statutory compliance. He believes he would be an asset to the organization due to his strong communication and people management skills.
Noel Farías has over 9 years of experience in human resources and administration. He has worked in HR roles in Dubai and Oman for companies in the automotive and technology industries. Farías is proficient in HR operations like recruitment, performance management, and employee relations. He implemented several initiatives such as a time management system and a goal-based performance appraisal framework. Farías holds an MBA in human resources and is a results-oriented professional seeking a mid-level HR position.
The document is a portfolio from Nkululeko Khumalo's work integrated learning program at Momentum in 2015. It discusses understanding work teams.
It begins with an introduction to Momentum, which was established in 1966 and has grown through acquisitions and mergers. It then evaluates the concept of work teams, defining them and discussing factors that influence them such as objectives, compensation, communication, and personalities.
It also discusses the differences between work groups and work teams. Work teams have positive synergy, accountability, complementary skills and a common goal, while work groups primarily share information.
Several types of work teams are then explained, including self-directed teams, cross-functional teams, virtual teams
Ansar Mehmood is seeking a position in project administration and coordination in Gulf countries. He has 7 years of experience in HR roles like payroll management, employee welfare, and training and development. Currently he works as a Projects Coordinator at Trans Middle East General Contracting LLC in Abu Dhabi, where his responsibilities include HR operations, recruitment, employee relations, and training. He has a bachelor's degree in commerce from Punjab University in Pakistan.
This document provides a summary of Sujita Arun Kemdeo's experience and qualifications. She has over 6 years of experience in human resources management in the IT industry. Currently she works as an HR Manager at TAMS Infotch Pvt Ltd, where she handles all HR functions including policy formation, talent management, performance management, learning and development, recruitment, and compensation. She has previously held HR roles at Suchir Consulting Pvt Ltd and Resource Solution Group.
The document is a personal resume that provides contact information, objective, career summary, qualifications, experience, and skills of Muhammad Irfan Shafi. It summarizes his 7 years of experience in financial planning, analysis, accounting, and auditing. He has a MBA in finance and is skilled in accounting software, budgeting, financial reporting, and analysis. His experience includes roles as General Manager of Accounts, Manager of Finance and HR, and Manager of Finance and Audit at various companies.
This is a cover letter and resume from Firoz Premani applying for an HR position. He has 3 years of experience in HR and client services. Currently working as an HR Executive, his responsibilities include recruitment, compensation, performance management, training, and statutory compliance. He is seeking a challenging position to further contribute his skills in people management, communication, and problem solving.
R. Ayyappan has over 10 years of experience in payroll processing and management. He currently works as a Deputy Manager of Payroll at Wividus, managing payroll for 19 countries in Europe and Africa with a team of 10 people. Previously, he has held roles with increasing responsibility at various companies such as Tata Consultancy Services and Standard Chartered Bank, where he managed payroll for over 15,000 employees across multiple countries. He has expertise in payroll implementation, data migration, ensuring compliance, and team management.
Ernest Miyanda is a human resources professional seeking a senior management position. He has over 15 years of experience in human resources management, operations, and administration. Currently, he is the Group Human Resources Manager for three oil companies in Zambia, where his responsibilities include developing HR strategies, managing recruitment, compensation, and performance evaluation. Previously, he held head of operations and administration roles at Zambia Centre for Applied Health Research and Development and Railway Systems of Zambia, where he oversaw HR, finance, administration, and operations. He has expertise in areas such as strategic planning, change management, leadership, and financial management.
Kumareshan Sivam is a senior human resources professional with over 18 years of experience in recruitment, HR operations, and business HR. He currently works as an AVP and lead for talent acquisition and zonal business HR at Cholamandalam Investment & Finance Company Limited. In this role, he leads recruitment efforts across the country, drives employee engagement initiatives, and ensures effective HR processes. Prior to this, he held various HR roles with increasing responsibilities in recruitment, talent development, and operations management.
Kumareshan Sivam is a senior human resources professional with over 18 years of experience. He currently works as an AVP and lead for talent acquisition and zonal business HR at Cholamandalam Investment & Finance Company Limited. In this role, he leads recruitment efforts across the country, builds employee engagement initiatives, handles employee issues, and identifies succession planning opportunities. Prior to his current role, he has held various HR positions with increasing levels of responsibility at Cholamandalam and other organizations. He has extensive experience in recruitment, operations, and business HR.
Ismail Khan has over 15 years of experience as an executive secretary and administrator. He has strong communication, management, and client relationship skills. His career includes positions with Princess Nora Bint Abdulrahman University, FACET Construction Engineering, and JOBEAST.CO.IN, where he oversaw administration, HR, payroll, and staff training functions. Khan holds a B.Com degree and several computer and business diplomas. He is proficient in English, Arabic, Hindi, Urdu, and Telugu.
Teodor Stoica is a senior HR professional with over 15 years of experience in HR roles. He has strong expertise in strategic HR management, talent development, and operational excellence. Currently he is the Regional HR Lead for Wipro Technologies, where he develops HR strategies and oversees talent management programs. Previously he held HR leadership roles at several IT and consulting companies in Romania. He has a master's degree in business administration and professional certifications in HR management, coaching, and training.
