South Africa's 10 HR Leaders Reshaping Workplaces in 2024

Descripon Featuring

Abhishek Dubey Director of HR

Andrew Weir

Human Resources Director

Company Name

Veolia Services Southern Africa veolia.co.za

Charlene Merwe Human Resources Director

HDS Global SA hdsglobal.co.za

Human Resource Leader with reasonable funconal and domain experience with specializaon 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 internaonally

Charlene has over several years experience in the Administrave/Office Administraon field. During that me, she has developed a diverse skills set in Office Administraon and the various departments.

Dikeledi Dlwa HR Director

DANONE SOUTHERN AFRICA corporate.danone.co.za

A dynamic and innovave business leader and execuve with extensive Human Resources Management experience within the broadcasng, retail and consumer goods industries.

Gcobisa Ntshona Group Chief People Officer

African Bank africanbank.co.za

John Skelton Chief People Officer

Leonora Chey

Human Resources Director

Lucille Braaf

Human Resources Director Nthabiseng Thaba

Human Resources Director

The Capital Hotels, Apartments and Resortszber.co.za

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.

Ronalda Pillay

Human Resources Director

Tiber Construcon zber.co.za

Leonora has innate ability and passion for developing, and equipping people with leadership skills which has resulted in building strong professional relaonships with all stakeholders.

Campari Group camparigroup.com

Lucille is Human Resources Director at Campari Group, a major player in the global spirits industry, with a porolio of over 50 premium and super premium brands, spreading across Global, Regional and Local priories.

Leroy Merlin SA leroymerlin.co.za

Marley Roofing South Africa marleyroofing.co.za

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 experse and heritage, it connues to shape the roofscapes of South Africa.

Zensar South Africa Pty Ltd.

South Africa's HR leaders are pivotal figures in the realm of organizaonal management, steering their companies through a landscape marked by connuous change and evoluon. These professionals exhibit a steadfast commitment to excellence, innovave thinking, and resilience as they navigate through both challenges and opportunies.

The Vanguard

Deeply auned 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 mulfaceted nature of South African society but also fuels a culture of innovaon and ingenuity within corporate sengs.

Furthermore, South Africa's HR leaders are adept at leading change, embracing technological advancements, and leveraging cung-edge soluons to streamline operaons, enhance decisionmaking processes, and elevate the overall employee experience. Through strategic deployment of technology, they spearhead digital transformaon iniaves that ensure organizaons remain compeve in an everevolving market landscape.

pihsredaeL RH

Beyond their strategic prowess and technical proficiency, HR leaders in South Africa priorize the well-being and professional development of their employees, recognizing that a flourishing workforce is integral to organizaonal success. Through targeted iniaves aimed at bolstering mental health, fostering work-life balance, and facilitang ongoing learning opportunies, they culvate environments where employees can thrive and unleash their full potenal.

Through the latest edion of South Africa's 10 HR Leaders Reshaping Workplaces in 2024, HR leaders epitomize resilience, adaptability, and an unwavering dedicaon to driving posive 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.

Gcobisa Ntshona

Fostering an Employee-Centric HighPerformance Culture

ABHISHEK DUBEY

Advocating a Sense of Belonging at the Workplace

LEONORA CHETTY

Cultivating a Healthier Workplace Environment with Unparalleled HR Strategies

JOHN SKELTON

Steering the Strategic Direction for a Better Workplace Environment

TRAILBLAZERS OF TALENT

South Africa's HR Leaders Redening the Workplace

ADAPTING TO CHANGE

Strategies from Resilient HR Leaders in South Africa

Fostering an Employee-Centric High-Performance Culture

Gcobisa places a high priority on upholding cultural stewardship within the organizaon as an integral component of the leadership compact and the ongoing culture journey.

ISA

Driving a Cultural Revolution through HR Leadership!

Inthedynamicrealmof contemporaryworkplaces, employeesfacevariouschallenges thatinfluencetheirjobsatisfaction, productivity,andoverallwelfare. Addressingthesemattersrequires thoughtfulandstrategicsolutionsto fosteranenvironmentwhere employeescanflourish.Intoday’s businesslandscape,workdynamicsare shifting,andconsequently,soare workforceexpectations.Organizations arecontinuallyworkingtowards retainingtheirmostvaluabletalents.

HRleadersserveasthedesignersofa company’speople-centricstrategy, formingthefoundationofawelloperatingorganization.These strategieshaveafar-reachinginfluence onvariousaspects,includingtalent acquisition,development, performance,andengagement, ultimatelycultivatingamotivatedand proficientworkforce.Furthermore,HR strategiesplayapivotalrolein upholdinglegalcompliance, minimizingrisks,andoptimizingHR operationsthroughtechnology When integratedeffectively,thesestrategies empowerorganizationstofunction seamlesslyandproductively,thereby promotingemployeecontentmentand facilitatingtheattainmentof overarchingbusinessobjectives.

Whilediscoveringtheprominent namesinthefieldofHRLeadership, wecameacross African Bank Group Chief People Officer -Gcobisa Ntshona,aluminaryinthefieldofHR whosededicationandvisionary leadershiphasleftanindeliblemarkon thesector.GcobisaNtshonaisatthe forefrontofaculturalrevolutionthat notonlyrespectsandintegrates businessvaluesintotheorganizational fabricbutalsoensuresaninclusiveand cohesiveworkenvironment.

It’sthiskindofleadershipthathas playedaninstrumentalroleinAfrican Bank’sconsistentrecognition, solidifyingitspositionasatop employerthreeyearsinarowand beingnamedTopEmpowered CompanyforEnterpriseandSupplier Development.

GcobisaNtshonaplaysacrucialroleat AfricanBank,wheresheleadsthe HumanCapitalfunctionwithaspecific focusonshapingtheHumanCapital Strategy,deliveringstrategicHuman Capitalguidance,andfosteringan employee-centrichigh-performance culturealignedwiththeBank’s strategicobjectives.

UpholdingCulturalStewardship

Inhercapacity,sheisresponsiblefor theoversightofallhumanresources peoplepractices,whichencompass cultureperformance,PPIdevelopment, talentacquisition,development,and thecultivationofemployee engagement.Gcobisaplacesahigh priorityonupholdingcultural stewardshipwithintheorganizationas anintegralcomponentofthe leadershipcompactandtheongoing culturejourney

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.

Anotherkeypartofherroleistoassist indevelopingprogramsandinitiatives thathelpretainstaffandbuildtop talent,asindividualsarenaturally drawntoorganizationsthatembrace diverseculturalperspectives.

EmpoweringEmployees

Gcobisa’svisionforHRinshapingthe workplaceofthefutureiscentered aroundagility,innovation,and inclusivity.Sheaimstofosteran environmentwhereemployeesfeel empoweredtoadapttochangeand bringnewideastothetableandwhere diversityandinclusionarecorevalues. ThisvisionalignswithAfricanBank’s strategicobjectivesbyensuringithas therighttalentandculturetonavigate evolvingfinanciallandscapesand deliverinnovativesolutionstoits customers.

