caeleane clack resume nov 2016

SHORT BIO

CAELEANE CLACK

Current Company & Role:

Head of HR for Brightstar Corp & Director (Owner) – Caetin Staffing, HR & Recruitment

Qualifications:

1997 – National Diploma, Human Resources, Vaal Triangle Technikon.

2008 – Labour Relations Diploma, Intec College.

2012 – Certificate in the Principles of Industrial Psychology, Intec College.

2013 PROSCI change management certification.

Key Competencies:

Talent Management. Human Resource Management. Employee Relations. Training. Leadership Development. Budget Management. Change Management.

Career Achievements:

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Managed a section 189 (restructuring for the SA office) Played the lead HR role in a large section197 project for Brightstar As an HR Officer at Netcare, Olivedale - Talent pool member at Netcare – 2006. As a HR GM at JD FS - Saved JD FS 8mil in labour broking costs by managing a project that

removed the services of flexible solution staff. As a Talent Partner at JD Head Office – changed the use of agencies from 85% usage to 14% in a

year – saving huge costs and ensuring effective development of my team. As a HR BP at JD Head Office – used principles of project management and change management

engaging with various stakeholders to train a complement of 800 staff pertaining to a new HR model including various new systems, methodologies etc – to successful implementation.

Implementation of best practice Recruitment methodologies to successfully run and manage my business.

Additional Value-Add Traits:

Strong leadership ability. Agile. Flexible. Tenacious. Entrepreneur. Visioneer. Financial Acumen – budget management. Emotional maturity.

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PERSONAL DETAILS:

ID Number: 760527 Equity: White

Gender: Female Location: Honeydew

Nationality: South African Required Salary: R42000 nett per

month

SUMMARY/PERSONAL PROFILE:

Experience Summary: HR Management (end to end). Business owner experience (recruitment agency)

Total years of full time work experience: 16 years.

TERTIARY EDUCATION (chronological order) :

Year Qualification Institution

2012 Certificate – Principles in Industrial Psychology. Intec College

2008 3 Year Diploma – Labour Relations (NQF 6) Intec College

1997 3 Year National Diploma – Human Resources (NQF 6)

Vaal Triangle Technikon

1994 Matric General Smuts High School

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CURRICULUM VITAE

CAELEANE CLACK

PROFESSIONAL EXPERIENCE (current employment first) :

January 2015 to currentBrightstar CorpHead of HR - Contractor

• Full HR Generalist function• Exco member

June 2014 to 01 Feb 2015Key Players Executive SearchTalent Specialist

• Executive talent search

April 2014 to dateCaetin Staffing, Recruitment HR ServicesDirector (Owner)

• HR Consulting• Recruitment• Training• Assessments (Kobus Neethling Brain Profiling)

15 January 2012 – 4 April 2014JD Group: Head OfficeHR Business Partner (Exec)Reason for leaving: Retrenched

Key Responsibilities:

• Develop and implement Human Resources Solutions that enable the Chain/ Division/ Service Departments business goals and objectives

• Measure the implementation of Human Resources solutions in the Chain/ Division/ Service Departments

• Develop sound relationships with stakeholders and customers • Facilitate diversity, change and transformation initiatives within Chain/ Division/

Service Departments • Manage Customer Centricity within Chain/ Division/ Service Departments • Team human resources management • Exco member

• My direct reports:2 HRConsultants, 1 HR Administrator

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15 February 2011 – 14 January 2012JD Group: Head OfficeTalent Planning and Acquisition Partner.Reason for leaving: Promoted


• Establish, Develop and Manage Talent Acquisition competence within the Group.• Implement workforce planning activities to ensure that critical vacancies and scarce

skills are proactively managed.• Implement the group integrated approach to talent attraction.• Design, develop and implement effective Recruitment and Assessment methodology

approach and processes in support of best practice.• Design, develop and implement Talent database management methodology,

approach and practices to ensure effective Talent Management.• Ensure best practice Induction and On-boarding activities are driven throughout the

JD Group.• Design Develop and Implement Career mobility strategies.• Monitor group wide Talent through the interpretation of Metrics.• My direct reports: 3 x Recruitment consultants. 1 x Administrator.