The document discusses the key functions of management including planning, organizing, directing, and controlling. It then summarizes the main human resource functions of a hotel such as recruitment, selection, training, employee satisfaction, benefits, and leave policies. Marketing functions like promotion strategies and maintaining customer relationships are also outlined. Production activities involving menu planning, capacity management, and maintenance are summarized. Finally, the core finance responsibilities of budgeting, accounting, payroll, and cost reduction are described.
This document provides a summary of Saachi Bharat Kinger's experience and qualifications for managerial level roles in human resources. She has over 15 years of experience in general administration, HR recruitment, client servicing and team management. Her expertise includes talent acquisition, hiring, training and development, HR systems, and customer relationship management. She is currently seeking opportunities in Mumbai and offers a proven track record of meeting recruitment targets and SLAs.
Allison Barry is an experienced human resources professional specializing in talent acquisition. She has over 15 years of experience recruiting for a wide range of industries across Canada. Her core competencies include full cycle recruitment, social media recruitment, diversity and inclusion initiatives, and onboarding. She holds a diploma in human resources and has her CHRP designation. Allison is currently a corporate recruiter for Prospect Human Services in Calgary, where she is responsible for filling both corporate and front line roles.
Shabnam Salam is a highly experienced accounts and administration specialist with 15 years of experience. She currently works as an Accounts Executive at Star Steel International in Dubai, UAE, where her responsibilities include bank reconciliations, accounts receivable and payable, financial reporting, and assisting with audits. Previously, she held positions as an Administrative Executive and Human Resources Executive. She has a Bachelor's Degree in Commerce from Calicut University in India and skills in Microsoft Office, accounts reconciliation, and customer service.
Mukesh Jha has over 6 years of experience in human resource management, including recruitment, talent acquisition, learning and development, and performance management. He is currently an Assistant Manager of HR Recruitment at Serco Global Services, where he is responsible for recruitment strategy and execution. Previously he held HR roles at Hilton Career Solution and Hinson IT Solutions. He has a MBA in Human Resources and has experience recruiting for diverse industries such as ITES/BPO, BFSI, telecom, aviation, and healthcare.
This document contains the resume of Nguyen Thi Le Thuy. She has over 15 years of experience in human resources roles. Her most recent role was as an HRBP Executive from 2016-present at Holcim VN Ltd., where her responsibilities included aligning HR plans with business goals, managing performance reviews, and providing HR solutions. Prior to that, she held other HR roles at Holcim VN Ltd. and other companies, demonstrating experience in recruitment, operations, and generalist duties. She has skills in SAP-HR, project management, communication, and strategic planning.
This document contains the resume of Venkata Rami Reddy S. It summarizes his professional experience as an HR Manager and Assistant Manager for hospitality companies in Vijayawada and Hyderabad, respectively, as well as his roles and responsibilities in payroll processing, recruitment, compensation and benefits, and training and development. It also lists his educational qualifications and provides a reference contact.
As an organization IRSP continue to grow, the need to establish a more mature HR Department that responds to the organization’s need to succeed in an ever toughening market becomes apparent. HR Department is most important in keeping the workers aligned with the goals of the organization.
Discovering a new area in the realm of HR with a drive to help a company grow and succeed. With the transformation in a new area of the country, I will strengthen the HR department with a new view.
This is a cover letter from Firoz Premani applying for an HR position. He has 3 years of experience in HR and client servicing. Currently working as an HR Executive, his responsibilities include recruitment, compensation, performance management, training, and statutory compliance. He believes he would be an asset to the organization due to his strong communication and people management skills.
Noel Farías has over 9 years of experience in human resources and administration. He has worked in HR roles in Dubai and Oman for companies in the automotive and technology industries. Farías is proficient in HR operations like recruitment, performance management, and employee relations. He implemented several initiatives such as a time management system and a goal-based performance appraisal framework. Farías holds an MBA in human resources and is a results-oriented professional seeking a mid-level HR position.
The document is a portfolio from Nkululeko Khumalo's work integrated learning program at Momentum in 2015. It discusses understanding work teams.
It begins with an introduction to Momentum, which was established in 1966 and has grown through acquisitions and mergers. It then evaluates the concept of work teams, defining them and discussing factors that influence them such as objectives, compensation, communication, and personalities.
It also discusses the differences between work groups and work teams. Work teams have positive synergy, accountability, complementary skills and a common goal, while work groups primarily share information.
Several types of work teams are then explained, including self-directed teams, cross-functional teams, virtual teams
Ansar Mehmood is seeking a position in project administration and coordination in Gulf countries. He has 7 years of experience in HR roles like payroll management, employee welfare, and training and development. Currently he works as a Projects Coordinator at Trans Middle East General Contracting LLC in Abu Dhabi, where his responsibilities include HR operations, recruitment, employee relations, and training. He has a bachelor's degree in commerce from Punjab University in Pakistan.
This document provides a summary of Sujita Arun Kemdeo's experience and qualifications. She has over 6 years of experience in human resources management in the IT industry. Currently she works as an HR Manager at TAMS Infotch Pvt Ltd, where she handles all HR functions including policy formation, talent management, performance management, learning and development, recruitment, and compensation. She has previously held HR roles at Suchir Consulting Pvt Ltd and Resource Solution Group.