AfricanBankhasconcludeda significanttransformationmilestoneby mergingthreeBanksintoone,andasa result,ithascommencedonaculture andleadershipjourneythatensuresits visionofembeddingasteward leadership“DNA”intotheBankwill notstopwithitsleadersbutextendsto allAfricanBankers.

We stay agile by proacvely monitoring industry trends, conducng regular skills assessments, and ensuring a close alignment to best pracce or bestknown methods. We also encourage crossfunconal collaboraon to address emerging challenges and idenfy growth opportunies.

RecognizingCollectiveValues

Inalignmentwithherrole,thebank hasinitiatedtheReinspiredValues campaignaimedatrecognizingand commemoratingitscollectivevalues. Thiscampaignservesasthe foundation,underscoringthe importanceofhavingtheright colleaguesandthenecessitytoconduct workinamannerconsistentwiththese values.Italsohighlightstheimperative forleaderstodemonstratealignment withtheorganization’sleadership compact.

TheleadersandAfricanbankershave raisedtheir#AudaciousVoices, eloquentlyexplainingtheir interpretationsoftheorganization's ideals.TheReinspiredValues campaignactsasaforerunnertothe #MovementMakercultureactivation, promotingtheideathatthesevalues areessentialfororganizational leadership.Theyhaveasignificant impactonworktechniquesandhow servicesaredelivered.

FosteringCross-Functional Collaboration

Theorganizationmaintainsitsagility throughaproactiveapproachinvolving theregularmonitoringofindustry trendsandtheconductofskills assessments.Thisensuresacontinuous alignmentwithbestpracticesand methodsrecognizedastheindustry standard.Thereisalsoastrong emphasisonfosteringcross-functional collaborationtotackleemerging challengesanddiscoveravenuesfor growth.

Furthermore,significantinvestments aremadeinemployeedevelopmentto equiptheteamwiththerequisiteskills forsuccesswithinthedynamic businesslandscape.Throughoutthese efforts,theorganizationremains committedtolinkingmilestonestoits

Gcobisa Ntshona Group Chief People Officer African Bank

overarchingstrategicdirection,as firmlyrootedinitsExcelerate25 strategy

Employeedevelopmentisatop priorityatAfricanBank.Itprovides ongoingtraining,mentorship,and groomingfuturesleaderstoday The bankencouragesemployeestoset personaldevelopmentgoalsand providesopportunitiesforthemto applynewskillsthroughchallenging projects,ensuringacultureof continuouslearningandgrowth.Ithas commenceditsjourneytobecominga high-impactlearningorganization,and thisentailsarobustofferingaround learninginterventionsofferedthrough variousplatforms.

Theorganizationhasimplemented diversityandinclusiontraining, establisheddiversity-focusedhiring practices,andcreatedEmployee ResourceGroups(ERGs)tofostera senseofbelonging.Thishasledtoa morediverseworkforce,enriched perspectives,andimprovedinnovation andproblem-solvingcapabilities, positivelyimpactingtheiroverall performance.

PrioritizingEmployeeEngagement

Theorganizationhasinitiateda progressivejourneytowardsthe integrationofadvancedHRtechnology acrossvariousfunctionssuchas recruitment,onboarding,performance management,andemployee engagement.Thisstrategicmoveis anticipatedtoyieldseveralbenefits, includingheightenedefficiency, improvedemployeeexperiences,and theabilitytomakedata-driven decisionsforenhancedtalent management,development,andoverall businessprocesses.

Additionally,theorganizationhas embracedflexibleworkingpractices thataffordemployeesthefreedomto workbothremotelyandin-office.This

approachiscomplementedbytools designedtofacilitatein-person meetingsandencourageteam collaboration.However,acrucial aspectofthisinitiativeinvolvesthe continuousrefinementandwidespread adoptionoftheBank’snewdigital workmethods.Leveragingcrossfunctionalteamsandcollaborationis pivotalinensuringthatemployees consistentlymaintainhighlevelsof productivity

AmalgamatingHRStrategieswith BusinessObjectives

GcobisaNtshonacollaboratesclosely withtheexecutiveleadershipteam throughregularengagements, meetings,andstrategicdiscussions. ShealignsHRstrategieswithbusiness objectivesbyensuringthatthe company’stalentstrategysupportsthe company’sgrowthplans,andshe continuouslyevaluatesandadjuststhe HRinitiativesbasedonthecompany’s evolvingneeds.Anessential componentofthecompany’speoplefocusedagendacentersaroundits concertedeffortstopromoteand enhancetheorganizationalculturein

The role I play at African Bank is one that leads the Human Capital funcon with a parcular emphasis on developing and shaping the Human Capital Strategy, providing strategic Human Capital advice, and creang an employee-oriented highperformance culture that enables the Bank’s strategic objecves.

conjunctionwithitsleadership compact.Thecompanyalsoplacesa significantemphasisonrefiningits employeevaluepropositionasacore elementofthisagenda.

Topromoteeffectivecommunication andcollaborationinahybridwork environment,thecompanyutilizes digitalcollaborationtools,conducts regularvirtualteammeetings,and encouragesopenandtransparent communication.GcobisaNtshona, alongwiththehelpofthecompany, hasalsoimplementedtraining programstohelpemployeesadaptto thisnewworkparadigmsuccessfully Keytothishasbeenmodelingthe requiredleadershipbehavioraswellas balancinglessonslearnedduring COVIDaroundhybridsetups.

GcobisaNtshonagivesvaluableadvice toaspiringHRprofessionals.Shesays, “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.”

Abhishek Dubey

Advocang a Sense of Belonging at the Workplace

Acultureoftrustandrespectintheworkplace encouragesinnovationandcreativity When employeesfeelvaluedandrespected,theyaremore likelytobemotivatedtoperformtheirbestandremain committedtotheorganization.Organizationscangivethis senseoffulfillmenttotheiremployeeswitheffectiveHR strategies.

WithHRstrategies,organizationscancreateaworkplace environmentwhereemployeesfeelvalued,respected,and includedintheworkingprocess.AbhishekDubey,the DirectorofHRofZensarSouthAfricaPtyLtd,has implanteduniquetacticseffortlesslyinhislongcareerin thisfield.Withapassionforfosteringapositiveand productiveworkenvironment,Abhishekbringsadiverse backgroundandexpertiseinHumanResourcestothetable.

Throughouthiscareer,Abhishekhashadanopportunityto workinvariousHRcapacities,gainingvaluableexperience andlearningfromsomeofthebestandfinestintalent acquisition,employeerelations,performancemanagement, legal&compliance,andorganizationaldevelopment.His purposeistocontributetocreatingaworkplacethatnot onlyattractstoptalentbutalsoensuresthegrowthandwellbeingofeveryindividualwithintheorganization.

EnsuringOverallWell-being

AbhishekstartedworkingwithanITorganizationand thereafterworkedwithaTalentAcquisitionfirm,followed byamanufacturingorganizationbeforejoiningZensarin 2007.

