Core Overview:
­ Review and update all KPA documentation

Core Overview:
­ Collaborates with business transformation teams, system implementation partners, and relevant stakeholders to drive the shift to global best practices.
● Key Roles & Accountabilities:
­ Works closely with KPMG and key stakeholders to implement and maintain alignment with the best practices across all relevant talent and performance portfolios.
­ Ensures the Oracle system requirements, organisational design, and change management intervention comply with the global best practices and processes.
● PRIOR TENURES

Core Overview:
­ Assumed full ownership of the organisational design, change management, reward management, and shared services initiatives. Key Roles & Accountabilities:
­ Led the Talent Management annual process.
­ Delivered the annual pay review and bonus cycle.
­ Recognised as the driving force behind organisational development knowledge and practices and provided strategic guidance to senior managers.
­ Aligned recommended solutions to organisational and business strategies and practices.
­ Led organisational change by utilising change management processes and tools to drive effective and sustained improvements across all assigned business units.

Core Overview:
­ Provided strategic leadership and direction to ensure the delivery of integrated talent management solutions and the development of sustainable professional relationships.
­ Led the Learning and Development team who were accountable for all training as well as BBBEE and other related submissions.
­ Liaised with other functions within the HR department and business.
­ Managed engagement, development, and retention strategies, such as leading holistic and integrated talent, learning, capability, diversity and inclusion, and cultural change initiatives to support business outcomes.
Key Roles & Accountabilities:
­ Worked closely with the Southern African CEO and leadership team to develop succession plans and track talent across all hierarchy levels.
­ Built capabilities for talent management, leadership development, training and development, organisational development, and engagement.
­ Reported on employee engagement outcomes and worked closely with the CEO and leadership team to create and initiate action plans to address gaps / shortcomings.
­ Ensured all HR processes were developed in line with BP’s culture and values.
­ Boosted employee motivation and engagement by proposing the implementation of creative initiatives.
­ Communicated and managed the implementation of the Diversity and Inclusion agenda, measurable KPIs, and a KPI tracking tool.
­ Reviewed the critical KPIs to maintain alignment with the overall business objectives.

Core Overview:
­ Appointed in a dual capacity; led the decision-making on all performance, reward, benefits, and international mobility programmes and all talent management processes within Southern Africa.
­ Developed and managed a 2-member team of consultants in reward and expatriate management. Key Roles & Accountabilities:
­ Prioritised and allocated deliverables and timelines to the HR function of various business units, thereby maintaining alignment with BP's strategic objectives.
­ Established talent management capability in the HR team.
­ Led performance management framework.
­ Facilitated the creation of the agenda for the quarterly People Forums – the aim of the forums was to optimise talent management processes, inclusive of individual career development, succession planning, and reward management.
­ Managed Organisational design projects.
­ Created the succession plans by monitoring talent pools and actions.

Core Overview:
­ Accountable for business-critical decision-making on all reward and benefits programmes. This included managing job structure frameworks as well as the job evaluation process.

Core Overview:
­Accountable for business-critical decision-making on all reward and benefits programmes. This included managing job structure frameworks as well as the job evaluation process.

programmes Gathered, collated, analysed, and interpreted survey outcomes, utilising data-driven insights as a foundation for all future programmes Liaised with external consultants / internal stakeholders and communicated outcomes to relevant management committees in each business unit