1. CURRICULUM VITAE OF PORCHA ROETS
PERSONAL INFORMATION
Surname : Roets
Maiden Surname : Hercules
Full Names : Porcha Ophelia
Passport Number : To Be Confirmed
Identity Number : 7905220107083
Date of Birth : 1979-05-22
Gender : Female
Marital Status : Married
Nationality : South African
Race : Coloured
Language Literacy : English / Afrikaans
Dependants : None
Criminal Offences : None
Drivers License : Code 8
Cell Phone Number : 083 200 1998
Email address :proets85@gmail.com
Notice Period : 4 weeks
SECONDARY QUALIFICATION
High School Attended : Belhar High School
Highest Standard Passed : Matric with Exemption
TERTIARY QUALIFICATION
Completed Studies
Diploma in General Nursing - Unisa2007
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2. Bachelor of Commerce - Specialisation HR / Labour Relations - Unisa2008
Major subjects include:
HR management
Strategic HR Management
Labour relations management
Strategic Labour relations management
Strategic Management
Training and development
Current Studies:
Honours degree – Advanced Human Resource Management – UNISA
EMPLOYMENT HISTORY
Employer : MTN SA
Position Held : HR Partner – Western Cape Region
Period : Jan 2013 - current
Responsibilities:
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3.  Employee relations
 Facilitation of disciplinary hearings, grievances, and appeal hearings;
 Support and ongoing advice to line management on ER related matters
 Implementation of related processes, policies and guidelines
 Facilitate training and communicate ER related process policies and guidelines to line managers
 Advise on ER issues in line with SA law and regulations, company policy and precedents set,
taking account of relevant business objectives/imperatives and industry best practice, in order to
minimise legal risks
 Reduce CCMA and Labour Court referrals and internal disciplinary hearings by providing sound
advice to both line management and staff;
 Create high level and open communication channels regarding ER issues;
 Human capital movement management (Recruitment, Selection and on boarding)
• Manage human resource planning (Head count)
• Compilation of competency based questionnaires to be used in the interview
• Implementation of Retention Strategies as approved
• Facilitation of the interviews and taking an active role in the overall selection of the candidates
• Manages and implements recruitment and selection processes in line with strategy for the area in
such a way that efficiencies are achieved and that the area is optimally resourced, through:
• Conducts exit interviews and produces a quarterly report on trends
 Performance and talent Management
• Facilitate the implementation of Performance Management Process in the respective Business
Units;
• Ensure compliance on Integrated Performance Framework (IPF) as per the agreed policies and
timelines;
• Clarification of roles and responsibilities for both line managers and employees regarding the IPF;
• In close association with Learning and Development staff, perform skills audit and facilitate
implementation of the action plans thereof.
• Guide and facilitate career path process together line and individual employees
 Organisational Design/Wellness /Learning and Development
• Participate in the co-design of organisation structures
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4. • Have an understanding of how to develop and level Job Profiles in accordance to MTN
Methodology
• Coordinate all OD, ER , culture alignment and Learning & Development interventions and any
other approved interventions
• Ensure fair and equitable pay structures within the BU
• Management of BU organisational structures and manpower balancing
• Facilitation of feedback sessions (focus groups) regarding surveys and any other organisational
interventions
 Data Integrity Accountability
• Generation of all required reports
• Maintain the integrity of files so that all information is present and correct
• HR Master Data,
• Management Information/Reporting
 Human Resources policies and procedures
• Communicate and educate the Business units on all HR policies, procedures and processes
• Provide advice and ensure compliance on HR policies, procedures and processes i.e.
• Employee Relations, Recruitment, etc.
 Relationship Management
• Participate in the sourcing of external Service Providers (i.e. Recruitment agencies etc).
• Establishes a business partnership through advising and supporting managers on matters, which
have an influence on the HR component of the business.
• Undertakes and participates in interventions (e.g. workshops) to transfer HR knowledge to the
line, so that managers are suitably equipped to maximise HR capacity in their areas of
responsibility.
• To promote and ensure fair employee practices and people culture development
• To facilitate and promote a positive climate of mutual trust and respect
 Remuneration
• Support line management on remuneration issues related to the day-to-day management of
staff, as well as other more specific initiatives such as 'key staff';
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5. • Manages remuneration costs in relation to the contribution to business objectives ( includes
being up to date with the latest information through published salary surveys and other related
sources) ;
• Through payroll processing area, ensures an efficient payroll service to line ;
• Monitors overtime trends and if necessary implements corrective action.
Reason for intention to leave:
• MTN currently restructuring all division – not feeling job secure.