Hisroleencompassesawiderangeoffunctionsthat contributetotheoverallsuccessandwell-beingofthe

organizationanditsresources;itspansStrategicPlanning, ResourcePartnering(employeerelations),Performance management,learning&Development(Skilldevelopment), Compensation&Benefits,Compliance,DE&I,HR Technology(focusonemployeeexperienceacrossthe employmentlifecycle.),businesspartnering,employee wellness,successionplanning,branding,andchange management.

HisvisionfortheworkplaceofthefutureinSouthAfrica centersoncreatinganenvironmentthatseamlesslyblends technologicaladvancementswithhuman-centricvalues. Zensarforeseesaflexibleandinclusiveworkplacethat prioritizeshybridworkoptions,allowingemployeesto achieveaharmoniouswork-lifebalanceandpromoting wellnessprogramstosupportthementalhealthandwellbeingofemployees.Embracingdiversity,equity,and inclusionisintegraltofosteringaculturethatcelebratesthe uniquecontributionsandsuccessofeveryindividual.

ImpactingLiveswithaBetterWorkplaceEnvironment

SouthAfricahasapooloftalent,andmanymoregetadded tothetalentmixonanannualbasis;thereareafewsectors withintheITspacewhereSouthAfricaholdstheedgeand keytodominateinthefuture.Zensarisdeterminedtobring adifferentialimpactonindividuals’lives(whochooseto joinZensar).

Zensar’sHRprocessesarestreamlinedthroughthe integrationofadvancedtechnologies.Thecompany leveragescutting-edgeHumanResourcesInformation Systems(HRIS)tocentralizedatamanagement,automate routinetasks,andenhanceoveralloperationalefficiency Continuousfeedbackmechanismsarestrengthenedwith

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.

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Abhishek Dubey Director HR Zensar South Africa Pty Ltd

technology,fosteringtransparentcommunicationand supportingemployeegrowth.Abhishekregularlyevaluates thecompany’sHRprocessestoimprovetheexperienceof candidatesandemployees.

AComprehensiveandEmployee-centricApproach

Thecompanyactivelyparticipatesinexternalevaluationof itsprocessesandpolicyagainstnationalandglobal benchmarking.Ithassecureda“TopEmployer–South Africa”accoladeforthethirdtimeinarow.Thisaccolade complimentsandaddscredentialstoitsHRpracticesand policies.Learningfromtopemployers’bestpracticeshelps thecompanytobethebest.

TheHRteam’stalentacquisitionstrategyatZensar revolvesaroundacomprehensiveandemployee-centric approach.Toattracttoptalent,theteambeginswitha robustemployerbrand,showcasingacompellingnarrative ofitsorganizationalculture,values,growthopportunities, andaccolades,including“ProudlySouthAfrican”&“Top Employer–SouthAfrica.”Zensar’sjobpostingsarecrafted withprecision,emphasizingtheuniqueaspectsofthe workplace.Leveragingsocialmediaplatforms,theteam engagesinstrategictalentmarketingcampaigns,reaching potentialcandidateswheretheyactivelyparticipate.

MeetingtheEvolvingNeedsoftheWorkforce

Retention,forZensar,hingesonasupportiveandinclusive workplaceculture.Employeerecognitionprograms,regular feedbacksessions,andmentorshipopportunitiescontribute toasenseofbelonging.Thecompanyinvestsincontinuous learninginitiatives,ensuringemployeesstayaheadintheir careers.Flexibilityinworkhoursandremoteworkoptions furtherenhancework-lifebalanceandtheopportunityto participateandcontributetoCSRactivities.Abhishekand histeamhaveimplementedaninternallycraftedHappiness Frameworktofocusonemployeeengagement. Additionally,thecompanyregularlyreassessesitsbenefits offeringstoalignwiththeevolvingneedsofitsworkforce. Thiscomprehensiveapproachnotonlyattractstoptalent butfostersaculturewhereemployeeschoosetostayand grow.

EnhancingProductivitywithTechnologicalIntegration

Zensarhasprioritizedtechnology,providingrobust collaborationtoolsandremoteaccesstoensureseamless workflow.Regularvirtualcheck-ins,bothone-on-oneand teammeetings,fostercommunicationandmaintainasense ofconnectionandbelonging.Employeeengagementis upheldthroughvirtualteam-buildingactivities,recognition

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programs,anddigitalwellnessinitiatives.Flexibilityin workhoursaccommodatesdiverseschedules,promoting work-lifebalance.Abhishekandhisteamemphasizeclear communicationchannels,utilizingvideoconferencingand messagingplatforms.Tosustainproductivity,theteamhas focusedonsettingtransparentexpectations,providing necessaryresources,andsupportingemployeeswithvirtual trainingopportunities.Regularfeedbackmechanismsand performancereviewscontinuetoguideprofessionalgrowth. Zensar’scommitmenttoemployeewell-being,coupledwith acultureoftrustandflexibility,hasbeeninstrumentalin sustaininghighlevelsofproductivityandengagementinits remoteworkenvironment.

Toensureemployeesthriveinarapidlychangingbusiness environment,Abhishekimplementedamultifaceted approach.Regularskillsassessmentsidentifycurrent competenciesandgaps,guidingtargetedtraininginitiatives. Zensar’sLearningmanagementteamworksveryclosely withbusinessteamstooutlinetechnicalgrowthplansand thenworkswithvendorstoaligncourseofferingstothem.

ItsLearningManagementSystemoffersadiverserangeof onlinecourses,workshops,andcertifications,promoting continuouslearning.Mentorshipprogramsfacilitate knowledgetransfer,whilecross-functionaltraining

broadensskillsets.Thecompanyallocatesbudgetsfor professionaldevelopment,empoweringemployeestoattend conferencesandpursueexternalcourses.Performance reviewsincorporatefeedbackonskillsdevelopment, emphasizingagrowth-orientedmindset.During performancereviews,employeesagreeonadevelopment actionplanalongwithmilestonesandcollaboratewiththe managertoachievethem.TheHRteamprioritizes technologyadoptiontraining,ensuringproficiencyinthe latesttools.Healthandwellnessprogramscontributeto overallwell-being,andaflexibleworkculture accommodatesdiverseneeds.Byregularlyassessing industrytrendsandbenchmarkingagainstbestpractices,the companystaysattheforefrontofskillrequirements.

PursuitofEmployeeSatisfaction

QuantifyingtheimpactofHRinitiativesinvolvesadual approach.Firstly,fororganizationalsuccess,metricssuch askeyperformanceindicators(KPIs),revenuegrowth,and productivitychangesaretrackedalongsidecost-efficiency analysestoevaluatethereturnoninvestment.Zensarhasa dashboard(s)builttoprovidestakeholderswithreal-time informationontheseparameterstoassisttheminmaking betterdecisions.Additionally,talentacquisitionmetrics, retentionrates,andinnovationindicatorsofferinsightsinto thestrategicalignmentandeffectivenessofHRprograms. Secondly,employeesatisfactionisassessedthrough Happinesssurveys,retentionandturnoverrates,and absenteeismmetrics.