20 April 2009 – 14 February 2011JD Group: Financial ServicesGM ; HR. Contact Centre.Reason for leaving: Promoted


• Adhered to operational budget monthly. (My budget – 3mil per annum, Contact centre staff budget which I oversaw: 10mil per annum)

• Achieved saving on recruitment & total staff costs.• Managed training expenses within allocated budgets.• Provide HR solutions to the business• Educated line management on HR practices.• Managed service level agreements including standards - internal and external

customers • Handled Death Claims & Consultations.• Handled GPA, Disability Claims & Consultations• Handled Funeral Claims• Administration of Occupational Health & Safety Interventions and all Injuries on Duty • Managed internal & external recruitment of contact centre employees.• Ensured efficient and cost effective recruitment process is applied.• Maintained current awareness of the local and regional job market and competitive

wage requirements.• Ensured successful placement of candidates within agreed turnaround times.• Management of Service Level Agreement all Suppliers.

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• Ensured that all documentation pertaining to contact centre employees are actioned and managed.

• Managed service level agreements including standards - internal and external customers

• Handled Death Claims & Consultations• Handled GPA, Disability Claims & Consultations• Handled Funeral Claims• Administration of Occupational Health & Safety Interventions and all Injuries on Duty • Managed internal & external recruitment of contact centre employees.• Ensured efficient and cost effective recruitment process is applied.• Maintained current awareness of the local and regional job market and competitive

wage requirements.• Ensured successful placement of candidates within agreed turnaround times.• Management of Service Level Agreement all Suppliers.• Ensured that all documentation pertaining to contact centre employees are actioned

and managed.• Ensured that all new employees are successfully inducted into the Company.• Compiles accurate HR reports, submitted on time and containing value adding

content. • Ensured effective coordination and implementation of Training and Development

Interventions related to own field of expertise.• Evaluate and ensure effectiveness of training throughout the Contact Centre.• Managed and ensures all logistical arrangements are planned, executed and

captured. • Managed Contact Centre transformation and diversity.• Provided Employee Relations advice and guidance to management.• Monitor and reduces labour turnover including root cause analyses. • Monitor and ensures consistent implementation by line management of agreed

performance management practices and standards.• Coordinate and implement Employee Relations and corrective management • Training to all Contact Centre Managers.• Managed HR Administration. & remuneration.• Compliance to all relevant statutory regulations and HR Policy and procedure• Maintain the correct staff complement.• Monitor and controls transformation and employment equity.• Facilitates the training and development of employees to ensure correct level of

competence.• Coaches HR Staff on all components of their jobs.• Managed and enhances employee relations and satisfaction.• Managed HR Administration. & remuneration.• Ensure compliance to all relevant statutory regulations and HR Policy and procedure.• Involved in remuneration and reward interventions.• My direct reports:2 x HR Managers, 1 x Senior Trainer, 1 x Junior Trainer, 2 x

HR Administrators, 1 x Recruitment Consultant.

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01 June 2008 to 17 April 2009.NutriLida Healthcare (FMCG)Human Resources Manager.Reason for leaving: Head Hunted.


• HR has been a brand new department and I was employed to head it up. My responsibilities included bringing in Policies and Procedures of which there were none. In four months I had developed and implemented 12 policies. I have successfully recruited new staff members from junior to Director level. I look after 2 small branches in Cape Town and KZN and am responsible for all HR functions there. I have also implemented a Performance Appraisal system. I am responsible for training the staff in terms of soft skills and on policy documentation. I report directly to the Managing Director.

• HR: policies, procedures, performance appraisal, job descriptions, orientation. Skills matrices for the entire organisation.