The document is a personal resume that provides contact information, objective, career summary, qualifications, experience, and skills of Muhammad Irfan Shafi. It summarizes his 7 years of experience in financial planning, analysis, accounting, and auditing. He has a MBA in finance and is skilled in accounting software, budgeting, financial reporting, and analysis. His experience includes roles as General Manager of Accounts, Manager of Finance and HR, and Manager of Finance and Audit at various companies.
This is a cover letter and resume from Firoz Premani applying for an HR position. He has 3 years of experience in HR and client services. Currently working as an HR Executive, his responsibilities include recruitment, compensation, performance management, training, and statutory compliance. He is seeking a challenging position to further contribute his skills in people management, communication, and problem solving.
R. Ayyappan has over 10 years of experience in payroll processing and management. He currently works as a Deputy Manager of Payroll at Wividus, managing payroll for 19 countries in Europe and Africa with a team of 10 people. Previously, he has held roles with increasing responsibility at various companies such as Tata Consultancy Services and Standard Chartered Bank, where he managed payroll for over 15,000 employees across multiple countries. He has expertise in payroll implementation, data migration, ensuring compliance, and team management.
Ernest Miyanda is a human resources professional seeking a senior management position. He has over 15 years of experience in human resources management, operations, and administration. Currently, he is the Group Human Resources Manager for three oil companies in Zambia, where his responsibilities include developing HR strategies, managing recruitment, compensation, and performance evaluation. Previously, he held head of operations and administration roles at Zambia Centre for Applied Health Research and Development and Railway Systems of Zambia, where he oversaw HR, finance, administration, and operations. He has expertise in areas such as strategic planning, change management, leadership, and financial management.
This document is a resume for Sherif Abd El-Hakem Zaki, seeking a managerial position in human resources. It summarizes his education, including an MBA and bachelor's degree in commerce. It also outlines his work experience, including current and past roles as an HR coordinator and section head. Finally, it lists his skills, training, and personal details to support his candidacy. The resume provides a comprehensive overview of Sherif's qualifications and experience in human resources management over several pages.
Melanie V Somers has over 10 years of experience in human resources including management, organizational development, and generalist work. She has an MBA from the University of Kansas and a BS in Psychology from the University of Houston. Her experience includes positions at TE Connectivity, PICO Holdings, Inc., University of Texas MD Anderson Cancer Center, and Hanover Compressor Company. She has expertise in areas such as employee relations, leadership development, recruiting, training, and benefits administration.
Human Resource Generalist with Post Graduation Diploma in Human Resource Management and MBA [Finance [Major], Marketing [Minor]] with 8 years
of experience seeking assignments in Human Resource with an organization of high repute.
This curriculum vitae summarizes the qualifications and experience of Alfred Muronzi. He holds several degrees including an MBL from the University of South Africa. He has over 20 years of experience in financial management, accounting, and executive leadership. His roles have included chief financial officer, preparing financial reports, managing budgets and risk, and leading teams. He is proficient in financial systems and legislation with a track record of setting strategic direction and developing people.
The intern worked in the newly created human resources department of GEV Consulting Ltd. for 6 months under the supervision of the CEO. Their responsibilities included training and recruitment, determining staffing needs, managing the recruitment process, and ensuring a positive work environment. They established training programs for agents of various banks and financial institutions on topics like money transfers and using Microsoft Office. As human resources director, they recruited both permanent and temporary employees and developed skills training plans. After 6 months, they were promoted to Field Officer due to their leadership abilities and experience meeting the challenges of the company's growing operations.
Maritess Phillips has over 20 years of experience in human resources, personnel management, and office administration in the Middle East region. She has worked for several companies in industries such as pharmaceuticals, project management, healthcare, and hospitality. Her experience includes HR functions like recruitment, payroll management, benefits administration, training, and personnel records maintenance. She is proficient in HR systems and seeks to utilize her skills and experience to contribute value as a HR professional.
Manoj Mahantan is seeking a career opportunity. He has over 4 years of experience in human resources and administration roles. Currently, he is the Assistant Registrar of HR & Administration at AP Goyal Shimla University. Previously he held roles in HR at Vardhman Textiles Ltd. He has experience managing payroll, talent management, employee relations, and training & development. He is looking to take on more responsibility and continue his career progression.
Shipra Batra has over 15 years of experience in human resources. She currently works as an HR Manager at Click Perfect, where she handles all HR functions. Previously, she worked as Assistant Manager - North India at VFS Global Services, where she managed recruitment, training, employee engagement, and other HR responsibilities. She has a MBA in Human Resources and relevant work experience in industries such as digital marketing and visa outsourcing.
Nelson P Malip has over 5 years of experience in human resources roles. He currently works as a Human Resource Business Partner/Manager for British American Tobacco PNG Ltd, where he oversees HR functions for over 117 employees. Previously, he worked for World Vision PNG as an HR Business Partner, managing HR operations for 100 staff. He has experience in areas such as recruitment, performance management, training, and employee relations. His objective is to add value to his employer's success and productivity through strategic HR work.
