1. 1
MATSHEDISO “TSHIDI” RAMOGASE
Occupation Corporate Affairs Director
Nationality South African
Language English, Zulu, South Sotho, North Sotho, Xhosa
Current Employer ABI
Availability 3 months’ notice
Contact Details
Cell phone +27 82 330 1330 / +27 82 884 5551
Tel +27 11 676 9804
LinkedIn http://za.linkedin.com/in/tshidiramogase
Professional Profile
Experienced Corporate Affairs Executive with 5 years’ experience at Director level in the Corporate Reputation
Management including Corporate Communication and sustainability field. Proven working experience in Internal
and External Communication, stakeholder management, sustainable development, community development and
partnerships. Sound knowledge of community development, internal and external communication and
stakeholder engagement. Strong interpersonal, communication, leadership and problem solving skills.
Recognized for receiving the SABMiller Graham Mackay Award for best internal stakeholder engagement
programme (Soul Ambassadors Programme), for being the PETCO Community Developer of the Year (2012)
and for receiving the Pikitup Environmental Award 2012 (ABI School Recycling Programme). Led a multi-
functional and multiple stakeholder project which resulted in Mpact investing 350 million in a new rPET Plant in
Wadeville (to be operational 2015). Background in Human Resources Management and Change Management.
Education
2012
Cambridge University
SABMILLER Corporate Affairs Executive Development Programme
2011
GIBS
Certificate in Finance
1996
University of Cape Town
Post Graduate Diploma in Organisation and Management
1995
University of Cape Town
Bachelor of Social Science and Humanities
1991
St. Anthony’s Matric Project
Grade 12 (Matric)
Professional Courses / Training
• GIBS Board Membership Training
• Health Psychology III (90%)
• Neuro Psychology III
• Organisational Behaviour III (75%)
• Research Design and Analysis II
• Psychology I (80%)
• Psychology II (75%)
• IODSA – Being a Director (part 1) and Social and
Ethics Committee training
Board Memberships
• Coca-Cola Canners of South Africa – Non-Executive Director (2011 to present).
• Edge Growth – Non-Executive Director (2009 to present).
• PETCO – Executive Director (2011 to present).
• BEVSA - Non-Executive Director (2012 to present).
• In process of registering at the SAB Foundation – Non-Executive Director (Sep 2014).
• In process of registering at the Ikamva Youth (Oct 2014).
• Founder and Director - Didibeng Foundation (Set up Feb 2014).
Computer Skills
• Microsoft Office (Word, Excel, PowerPoint) – Intermediate to Advanced
• SAP HR and Finance Intermediate

2. 2
Areas of Competence
Core Competencies
Developing Company's Corporate Affairs Strategy:
• Aligning Corporate Affairs Strategy to support business commercial agenda by conducting environ
scan of internal and external landscape and key macro and micro factors that may affect the
companies' reputations and standing and may enable or obstruct business strategy.
Corporate Reputation and Stakeholder Relationship Management:
• Developing and managing media exposure strategy to enhance corporate image and build reputation
with key stakeholders, industry bodies and relevant lobby groups.
• Overseeing the monitoring and tracking of all media channels for public comments on business issues
and all industry related media coverage.
Public Policy Management:
• Ensuring the company is part of relevant platforms influencing Government policy formulation and
addressing issues identified by the operations with the relevant Government departments.
• Monitoring the regulatory environment for emerging / topical issues, advising businesses on relevant
issues relating to business and potential impact to business and developing strategies / tactics to
mitigate risk to company.
Internal Communication Strategy:
• Developing and overseeing the execution of the internal communication strategy using appropriate
communication mechanisms.
• Driving buy-in for corporate brand, vision and strategic goals through corporate communications
platforms and employee engagement platforms.
Corporate Social Investment Strategy:
• Aligning community investment plans to support business' commercial agenda via CSI strategy
planning and execution.
• Ensuring the CSI strategy underpins business strategy and contributes to the national development
priorities.
Lead and Manage Implementation of Group Sustainability Objectives:
• Facilitating delivery of group sustainability by relevant functional heads, by clearly articulating
functional accountabilities and KPI, reporting and when required escalating to the MD.
• Coordinate group sustainability reporting.
Other Competencies:
Employee Development and Performance Management:
• Facilitating goal setting sessions for my team, managing employee delivery against targets by
conducting bi-annual performance reviews, identifying employee development needs, planning
employee careers, conducting career succession planning
Organisational Development:
• Managing departmental and team culture through monitoring team morale and driving positive
engagement platforms.