• Training: soft skills. ATR and WSP. Registered with HWSETA as a recognised SDF.• Recruitment: placing ads on career junction, short-listing, interviewing with Line

Management, placement.• Payroll – VIP - for all staff. (from November 2008)• People Management• Maintain employee relations• Manage company performance appraisals• Trains, mentors and coaches staff• Manages the training and development of staff• Recruitment, Selection, Induction, Probation, Retention and Termination of Employee• Design and implements attraction and retention practices• Manages and implements the sourcing and selection of new employees at

managerial level and below• Manage and negotiate with recruitment agencies• Screen and interview job candidates• Advise and provide guidance to line management on recruitment and selection

policies, practices and procedures• Develop an induction manual and program for new employees• Devise and facilitate probation evaluations for employees during their probation

period• Conduct exit interviews for employees leaving the organization in order to ascertain

trends relating to reasons for leaving• Administer employment contracts and assist with revise terms and conditions of

employment• Labour and Employee Relations • Develops and implements standardised labour relations practices and policies• Manages a labour relations consulting service to management and employees• Manages the process of advising, facilitating, attending and ensuring compliance with

IR issues such as Disciplinary Hearings, Grievances and CCMA matters

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• Manages the consultation and counselling sessions with staff and line managers to ensure effective communication

• Manage absconsions and the absconsion process• Manage, Implement and recommend a comprehensive range of employee benefits

services• Oversees the provident fund• Oversees the medical aid• Oversee the employee wellness function;• Provide broad HR support• Ensure the effective execution of HR Management strategies, policies and

procedures• Implement competency based human resource practices• Empower line management to take charge of people management practices• Develop, improve and maintain administrative efficiency, data integrity, processes and

systems• Compile reports on various HR initiatives within this job area• Manage the performance management system ensuring that periodic reviews are

conducted• Develop HR policies.

14 May 2007 – 31 May 2008O’Keeffe & Swartz – call centre industryHR Manager.Reason for leaving: Growth.


• Disciplinary hearings (mostly chairing). Issuing warnings. I wrote the following policies: Employment Equity, Sexual Harassment policy, Disciplinary code and guidelines, Parking policy, Corporate sponsorships policy. . 2 IC in the department. Writing job descriptions for all HR staff with development plans. Ran the department in the absence of the Head: HR. Managed a management development

• Programme: Project alchemy (turning base metals into Gold). Support recruitment – junior and senior appointments. VIP system. Suspension of staff pending disciplinary enquiries. Assisted with the Employment Equity report. Managed the AIDS awareness task team. Development of business plan and implementation for 2008.

• Attorney Liaison. Representing the Company at the CCMA.• Wrote job descriptions for the HR, Recruitment and Training • First line support to Line management. • Authorising and providing advice on payroll queries monthly. • Authorising transfers for staff. • Managing projects such as HR Audits, • Performance Management, rolling out Job Descriptions for the entire Business. • Submission of HR Budgets for my area.• Career guidance. Sat on the MANCO committee. Counselling / advising staff:

alcohol issues, drug abuse, family abuse situations.

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• My direct reports – Recruitment Manager, HR Practitioner, HR administrator, Training Manager.

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27 November 2006 – 11 May 2007Netcare – Olivedale HospitalHR Officer.Reason for leaving: Growth.


• IR – issuing warnings, doing counsellings, Disciplinary hearings. Suspending employees pending outcomes of hearings. Liasing/consulting with the Union pertaining to staff matters. Sexual Harrassment cases. Grievance Hearings. Facilitation of the EAP process and assistance to staff where required.

• Orientation – presenting, facilitating.• Facilitating training – SHOUT Campaign (sexual harassment)• Death/disability claims• Transfers (staff) to and from our Hospital• Terminations: exit interviews• Maternity contracts• Recruitment and Selection• Following up with queries on HR Audits.• Selected as a candidate for the talent pool for 2007.• Acted as the HR Manager for a few months – HR Manager resigned.

2 May 2002 – November 2006South African National Blood Services.Various.Reason for leaving: Position became redundant.


Employee Relations Assistant (Task grade 6),• Minutes: Grievance, Disciplinary Hearings, • Regional Management meetings• Targeted Selection based interviews. April 2003: acted as a Secretary to the HR Director (Task grade 7),• managing of diary, typing, booking of flights & accommodation and general secretarial

functions. September 2003: acted as the Assistant to the HR Manager (Task grade 7).• Managing of Job descriptions, performance assessments and general secretarial

duties. • I assisted the HR Practitioners as follows: setting up of interviews and general admin

duties. • Weekly recruitment reports. • Assisted with the Employment Equity report. • Regret letters to unsuccessful candidates. • Issuing of new employees contracts of employment and sending out permanent

contracts out after a 6 month probation period. • Making sure that the salaries department receives information on new staff members.