Shweta Mithul Desai has over 7 years of experience in human resources. She is currently working as a Specialist at Minacs Pvt. Ltd. where she is responsible for recruitment, compensation planning, training and development, and employee relations. Previously, she worked as an Assistant Manager at Reliance Communications Ltd. where she was involved in talent acquisition. She holds a Post Graduate Diploma in Human Resource Management and a Bachelor's degree in Commerce.
Shana Varghese has over 10 years of experience in human resources and administration roles. She currently serves as an HR Team Leader at Neuron LLC, where she plans, implements, and manages HR functions. Previously, she held HR roles at Allegis Solutions and administrative roles at First Gulf Bank and International Motoring Club. She has expertise in recruitment, compensation and benefits, training, and regulatory compliance.
Dorothy Percy has over 15 years of experience in learning and development roles. She has a track record of collaborating with stakeholders to design and implement learning strategies, programs, and initiatives aligned with business objectives. Notable achievements include introducing a blended learning approach, creating learning brands and communication strategies, and designing management development programs.
Touseef Farooqui is a human resource and administration professional with over 19 years of experience in HR functions such as recruitment, payroll, performance management, and training. He has delivered significant contributions to improving operational efficiency through streamlining policies and procedures. He possesses strong leadership, problem solving, and communication skills. His resume provides details of his educational background and career history working for various organizations in Pakistan, demonstrating his expertise in HR management, administration, and accounts.
Ahsan Murtaza has over 5 years of experience in sales, marketing, recruitment, and customer service. He is currently a sales executive representing LG Home Appliances in major retailers in the UAE. Previously, he worked as a management trainee in Pakistan where he helped launch a magazine and established training programs. He holds an MBA from Muhammad Ali Jinnah University and has expertise in strategic planning, communication, decision making, performance management, and developing others.
An exceptional young Human Resource practitioner with 6 quality years of experience, aspiring to be a building block of strong-minded, ambitious, motivated, determined and dedicated team player that will develop and expand resourcefully, by adding my skills, ability and proficiency to the growth, value, mission and vision of any forward-moving organization.
To be a seasoned HR team player, providing seamless services, change agent, administrative expert and employee champion, ensuring that HR earns a seat at the strategy table and remains as the virtue of the value it adds, and its strategy to achieving overall corporate objectives.
General human resources manager updated 05 14-2016 Elena Ounis
Skills: Organization, Multitasking, Dealing with Grey, Negotiation, Communication, Discrete and Ethical, Dual Focus, Conflict Management and Problem Solving, and Change Management.
Established goals and objectives in the areas of Hiring, Employee Retainment, Training, Orientation, Compensation, Benefits, Safety, Discipline, EEO, Workers Compensation, Employee Relations and Payroll. Plan, organize, and implement programs, policies, and procedures to achieve established goals and objectives. Administration of discipline systems. Conduct job analyses to prepare accurate job descriptions and specifications. Preparation of the Payroll.
Maritsa Smith is seeking a position to develop and manage an interactive training model across all levels and disciplines of an organization. She enjoys managing variables and developing strategies to continuously improve systems. She has a passion for learning and helping others develop skills. Her experience includes human resources, industry knowledge in training methods and best practices, and leadership skills developed through previous roles. She currently works as a Marketing and Promotions Coordinator for technical training at ABB South Africa, where she is responsible for training delivery, materials, scheduling, documentation, and invoicing.
Ernest McMillan has over 30 years of experience in human resources management across various industries and countries. He has held HR leadership roles, including HR Manager, at companies in South Africa, UAE, and Mozambique. McMillan has extensive experience in areas such as recruitment, training and development, performance management, and industrial relations. He holds several postgraduate diplomas in human resources and personnel management.
1. PERSONAL DETAILS
Name Lenisha Wright
Nationality South African
Gender/Race Female/Indian
Cell Number +27 82 651 8136
Email Address lenisha@wrightandwright.co.za
ACADEMIC QUALIFICATIONS
1. Highest Qualification: Master of Business Administration (MBA)
Institute UNISA – Open University England
Completed 2011
2. Qualification: Honors Degree - Clinical Psychology
Institute UNISA
Completed 2004
3. Qualification: BA Degree - Psychology
Institute UNISA
Completed 1998
4. Qualification: Leadership Development Programme
Institute GIBS
5. Qualification: Diploma – Labour Relations
Institute Global Business Solutions
OTHER ACHIEVEMENTS
• Published Thesis “The Cost of Staff Turnover and the role of Talent Management in
Retention”
• Writer - currently writing a book on Talent Management
CV: LENISHA WRIGHT 1
2. EMPLOYMENT HISTORY
EMPLOYER BOLLORE
PERIOD EMPLOYED January 2014 to May 2016
POSITION GENERAL MANAGER HUMAN RESOURCES (HR)
SUMMARY OF RESPONSIBILITIES:
Structure, workforce size and reporting line
In the position of General Manager Human Resources, I was responsible for four countries;
South Africa, Namibia, Botswana and Zimbabwe. There were 7 direct reporting HR staff. The
position reported to the Cluster Managing Director (MD) with a functional reporting line to the
Regional HR Director who was responsible for South and East Africa Regions, a total of 19
countries. The total workforce size for the four countries (permanent and fixed term) was
approximately 700. The company outsourced warehousing and cleaning functions. The number
of labour brokering staff averaged around 200 people.
