In the dynamic realm of contemporary workplaces, employees face various challenges that influence their job satisfaction, productivity, and overall welfare.

1. 2024

3. South Africa's entrepreneurial
spirit is a beacon of hope, driving
economic growth and social
progress across our nation.
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Yasmin Nasser
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Reem Almasoud, Sheldon Miller
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March, 2024
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5. Descrip on
Featuring
Veolia Services
Southern Africa
veolia.co.za
HDS Global SA
hdsglobal.co.za
DANONE SOUTHERN
AFRICA
corporate.danone.co.za
African Bank
africanbank.co.za
The Capital Hotels,
Apartments and
Resortsz ber.co.za
Tiber Construc on
z ber.co.za
Campari Group
camparigroup.com
Leroy Merlin SA
leroymerlin.co.za
Marley Roofing
South Africa
marleyroofing.co.za
Abhishek Dubey
Director of HR
Andrew Weir
Human Resources Director
Charlene Merwe
Human Resources Director
Dikeledi Dlwa
HR Director
Gcobisa Ntshona
Group Chief People Officer
John Skelton
Chief People Officer
Leonora Che y
Human Resources Director
Lucille Braaf
Human Resources Director
Nthabiseng Thaba
Human Resources Director
Ronalda Pillay
Human Resources Director
Human Resource Leader with reasonable func onal and
domain experience with specializa on in Talent development,
Talent Management, Performance Management, HR Digital,
Talent Experience, and Business Partnering.
Andrew has over 30 years experience in the Human Resource
Management field. Servicing the mining industry in South
Africa and interna onally.
Charlene has over several years experience in the
Administra ve/Office Administra on field. During that me,
she has developed a diverse skills set in Office Administra on
and the various departments.
A dynamic and innova ve business leader and execu ve with
extensive Human Resources Management experience within
the broadcas ng, retail and consumer goods industries.
Gcobisa Ntshona is a dynamic Human Resources
Professional with experience in enabling business delivery
in both the Petrochemical and Banking sectors.
With a comprehensive professional background
spanning almost three decades, John's journey in HR has
been fueled by a passion for fostering dynamic workplace
cultures.
Leonora has innate ability and passion for developing, and
equipping people with leadership skills which has resulted in
building strong professional rela onships with all stakeholders.
Lucille is Human Resources Director at Campari Group, a major
player in the global spirits industry, with a por olio of over 50
premium and super premium brands, spreading across Global,
Regional and Local priori es.
A seasoned HR professional with vast experience in Learning
and Development and Human Resources within the wholesale
and retail environment, manufacturing and Bio Medical
Engineering.
Ronalda is Human Resource Director at Marley Roofing, with
more than 65 years of roofing exper se and heritage, it
con nues to shape the roofscapes of South Africa.
Zensar South
Africa Pty Ltd.
zensar.com
Company Name

7. South Africa's HR leaders are pivotal figures in the
realm of organiza onal management, steering their
companies through a landscape marked by
con nuous change and evolu on. These professionals
exhibit a steadfast commitment to excellence, innova ve
thinking, and resilience as they navigate through both
challenges and opportuni es.
Deeply a uned to the intricate socio-economic fabric of
South Africa, HR leaders in the country play a pivotal role in
fostering inclusive workplaces that honor diversity and
empower individuals from all walks of life. Their
focus on diversity and inclusion not only
mirrors the mul faceted nature of South
African society but also fuels a culture
of innova on and ingenuity within
corporate se ngs.
Furthermore, South Africa's HR
leaders are adept at leading
change, embracing
technological advancements,
and leveraging cu ng-edge
solu ons to streamline
opera ons, enhance decision-
making processes, and elevate
the overall employee
experience. Through strategic
deployment of technology, they
spearhead digital transforma on
ini a ves that ensure organiza ons
remain compe ve in an ever-
evolving market landscape.
Beyond their strategic prowess and technical
proficiency, HR leaders in South Africa priori ze the
well-being and professional development of their
employees, recognizing that a flourishing workforce is
integral to organiza onal success. Through targeted
ini a ves aimed at bolstering mental health, fostering
work-life balance, and facilita ng ongoing learning
opportuni es, they cul vate environments where
employees can thrive and unleash their full poten al.
Through the latest edi on of South Africa's 10 HR Leaders
Reshaping Workplaces in 2024, HR leaders epitomize
resilience, adaptability, and an unwavering dedica on to
driving posi ve change. Their visionary leadership and
steadfast commitment are instrumental in shaping the
future of work and ushering in a more inclusive, prosperous
future for all stakeholders involved.
The Vangua
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8. C T
08
C O V E R S T O R Y
Gcobisa
Ntshona
Fostering an Employee-Centric High-
Performance Culture

9. T S
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A R T I C L E S
L I S T I N G S
ABHISHEK DUBEY
TRAILBLAZERS
OF TALENT
ADAPTING TO
CHANGE
LEONORA CHETTY
JOHN SKELTON
Advocating a Sense of
Belonging at the
Workplace
South Africa's HR
Leaders Redening the
Workplace
Strategies from Resilient
HR Leaders in South Africa
Cultivating a Healthier
Workplace Environment
with Unparalleled HR
Strategies
Steering the Strategic
Direction for a Better
Workplace Environment
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10. Fostering an Employee-Centric
High-Performance Culture
Gcobisa places a high priority on
upholding cultural stewardship within
the organiza on as an integral
component of the leadership compact
and the ongoing culture journey.
C O V E R S T O R Y