Regularfeedbackmechanisms,includingperformance reviewsandrecognitionprograms,contributetoa qualitativeunderstandingofjobsatisfaction.Integrationof technology,likelearningmanagementsystemsand analyticstools,aidsindata-drivendecision-making. Continuousimprovementisachievedthrough benchmarkingagainstindustrystandards,fosteringa cultureoffeedback,andensuringthatHRinitiativesalign withorganizationalgoals.Thisholisticevaluationenables HRprofessionalstodemonstratethetangibleimpactof theirinitiativesonbothorganizationalsuccessand employeesatisfaction.

StayingupdatedwithevolvingHRregulationsinvolves continuousmonitoringoflegalchanges,subscribingto industrynewsletters,andparticipatinginprofessional forums.Regularcollaborationwithlegaladvisorsand attendanceatrelevantseminarsfurtherenhances understanding.

Utilizingtechnologyforautomatedcompliancetracking andinvestingintrainingprogramsensuresthatHR

professionalsremainwell-informed.Additionally,fostering aproactivecomplianceculturewithintheorganization, whereemployeesareencouragedtoreportconcerns, enhancesoverallcomplianceefforts.Regularauditsand assessmentshelpidentifyandrectifypotentialcompliance gapspromptly.Thismultifacetedapproachensuresthatthe organizationremainsabreastofHRregulations,promoting acompliantandethicalworkenvironment.

UpholdingEthicalStandards

• AbhishekprovidesvaluableadvicetoallaspiringHR professionals:

• Makeapositiveimpactandprioritizebuildingstrong relationshipsacrossalllevelsoftheorganization.

• ActivelylistentoemployeeconcernsandalignHR strategieswithorganizationalgoals.

• Embracecontinuouslearningandstayingupdatedon industrytrendsandemergingtechnologiestoenhance expertise.

• Beanadvocatefordiversityandinclusion,creatinga workplacethatvaluesuniqueperspectivesandfostersa senseofbelonging.

• Cultivateemotionalintelligence,empathy,and effectivecommunicationtonavigatecomplexhuman dynamics.

• Demonstrateadaptabilityinthefaceofchangeandbe proactiveinproblem-solving.

• Prioritizeemployeedevelopment,offeringtrainingand mentorshipprogramsthatcontributetoprofessional growth.

• Upholdethicalstandards,ensuringcompliancewith HRregulations.

• MeasuretheimpactofHRinitiativesusingdataand metricstoshowcasethetangiblevalue.

• Beapositiveforceforchange,drivinginitiativesthat enhanceworkplaceculture,employeewell-being,and organizationalsuccess.

South Africa's HR Leaders Redefiningthe Workplace

InthedynamiclandscapeofSouthAfrica'scorporate world,humanresources(HR)leadersplayapivotal roleinshapingthefutureofwork.Withrapid technologicaladvancements,evolvingdemographics,and shiftingemployeeexpectations,HRprofessionalsarefaced withtheformidabletaskofredefiningtheworkplaceto meetthedemandsofthemodernworkforce.

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!

Trailblazers of Talent

EmbracingDiversityandInclusion

SouthAfrica'shistoryismarkedbydiversity,andHR leadersareleveragingthisrichtapestrytofosterinclusive workplaces.Recognizingthatdiversitygoesbeyondrace andgender,theseleadersarechampioningdiversityof thought,background,andexperience.Bycreating environmentswhereallemployeesfeelvaluedand respected,HRleadersarenotonlynurturingasenseof belongingbutalsounlockingthefullpotentialoftheir workforce.Initiativessuchasunconsciousbiastraining, diverserecruitmentstrategies,andemployeeresource groupsarebeingimplementedtopromotediversityand inclusionacrossorganizations.

FlexibleWorkArrangements

Thetraditional9-to-5workmodelisgraduallygivingway toflexibleworkarrangements,andHRleadersinSouth Africaareattheforefrontofthisshift.Understandingthe needforwork-lifebalanceandaccommodatingindividual preferences,theseleadersareimplementingpoliciesthat allowemployeestoworkremotely,adoptflexiblehours,or jobshare.Byembracingflexibility,organizationsarenot onlyattractingtoptalentbutalsoenhancingemployee satisfactionandproductivity.Moreover,flexiblework arrangementsareprovingtobeinvaluableduringtimesof crisis,suchastheCOVID-19pandemic,enabling businessestomaintaincontinuitywhileprioritizing employeesafetyandwell-being.

PrioritizingEmployeeWell-being

Intoday'sfast-pacedworkenvironment,employeewellbeinghasemergedasacriticalpriorityforHRleaders. Recognizingthathappyandhealthyemployeesaremore engagedandproductive,theseleadersareinvestingin comprehensivewell-beingprogramsthataddressphysical, mental,andemotionalhealth.Fromonsitewellness facilitiesandmentalhealthresourcestomindfulness workshopsandflexibleleavepolicies,organizationsare adoptingholisticapproachestosupporttheiremployees' well-being.Byprioritizingemployeewell-being,HR leadersarenotonlyfosteringapositiveworkplaceculture butalsoreducingabsenteeism,turnover,andhealthcare costs.

EmbracingTechnology

Thedigitalrevolutionhastransformedeveryaspectof business,includingHRpractices.SouthAfrica'sHRleaders areharnessingthepoweroftechnologytostreamline processes,enhancedecision-making,andimprovethe employeeexperience.Fromcloud-basedHRsystemsand predictiveanalyticstoartificialintelligence(AI)and

chatbots,organizationsareleveraginginnovative technologiestoautomateroutinetasks,identifytalent trends,andpersonalizeemployeeinteractions.By embracingtechnology,HRleadersarenotonlyincreasing operationalefficiencybutalsodrivingstrategicinitiatives thatenableorganizationstostayaheadinacompetitive market.

InvestinginLearningandDevelopment

Inarapidlyevolvingjobmarket,continuouslearninghas becomeimperativeforbothindividualandorganizational success.HRleadersinSouthAfricaarerecognizingthe importanceofinvestinginlearninganddevelopment initiativesthatequipemployeeswiththeskillstheyneedto thriveinthedigitalage.Frome-learningplatformsand skillsassessmentstomentorshipprogramsandleadership developmentworkshops,organizationsareofferingawide rangeofopportunitiesforemployeestoupskillandreskill. Byprioritizinglearninganddevelopment,HRleadersare notonlyfuture-proofingtheirworkforcebutalsofosteringa cultureofinnovationandgrowthwithintheirorganizations.