Day-to-day duties
Day-to-day duties included the full spectrum of HR Management directing and coordinating
activities to ensure strategic goals are met. Managed HR outputs including Industrial Relations
(IR), Training and Development, BBBEE, Employment Equity, Compensation and Benefits,
Recruitment and Selection, employee wellness and other administrative duties. Working closely
with managers across all levels from junior to executive management to resolve matters
concerning discipline, performance and incapacity on a daily basis toward successful outcomes.
Attended CCMA matters. Conducted interviews for senior and specialized roles with relevant
exco member or senior manager.
Strategic
As an exco member, engaged and interacted with executive management team ensuring
strategic objectives are met. For example, one of the strategic objectives was to be the Number
1 Freight Forwarder in SA which meant relooking at our Commercial structures and capabilities
to ensure adequate capacity to achieve this.
Change in business strategy, for example expansion of Chinese business meant working with
relevant regional directors to ensure human resource alignment. In this example, the
establishment of the China Desk to accommodate new business requirements.
Legal requirements
• Timeous submissions of Employment Equity (EE) and Workplace Skills Plans (WSP).
• BBBEE – based on the roadmap/objectives, managed activities to ensure achievement
of goals (level 4).
• Managed Department of Labour audits.
• Ensure compliance with Bargaining Council rules.
CV: LENISHA WRIGHT 2
3. • Managed audits with bargaining council.
Training and Development
Training needs analysis conducted annually following completion of year-end performance
appraisal process. Objectives are based on data from the needs analysis, BBBEE objectives
and departmental goals (current and future).
Managed a large training budget toward achievement of goals.
Established an on-site training center to meet needs of the business – too many people away
from their desk for training. This also ensured effectiveness of our learnership programme.
With the identification of future talent and leaders in the organization, a roll-out of management
and executive development programmes. This inspired and motivated staff. Staff that were not
on the programme enquired how they could be considered for it.
Budget planning
Responsible for all HR budget planning, monitoring and control.
Innovation/expansion
Throughout my HR career, I have strived to improve efficiency in HR. So much time is taken up
with the necessary paperwork that needs to be done.
In 2015, working with a programmer, I was able to automate documentation in Microsoft. For
example, after termination of a staff member, 3 documents are automatically populated and
emails sent to IT, finance and the manager with the click of one button. Activities that took hours
to do, now took 2 minutes. Many other initiatives followed.
In this way, HR became more efficient while at the same time improving accuracy. It is an
achievement I am very proud of which enabled me to receive an additional bonus.
Performance Management
Performance Management for such a dynamic organization meant a lot of HR involvement by
way support, guidance and continuous coaching. I had to work closely with managers on this
matter – coaching them on how to conduct performance meetings as well as how to hold difficult
discussions with staff. Many times I would lead difficult discussions with the line manager
present. The appraisal process (bi-annually) was intense. Tracking and monitoring took place
on a daily basis. A system was put in place for the HR Administrator to ensure all data was
effectively and correctly captured. At year-end, appraisals for certain levels of management had
to be submitted to France for review and approval. The balance of data for all 4 countries was
consolidated and submitted annually.
Restructuring and Retrenchments
Managed restructure and retrenchments in South Africa, Botswana and Namibia. With the
downturn in the economy, these tasks become necessary. All matters were handled effectively
with little difficulty at the Department of Labour/CCMA. No additional loss incurred to business.
CV: LENISHA WRIGHT 3
4. Compensation and Benefits
Conducted salary benchmarking exercise for all roles within the organization (internal and
external). This allowed HR to determine whether there were inconsistencies in the organization
to ensure it could be addressed appropriately. Handled all day-to-day compensation and
benefits activities including reporting to France when required.
Reason for leaving: Retrenched
EMPLOYER VOLVO SOUTH AFRICA
POSITION SENIOR HR BUSINESS PARTNER
PERIOD EMPLOYED March 2013 to December 2013
SUMMARY OF RESPONSIBILITIES BELOW:
Structure and reporting line
As Senior HRBP I reported to the Managing Director for Volvo South Africa with a functional
reporting line to the HR Director. The total workforce size was around 300 permanent staff. This
was a National role which required me to travel around the country on a regular basis. Volvo SA
is divided into Regions within SA which meant me working very closely with Regional Directors.
I travelled on a regular basis to the various Regions and dealerships.
Day-to-day Functions
Being the manufacturer and owning their own dealerships made the structure of the
organization complex. Business entities took care of body-building of trucks (manufacturing
element), commercial/sales, aftersales/workshops, parts sales and finance were the other
divisions.
As the HRBP, I worked closely with managers and employees across all these disciplines
including employee forums and unions. Given the differences in work outputs for the various
departments, culture differed from one division to another. Greater understanding on my part
was required to ensure HR effectiveness.
This was a generalist role managing all aspects of recruitment and selection, training, IR,
BBBEE, Employment Equity (EE), Compensation and Benefits, union negotiations, cadet and
apprentice programmes.
Recruitment and Selection
Staff turnover in the motor industry averaged around 40%. At any given time, I had
approximately 30 vacant positions, mainly technical/sales roles. With the shortage of
technicians’ country-wide at the time, attracting candidates and then retaining them, presented a
huge challenge. To attract candidates we used recruitment agencies, head-hunters and media
advertisements.