11. GCOBIS
NTSHON

12. Driving a Cultural Revolution through
HR Leadership!
In the dynamic realm of
contemporary workplaces,
employees face various challenges
that influence their job satisfaction,
productivity, and overall welfare.
Addressing these matters requires
thoughtful and strategic solutions to
foster an environment where
employees can flourish. In today’s
business landscape, work dynamics are
shifting, and consequently, so are
workforce expectations. Organizations
are continually working towards
retaining their most valuable talents.
HR leaders serve as the designers of a
company’s people-centric strategy,
forming the foundation of a well-
operating organization. These
strategies have a far-reaching influence
on various aspects, including talent
acquisition, development,
performance, and engagement,
ultimately cultivating a motivated and
proficient workforce. Furthermore, HR
strategies play a pivotal role in
upholding legal compliance,
minimizing risks, and optimizing HR
operations through technology. When
integrated effectively, these strategies
empower organizations to function
seamlessly and productively, thereby
promoting employee contentment and
facilitating the attainment of
overarching business objectives.
While discovering the prominent
names in the field of HR Leadership,
we came across African Bank Group
Chief People Officer - Gcobisa
Ntshona, a luminary in the field of HR
whose dedication and visionary
leadership has left an indelible mark on
the sector. Gcobisa Ntshona is at the
forefront of a cultural revolution that
not only respects and integrates
business values into the organizational
fabric but also ensures an inclusive and
cohesive work environment.
It’s this kind of leadership that has
played an instrumental role in African
Bank’s consistent recognition,
solidifying its position as a top
employer three years in a row and
being named Top Empowered
Company for Enterprise and Supplier
Development.
Gcobisa Ntshona plays a crucial role at
African Bank, where she leads the
Human Capital function with a specific
focus on shaping the Human Capital
Strategy, delivering strategic Human
Capital guidance, and fostering an
employee-centric high-performance
culture aligned with the Bank’s
strategic objectives.
Upholding Cultural Stewardship
In her capacity, she is responsible for
the oversight of all human resources
people practices, which encompass
culture performance, PPI development,
talent acquisition, development, and
the cultivation of employee
engagement. Gcobisa places a high
priority on upholding cultural
stewardship within the organization as
an integral component of the
leadership compact and the ongoing
culture journey.
This not only means respecting and
integrating business values, beliefs,
and traditions into our organizational
framework but also creating an
inclusive and cohesive work
environment. In addition, my role is to
assist in fostering an environment that
not only encourages diversity but also
boosts employee morale and overall
productivity, said Gcobisa.
Another key part of her role is to assist
in developing programs and initiatives
that help retain staff and build top
talent, as individuals are naturally
drawn to organizations that embrace
diverse cultural perspectives.
Empowering Employees
Gcobisa’s vision for HR in shaping the
workplace of the future is centered
around agility, innovation, and
inclusivity. She aims to foster an
environment where employees feel
empowered to adapt to change and
bring new ideas to the table and where
diversity and inclusion are core values.
This vision aligns with African Bank’s
strategic objectives by ensuring it has
the right talent and culture to navigate
evolving financial landscapes and
deliver innovative solutions to its
customers.
African Bank has concluded a
significant transformation milestone by
merging three Banks into one, and as a
result, it has commenced on a culture
and leadership journey that ensures its
vision of embedding a steward
leadership “DNA” into the Bank will
not stop with its leaders but extends to
all African Bankers.
We stay agile by proac vely monitoring industry
trends, conduc ng regular skills assessments, and
ensuring a close alignment to best prac ce or best-
known methods. We also encourage cross-
func onal collabora on to address emerging
challenges and iden fy growth opportuni es.

13. Recognizing Collective Values
In alignment with her role, the bank
has initiated the Reinspired Values
campaign aimed at recognizing and
commemorating its collective values.
This campaign serves as the
foundation, underscoring the
importance of having the right
colleagues and the necessity to conduct
work in a manner consistent with these
values. It also highlights the imperative
for leaders to demonstrate alignment
with the organization’s leadership
compact.
The leaders and African bankers have
raised their #AudaciousVoices,
eloquently explaining their
interpretations of the organization's
ideals. The Reinspired Values
campaign acts as a forerunner to the
#MovementMaker culture activation,
promoting the idea that these values
are essential for organizational
leadership. They have a significant
impact on work techniques and how
services are delivered.
Fostering Cross-Functional
Collaboration
The organization maintains its agility
through a proactive approach involving
the regular monitoring of industry
trends and the conduct of skills
assessments. This ensures a continuous
alignment with best practices and
methods recognized as the industry
standard. There is also a strong
emphasis on fostering cross-functional
collaboration to tackle emerging
challenges and discover avenues for
growth.
Furthermore, significant investments
are made in employee development to
equip the team with the requisite skills
for success within the dynamic
business landscape. Throughout these
efforts, the organization remains
committed to linking milestones to its
Gcobisa Ntshona
Group Chief
People Officer
African Bank

14. overarching strategic direction, as
firmly rooted in its Excelerate25
strategy.
Employee development is a top
priority at African Bank. It provides
ongoing training, mentorship, and
grooming futures leaders today. The
bank encourages employees to set
personal development goals and
provides opportunities for them to
apply new skills through challenging
projects, ensuring a culture of
continuous learning and growth. It has
commenced its journey to becoming a
high-impact learning organization, and
this entails a robust offering around
learning interventions offered through
various platforms.
The organization has implemented
diversity and inclusion training,
established diversity-focused hiring
practices, and created Employee
Resource Groups (ERGs) to foster a
sense of belonging. This has led to a
more diverse workforce, enriched
perspectives, and improved innovation
and problem-solving capabilities,
positively impacting their overall
performance.
Prioritizing Employee Engagement
The organization has initiated a
progressive journey towards the
integration of advanced HR technology
across various functions such as
recruitment, onboarding, performance
management, and employee
engagement. This strategic move is
anticipated to yield several benefits,
including heightened efficiency,
improved employee experiences, and
the ability to make data-driven
decisions for enhanced talent
management, development, and overall
business processes.
Additionally, the organization has
embraced flexible working practices
that afford employees the freedom to
work both remotely and in-office. This
approach is complemented by tools
designed to facilitate in-person
meetings and encourage team
collaboration. However, a crucial
aspect of this initiative involves the
continuous refinement and widespread
adoption of the Bank’s new digital
work methods. Leveraging cross-
functional teams and collaboration is
pivotal in ensuring that employees
consistently maintain high levels of
productivity.
Amalgamating HR Strategies with
Business Objectives
Gcobisa Ntshona collaborates closely
with the executive leadership team
through regular engagements,
meetings, and strategic discussions.
She aligns HR strategies with business
objectives by ensuring that the
company’s talent strategy supports the
company’s growth plans, and she
continuously evaluates and adjusts the
HR initiatives based on the company’s
evolving needs. An essential
component of the company’s people-
focused agenda centers around its
concerted efforts to promote and
enhance the organizational culture in
The role I play at African Bank is
one that leads the Human Capital
func on with a par cular emphasis
on developing and shaping the
Human Capital Strategy, providing
strategic Human Capital advice, and
crea ng an employee-oriented high-
performance culture that enables the
Bank’s strategic objec ves.