Employer : Mediclinic Cape Town
Position Held : HR Officer/Head of HR
Period : April 2011 – Dec 2012
Responsibilities:
• Staff compliment: 200
• Continuous Performance and Quality Management
• The organisational values are reflected in management behaviour
• Goals, with performance standards, are set for the HR function and at
team/individual level
• Performance Management focuses on continuous improvement of
systems and processes, with special emphasis on client satisfaction
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6. • Regular performance reviews and feedback take place and development
plans are established
• Competence is demonstrated in all performance output areas
• Best practices are shared to the benefit of the group
• A quality management system is implemented and maintained
• Employee assistance programmes are utilized and managed according to
guidelines set
• Implementation of Talent management processes
• Partnering with the Training and development department to ensuring
effective implementation of Compentency based training
• Assisting in the submission and roll out of the annual Skills plan
• Service Culture is actively promoted within the department and hospital
• Staffing Function Managed
• Recruitment and selection process are managed as per HR policy,
procedure, best practices and employment equity targets
• Competency based recruitment practices are implemented and
maintained (i.e. interview guides)
• Candidates (successful and unsuccessful) are timeously notified and
administered as per HR policy, procedure and relevant recruitment
system
• A HR Orientation programme is in place as per policy and guidelines set
• Personnel Recordkeeping system (filing and archiving) is managed
according to standard set
• Exit interviews are conducted and administered according to HR policy
and procedure
• Terminations and transfers are managed according to HR policy and
procedure
• Implementation of the Employment Equity Plan
• Personnel Budget •
• The hospital complement is budgeted on a zero-base
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7. • Costing summary is compiled (per department) and submission, approval
and amendments are managed according to procedure
• Actual personnel expenditure is correlated with budget and variances are
clarified on a monthly basis
• Monitoring and control of productivity ratio’s(FTE’s)
• Interim adjustments to the personnel budget is approved by the Regional
HR Manager
•
• Personnel Administration •
• Human Resource policies are implemented and maintained
• Payroll administration (all related inputs) are managed as per HR policies,
procedures, best practices, CRS system- and statutory requirements
• Professional Indemnity and SANC registration are managed according to
guidelines set
• Management Payroll inputs are captured and administered according to
guidelines
• Head of Departments are informed and monitored with regards to
consistently applying the Human Resource Policy
• Salary structuring guidelines are managed and implemented according to
standard set
• Time and Attendance system are managed and ownership promoted
throughout the hospital
• Relevant statistics and trends are monitored and reported to management
(i.e. allowances, overtime, leave, Absenteeism, appointments,
resignations etc.)
• Reports and recons are checked / compiled and relevant approval is
obtained according to procedure
• Employment Relations
• Mediclinic Employee Relations guideline and labour related legislation are
adhered to
• Staff forums are managed as per policy and guidelines set
• Head of Departments and employees are informed and supported on
existing policies and procedures, within the scope of their roles
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8. • Industrial Relations and interpersonal conflict resolution are facilitated
according to conflict management principles and grievance procedures
• Disciplinary proceedings and CCMA disputes are managed according to
standard set
• Ethics Line is promoted throughout localities
• The equity process at hospital level is managed as per policy and
guidelines set
• Information sessions are conducted regarding new policy changes,
changes in company benefits, HR and IR legislation where applicable
• Client Satisfaction
• Client complaints are resolved
• Confidentiality of personnel information is maintained
• Participation in Quality and Improvement projects is ensured
• Meetings are utilised as quality improvement opportunities
• Liaise with relevant Line management in solving HR related issues
• Client expectations are met, and quality client service principles
maintained
• Employee Wellness
• Employees are registered and managed via our employee wellness
programmes.
• Monitoring of the clinic activities
• Counselling and advising staff, referral to social worker if necessary
• Monthly follow-up of employees registered on the programme
• Competencies and Skills
• Achievement Orientated - Can identify and accomplish challenging
objectives
• Leadership Skills - Can use appropriate interpersonal styles and methods
to guide individuals or teams to achieve results
• Analytical skills – able to analyse reports and establish trends
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9. • Problem solving skills – methodical approach to problems and able to
provide solutions
• Excellent verbal and written communication skills
• Good planning and prioritising skills- Can establish a course for self and
others to accomplish specific goals
• Quality orientation
• The ability to support, coach, develop and manage staff
Reason for leaving:
• Better Career and growth opportunities in a more strategic role in a corporate
environment.
Employer : Edcon HR Operations
Position Held : HR Consultant
Period : August 2009 – April 2011
I fulfilled the role of an HR Business Partner for Edgars V&A Waterfront, Edgars Tokai,
and Edgars Vangate Mall.