CV: LENISHA WRIGHT 4
5. Staff Retention
On a monthly basis, I presented statistics on staff turnover to the senior management team at
the monthly meeting. Tracking and monitoring movement of staff was a daily task. At any given
time, I needed to present data on the issue of staff turnover and retention required by exco or
head office in Sweden. At the same time, headcount for certain positions were being managed
down by head office.
Approval processes existed both locally and by Sweden for replacement of positions. This was
rigorously followed.
Developing and implementing retention strategies meant getting buy-in and input from
management at various levels, union representatives, HR colleagues and other departments
e.g. finance.
Employee satisfaction surveys
An online tool was implemented by Sweden and conducted annually. Putting together a plan to
ensure 100% participation meant inclusion of staff who were not computer literate. I was able to
achieve this with ease due to effective planning and obtaining the buy-in and support from
management.
The findings/data from these surveys were analyzed and scrutinized closely which resulted in
implementation plans that needed to be put in place and monitored regularly. Action plans were
put in place and feedback provided on a quarterly basis to ensure objectives were met.
Managers were measured (KPIs) on this issue.
Reporting
Local (Regional), National and International reporting requirements had to be rigorously
adhered to with no exceptions to meeting deadlines. Working closely with the Senior HRBP for
UD Trucks, we devised an effective system to ensure deadlines were met as well as accuracy
with our reporting.
Performance Appraisal
Performance appraisals needed to be done quarterly. As HRBP I had to provide a lot of support
to management to ensure this was done accurately and timeously. For commission earners,
deadlines had to be adhered to.
Training
Volvo had an on-site technical training centre referred to as the Training Academy. Training
initiatives and planning was done annually based on needs analysis, input from Sweden about
any technical changes and performance management processes. Identification of staff for
succession planning also contributed to the type of training and development initiatives
embarked on.
Compensation and benefits
Managed day-to-day activities. Salary increase schedules and bonus schedules were sent to
regions for completion and return. Checking accuracy and submission for payment was my
responsibility as well as offering advice/help to managers through the process.
CV: LENISHA WRIGHT 5
6. Submitted regular reports to Sweden (online systems and other formats).
Completed benchmarking exercise for the organization – Volvo and UD Trucks.
Reason for leaving: The opportunity at Bollore meant exposure into Africa – experience I
welcomed.
EMPLOYER IMPERIAL
POSITION HR BUSINESS PARTNER
PERIOD EMPLOYED October 2010 to November 2013
SUMMARY OF RESPONSIBILITIES BELOW:
Structure and reporting line
Reporting to four Franchise Directors with a functional reporting line to the HR Director, I
occupied a generalist role taking care of the full spectrum of duties for the Franchises I was
responsible for. These Franchises included both Truck and Passenger vehicles; Volvo, Hyundai,
BMW, Honda, MAN, UD/Nissan Trucks and International Trucks. The workforce size I was
responsible for was around 500.
Performance Management
Working in the retail industry meant performance management was a key area of focus and
took up a good part of my time and effort.
Key Performance Indicators were monitored on regular basis. Commercial and sales staff
performance was reviewed and discussed weekly and sometimes daily. I would lead poor
performance discussions with the line manager present to ensure goals are clearly
communicated, ensure the employee has the capacity to achieve these objectives and set
deadlines for next review. Where relevant training/learning programmes had to be put in place.
Paperwork ensuring legal requirements are met needed to be in place and managed effectively.
Reward and recognition programmes were reviewed constantly to maintain staff motivation.
Managed incapacity relating to poor performance.
Recruitment and selection
I managed all aspects of recruitment and selection. Being motor industry, recruitment was
always a challenge trying to attract and retain the right talent. Some franchises needed to work
shifts which placed further pressure to recruit technical staff.
Compensation and benefits
Monthly submission of payroll data – payroll was centrally paid. Managed package structures,
offers etc.
CV: LENISHA WRIGHT 6
7. Review of compensation and benefits schemes and amendments took place regularly.
Budget
Budget planning, monitoring and control mechanisms in place for HR matters including training,
HR Projects, BBBEE, wage increases etc.
Legal
• Imperial was under MIBCO - bargaining council requiring adherence to legal
requirements.
• Audits by MIBCO managed by myself.
• Submission of WSP and EE reports.
• Reviewed, developed and aligned policies and procedures ensuring legislative
requirements met.
Talent management
During my time at Imperial, I was completing my MBA. The topic for the thesis I wrote was on
talent management. I conducted a focus group research study with BMW which proved that staff
turnover and the loss of talent presented enormous cost implications to an organization. A study
that was interesting and intriguing to those I had the opportunity to share with in the
organization.
As a result of the above, franchise directors were eager to adopt a talent management
programmes which I took pleasure implementing. This also led to discussions on succession
planning.
Succession planning
Developed and implemented succession planning tool for franchises I was responsible for.
Provided training for managers on the importance of succession planning and how to go about it
effectively.
Management of discipline and incapacity
All disciplinary matters were managed by myself, including evidence gathering, charge sheets,
chairing of hearings, dismissal process and CCMA matters.
Managed employee forum discussions, union meetings and planning for potential strike action.