16. conjunction with its leadership
compact. The company also places a
significant emphasis on refining its
employee value proposition as a core
element of this agenda.
To promote effective communication
and collaboration in a hybrid work
environment, the company utilizes
digital collaboration tools, conducts
regular virtual team meetings, and
encourages open and transparent
communication. Gcobisa Ntshona,
along with the help of the company,
has also implemented training
programs to help employees adapt to
this new work paradigm successfully.
Key to this has been modeling the
required leadership behavior as well as
balancing lessons learned during
COVID around hybrid setups.
Gcobisa Ntshona gives valuable advice
to aspiring HR professionals. She says,
“I would advise aspiring HR
professionals to prioritize empathy,
adaptability, and continuous learning.
HR is about understanding people’s
needs and evolving the changing
business landscape. Be open to new
ideas, leverage technology, and always
seek opportunities to enhance the
employee experience, as this will
ultimately drive organizational
success. Seek to constantly align HR
strategies and plans to business
strategies. Lastly, do not see yourself
as only a Human Resources
professional but a business leader
tasked with making an impact.”

18. Aculture of trust and respect in the workplace
encourages innovation and creativity. When
employees feel valued and respected, they are more
likely to be motivated to perform their best and remain
committed to the organization. Organizations can give this
sense of fulfillment to their employees with effective HR
strategies.
With HR strategies, organizations can create a workplace
environment where employees feel valued, respected, and
included in the working process. Abhishek Dubey, the
Director of HR of Zensar South Africa Pty Ltd, has
implanted unique tactics effortlessly in his long career in
this field. With a passion for fostering a positive and
productive work environment, Abhishek brings a diverse
background and expertise in Human Resources to the table.
Throughout his career, Abhishek has had an opportunity to
work in various HR capacities, gaining valuable experience
and learning from some of the best and finest in talent
acquisition, employee relations, performance management,
legal & compliance, and organizational development. His
purpose is to contribute to creating a workplace that not
only attracts top talent but also ensures the growth and well-
being of every individual within the organization.
Ensuring Overall Well-being
Abhishek started working with an IT organization and
thereafter worked with a Talent Acquisition firm, followed
by a manufacturing organization before joining Zensar in
2007.
His role encompasses a wide range of functions that
contribute to the overall success and well-being of the
Abhishek
Dubey
Advoca ng a Sense of Belonging at the Workplace
organization and its resources; it spans Strategic Planning,
Resource Partnering (employee relations), Performance
management, learning & Development (Skill development),
Compensation & Benefits, Compliance, DE&I, HR
Technology (focus on employee experience across the
employment life cycle.), business partnering, employee
wellness, succession planning, branding, and change
management.
His vision for the workplace of the future in South Africa
centers on creating an environment that seamlessly blends
technological advancements with human-centric values.
Zensar foresees a flexible and inclusive workplace that
prioritizes hybrid work options, allowing employees to
achieve a harmonious work-life balance and promoting
wellness programs to support the mental health and well-
being of employees. Embracing diversity, equity, and
inclusion is integral to fostering a culture that celebrates the
unique contributions and success of every individual.
Impacting Lives with a Better Workplace Environment
South Africa has a pool of talent, and many more get added
to the talent mix on an annual basis; there are a few sectors
within the IT space where South Africa holds the edge and
key to dominate in the future. Zensar is determined to bring
a differential impact on individuals’ lives (who choose to
join Zensar).
Zensar’s HR processes are streamlined through the
integration of advanced technologies. The company
leverages cutting-edge Human Resources Information
Systems (HRIS) to centralize data management, automate
routine tasks, and enhance overall operational efficiency.
Continuous feedback mechanisms are strengthened with
South Africa's 10 HR Leaders Reshaping Workplaces in 2024
March, 2024 www.insightssuccess.com
16

19. Our vision for the
workplace of the
future in South
Africa centers on
creating an
environment that
seamlessly blends
technological
advancements with
human-centric values.
,
,
,
,
,
,
,
, Abhishek Dubey
Director HR
Zensar South Africa Pty Ltd
March, 2024 www.insightssuccess.com
17

20. technology, fostering transparent communication and
supporting employee growth. Abhishek regularly evaluates
the company’s HR processes to improve the experience of
candidates and employees.
A Comprehensive and Employee-centric Approach
The company actively participates in external evaluation of
its processes and policy against national and global
benchmarking. It has secured a “Top Employer – South
Africa” accolade for the third time in a row. This accolade
compliments and adds credentials to its HR practices and
policies. Learning from top employers’ best practices helps
the company to be the best.
The HR team’s talent acquisition strategy at Zensar
revolves around a comprehensive and employee-centric
approach. To attract top talent, the team begins with a
robust employer brand, showcasing a compelling narrative
of its organizational culture, values, growth opportunities,
and accolades, including “Proudly South African” & “Top
Employer – South Africa.” Zensar’s job postings are crafted
with precision, emphasizing the unique aspects of the
workplace. Leveraging social media platforms, the team
engages in strategic talent marketing campaigns, reaching
potential candidates where they actively participate.
Meeting the Evolving Needs of the Workforce
Retention, for Zensar, hinges on a supportive and inclusive
workplace culture. Employee recognition programs, regular
feedback sessions, and mentorship opportunities contribute
to a sense of belonging. The company invests in continuous
learning initiatives, ensuring employees stay ahead in their
careers. Flexibility in work hours and remote work options
further enhance work-life balance and the opportunity to
participate and contribute to CSR activities. Abhishek and
his team have implemented an internally crafted Happiness
Framework to focus on employee engagement.
Additionally, the company regularly reassesses its benefits
offerings to align with the evolving needs of its workforce.
This comprehensive approach not only attracts top talent
but fosters a culture where employees choose to stay and
grow.
Enhancing Productivity with Technological Integration
Zensar has prioritized technology, providing robust
collaboration tools and remote access to ensure seamless
workflow. Regular virtual check-ins, both one-on-one and
team meetings, foster communication and maintain a sense
of connection and belonging. Employee engagement is
upheld through virtual team-building activities, recognition
programs, and digital wellness initiatives. Flexibility in
work hours accommodates diverse schedules, promoting
work-life balance. Abhishek and his team emphasize clear
communication channels, utilizing video conferencing and
messaging platforms. To sustain productivity, the team has
focused on setting transparent expectations, providing
necessary resources, and supporting employees with virtual
training opportunities. Regular feedback mechanisms and
performance reviews continue to guide professional growth.
Zensar’s commitment to employee well-being, coupled with
a culture of trust and flexibility, has been instrumental in
sustaining high levels of productivity and engagement in its
remote work environment.
To ensure employees thrive in a rapidly changing business
environment, Abhishek implemented a multifaceted
approach. Regular skills assessments identify current
competencies and gaps, guiding targeted training initiatives.
Zensar’s Learning management team works very closely
with business teams to outline technical growth plans and
then works with vendors to align course offerings to them.
Its Learning Management System offers a diverse range of
online courses, workshops, and certifications, promoting
continuous learning. Mentorship programs facilitate
knowledge transfer, while cross-functional training
We foresee a flexible and
inclusive workplace
that prioritizes hybrid
work options, allowing
employees to achieve a
harmonious work-life
balance and promoting
wellness programs to
support the mental
health and well-being
of employees.
,
,
,
,
,
,
,
,
March, 2024 www.insightssuccess.com
18