ChampioningAgileHRPractices

ThetraditionalHRmodelisgivingwaytoagilepractices thatarebettersuitedtothefast-paced,ever-changingnature oftoday'sbusinessenvironment.SouthAfrica'sHRleaders areembracingagilemethodologiessuchasscrum,kanban, andleantodriveinnovation,improvecollaboration,and respondquicklytomarketdynamics.Bybreakingdown silos,empoweringcross-functionalteams,andadopting iterativeapproaches,organizationsareabletoadaptmore effectivelytochangeanddelivervaluetobothcustomers andemployees.AgileHRpracticesarenotonly revolutionizingtalentmanagementbutalsopositioning organizationsforlong-termsuccessinavolatileworld.

In conclusion,

SouthAfrica'sHRleadersareredefiningtheworkplaceby embracingdiversityandinclusion,promotingflexiblework arrangements,prioritizingemployeewell-being,embracing technology,investinginlearninganddevelopment,and championingagileHRpractices.Byembracingthese innovativeapproaches,thesetrailblazersoftalentarenot onlydrivingorganizationalsuccessbutalsoshapingthe futureofworkinSouthAfrica.Asthebusinesslandscape continuestoevolve,HRleaderswillplayanincreasingly crucialroleinnavigatingchange,unlockingpotential,and creatingworkplaceswhereemployeescanthrive.

John Skelton

Chief People Officer

John Skelton

Steering the Strategic Direcon for a Beer Workplace Environment

Humancapital,encompassingtheskills, knowledge,andcreativityofaworkforce,isa criticalassetthatcanpropelanorganizationto successorleaditintochallenges.Successfulorganizations understandthathumancapitalmanagementisnotmerelyan administrativetaskbutastrategicimperative.Itinvolves aligningtheworkforcewiththeorganization’soverarching goalsandobjectives.Byrecruiting,developing,and retainingtalentthatcomplementsthestrategicvision, organizationscanensureaharmoniousandpurpose-driven workforce.

TheCapitalHotels,Apartments,andResortsisaprime exampleofthesesuccessfulorganizationswitheffectiveHR Strategies,managedbyChiefPeopleOfficerJohn Skelton

JohnSkelton,theChiefPeopleOfficeratTheCapital Hotels,ApartmentsandResorts,hasbeenrecognized amongSouthAfrica’stopHRleadersreshapingworkplaces in2023.Withacomprehensiveprofessionalbackground spanningalmostthreedecades,hisjourneyinHRhasbeen fueledbyapassionforfosteringdynamicworkplace culturesandempoweringindividualstothrivewithin organizations.

BringingCompleteCulturalTransformation

Johnjoinedtheorganizationin2016withaclearvisionto completeculturaltransformationwithinthecompanyand leadthepeoplestrategy Withextensiveknowledgeof entrepreneurialcultureswithinSouthAfricanbusinesses,he bringsawealthofexperienceinorganizationdesignand changemanagementtohisrole.PriortojoiningThe

Capital,heheldnotablepositionsatDimensionDataand NandosSA.Hispassionforunderstandingthemotivations ofpeopletobehaveandlinkwithhumaneconomicsstarted whenhecompletedhisBSScfromRhodesUniversitywith adoublemajorinOrganizationalPsychologyand InformationSystemsin2004.

Johnisentrustedwithsteeringthestrategicdirectionofthe organization’speopleandculture.Heprovidesdirectionfor allaspectsrelatedtoHRandoverseesthepeopleand cultureofTheCapitalHotels,ApartmentsandResorts.

Inhisrole,hespearheadsinitiativestoattractandretaintop talent,aswellascultivateaninclusive,innovative,and growth-orientedworkplace.

Additionally,hehasbeeninvolvedinleveraging technology,suchasAI-poweredplatforms,toanalyze employeeperformancemetricsandmarketbenchmarksfor theidealcandidate,emphasizingtheimportanceofadatadrivenapproachinshapingHRroadmaps.

EnvisioningtheworkplaceofthefuturewithinSouth Africa’sevolvingbusinesslandscapeentailsembracing agility,diversity,andastrongfocusonemployeewellbeing.Iadvocateforaworkplacethatseamlesslyintegrates technology,fosterscontinuouslearning,andchampionsa cultureofcollaborationandadaptability.

LeveragingCutting-edgeTools

Technologyanddigitaltransformationarepivotalin enhancingHRprocessesandelevatingemployee experiences.Byleveragingcutting-edgetools,he

I advocate for a workplace that seamlessly integrates technology, fosters connuous learning, and champions a culture of collaboraon and adaptability.

streamlinesHRoperations,fromtalentacquisitionto performancemanagement,ensuringamoreagile andresponsiveapproachtomeetevolving organizationalneeds.

Inacompetitivejobmarket,John’sapproach revolvesaroundaholisticemployeevalue proposition.Itemphasizescareerdevelopment,a supportiveworkenvironment,andinnovative benefitstoattractandretaintop-tiertalent,fostering aworkforcethatisnotonlyskilledbutdeeply engagedintheorganizationalmission.

Theriseofremoteworkhasgeneratedtheneedto implementrobustcommunicationchannels,virtual collaborationtools,andflexibleworkpolicieswhere needed.TheCapitalprioritizesmaintainingopen linesofcommunication,encouragingahealthy work-lifebalance,fosteringasenseofconnection, andensuringsustainedproductivityandemployee engagement.Theorganizationalsomeasuresoutput andnottimespentintheoffice.Employeeswhodo notperformaremanagedaccordingly

FosteringaContinuousLearningEnvironment

Innavigatingarapidlychangingbusiness environment,TheCapitalinvestsincontinuous learninginitiatives.Throughtrainingprograms, mentorship,andpartnershipswitheducational institutions,itempowersemployeeswiththeskills andknowledgeneededtothriveinanever-evolving landscape.

TheorganizationhasadedicatedTrainingAcademy, namedTheHotelAcademySchool,where employeesaretrainedinapurpose-builttraining facility.Itsvisionistodisruptthehotelindustryby buildingtalentthatthecompanyisconfidentwill leadthechangeitwantstosee.Ithasanumberof coursesavailabletoallpotentialstudentslookingfor acareerinthehospitalityspace.

EnhancingEmployeeSatisfaction

AtTheCapitalHotels,ApartmentsandResorts, thereisastrongemphasisongatheringfeedbackand hearingthevoiceofthestaff.TheimpactofHR initiativesonorganizationalsuccessandemployee satisfactionismeasuredthroughacomprehensive approach,whichincludeskeyperformance

South

Africa's 10 HR Leaders Reshaping Workplaces in 2024

expectations,regularfeedbackmechanisms,anddata analytics.AnannualEmployeeSatisfactionSurveyis conductedtogatherhonestfeedbackfromthestaff,whichis thenusedtoinformthepeopleinitiativesforthefollowing year.

JohnSkeltonhasbeeninstrumentalinleveraging technology,suchasAI-poweredplatforms,toanalyze employeeperformancemetricsandmarketbenchmarks, emphasizingtheimportanceofadata-drivenapproachin shapingHRroadmaps.