Legal requirements
Submissions of EE and WSP reports needed to be done for each of the various Franchises. The
company had implemented a transformation committee for I was responsible to provide
feedback/input to.
BBBEE – the finance director took care of the finance related elements while I took care of all
HR related requirements for BBBEE (management control, EE, training and CSI)
CV: LENISHA WRIGHT 7
8. Reason for leaving: sought different working environment
EMPLOYER MARLEY SOUTH AFRICA
POSITION HR MANAGER (GENERALIST)
PERIOD EMPLOYED September 2007 to September 2010.
SUMMARY OF RESPONSIBILITIES BELOW:
Structure and reporting line
The workforce size for Marely was 200 permanent staff with labour broker staff taken on during
shutdowns. I reported to the MD and worked with executive management on a daily basis.
There was no HR Director hence no functional reporting lines. Payroll reported into Finance and
I had 2 staff members reporting to me including QHSE.
Prior to taking the role of HR Manager for Marley, all HR duties within the company were
outsourced to a consulting company. The consulting company mainly took care of IR matters.
As a result, basic HR processes, procedures and practices needed to be put in place.
Strategic
Among the strategic objectives for the business, BBBEE at the time was an important
component. I participated in meetings chaired by headquarters (Belgium) during their bi-annual
visits to SA on initiatives put in place to achieve strategic objectives for BBBEE.
Participated in annual business conferences where results were discussed and strategic
planning was done for the upcoming financial year.
Legal
• Developed all relevant HR policies and procedures and effectively implemented them.
• Submissions of EE and WSP reports.
Industrial Relations
Marley was a unionized environment. I managed union negotiations including wage negotiations
which took place annually. During my time at Marley I managed strikes and lockouts with
success regardless of the difficulties it was accompanied with. The goal during a time like this is
to minimize loss to the business as far as possible. All disciplinary matters as well as incapacity
issues were managed by myself.
QHSE
CV: LENISHA WRIGHT 8
9. Quality, health and safety (QHSE) formed part of my remit. I was fortunate to have talented
individuals appointed in the organization. All ISO audits were managed effectively ensuring
renewal of certification. Any findings raised were dealt with quickly and accurately.
BUDGET
Responsible for all budget planning.
BBBEE
BBBEE was a big challenge for the organization at the time. The MD, Finance Manager and I
worked closely together to bring the organization from a level 8 to level 4 in 3 years. I managed
the entire process single-handedly without the assistance consultants. The management team
and headquarters (Belgium) commended my performance in this regard.
Working closely with line management
One of the reasons for success in any organization is when the management team work
together supporting each other to achieve the overall strategic goals and objectives. I had a
profound experience at Marley in this regard. Working closely with the MD who supported HR
initiatives brought status and success for HR and the rest of the business.
Recruitment and selection
Managed all aspects of recruitment and selection including drafting contracts of employment
and structuring offers for engineers, artisans and other roles.
Drafted job descriptions and advertisements (internal and external).
Employee wellness
Managed wellness days and the challenge of HIV/AIDS with staff and within the community.
Conducted wellness day programmes. Ensured medical testing done and letter from
Department of Labour allowing medical testing.
EMPLOYER LAFARGE SOUTH AFRICA
POSITION HR MANAGER (GENERALIST)
PERIOD EMPLOYED DECEMBER 2003 TO JUL7 2007
SUMMARY OF RESPONSIBILITIES BELOW:
Structure and reporting line
Based at the Cement Plant in Lichtenburg, North West Province, South Africa I reported to the
Plant manager with a functional reporting line to the HR Director at Head Office in
Johannesburg. Lafarge was French owned, therefore HR alignment to headquarters
requirements was required. With 4 staff reporting directly to me, I took care of the full HR
generalist function for HR.
CV: LENISHA WRIGHT 9
10. There were 400 permanent and fixed term contract staff. Labour brokering employees and
outsourced contractors fluctuated between 200 to 300 and could go up to 500 during shut-down.
Logistics was outsourced hence the large number of contractors/drivers were on site daily.
Day-to-day functions
As a generalist HR Manager, I took care of the full spectrum of HR including EE, IR, training and
development as well as clinic and other facilities management. At the time, Lafarge fell under
the mining industry which meant we fell under the mines health and safety act. With the
organization being very industrialized labour matters took up the majority of my time and effort.
The factory operated 24/7 and I was on stand-by after hours.
Attended daily meetings in the factory together with the rest of the management team.
Labour Relations
The two unions with recognition agreements at the factory were NUM and Solidarity. Weekly
meetings were held with both unions discussing pertinent issues. The organization as with the
rest of the country were going through transformation both with business and people. Managed
all CCMA matters and internal discipline.
Labour matters took up the bulk of my time in this role.
Wage negotiations were led by the HR Director with participation of all HR managers. Handled
strikes and lockouts at the plant. Managed other industrial action including sympathy strike.
Budget
Responsible for all budget planning for my area of responsible. Worked with HR Director on this.
Expatriate programme
Lafarge was French owned at the time with skill rotation across the globe forming part of their
strategic initiatives. I managed the settling in of expatriates in Lichtenburg assisting both the
staff member and their families. Also managed with the support of the HRD, South African staff
that were seconded to work abroad in other countries.