21. broadens skill sets. The company allocates budgets for
professional development, empowering employees to attend
conferences and pursue external courses. Performance
reviews incorporate feedback on skills development,
emphasizing a growth-oriented mindset. During
performance reviews, employees agree on a development
action plan along with milestones and collaborate with the
manager to achieve them. The HR team prioritizes
technology adoption training, ensuring proficiency in the
latest tools. Health and wellness programs contribute to
overall well-being, and a flexible work culture
accommodates diverse needs. By regularly assessing
industry trends and benchmarking against best practices, the
company stays at the forefront of skill requirements.
Pursuit of Employee Satisfaction
Quantifying the impact of HR initiatives involves a dual
approach. Firstly, for organizational success, metrics such
as key performance indicators (KPIs), revenue growth, and
productivity changes are tracked alongside cost-efficiency
analyses to evaluate the return on investment. Zensar has a
dashboard(s) built to provide stakeholders with real-time
information on these parameters to assist them in making
better decisions. Additionally, talent acquisition metrics,
retention rates, and innovation indicators offer insights into
the strategic alignment and effectiveness of HR programs.
Secondly, employee satisfaction is assessed through
Happiness surveys, retention and turnover rates, and
absenteeism metrics.
Regular feedback mechanisms, including performance
reviews and recognition programs, contribute to a
qualitative understanding of job satisfaction. Integration of
technology, like learning management systems and
analytics tools, aids in data-driven decision-making.
Continuous improvement is achieved through
benchmarking against industry standards, fostering a
culture of feedback, and ensuring that HR initiatives align
with organizational goals. This holistic evaluation enables
HR professionals to demonstrate the tangible impact of
their initiatives on both organizational success and
employee satisfaction.
Staying updated with evolving HR regulations involves
continuous monitoring of legal changes, subscribing to
industry newsletters, and participating in professional
forums. Regular collaboration with legal advisors and
attendance at relevant seminars further enhances
understanding.
Utilizing technology for automated compliance tracking
and investing in training programs ensures that HR
professionals remain well-informed. Additionally, fostering
a proactive compliance culture within the organization,
where employees are encouraged to report concerns,
enhances overall compliance efforts. Regular audits and
assessments help identify and rectify potential compliance
gaps promptly. This multifaceted approach ensures that the
organization remains abreast of HR regulations, promoting
a compliant and ethical work environment.
Upholding Ethical Standards
• Abhishek provides valuable advice to all aspiring HR
professionals:
• Make a positive impact and prioritize building strong
relationships across all levels of the organization.
• Actively listen to employee concerns and align HR
strategies with organizational goals.
• Embrace continuous learning and staying updated on
industry trends and emerging technologies to enhance
expertise.
• Be an advocate for diversity and inclusion, creating a
workplace that values unique perspectives and fosters a
sense of belonging.
• Cultivate emotional intelligence, empathy, and
effective communication to navigate complex human
dynamics.
• Demonstrate adaptability in the face of change and be
proactive in problem-solving.
• Prioritize employee development, offering training and
mentorship programs that contribute to professional
growth.
• Uphold ethical standards, ensuring compliance with
HR regulations.
• Measure the impact of HR initiatives using data and
metrics to showcase the tangible value.
• Be a positive force for change, driving initiatives that
enhance workplace culture, employee well-being, and
organizational success.
March, 2024 www.insightssuccess.com
19

24. Leaders
the Workplace
In the dynamic landscape of South Africa's corporate
world, human resources (HR) leaders play a pivotal
role in shaping the future of work. With rapid
technological advancements, evolving demographics, and
shifting employee expectations, HR professionals are faced
with the formidable task of redefining the workplace to
meet the demands of the modern workforce.
Further, we delve into the innovative approaches adopted
by South Africa's HR leaders, who are not only adapting to
change but are also trailblazing new paths in talent
management!
March, 2024 www.insightssuccess.com
22