StayingabreastofevolvingHRregulationsisnonnegotiable.Regularengagementwithindustryforums, ongoingprofessionaldevelopment,andmaintaininga robustnetworkoflegalandcomplianceexpertsensurethat theystaynotonlycompliantbutalsoproactiveinadapting toregulatorychanges.TheCapitalpartnerswithindustry expertswhoassistwithensuringthatitiscompliantinall HRmatters.

TheOptimisticFutureofHR

JohnoffersadvicetoaspiringHRprofessionals, emphasizingtheimportanceofembracingchange,staying curious,andprioritizingempathy.Hehighlightstheneedto developadeepunderstandingofanorganization’sunique dynamics,fosterstrongrelationships,andchampion inclusivity.SkeltonemphasizesthattheroleofanHR professionalisnotjustaboutmanagingprocessesbutabout nurturingaculturewhereindividualsthrive,and organizationsflourish,alwaysputtingpeoplefirstand havingfun.

Hebelievesthatintheever-evolvinglandscapeofthe professionalworld,HumanResources(HR)standsoutasa dynamicandvitalfield,constantlyadaptingtothechanging needsofbothorganizationsandemployees.Forindividuals seekingacareerthatisinherentlypeople-oriented,the futureofHRisnothingshortofincredibleassomeonewho hasbeenrecognizedinthefieldwithprestigiousaccolades suchastheSouthAfricanRevenueAssociation(SARA) ProjectoftheYearforUnlimitedLeaveandaCHRO nominationforCHROoftheYearin2023,hisjourney aheadinHRpromisesevengreateropportunities.

OneofthemostfascinatingaspectsofthefutureofHRlies initsinnovativeapproachestoemployeewell-being.The implementationofgroundbreakingprojects,suchasthe UnlimitedLeaveinitiativecelebratedbySARA,showcases aforward-thinkingmindsetinHR.Asorganizationsstrive

tocreateinclusiveandemployee-centricenvironments,The roleofHRprofessionalsbecomespivotal.Theyareatthe forefrontofdesigningpoliciesthatnotonlyattracttop talentbutalsoprioritizetheoverallhealthandhappinessof theworkforce.

Theparadigmshifttowardsamoretechnology-driven workplacefurtherenhancesthesignificanceofHR. Automationandartificialintelligencearereshaping traditionalHRfunctions,allowingprofessionalstofocuson strategicandpeople-centricinitiatives.Theabilityto leveragedataanalyticsforinformeddecision-makingis becomingacrucialskillforHRpractitioners,enablingthem toidentifytrends,predictemployeeneeds,andcontribute significantlytoorganizationalsuccess.

Asorganizationsrecognizetheintrinsiclinkbetweena motivated,engagedworkforceandbusinesssuccess,the roleofHRintheC-suitebecomesmoreprominent.The futureholdsaplethoraofopportunitiesforHR professionalstoascendtoleadershippositionsandmakea lastingimpactontheoverallsuccessandcultureoftheir organizations.

JohnbelievesthatthefutureofHRisanexcitingjourney forthoseseekingacareerdeeplyrootedinhuman interactions.Withtechnologicaladvancements,innovative projects,andagrowingacknowledgmentofthevitalrole HRplaysinorganizationalsuccess,thisfieldoffersapath forindividualstomakeameaningfulimpact.

Strategies from Resilient HR Leaders in South Africa

Adapng to Change

Inthefaceofconstantdisruptionanduncertainty, humanresources(HR)leadersinSouthAfricaare demonstratingremarkableresiliencebyadaptingto changeandleadingtheirorganizationsthroughturbulent times.Fromeconomicfluctuationstotechnological advancementsandglobalpandemics,theseHR professionalsarenotonlyweatheringthestormbutalso drivinginnovationandgrowth.

EmbracingChangeastheNewNormal

ResilientHRleadersinSouthAfricaunderstandthatchange isinevitableandhaveembraceditasthenewnormal. Insteadofresistingorfearingchange,theyviewitasan opportunityforgrowthandtransformation.Byfosteringa culturethatvaluesadaptabilityandagility,theseleaders createenvironmentswhereemployeesareempoweredto embracechange,learnnewskills,andinnovate.Whether it'simplementingnewtechnologies,restructuringteams,or pivotingbusinessstrategies,resilientHRleadersapproach changewithconfidenceandresilience,inspiringtheirteams todothesame.

CultivatingaGrowthMindset

CentraltotheresilienceofHRleadersinSouthAfricaisa growthmindset–thebeliefthattalentsandabilitiescanbe developedthroughdedicationandhardwork.Theseleaders encouragecontinuouslearninganddevelopmentamong theirteams,fosteringacultureofcuriosity, experimentation,andinnovation.Byproviding opportunitiesfortraining,mentorship,andskills development,theyequipemployeeswiththetoolsthey needtoadapttochangingcircumstancesandthrivein dynamicenvironments.Agrowthmindsetnotonlyenables individualstoovercomechallengesbutalsofuels organizationalresilienceandsuccessinthelongrun.

PrioritizingCommunicationandTransparency

Effectivecommunicationisessentialduringtimesof change,andresilientHRleadersinSouthAfricaunderstand theimportanceofkeepingemployeesinformedand engaged.Theyprioritizeopen,transparentcommunication

channelsthatfostertrust,collaboration,andalignment acrosstheorganization.Whetherit'ssharingupdateson businessobjectives,solicitingfeedbackfromemployees,or addressingconcernsanduncertainties,theseleadersensure thateveryonefeelsheardandvalued.Bymaintainingclear linesofcommunication,theyminimizeambiguityand resistance,enablingsmoothertransitionsduringperiodsof change.

BuildingAgileandAdaptiveTeams

ResilientHRleadersrecognizethatthekeytonavigating changeliesinbuildingagile,adaptiveteamscapableof respondingquicklyandeffectivelytoevolving circumstances.Theyprioritizediversity,equity,and inclusioninteamcomposition,recognizingthevalueof differentperspectivesandexperiencesindrivinginnovation andproblem-solving.Throughcross-functional collaboration,flexibleworkarrangements,andagile methodologiessuchasScrumandKanban,theseleaders empowerteamstoadapttochange,experimentwithnew ideas,anditerateonsolutionsrapidly.Bybuildingresilient teams,theypositiontheirorganizationstothriveinaneverchanginglandscape.

LeveragingTechnologyforStrategicAdvantage

Technologyhasbecomeapowerfulenablerofchange,and resilientHRleadersinSouthAfricaareleveragingitto drivestrategicadvantage.Fromcloud-basedHRsystems anddataanalyticstoartificialintelligenceandautomation, theyharnessinnovativetechnologiestostreamline processes,enhancedecision-making,andimprovethe employeeexperience.Byembracingdigitaltransformation, theseleadersnotonlyincreaseoperationalefficiencybut alsounlocknewopportunitiesforgrowthandinnovation. Whetherit'soptimizingrecruitmentprocesses,enhancing employeeengagement,orfosteringremotecollaboration, technologyplaysacentralroleintheirchangemanagement strategies.

