Sniko Given Mdubeki has over 15 years of experience in human resources. He currently works as a Specialist in Talent Management at the SABC, where his responsibilities include developing talent processes, managing leadership development programs, and implementing retention strategies. Previously, he held HR roles at NECSA, including HR Business Partner and Employment Equity Specialist. He holds a Master's degree in Business Leadership from Unisa and Bachelor's degree in Administration from the University of Fort Hare.

1. F O R
Sniko Given Mdubeki
Home Address : 506 BoshoffStreet,ext 6 Chantelle,Akasia,0182
Work phone : 011 714 3208
Mobile : 078 121 2360 / 079 356 0884
Email : sniko.mdubeki@yahoo.com
ACADEMIC QUALIFICATIONS
SECONDARY EDUCATION
School : Cancele SeniorSecondary School
Grade : 12
Year : 2000
TERTIARY QUALIFICATIONS
Institution Qualification Status Year obtained
Unisa
Master of Business
Leadership(MBL)
completed 2015
Univof Fort Hare Bachelorof Administration Complete 2004
Univof Fort Hare
PostGraduate Certificate in
Education(P.G.C.E.)
Complete 2005
Damelin
Certificate inBusiness
Administration
Complete 2008
Unisa Certificate inHiringpractices Complete 2009

2. CAREER HISTORY
Company : SABC
PeriodEmployed : Dec 2014 to date
PositionHeld : Specialist:TalentManagement
Responsibilities
As a Talent Management specialist at the SABC, I am responsible for the overall integrated set of
organizational HR processes designed to attract, develop, motivate, and retain productive, engaged
employees. Amongst others my duties include:
 Develop tools, processes and procedures to guide line management & HR in identification of
critical talent at all levels across the SABC
 Pro-actively manage talent for SABC especially for leadership and critical roles
 Facilitate the development and oversee the implementation of various retention strategies
 Facilitate the development of Employment Value Proposition (EVP)
 Development and implementation of a career progression model for SABC
 Develop a tool kit and provide guidance to line management in the identification of critical
workforce segment
 Link talent strategies with workforce planning strategy to ensure an overall consistent and
coherent approach to talent and people management at the SABC
 Support various divisions with managing succession planning and pipe line development.
 Manage and monitor the progress of employee on accelerated development program
 Present performance management training to SABC employees
 Conduct job evaluations
 Develop & review Job profiles, ensuring relevant KPA’s & KPI’s are captured.
 Prepare Monthly and quarterly reports.
Company : NECSA
PeriodEmployed : April 2011 – Nov 2014
PositionHeld : HR BusinessPartner/Manager
Responsibilities
As the HRBP at Necsa, I was responsible for the overall HR value chain, which included leading
and managing the people management related agenda, the development and implementation
of HR best practices. My responsibilities included:
Recruitmentand Selection:
 Manager and drive full recruitmentandselection process function fromentrytoexit
 Ensurescompliance withEEplanand all relevant prescriptsandlegislationsduringrecruitment
and selectionprocess
 Strategicallyadviselinemanagement onculture fitandcandidate suitabilitywithinthe Business
Unit’sunique environment

3. Industrial Relations:
 Provide firstline labourrelationsconsultingservice
 Advise andguide line managementonproperhandlingof counsellingsessions,disciplinary
interviewshearings andensure procedural andsubstantive fairness
 Evaluate meritof the case andprovide advise onprocess andproperactionsto be taken.
 Facilitate timeouseffective resolutionof grievances
 Educate and coach line managementonlegislationandpolicyapplication
 Facilitatedthe handlingof subsequentappealsandCCMA cases
 Ensuringlegal compliance withthe relevantacts(BCEA and LRA),etc.
HR budgetingand planning:
 Draw, coordinate andmanage HR personnel budget(165 million.p.a.)
 Closelymonitorandmanage the personnel budgetbydoingmonthlyforecasts
Remunerationand benefits:
 Advise line managementonremunerationmatters,andclarifyremunerationissuesfor
employees
 Provide advisesonremunerationandprocessemployeesalarystructuringastheyrequire andin
line withNecsaremunerationpolicy
 Advisedandguided staff onbenefitsadministration
 Conducted salarybenchmarksandadvise onproperinternal grading
Talent management(TM)
 Manage the establishmentof TalentManagementCommittees(TMC’s)
 Facilitate trainingforline managersontalentmanagementframework
 Developedthe TMguideline and toolstomanage talentat Necsa
 Facilitate the quarterlyTMCmeetingsatdivisional level
 Facilitate the talentmappingof all employeesandidentificationof critical workforce segments
 Partnerwithline managementindevelopingasuccessionplanforall critical positions.
 Engage withline managersontheirpeople issuesspecificallyinrelationtotalentmanagement
 Ensured talentmanagementinitiatives(e.g.leadership development,careermanagement and
developmentplans) are adhered toandsuccessfullyimplemented.Etc.
Organisational design
 Reviewedandguidedlinemanagementin redesigningof divisional structures
 Develop jobprofilesforall the positions (bothnew &existingpositions)
 Conductjobevaluations(have beentrainedandusedHAY& Peromnes) andensure that
positionsare properlygraded