25. Embracing Diversity and Inclusion
South Africa's history is marked by diversity, and HR
leaders are leveraging this rich tapestry to foster inclusive
workplaces. Recognizing that diversity goes beyond race
and gender, these leaders are championing diversity of
thought, background, and experience. By creating
environments where all employees feel valued and
respected, HR leaders are not only nurturing a sense of
belonging but also unlocking the full potential of their
workforce. Initiatives such as unconscious bias training,
diverse recruitment strategies, and employee resource
groups are being implemented to promote diversity and
inclusion across organizations.
Flexible Work Arrangements
The traditional 9-to-5 work model is gradually giving way
to flexible work arrangements, and HR leaders in South
Africa are at the forefront of this shift. Understanding the
need for work-life balance and accommodating individual
preferences, these leaders are implementing policies that
allow employees to work remotely, adopt flexible hours, or
job share. By embracing flexibility, organizations are not
only attracting top talent but also enhancing employee
satisfaction and productivity. Moreover, flexible work
arrangements are proving to be invaluable during times of
crisis, such as the COVID-19 pandemic, enabling
businesses to maintain continuity while prioritizing
employee safety and well-being.
Prioritizing Employee Well-being
In today's fast-paced work environment, employee well-
being has emerged as a critical priority for HR leaders.
Recognizing that happy and healthy employees are more
engaged and productive, these leaders are investing in
comprehensive well-being programs that address physical,
mental, and emotional health. From onsite wellness
facilities and mental health resources to mindfulness
workshops and flexible leave policies, organizations are
adopting holistic approaches to support their employees'
well-being. By prioritizing employee well-being, HR
leaders are not only fostering a positive workplace culture
but also reducing absenteeism, turnover, and healthcare
costs.
Embracing Technology
The digital revolution has transformed every aspect of
business, including HR practices. South Africa's HR leaders
are harnessing the power of technology to streamline
processes, enhance decision-making, and improve the
employee experience. From cloud-based HR systems and
predictive analytics to artificial intelligence (AI) and
Trailblazers of Talent
chatbots, organizations are leveraging innovative
technologies to automate routine tasks, identify talent
trends, and personalize employee interactions. By
embracing technology, HR leaders are not only increasing
operational efficiency but also driving strategic initiatives
that enable organizations to stay ahead in a competitive
market.
Investing in Learning and Development
In a rapidly evolving job market, continuous learning has
become imperative for both individual and organizational
success. HR leaders in South Africa are recognizing the
importance of investing in learning and development
initiatives that equip employees with the skills they need to
thrive in the digital age. From e-learning platforms and
skills assessments to mentorship programs and leadership
development workshops, organizations are offering a wide
range of opportunities for employees to upskill and reskill.
By prioritizing learning and development, HR leaders are
not only future-proofing their workforce but also fostering a
culture of innovation and growth within their organizations.
Championing Agile HR Practices
The traditional HR model is giving way to agile practices
that are better suited to the fast-paced, ever-changing nature
of today's business environment. South Africa's HR leaders
are embracing agile methodologies such as scrum, kanban,
and lean to drive innovation, improve collaboration, and
respond quickly to market dynamics. By breaking down
silos, empowering cross-functional teams, and adopting
iterative approaches, organizations are able to adapt more
effectively to change and deliver value to both customers
and employees. Agile HR practices are not only
revolutionizing talent management but also positioning
organizations for long-term success in a volatile world.
In conclusion,
South Africa's HR leaders are redefining the workplace by
embracing diversity and inclusion, promoting flexible work
arrangements, prioritizing employee well-being, embracing
technology, investing in learning and development, and
championing agile HR practices. By embracing these
innovative approaches, these trailblazers of talent are not
only driving organizational success but also shaping the
future of work in South Africa. As the business landscape
continues to evolve, HR leaders will play an increasingly
crucial role in navigating change, unlocking potential, and
creating workplaces where employees can thrive.
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26. John Skelton
Chief People Officer
The Capital Hotels,
Apartments and Resorts
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24

27. Human capital, encompassing the skills,
knowledge, and creativity of a workforce, is a
critical asset that can propel an organization to
success or lead it into challenges. Successful organizations
understand that human capital management is not merely an
administrative task but a strategic imperative. It involves
aligning the workforce with the organization’s overarching
goals and objectives. By recruiting, developing, and
retaining talent that complements the strategic vision,
organizations can ensure a harmonious and purpose-driven
workforce.
The Capital Hotels, Apartments, and Resorts is a prime
example of these successful organizations with effective HR
Strategies, managed by Chief People Officer John
Skelton.
John Skelton, the Chief People Officer at The Capital
Hotels, Apartments and Resorts, has been recognized
among South Africa’s top HR leaders reshaping workplaces
in 2023. With a comprehensive professional background
spanning almost three decades, his journey in HR has been
fueled by a passion for fostering dynamic workplace
cultures and empowering individuals to thrive within
organizations.
Bringing Complete Cultural Transformation
John joined the organization in 2016 with a clear vision to
complete cultural transformation within the company and
lead the people strategy. With extensive knowledge of
entrepreneurial cultures within South African businesses, he
brings a wealth of experience in organization design and
change management to his role. Prior to joining The
Capital, he held notable positions at Dimension Data and
Nandos SA. His passion for understanding the motivations
of people to behave and link with human economics started
when he completed his BSSc from Rhodes University with
a double major in Organizational Psychology and
Information Systems in 2004.
John is entrusted with steering the strategic direction of the
organization’s people and culture. He provides direction for
all aspects related to HR and oversees the people and
culture of The Capital Hotels, Apartments and Resorts.
In his role, he spearheads initiatives to attract and retain top
talent, as well as cultivate an inclusive, innovative, and
growth-oriented workplace.
Additionally, he has been involved in leveraging
technology, such as AI-powered platforms, to analyze
employee performance metrics and market benchmarks for
the ideal candidate, emphasizing the importance of a data-
driven approach in shaping HR roadmaps.
Envisioning the workplace of the future within South
Africa’s evolving business landscape entails embracing
agility, diversity, and a strong focus on employee well-
being. I advocate for a workplace that seamlessly integrates
technology, fosters continuous learning, and champions a
culture of collaboration and adaptability.
Leveraging Cutting-edge Tools
Technology and digital transformation are pivotal in
enhancing HR processes and elevating employee
experiences. By leveraging cutting-edge tools, he
John
Skelton
Steering the Strategic Direc on for a Be er
Workplace Environment
March, 2024 www.insightssuccess.com
25