Enjoyed working with people from other parts of the world. It was a huge learning curve. I
gained knowledge about various cultures and built confidence in my role as HR Manager.
Change and Transformation
From a business point of view, Lafarge would rotate skills around the world to adopt best
practices. Engineers and managers at various levels were moved around to transfer / acquire
skills.
Diversity management was huge on the agenda at the time. Diversity training was conducted
regularly with all staff from Plant manager down to junior staff members.
Legal
• Submission of WSP and EE reports.
CV: LENISHA WRIGHT 10
11. • Managed process with Department of Labour hearings for fatalities.
• On-site medicals were a legal requirement for all staff (temp or perm).
Training and development
There was a National Training Manager and a local training manager who managed the training
centre on a daily basis which was at the plant site. The local training manager reported to me
with a functional reporting line to the National Training Manager. All technical training for
apprentices for the entire country was done at Lichtenburg. Dormitory facilities were provided for
learners outside of the North West Province. Overseeing the Dormitory facilities ensuring all
learners were comfortable was a challenging experience.
National office
I attended monthly meetings at head office in Johannesburg. These meetings were attended by
the CEO for Lafarge SA and HR Director.
EE committee was chaired by the CEO a meeting I participated in actively.
Alcohol and drug testing
Developed systems, wrote policy and procedure and implemented drug and alcohol testing at
the plant.
This meant union negotiations on the matter. Obtaining buy-in took time but eventually, was
achieved.
Drivers (outsourced logistics) posed a problem. A joint programme between Lafarge and
Logistics companies ensued.
Other
I was privileged to attend annual HR related conferences in Paris.
Reason for leaving: personal reasons
EMPLOYER ANDANI & MBM CONSULTING
POSITION MANAGEMENT CONSULTANT
PERIOD EMPLOYED JULY 2001 TO DECEMBER 2003
SUMMARY OF RESPONSIBILITIES BELOW:
Structure
The consulting firm was a small organisation. I reported to the Senior Management consultant
who reported to the MD/Owner of the organisation.
The total staff compliment at the time was 10.
CV: LENISHA WRIGHT 11
12. Change and Transformation
Reporting to the Senior Management consultant we conducted HR audits in various
organizations both private and government sectors. I worked with companies such as Vodacom
and the Department of Health. We assisted companies to ensure alignment with legislation of
their policies, procedures and practices. Change and transformation interventions were a
regular request.
HR Strategic planning
Many of the organisations we worked with, did not have an HR strategy. Developed and
assisted with the implementation of these plans.
Training and coaching
I co-developed training material and co-facilitated various training programmes for example,
performance management and diversity training. Following an HR audit, a report with
recommendations was presented to the executive committee of the companies we dealt with.
As consultants, we would also provide one-on-one coaching for HR staff to enable them to
implement these recommendations. Companies would at times request our management to
oversee implementation of recommendations.
Reason for leaving: Company closed down
EMPLOYER SOUTH AFRICAN POLICE SERVICES (SAPS)
POSITION PHSYCHOLOGIST/PSYCHOMETRIST
TOTAL PERIOD AT SAPS MARCH 1991 TO JULY 2001
Administration, payroll and Employment Equity
From 1991 to 1998 I was a senior admin clerk and secretary for senior staff at the SAPS.
As an admin clerk I worked in HR, processing payroll documentation, overtime applications and
claims as well as taking care of paperwork for terminations.
Formed the EE committee and jointly drafted the EE policy.
Secretary to Senior Managers
I have secretarial experience having worked in such roles as a teenager with high typing speed.
As a result, I was granted the opportunity to work as a secretary for some time.
Psychometric testing
From 1998 to 2001 I was promoted to the role of psychometrist and Counsellor after completion
of my honors degree in Psychology. Psychometric testing for new recruits as well as
policemen/women entering specialized units such as the flying squad. Conducted climate
surveys, diversity training, career counselling and held conflict resolution meetings.
Testing was also done following a fatal incident that a policeman/woman was involved in.
CV: LENISHA WRIGHT 12
13. Counselling
Counselling was offered to police officials and their families when required. At times, staff would
request it and at other times, managers would require it.
I also took it upon myself to become involved in community work counselling victims of rape and
family violence.
Suicide
Suicide amongst police officials and their families was high. Together with one of our senior
Psychologists, I worked to reduce this. This was a long-term programme to see results.
Trauma debriefing
All police officials who fired their weapons or was involved in a shoot-out were debriefed after
the incident. This was done to determine the effect of the incident on the staff member
establishing whether further intervention and assistance was required before returning him to
field duties.
Reason for leaving : sought opportunity in the private sector
OTHER ABILITIES
• Business oriented See HR as part of the business. It is important to ensure HR
activities contribute to the overall business success. Bottom-line performance is
important.
• Forward thinker – What you do today must achieve goals in 5, 10, 20 years from now.
I am able to see the impact in the future with what I am doing today.
• Relentless to achieve success in times of adversity – I will fight to achieve a
goal. My superiors have said this is my strongest quality.
• Team player – I work hard to ensure HR is working with line management. I have
found relationship building with management (all levels) is important here.
CV: LENISHA WRIGHT 13