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December 2003 I was promoted to HR Practitioner Assistant (Task grade 11),• Controlled HR records and communication,• Carried out a variety of general admin activities for the Practitioners,• Supported Practitioners with the Recruitment & Selection process,• Supported the HR Practitioners with the Employee Relations process,• Supported the HR Practitioners with the Grading process, i.e. ICS computer

programme• Supported the Practitioners with the Performance Management process,• Interviews,• Making successful candidates offers according to salary scales,• Reference checks.• Giving advice to Line Managers regarding HR matters pertaining to staff;• Creating ads (from job description), advertising, response handling, screening of cv’s,

setting up of interviews, interviewing;• Stood in for the Practitioners when they were absent and fulfilled the HR role.• Received all recruitment requisitions (branches wishing to replace staff) and took it

through the process – when approved I advertised the post internally and if necessary externally as well.

• Referring employees to a psychologist and following up with the relevant psychologist.

June 2005 I was seconded to the Employment Relations Department • Learned a wealth of knowledge in terms of dealings with the CCMA etc. We received

staff complaints/grievances/disputes. In some cases I responded to the staff members in clearing up the complaint. Compilation of monthly reports. Sat in on Union meetings.

June 2006 I moved back to the HR Department as my position in E.R. had become redundant. I represented HR by sitting in on disciplinary panels and interview panels and did general day-to day HR functions. Meetings with line management regarding problems areas in their divisions.• Peopletree interviewing methods.• Following up and resolving of non-conformances in the department;• Exit interviews• EAP assistance.

9 April 2001 - 30 April 2002Afcom / GE Hudson / RamsetSenior Secretary – to 2 Sales Directors.Reason for leaving: Moved into HR.


• Typing for the two Directors• Typing for all managers & sales reps in our department. • Working out of reps commission monthly.• Daily sales reports. Monthly sales reports. Working out of and typing• Increase letters to clients.

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• Writing out of cheques, petty cash. Relief switchboard. • All staff annual & sick leave. • Reporting to Director on leave status of employees.• Maintaining all staff’s personal files. • Input of data into cash book (ACCPAC). • Minute taking of disciplinary hearings.• Minute taking in meetings. • E-mail. Accommodation & flight bookings. • Ordering stationery for the company. • Assisted with Budgets for sales staff.• Placing orders for overseas suppliers with the shipping department and following up

September 1999 to April 2001Radio Horizon StereoSales ManagerReason for leaving: Company closed down.


• Selling airtime advertisements to businesses & representing the company from a sales point of view.

• Telesales• Making sure sales team met their targets each month.

September 1998 to August 1999One Call Insurance BrokersAssistant to Financial ManagerReason for leaving: Growth.


• Postage, banking, reconciling of bank account (up to trial balance) on Excel and monthly reports on Microsoft Word.

• Reception duties while receptionist was away. Maintaining staff leave records.

Additional courses:• First aid – emergency care level 1 – July 2003• Identifying criteria for success (ICS – Targeted Selection) – Feb 2004• Job description writing – Feb 2004• HIV/Aids management seminar – Oct 2004• Targeted Selection Training – April 2005 (passed with 100%)• Safety Rep Training – September 2005• Workshop: Basic Labour Relations – October 2005• The court’s interpretation of recent case law (Labour Relations) – March 2006• Peopletree interviewing methods (Skillbase) June 2006.

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• Learnerships workshop hosted by HWSETA – September 2006• Voyage to wisdom (brain profile testing) – 3 day workshop- Kobus Neetling – June

2007.• Chairing and Initiating disciplinary hearings – 23 July 2007• The Practitioner’s course (advanced brain profile testing) – 3 day workshop – 16 – 18

July 2007.• VIP course on employment Equity – 29 August 2007;• Chairing & Initiating disciplinary issues – 7 May 2008 – Fluxmans Attorneys.• Prosci Change Management Program, Picourseware – 2012.

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caeleane clack resume nov 2016

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