28. streamlines HR operations, from talent acquisition to
performance management, ensuring a more agile
and responsive approach to meet evolving
organizational needs.
In a competitive job market, John’s approach
revolves around a holistic employee value
proposition. It emphasizes career development, a
supportive work environment, and innovative
benefits to attract and retain top-tier talent, fostering
a workforce that is not only skilled but deeply
engaged in the organizational mission.
The rise of remote work has generated the need to
implement robust communication channels, virtual
collaboration tools, and flexible work policies where
needed. The Capital prioritizes maintaining open
lines of communication, encouraging a healthy
work-life balance, fostering a sense of connection,
and ensuring sustained productivity and employee
engagement. The organization also measures output
and not time spent in the office. Employees who do
not perform are managed accordingly.
Fostering a Continuous Learning Environment
In navigating a rapidly changing business
environment, The Capital invests in continuous
learning initiatives. Through training programs,
mentorship, and partnerships with educational
institutions, it empowers employees with the skills
and knowledge needed to thrive in an ever-evolving
landscape.
The organization has a dedicated Training Academy,
named The Hotel Academy School, where
employees are trained in a purpose-built training
facility. Its vision is to disrupt the hotel industry by
building talent that the company is confident will
lead the change it wants to see. It has a number of
courses available to all potential students looking for
a career in the hospitality space.
Enhancing Employee Satisfaction
At The Capital Hotels, Apartments and Resorts,
there is a strong emphasis on gathering feedback and
hearing the voice of the staff. The impact of HR
initiatives on organizational success and employee
satisfaction is measured through a comprehensive
approach, which includes key performance
I advocate for a
workplace that
seamlessly integrates
technology, fosters
con nuous learning, and
champions a culture of
collabora on and
adaptability.
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29. expectations, regular feedback mechanisms, and data
analytics. An annual Employee Satisfaction Survey is
conducted to gather honest feedback from the staff, which is
then used to inform the people initiatives for the following
year.
John Skelton has been instrumental in leveraging
technology, such as AI-powered platforms, to analyze
employee performance metrics and market benchmarks,
emphasizing the importance of a data-driven approach in
shaping HR roadmaps.
Staying abreast of evolving HR regulations is non-
negotiable. Regular engagement with industry forums,
ongoing professional development, and maintaining a
robust network of legal and compliance experts ensure that
they stay not only compliant but also proactive in adapting
to regulatory changes. The Capital partners with industry
experts who assist with ensuring that it is compliant in all
HR matters.
The Optimistic Future of HR
John offers advice to aspiring HR professionals,
emphasizing the importance of embracing change, staying
curious, and prioritizing empathy. He highlights the need to
develop a deep understanding of an organization’s unique
dynamics, foster strong relationships, and champion
inclusivity. Skelton emphasizes that the role of an HR
professional is not just about managing processes but about
nurturing a culture where individuals thrive, and
organizations flourish, always putting people first and
having fun.
He believes that in the ever-evolving landscape of the
professional world, Human Resources (HR) stands out as a
dynamic and vital field, constantly adapting to the changing
needs of both organizations and employees. For individuals
seeking a career that is inherently people-oriented, the
future of HR is nothing short of incredible as someone who
has been recognized in the field with prestigious accolades
such as the South African Revenue Association (SARA)
Project of the Year for Unlimited Leave and a CHRO
nomination for CHRO of the Year in 2023, his journey
ahead in HR promises even greater opportunities.
One of the most fascinating aspects of the future of HR lies
in its innovative approaches to employee well-being. The
implementation of groundbreaking projects, such as the
Unlimited Leave initiative celebrated by SARA, showcases
a forward-thinking mindset in HR. As organizations strive
to create inclusive and employee-centric environments, The
role of HR professionals becomes pivotal. They are at the
forefront of designing policies that not only attract top
talent but also prioritize the overall health and happiness of
the workforce.
The paradigm shift towards a more technology-driven
workplace further enhances the significance of HR.
Automation and artificial intelligence are reshaping
traditional HR functions, allowing professionals to focus on
strategic and people-centric initiatives. The ability to
leverage data analytics for informed decision-making is
becoming a crucial skill for HR practitioners, enabling them
to identify trends, predict employee needs, and contribute
significantly to organizational success.
As organizations recognize the intrinsic link between a
motivated, engaged workforce and business success, the
role of HR in the C-suite becomes more prominent. The
future holds a plethora of opportunities for HR
professionals to ascend to leadership positions and make a
lasting impact on the overall success and culture of their
organizations.
John believes that the future of HR is an exciting journey
for those seeking a career deeply rooted in human
interactions. With technological advancements, innovative
projects, and a growing acknowledgment of the vital role
HR plays in organizational success, this field offers a path
for individuals to make a meaningful impact.
South Africa's 10 HR Leaders Reshaping Workplaces in 2024
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27