NurturingResilienceandWell-being

ResilientHRleadersunderstandthatresiliencebeginswith individualwell-beingandprioritizeinitiativesthatsupport themental,emotional,andphysicalhealthoftheir employees.Whetherit'sofferingwellnessprograms, promotingwork-lifebalance,orprovidingaccesstomental healthresources,theycreateenvironmentswhere employeesfeelsupported,valued,andempoweredtothrive. Bynurturingresilienceattheindividuallevel,theseleaders strengthentheoverallresilienceoftheirorganizations, enablingthemtonavigatechangemoreeffectivelyand sustainably

In conclusion, resilientHRleadersinSouthAfricaare adaptingtochangebyembracingitasthenewnormal, cultivatingagrowthmindset,prioritizingcommunication andtransparency,buildingagileandadaptiveteams, leveragingtechnologyforstrategicadvantage,and nurturingresilienceandwell-being.Byemployingthese strategies,theynotonlyweatherthestormbutalsoemerge stronger,moreagile,andbetterpreparedtotacklewhatever challengesthefuturemayhold.Aschangecontinuestobea constantinthebusinesslandscape,resilientHRleadership willbeessentialfordrivingorganizationalsuccessand sustainabilityinSouthAfricaandbeyond.

Leonora Chetty

Employeesarethepillarsofanorganization.Their skills,dedication,andcollectiveeffortsdrive success,innovation,andsustainedcompetitiveness. Recognizingandprioritizingthewell-being,development, andsatisfactionofemployeescontributetotheoverall successandsustainabilityofacompany Tomakethis possible,everyorganizationneedseffectiveHRStrategies.

ThealignmentofHRstrategieswiththebroaderbusiness strategyensuresthattheworkforceiseffectivelymanaged andleveragedasakeydriveroforganizationalsuccess. LeonoraChetty,arenownedleaderinthisfield,has demonstratedaninspiringmodelofHRstrategies.

LeonoraistheHumanResourcesDirectorofTiber Construction,along-standing,privately-owned constructioncompanybasedinSandton,Johannesburg. Withapproximately20yearsofHRgeneralistexperiencein diversecompaniesandindustries,sheholdsqualifications inHumanResourcesManagement,LaborRelations,and Coaching.InherroleasHRDirectoratTiberConstruction, LeonoraChettyoverseesthecompany’shumancapital managementandorganizationaldevelopment, demonstratingherexpertiseinthefieldofhumanresources.

PromotingHighEthicalStandards

InhercapacityastheHumanResourcesDirector,Leonora oversees,directs,andcoordinatesallfacetsofthe organization’shumanresourcesfunctions.Sheisadeptat cultivatingprofessionalrelationshipswithrelevant stakeholderswhileupholdingandpromotinghighethical standardswithintheorganization.Thisincludesmanaging recruitment,selection,compliance,andemployee-related initiatives,inlinewithherextensiveexpertiseand qualificationsinthefieldofhumanresources.

Leonoraisactivelyinvolvedinoverseeingandmanaging theorganization’sperformancemanagementsystem,

conflictresolution,andtheestablishmentofstrong stakeholderrelationshipsthrougheffectivecoachingand communicationstrategies.Sheisalsoengagedinthe implementationofonboardingandwork-readiness programs,aswellasthefacilitationandconductoftraining sessions,amongotherduties.

IncorporatingPositiveWorkplaceCulture

HerprimaryobjectiveistoconsistentlysynchronizeHR andbusinessstrategiesbyspearheadingcommunication strategiessuchascoaching,counseling,mentoring,conflict resolution,disputemediation,andthefacilitationof challengingsituations.Leonoraderivesgreatsatisfaction frominspiringpersonalgrowth,cultivatingpositivehabits andbehaviorinindividuals,andcollaboratingwith executivestoaligntheirmanagementandcommunication strategieswiththeorganization’sstrategicprioritiesand missionstatement.Herextensiveexperienceand qualificationsinHumanResourcesManagement,Labor Relations,andCoachingequipherwiththeexpertise neededtofulfilltheseresponsibilitieseffectively

Afterthe‘GreatResignation’trendin2022,theretentionof toptalenthasremainedasignificantriskfactorformost businesses,includingTiberConstruction.Thecompanyhas sourcedexternalassistancetorefreshandfleshoutits successionplanwithafocusonContinuingProfessional Development(CPD)training,developmentofmanagement andleadershipskills,enforcingrecruitmentprocessesbased onthecompanyvalues,andadvocatingforwork-life balanceforallemployeesincludingpromotionofwellness initiatives.

Leonora’sstrategicvisioncentersontherecruitmentand retentionoftoptalentthroughtheimplementationof holisticandflexibleworkingarrangementsinapositive, officeworkingenvironment,accompaniedbytheprovision ofmarket-relatedcompensationandbenefits,amongstother advantages.

IntegrationofTechnologytoEnhancePerformances

TiberConstructionisincreasinglyleveragingdigital technologiesforenhancedproductivityandefficiencyby integratingautomation,AI,anddataanalyticsintovarious businessprocesses,leadingtoademandfordigitalskills amongouremployees.

AnareawhereAIhasimpactedherdailyworkasanHR professionalistheuseofemployeeengagementsurveys. Monthlyengagementsurveys,life-cyclesurveys,and annualengagementquestionnairesaretoolstoassistin draftingemployeesurveysquickly,analyzingresponsesto open-endedquestionsfasterandmoreaccurately,and better-protectingemployeeconfidentiality,thereby increasingsurveyresponserates.

MaintainingEffectiveCommunication

Aspartofthecommunicationstrategy,thesesurveytools easilygenerateasummaryoffeedbackfromidentified groupssotopmanagementcanbetterunderstandhowthese employeesarefeelinginthoseareasandrespond accordingly

TheuseofWhatsAppgroupsonconstructionsiteshas tremendouslyimprovedandincreasedcommunicationand productionandhascertainlyenhancedcollaborationamong employeesandmanagement.Leonorasaysitisamazingto witnessthetransformationalgrowthintheworkforce, embracingtheuseofdigitaltoolsandapplicationsto enhancesiteproductivity

Inaworldofconstantchangeandtechnologicalinnovation, wherevolatilityandresponsetimearecriticalfactors,a constructioncompanylikeTiberisconstantlylookingfor newwaystorespondtothesechanges.

Tiberisofferingcompetitivesalariesandbenefitstotop talentwhoseskillsandexperiencearevalued.

EnhancingJobSatisfaction

Leonorabelievesthatprovidingopportunitiesfor continuouslearningandprofessionalgrowth(CPD),which includestrainingprograms,workshops,andsupportfor furthereducation,isessential.Shealsoprioritizes promotingahealthywork-lifebalance,flexibleworking hours,andgenerousvacationpoliciestocontributeto employeesatisfaction.