4. Performance Management:
 Assistedwithdraftingperformancemanagementpolicy
 Ensuredsmoothimplementationof the Performance Management policyandsystem
 Advice managementandstaff onthe use of performance managementsystem (BSCtool).
 PartneredwithSeniorManagersinensuringthatNecsa’sperformance managementsystemis
properlylinkedtotalentmanagement&successionplanning.
 Ensure that all employeesare contractedandappraisedtwice ayear.
 MonitoredIDP’sandensuredthattrainingidentifiedaddressedemployee’sdevelopmental gaps
Training and development:
 Conducted skillsauditandensure thattrainingneeds/gapsare identifiedandappropriate
interventionprovided.
 Provided SDFwiththe divisional trainingplanforWSP andannual trainingreportsfor
submissiontoSETA.
 Provide advice toemployeesandline managersonstudyassistance policyandrelatedbursary
issues
 Monitoredthe implementationof Individual DevelopmentPlanasagreedbyemployeesand
line.
EmploymentEquity
 Ledthe transformationagendaof the divisionandensuredthatitculminatedtoorganisational
transformation.
 EstablishedEEforumas perSection16 and ensuredcompliance tothe provisionsof EEA
 Facilitatedthe buildingof talentpipeline inthe designatedgroups
 Drawingup qualitativeandquantitative transformationplan(shorttermandlongterm)
 AdvisedandguidedEEforumchairpersonindischarginghis/herduties
 Reportedandmonitoredprogresstowardsthe achievementof transformationplans
Company : NECSA
PeriodEmployed : July 2010 to March 2011
PositionHeld : EmploymentEquity Specialist
Responsibilities
 Establishedconsultationforumsforthe implementationof EE (section16)
 Developed,consultedandimplementedthe employmentequityplan
 Facilitatedthe processof Identifying employmentbarriersfordesignatedemployees
 Quarterlyupdatedthe workforce profile andidentifiedunderrepresentationof designated
employees

5.  Determinednumerical goalstoachieve equitablerepresentation
 ProposedEE objectivesandactionstobe implementedtoachieve equitablerepresentation
 Developedasystemtomonitorandevaluate the implementationof the EE plan
 IdentifiedemploymentbarriersparticularlyforemployeeswithdisabilitieswithinNECSA
 Compiledandconsulted EEforumonthe annual EE reportssubmittedtothe Departmentof
Labour
 Liaisedandnetworkedwithall relevantinternalandexternal stakeholdersandensuredsupport
for EE activitiesatNECSA
 Workedclosely withODdepartmenttointegrate EEfunctions withotherHRmanagement
functions
 ParticipatedinODinitiativesandprogrammesthatenhancedEEobjectives,e.g.Succession
management.
Workexperience continues
Company Position Duties Duration
NECSA
Senior
Personnel
Officer
RecruitmentAdministration,HRBudget,
Industrial Relations,TrainingAdministration,
HR Reports,EE Administration,Performance
Management
October 2008 to
June 2010
NTP
RADIOISOTOPES
(Subsidiary of
NECSA)
Personnel
Officer
HR Generalistfunction - atan assistantlevel
October 2007 to
September2008
NECSA
Training
Coordinator
Coordinationof Training
September2006
to September
2007
Department of
Education
Gauteng North
HR Intern General administrationduties
March 2006 to
August 2006
Phandulwazi
Agricultural
High School
Educator.
TeachingGrade 8 – 12 Economics& Business
Economics.
March 2005 to
December 2005
References
Name : Ms Ntebatse Matube
Senior Manager H&OD (Necsa)
Tel: 012 305 5844
Cell: 082 807 6738
Email: Ntebatse.matube@necsa.co.zaName : Mr. Daniel Moagi
Group Executive: Human Resource (Necsa)
Cell: 082 828 5267
Name : Mr. Polelo Madalane
Senior Manager Human resource (Necsa)
Cell: 072 586 4804