30. from Resilient
HR Leaders in
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31. In the face of constant disruption and uncertainty,
human resources (HR) leaders in South Africa are
demonstrating remarkable resilience by adapting to
change and leading their organizations through turbulent
times. From economic fluctuations to technological
advancements and global pandemics, these HR
professionals are not only weathering the storm but also
driving innovation and growth.
Embracing Change as the New Normal
Resilient HR leaders in South Africa understand that change
is inevitable and have embraced it as the new normal.
Instead of resisting or fearing change, they view it as an
opportunity for growth and transformation. By fostering a
culture that values adaptability and agility, these leaders
create environments where employees are empowered to
embrace change, learn new skills, and innovate. Whether
it's implementing new technologies, restructuring teams, or
pivoting business strategies, resilient HR leaders approach
change with confidence and resilience, inspiring their teams
to do the same.
Cultivating a Growth Mindset
Central to the resilience of HR leaders in South Africa is a
growth mindset – the belief that talents and abilities can be
developed through dedication and hard work. These leaders
encourage continuous learning and development among
their teams, fostering a culture of curiosity,
experimentation, and innovation. By providing
opportunities for training, mentorship, and skills
development, they equip employees with the tools they
need to adapt to changing circumstances and thrive in
dynamic environments. A growth mindset not only enables
individuals to overcome challenges but also fuels
organizational resilience and success in the long run.
Prioritizing Communication and Transparency
Effective communication is essential during times of
change, and resilient HR leaders in South Africa understand
the importance of keeping employees informed and
engaged. They prioritize open, transparent communication
channels that foster trust, collaboration, and alignment
across the organization. Whether it's sharing updates on
business objectives, soliciting feedback from employees, or
addressing concerns and uncertainties, these leaders ensure
that everyone feels heard and valued. By maintaining clear
lines of communication, they minimize ambiguity and
resistance, enabling smoother transitions during periods of
change.
Building Agile and Adaptive Teams
Resilient HR leaders recognize that the key to navigating
change lies in building agile, adaptive teams capable of
responding quickly and effectively to evolving
circumstances. They prioritize diversity, equity, and
inclusion in team composition, recognizing the value of
different perspectives and experiences in driving innovation
and problem-solving. Through cross-functional
collaboration, flexible work arrangements, and agile
methodologies such as Scrum and Kanban, these leaders
empower teams to adapt to change, experiment with new
ideas, and iterate on solutions rapidly. By building resilient
teams, they position their organizations to thrive in an ever-
changing landscape.
Leveraging Technology for Strategic Advantage
Technology has become a powerful enabler of change, and
resilient HR leaders in South Africa are leveraging it to
drive strategic advantage. From cloud-based HR systems
and data analytics to artificial intelligence and automation,
they harness innovative technologies to streamline
processes, enhance decision-making, and improve the
employee experience. By embracing digital transformation,
these leaders not only increase operational efficiency but
also unlock new opportunities for growth and innovation.
Whether it's optimizing recruitment processes, enhancing
employee engagement, or fostering remote collaboration,
technology plays a central role in their change management
strategies.
Adap ng to Change
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32. Nurturing Resilience and Well-being
Resilient HR leaders understand that resilience begins with
individual well-being and prioritize initiatives that support
the mental, emotional, and physical health of their
employees. Whether it's offering wellness programs,
promoting work-life balance, or providing access to mental
health resources, they create environments where
employees feel supported, valued, and empowered to thrive.
By nurturing resilience at the individual level, these leaders
strengthen the overall resilience of their organizations,
enabling them to navigate change more effectively and
sustainably.
In conclusion, resilient HR leaders in South Africa are
adapting to change by embracing it as the new normal,
cultivating a growth mindset, prioritizing communication
and transparency, building agile and adaptive teams,
leveraging technology for strategic advantage, and
nurturing resilience and well-being. By employing these
strategies, they not only weather the storm but also emerge
stronger, more agile, and better prepared to tackle whatever
challenges the future may hold. As change continues to be a
constant in the business landscape, resilient HR leadership
will be essential for driving organizational success and
sustainability in South Africa and beyond.
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34. Employees are the pillars of an organization. Their
skills, dedication, and collective efforts drive
success, innovation, and sustained competitiveness.
Recognizing and prioritizing the well-being, development,
and satisfaction of employees contribute to the overall
success and sustainability of a company. To make this
possible, every organization needs effective HR Strategies.
The alignment of HR strategies with the broader business
strategy ensures that the workforce is effectively managed
and leveraged as a key driver of organizational success.
Leonora Chetty, a renowned leader in this field, has
demonstrated an inspiring model of HR strategies.
Leonora is the Human Resources Director of Tiber
Construction, a long-standing, privately-owned
construction company based in Sandton, Johannesburg.
With approximately 20 years of HR generalist experience in
diverse companies and industries, she holds qualifications
in Human Resources Management, Labor Relations, and
Coaching. In her role as HR Director at Tiber Construction,
Leonora Chetty oversees the company’s human capital
management and organizational development,
demonstrating her expertise in the field of human resources.
Promoting High Ethical Standards
In her capacity as the Human Resources Director, Leonora
oversees, directs, and coordinates all facets of the
organization’s human resources functions. She is adept at
cultivating professional relationships with relevant
stakeholders while upholding and promoting high ethical
standards within the organization. This includes managing
recruitment, selection, compliance, and employee-related
initiatives, in line with her extensive expertise and
qualifications in the field of human resources.
Leonora is actively involved in overseeing and managing
the organization’s performance management system,
conflict resolution, and the establishment of strong
stakeholder relationships through effective coaching and
communication strategies. She is also engaged in the
implementation of onboarding and work-readiness
programs, as well as the facilitation and conduct of training
sessions, among other duties.
Incorporating Positive Workplace Culture
Her primary objective is to consistently synchronize HR
and business strategies by spearheading communication
strategies such as coaching, counseling, mentoring, conflict
resolution, dispute mediation, and the facilitation of
challenging situations. Leonora derives great satisfaction
from inspiring personal growth, cultivating positive habits
and behavior in individuals, and collaborating with
executives to align their management and communication
strategies with the organization’s strategic priorities and
mission statement. Her extensive experience and
qualifications in Human Resources Management, Labor
Relations, and Coaching equip her with the expertise
needed to fulfill these responsibilities effectively.
After the ‘Great Resignation’ trend in 2022, the retention of
top talent has remained a significant risk factor for most
businesses, including Tiber Construction. The company has
sourced external assistance to refresh and flesh out its
succession plan with a focus on Continuing Professional
Development (CPD) training, development of management
and leadership skills, enforcing recruitment processes based
on the company values, and advocating for work-life
balance for all employees including promotion of wellness
initiatives.
Leonora’s strategic vision centers on the recruitment and
retention of top talent through the implementation of
holistic and flexible working arrangements in a positive,
office working environment, accompanied by the provision
of market-related compensation and benefits, amongst other
advantages.
Leonora
Chetty
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35. Integration of Technology to Enhance Performances
Tiber Construction is increasingly leveraging digital
technologies for enhanced productivity and efficiency by
integrating automation, AI, and data analytics into various
business processes, leading to a demand for digital skills
among our employees.
An area where AI has impacted her daily work as an HR
professional is the use of employee engagement surveys.
Monthly engagement surveys, life-cycle surveys, and
annual engagement questionnaires are tools to assist in
drafting employee surveys quickly, analyzing responses to
open-ended questions faster and more accurately, and
better-protecting employee confidentiality, thereby
increasing survey response rates.
Maintaining Effective Communication
As part of the communication strategy, these survey tools
easily generate a summary of feedback from identified
groups so top management can better understand how these
employees are feeling in those areas and respond
accordingly.
The use of WhatsApp groups on construction sites has
tremendously improved and increased communication and
production and has certainly enhanced collaboration among
employees and management. Leonora says it is amazing to
witness the transformational growth in the workforce,
embracing the use of digital tools and applications to
enhance site productivity.
In a world of constant change and technological innovation,
where volatility and response time are critical factors, a
construction company like Tiber is constantly looking for
new ways to respond to these changes.
Tiber is offering competitive salaries and benefits to top
talent whose skills and experience are valued.
Enhancing Job Satisfaction
Leonora believes that providing opportunities for
continuous learning and professional growth (CPD), which
includes training programs, workshops, and support for
further education, is essential. She also prioritizes
promoting a healthy work-life balance, flexible working
hours, and generous vacation policies to contribute to
employee satisfaction.
Leonora Chetty
Human Resources Director
Tiber Construction
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South Africa's 10 HR Leaders Reshaping Workplaces in 2024