• Leading change within the team and supporting organisational change through internal communication
platforms.
Business Financial Management:
• Understanding and managing the business P&L statements and cost and profit drivers. Seeking and
implementing processes and initiatives to reduce cost and improve business profitability within area of
responsibility.
Career History
1. 2010 – PRESENT
ABI
CORPORATE AFFAIRS DIRECTOR
Responsibilities
Developing Company's Corporate Affairs Strategy:
• Conducting environ scan of internal and external landscape and key macro and micro factors that affect the
companies' reputations and standing and may enable or obstruct business strategy.
• Identifying key strategic role players and appropriate opportunities.
• Developing and communicating a crisis management process and procedure.
• Ensuring crisis management process is well understood and implemented when a crisis occurs.
• Managing the crisis management process when required.
Corporate Reputation and Stakeholder Engagement:
• Developing and managing media exposure strategy to enhance corporate image.
• Ensuring that the company is well positioned and seen as a thought leader and considered as an authority in
relevant sectors.

3. 3
• Establishing and maintaining cooperative relationships with representatives of all stakeholders.
• Acting as spokesperson and office of record for any group external communication.
• Creating opportunities to communicate business’ vision and become the preferred corporate citizen.
• Lobbying influential and noteworthy stakeholders in order to enhance the image of the organisation.
• Implementing surveys / stakeholder opinion research to assess the company's reputation in the market.
• Providing media training and policy management for the organisation, executives and other relevant
managers.
• Overseeing the monitoring and tracking of all media channels for public comments on any business issues
and all FMCG industry media coverage.
Public Policy Management:
• Ensuring the company is part of relevant platforms influencing Government policy formulation.
• Addressing issues identified by the operations with the relevant Government departments.
• Monitoring the regulatory environment for emerging / topical issues, advising businesses on relevant issues
relating to business and potential impact to business and developing strategies / tactics to mitigate risk to
company.
Internal Communication Strategy:
• Developing and overseeing the execution of the internal communication strategy using appropriate
communication mechanisms.
• Driving buy-in for corporate brand, vision and strategic goals through corporate communications platforms
and employee engagement platforms.
• Developing and publishing an annual Corporate Affairs calendar.
Corporate Social Investment Strategy:
• Aligning community investment plans to support business' commercial agenda via CSI strategy planning and
execution.
• Ensuring the CSI strategy underpins business strategy and contributes to the national development
priorities.
• Developing and publishing CSI guidelines.
• Implementing plans communicated to businesses.
• Leveraging employee brand ambassadorship via CSI to support corporate brand.
Lead and Management Implementation of Group Sustainability Objectives:
• Facilitating delivery of group sustainability by relevant functional heads, by clearly articulating functional
accountabilities and KPI, reporting and when required escalating to the MD.
• Coordinate group sustainability reporting.
2. 2008 – 2010
BHP BILLITON SA - Manganese
TRANSFORMATION MANAGER
Responsibilities
• Managing the delivery against BBBEE commitments and Social Labour Plan obligation of the Mining
Charter.
• Developing and facilitating the implementation of the BBBEE Strategy for Manganese Business Unit.
• Monitoring and reporting progress at Exco level, Asset level and Group level.
• Identifying gaps, investigating and developing solutions for implementation by assets Transformation
Champions.
• Arranging for annual BBBEE audit and certification process.
• Recommending strategies at Exco level for implementation.
• Managing Provincial Stakeholders (government, industry peers and communities).
• Trustee and Manager of the Samancor Manganese Foundation.
• Implementing Divisional Transformation initiatives.
• Managing Samancor Foundation Budget (±R60 million).
3.1 2006 – 2008
The South African Breweries Ltd
HUMAN RESOURCES CONSULTANT
Responsibilities
• Facilitating a healthy HR environment in the Region (Chamdor Brewery) by consulting on HR matters and
when necessary, training / arranging for training for employees and managers to improve their knowledge of
Human Resources.
• Facilitating talent management in the departments (Strategic People Review and People Balance Sheet
sessions).
• Driving and enforcing high performance culture by ensuring implementation and use of SAB performance
Management System (IMP) measuring, reporting and following up on HR key indicators.
• Assisting in facilitating change processes in the departments by forming part of the change projects working
groups. The focus is currently on Business Partnering in SAB.