LeonoraChetty HumanResourcesDirector

TiberConstruction

Leonoraisalsobuildingapositiveandinclusivecompany culture,fosteringacollaborativeenvironment,promoting diversityandinclusion,andhavingastrongsetofvalues. Sheaimstoofferclearpathsforcareeradvancement.She understandsthatpromotionsarecrucial,andemployees wanttoknowwhethertheirhardworkwillberecognized andrewardedornot.

Keepingopenandtransparentcommunicationchannels helpsbuildtrustwithTiberConstructionemployeesas theywanttobeinformedaboutthecompany’sgoals, performance,andfutureplans.

Encouragingfeedbackandinvolvingemployeesin decision-makingprocessesmakesthemfeelvaluedand engagedinthecompany’ssuccess.Thekey,accordingto Leonora,istocreateanenvironmentwhereemployeesfeel valued,supported,andchallenged,leadingtoincreasedjob satisfactionandretentionoftoptalent.

MatchingEmployeeExpectations

AfterTiberonlyworkedremotelyfortwomonthsduring thehardlockdownperiod,itwasarequirementforall employeestoreportbacktotheirworkstationsimmediately andindefinitelythereafter.

ThebriefHybridworkingperiodcertainlydidnotsolicit empowerment,authorization,andtrustfrommanagement towardtheadmin/officestaff.Afterconductingafewonline surveys,theseweresomeoftheresults:

• 80%ofallofficestaffwantedflexibilityinwherethey work.

• 90%ofemployeeswantedflexibilityinwhenthey work.

• 50%ofemployeeswereopentolookingfornewjob opportunities,especiallythosewhoweredissatisfied withtheirlevelofflexibility

LeonorasaysItwasandstillischallengingtomanageand maintainstaffretention,especiallysincetheconstruction industryisnotamenabletoembracingremoteworkoptions onsiteandinvolveslongsiteworkinghours.

Thecompanyhadtofocusonclearcommunicationand transparencyofexpectations,goals,andprioritiestoall employees,buildingtrustingrelationshipsandembedding acultureofcollaborationandinvolvementamongst everyone.

Itsemployeesareprovidedwiththenecessaryresources, suchastrainingcourses,internalworkshops,training materials,books,andsoftwaretoolsrequiredforour employeestobeproductiveandthriveinachanging environment.Thecompany’sskillsdevelopmentand trainingbudgetisconstantlybeingreviewedasapriority foremployeeretention.

FosteringProfessionalGrowth

TiberConstructionisexposingandinvolvingitsemployees totechnicalprogramson-site,providingaccesstoindustryspecificcertificationstokeepthemuptodatewithrelevant knowledge.Thecompanyisalsoinvestingandbudgetingin LearningManagementSystems(LMS)foreasyaccessto educationalresourcesthattrackandreportonemployees’ onlinelearningprogress.

Thecompanydrivesitsinternalperformancemanagement systemandmentorshipprogramtotrackemployeetraining needs,goals,andcareergrowthrequirements.Itsinternal mentorshipprogramsuccessfullyfostersprofessional growthandskillstransferbetweenemployeesand management.

TiberConstructionhasidentifiedspecificKPIsrelatedtoits organizationalsuccessandemployeesatisfaction,which assistsinpromotingandreportingonthecompany’s operations,employees,andfinancialperformance.

Leonoramakesuseofmonthlyengagementsurveystokeep trackofengagementlevelsandretentionratesaswellasto

trackemployeeexpectationsandgrowthrequirementsina rapidlychangingworkingenvironment.

Communicationandemployeeengagementhaveincreased bymorethan60%overthepastyear Tonegatethe historicallackofengagement,lowstaffmorale,lackof understandingofcompanystrategiesandconcerns,poor workperformance,andlackofteamwork,thecompanyhas implementedmoreeffectivecommunicationstrategiesand team-buildinginitiatives,aswellascelebratingemployee achievementsmoreoften.

MaintainingTwo-wayCommunication

Monitoringloweremployeeturnoverratesoverthepast yearindicateshigheremployeesatisfactionand organizationalstability.Conductingacost-benefitanalysis onthefinancialimpactofHRinitiativeshasshown increasedproductivity,reducedturnovercosts,andoverall organizationalperformance.

Collectingqualitativefeedbackfromemployeesviaopenendedsurveyshasgiventhecompanyinsightsintotheir perceptions,ascertainingtheiralignmentwiththe company’svalues,mission,andculture.

LeonoraChettyisadedicatedmemberoftheSouthAfrican BoardofPeoplePractices(SABPP),abodythatupholds thehighestethicalandHRstandardsinSouthAfrica.She remainscommittedtostayingupdatedwithevolvingHR regulationsandensuringcompliancebyactivelyengaging incontinuousprofessionaldevelopment.

Leonora’sproactiveapproachtocomplianceincludes attendingCPDcoursesandworkshops,subscribingto newsletters,leveragingHRsoftware,receivingalertsfrom relevantgovernmentagencies,andnetworkingwithlikemindedprofessionalsandprofessionalorganizations.Her useofacompliancecalendarreflectshermeticulous attentiontodetailinmanagingregulatoryfilings,reporting requirements,andothercompliance-relatedtasks.This commitmenttoongoinglearningandcompliance underscoresherdedicationtoupholdingthehighest standardsinthefieldofhumanresources.

NurturingFutureLeaders

HRTechnologyhasbeenanareaofinvestmentandpriority, providingtherequiredcompliance,analyticalreporting,and self-serviceforemployeesandmanagementalike.

AsanHRleader,Leonoraoffersthefollowingadviceto aspiringHRprofessionalsaimingtomakeapositiveimpact ontheirorganizations:

• TobeaneffectiveHRprofessional,it’scrucialtohave adeepunderstandingoftheorganization’sbusiness operations,goals,andchallenges.Thisknowledgewill enablethealignmentofHRstrategieswithoverall businessobjectives.

• Developstrongcommunicationskills,activelylistento employees,andfacilitateopenandtransparent communicationwithintheorganization.

• EmbraceculturaldiversityinSouthAfricawithvarious cultures,languages,andbackgrounds,fosteran inclusiveworkplaceculturethatvaluesdiversity,and promotesequalopportunitiesforall.

• Stayinformedaboutemploymentlegislationand regulationsinSouthAfrica,astheycanimpactHR practices.

• Investinemployeedevelopmentandtraining programs;askilledandengagedworkforcecontributes significantlytothesuccessoftheorganization.

• Implementeffectivetalentmanagementstrategies, includingrecruitment,onboarding,performance management,andsuccessionplanning,toensurethat theorganizationattracts,retains,anddevelopstop talent.

• Promoteemployeewell-beingbyrecognizingthe importanceofemployeewell-beingandwork-life balance.Implementprogramsandinitiativesthat supportmentalandphysicalhealth,creatingapositive andhealthyworkenvironment.

• Finally,buildstrongrelationships,utilizetechnology, anddemonstrateethicalleadership.Byfocusingon theseaspects,aspiringHRprofessionalscancontribute significantlytothesuccessandpositivecultureoftheir organizationsinSouthAfrica.

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