36. Leonora is also building a positive and inclusive company
culture, fostering a collaborative environment, promoting
diversity and inclusion, and having a strong set of values.
She aims to offer clear paths for career advancement. She
understands that promotions are crucial, and employees
want to know whether their hard work will be recognized
and rewarded or not.
Keeping open and transparent communication channels
helps build trust with Tiber Construction employees as
they want to be informed about the company’s goals,
performance, and future plans.
Encouraging feedback and involving employees in
decision-making processes makes them feel valued and
engaged in the company’s success. The key, according to
Leonora, is to create an environment where employees feel
valued, supported, and challenged, leading to increased job
satisfaction and retention of top talent.
Matching Employee Expectations
After Tiber only worked remotely for two months during
the hard lockdown period, it was a requirement for all
employees to report back to their workstations immediately
and indefinitely thereafter.
The brief Hybrid working period certainly did not solicit
empowerment, authorization, and trust from management
toward the admin/office staff. After conducting a few online
surveys, these were some of the results:
• 80% of all office staff wanted flexibility in where they
work.
• 90% of employees wanted flexibility in when they
work.
• 50% of employees were open to looking for new job
opportunities, especially those who were dissatisfied
with their level of flexibility.
Leonora says It was and still is challenging to manage and
maintain staff retention, especially since the construction
industry is not amenable to embracing remote work options
on site and involves long site working hours.
The company had to focus on clear communication and
transparency of expectations, goals, and priorities to all
employees, building trusting relationships and embedding
a culture of collaboration and involvement amongst
everyone.
Its employees are provided with the necessary resources,
such as training courses, internal workshops, training
materials, books, and software tools required for our
employees to be productive and thrive in a changing
environment. The company’s skills development and
training budget is constantly being reviewed as a priority
for employee retention.
Fostering Professional Growth
Tiber Construction is exposing and involving its employees
to technical programs on-site, providing access to industry-
specific certifications to keep them up to date with relevant
knowledge. The company is also investing and budgeting in
Learning Management Systems (LMS) for easy access to
educational resources that track and report on employees’
online learning progress.
The company drives its internal performance management
system and mentorship program to track employee training
needs, goals, and career growth requirements. Its internal
mentorship program successfully fosters professional
growth and skills transfer between employees and
management.
Tiber Construction has identified specific KPIs related to its
organizational success and employee satisfaction, which
assists in promoting and reporting on the company’s
operations, employees, and financial performance.
Leonora makes use of monthly engagement surveys to keep
track of engagement levels and retention rates as well as to
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37. track employee expectations and growth requirements in a
rapidly changing working environment.
Communication and employee engagement have increased
by more than 60% over the past year. To negate the
historical lack of engagement, low staff morale, lack of
understanding of company strategies and concerns, poor
work performance, and lack of teamwork, the company has
implemented more effective communication strategies and
team-building initiatives, as well as celebrating employee
achievements more often.
Maintaining Two-way Communication
Monitoring lower employee turnover rates over the past
year indicates higher employee satisfaction and
organizational stability. Conducting a cost-benefit analysis
on the financial impact of HR initiatives has shown
increased productivity, reduced turnover costs, and overall
organizational performance.
Collecting qualitative feedback from employees via open-
ended surveys has given the company insights into their
perceptions, ascertaining their alignment with the
company’s values, mission, and culture.
Leonora Chetty is a dedicated member of the South African
Board of People Practices (SABPP), a body that upholds
the highest ethical and HR standards in South Africa. She
remains committed to staying updated with evolving HR
regulations and ensuring compliance by actively engaging
in continuous professional development.
Leonora’s proactive approach to compliance includes
attending CPD courses and workshops, subscribing to
newsletters, leveraging HR software, receiving alerts from
relevant government agencies, and networking with like-
minded professionals and professional organizations. Her
use of a compliance calendar reflects her meticulous
attention to detail in managing regulatory filings, reporting
requirements, and other compliance-related tasks. This
commitment to ongoing learning and compliance
underscores her dedication to upholding the highest
standards in the field of human resources.
Nurturing Future Leaders
HR Technology has been an area of investment and priority,
providing the required compliance, analytical reporting, and
self-service for employees and management alike.
As an HR leader, Leonora offers the following advice to
aspiring HR professionals aiming to make a positive impact
on their organizations:
• To be an effective HR professional, it’s crucial to have
a deep understanding of the organization’s business
operations, goals, and challenges. This knowledge will
enable the alignment of HR strategies with overall
business objectives.
• Develop strong communication skills, actively listen to
employees, and facilitate open and transparent
communication within the organization.
• Embrace cultural diversity in South Africa with various
cultures, languages, and backgrounds, foster an
inclusive workplace culture that values diversity, and
promotes equal opportunities for all.
• Stay informed about employment legislation and
regulations in South Africa, as they can impact HR
practices.
• Invest in employee development and training
programs; a skilled and engaged workforce contributes
significantly to the success of the organization.
• Implement effective talent management strategies,
including recruitment, onboarding, performance
management, and succession planning, to ensure that
the organization attracts, retains, and develops top
talent.
• Promote employee well-being by recognizing the
importance of employee well-being and work-life
balance. Implement programs and initiatives that
support mental and physical health, creating a positive
and healthy work environment.
• Finally, build strong relationships, utilize technology,
and demonstrate ethical leadership. By focusing on
these aspects, aspiring HR professionals can contribute
significantly to the success and positive culture of their
organizations in South Africa.
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35

38. In , opportunities are as vast as
SOUTH AFRICA
our landscapes. The key is to them
UNLOCK
with and .
INNOVATION PERSEVERANCE

39. www.insightssuccess.com