4. 4
• Managing and driving part of corporate governance by leading Corporate Social Investment for SAB
Chamdor Region with Mogale Community leaders.
• Ensuring that HR practices / procedures are adhered to and that a healthy HR climate is maintained by
facilitating and monitoring the implementation of HR value chain in the departments.
• Ensuring high organisational morale by conducting Organisational Effectiveness surveys, consolidating
issues identified and rolling out solutions to address issues affecting employee morale.
3.2 2005 - 2006
The South African Breweries Ltd
OD SPECIALIST
ABI SAP Implementation
Responsibilities
• Interpreting the change impact for the implementation of SAP in ABI.
• Developing the change management plan to manage the impact.
• Establishing the Change and Training Management infrastructure.
• Managing stakeholders, project communication and change management budget.
• Ensuring resource delivery against project milestones.
• Reporting on Change Management and Training status.
• Managing expectations.
Achievements
• Headed the Change team that comprised of 4 Change Consultants (2 from Deloittes and 2 from IBM), 1
Training Manager, 1 Training Project Manager (from SAP SA), 33 Trainers and 2 administrators. Through
this team, together with the Project team, implemented SAP FI, CO, MM, PM and PP in ABI 8 months (from
design to go live). This included training a total of 1300 users in 2 months. On average each user had to be
trained on 3 SAP transactions excluding SAP Navigation and basic PC skills, planning, implementing and
monitoring change management activities (readiness, communication, stakeholder management, including
ABI and SAB board members and anchoring activities).
• Managed change and training resources, including change budget of R6 million. All of this delivered within
budget.
3.3 2003 – 2005
The South African Breweries Ltd
HUMAN RESOURCES SPECIALIST
BIS, Manufacturing Services, Capital Projects and Global Technical Group
Responsibilities
• Facilitating a healthy HR environment in the departments by consulting on HR matters and when necessary,
training / arranging for training for employees and managers to improve their knowledge of Human
Resources.
• Facilitating talent management in the departments (Strategic People Review and People Balance Sheet
sessions),
• Driving and enforcing high performance culture by measuring, reporting and following up on HR key
indicators.
• Assisting in facilitating change processes in the departments by forming part of the change projects working
groups. The focus is currently on Business Partnering in SAB.
• Ensuring that HR practices / procedures are adhered to and that a healthy HR climate is maintained by
facilitating and monitoring the implementation of HR value chain in the departments.
Achievements
• Part of the HR team that received the Most Improved HR Region Award from the HR Director and Managing
Director in June 2005.
• Instrumental in improving HR practices in the IT Department.
• Started the implementation of diversity programme in the IT Department to manage diversity and equity
challenges.
4.1 2002 – 2003
Unilever South Africa (Pty) Ltd
SITE LEARNING MANAGER
Responsibilities
• Understanding business strategic priorities and formulating learning interventions that drive delivery of
business strategy by developing learning strategy, framework and processes.
• Investigating learning needs and investigating relevant learning solutions.
• Facilitating and driving the implementation of learning plans in various departments and reporting progress
to key stakeholders.
• Interacting with SETA (CHIETA) and ensuring development and delivery of workplace skills plans in order to
claim skills grants for the company.

5. 5
• Managing the training budget of R6.5 million and a team of 8 core members and 10 supporting members.
Total company size - ±900 employees.
Achievements
• As a Training Manager for the Boksburg Manufacturing site, led the team that obtained the site accreditation
by the Foodbev SETA (Food Manufacturing site) and CHIETA (Powders and Liquids Manufacturing site) as
training providers within 12 months of starting the job.
Career History: Previous Positions
4.2
HUMAN RESOURCES PROJECT MANAGER / HUMAN RESOURCES PROJECT OFFICER / HUMAN
RESOURCES OFFICER
Unilever South Africa (Pty) Ltd
1998 – 2002
*Led the HR team that ensured implementation of world class manufacturing practices. This saw a
reduction in headcounts from 500 employees to 200 employees in a plant that is now producing more tons
of powder and is more complex.
5.
HUMAN RESOURCES OFFICER
Samancor (Pty) Ltd
1996 – 1998
Key Strengths
• Big picture thinker and strong at conceptualising.
• A focused, passionate, energetic and optimistic professional.
• Ability to secure buy-in and inspire others to deliver at their individual best.
• Able to relate to people from different backgrounds and levels.
• Focused, self-motivated and target driven; determined to succeed while developing others.
References
Available on request.