Responsibilities:
• Staff compliment: 250-300
• General HR administration
• Payroll queries
• Industrial relations and discipline in accordance with HR Practice and Labour
Legislation
• Implementation and interpretation of Group HR Strategies and HR Policies
• Leave Administration and Leave Management
• Remuneration Management – monitoring of monthly overtime and casual wage
expenditure
• Performance Management and Assessment
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10. • Succession planning
• Talent Management
• Project Management
• Appointments and Terminations
• Employee Benefits and Wellness
• Induction
• Retention interviews
• Recruitment and selection
• Training and development
• Coaching & liaising with Line management
• Liaising with union shop steward
• CCMA
Skills:
• Analytical Thinking
• Change Management
• Presentation skills
• Attention to detail
• Problem solving
• Consulting skills
• Conflict resolution skills
• Coaching skills
• Process driven
• Deadline orientated
• Report writing
Reason for Leaving:
• Career opportunity with Mediclinic in a Head of Department capacity.
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11. Employer : Milnerton Medi - Clinic
Position Held : HR Admin Officer
Period : February 2009 – July 2009
Responsibilities:
.
• Staff compliment: 200-250
• General HR administration
• Monthly payroll submission (appointments, terminations, changes in salaries,
bonuses, business km travel claims, Garnishee orders, overtime processing,
etc);
Liaising directly with staff regarding all queries relating to salaries
• Monitor fixed-term contracts
Benefits Administration
• Medical aid : Assist staff with plan selections; arrange addition or cancellation of
members and/or dependants; provide advice to members; follow up new member
applications/transfers; responsible for all medical aid queries; responsible for all
other medical aid administrative duties; administration of new entrant forms,
withdrawal forms and switching forms are timeously submitted to the fund
administrators
• Provident Fund : Assist with provident fund queries i.e. providing assistance to
staff for portfolio selections, withdrawal values; manage the disability claim
process; carry out all other provident fund administrative duties; liaise with Head
office and provide assistance when necessary; communicate fund performance
and changes to the fund to staff
• Administration relating to UIF and WCA: complete and submit UI-19 forms for all
joiners and leavers and assist staff with documentation for UIF claims; Timeous
completion and submission of documents for any injuries on duty.
• Maintain HR and personnel files
• Industrial relations
• Implementation of Group HR Strategies and HR Policies
• Leave Administration, audits and leave management
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12. • Performance Management
• Retention interviews
• Recruitment and selection
Reason for Leaving:
• Career opportunity with Edcon in a HR Generalist capacity.
Employer : Stellenbosch Medi - Clinic
Position Held : HR Clerk
Period : September 2008 – February 2009
Responsibilities:
• Staff compliment: 150-200
• General HR administration
• Monthly payroll submission (appointments, terminations, changes in salaries,
bonuses, business km travel claims, Garnishee orders, overtime processing,
etc);
Liaising directly with staff regarding all queries relating to salaries
• Monitor fixed-term contracts
Benefits Administration
• Medical aid : Assist staff with plan selections; arrange addition or cancellation of
members and/or dependants; provide advice to members; follow up new member
applications/transfers; responsible for all medical aid queries; responsible for all
other medical aid administrative duties; administration of new entrant forms,
withdrawal forms and switching forms are timeously submitted to the fund
administrators
• Provident Fund :Assist with provident fund queries i.e. providing assistance to
staff for portfolio selections, withdrawal values; manage the disability claim
process; carry out all other provident fund administrative duties; liaise with
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13. Trustees and provide assistance when necessary; communicate fund
performance and changes to the fund to staff
• Administration relating to UIF and WCA: complete and submit UI-19 forms for all
joiners and leavers and assist staff with documentation for UIF claims; Timeous
completion and submission of documents for any injuries on duty.
• Maintain HR and personnel files
• Industrial relations - limited exposure
• Implementation of Group HR Strategies and HR Policies
• Leave Administration, audits and leave management
• Performance Management
• Retention interviews
• Recruitment and selection
Reason for Leaving:
• Promotional transfer to Milnerton Medi-clinic.
Employer : Panorama Medi - Clinic
Position Held : Professional Nurse
Recovery Room (Theatre)
Period : September 2002 – August 2008
Responsibilities:
• Pre- and Post – operative nursing care to patients.
Reason for Leaving:
• After my HR qualification was obtained in 2008 – I applied to Stellenbosch Medi-
clinic and was appointed as HR Clerk.
COMPUTER LITERACY
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14. * Ms Word – intermediate to advanced
* Ms Excel – intermediate to advanced
* Ms PowerPoint - intermediate
* Internet & E-mail
* Kronos - Time and Attendance system
* HR Focus – HRM & Payroll System
* CRS – HRM & Payroll System
* Oracle
REFERENCES
Mediclinic South Africa : Gillienne Engel (Regional HR Manager)
082907 7358
Edcon HR Operations : Penny vd Berg (Regional HR Manager)
082806 4657
Mediclinic Stellenbosch : Mrs. Angeline de Vos (HR Manager)
021861-2000 / 084 675 2970
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