candice alexander curriculum vitae 2016

Curriculum Vitae of Candice Alexander

Name: Candice Vanessa Alexander

Date of birth: 09th March 1981

Nationality: South African

Residing in: Cape Town

Gender: Female

Contact number: 0837313123

Email: [email protected]

Website: https://za.linkedin.com/in/candice-alexander-07855b1b

Valid driver’s licence and own vehicle

COVER LETTER

I have been in HR Training, Compliance & Risk for 8 years. I am an enthusiastic, dedicated confident and reliable professional. My specialist experience is in Human Resources supporting our payroll system PeopleSoft with a direct link to Business Processes and Legislation amendments (SDLA, EEA, BCOE, SDA, OHASA, COIDA, UIF ). Earlier in my career I administered an HR Payroll process which required an end-to-end support function.

My skill set includes participation in PeopleSoft system upgrades which requires User Acceptance Testing. I furthermore also support projects in light of these system upgrades, do business process mapping, assisting with the sign-off of business policies, facilitation, content development, and enable and monitor legislative compliance related to HR.

I have been in my current role for Eight ( 8) years .Four ( 4 ) of these were spent in Pretoria supporting our North Divisional Office where I managed the HR Training and Compliance aspect in stores. During this time I reported to senior management in Head Office and worked independently. My region is not limited to the Western Cape and I am often required to travel for work to the Eastern Cape, Free State and Durban.

I subscribe to a progressive approach underpinned by coaching and mentoring. The Training aspect of my role relates to (not limited to) Human Resources Payroll, Workforce Administration, Resourcing, Skills Development facilitation, Learning & Development,

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mailto:[email protected]


Staffing and Employee Self Service. This includes the co-ordination and logistic aspect which I manage based on the business requirements.

As an Accredited facilitator I support the business in meeting their Skills Development targets by ensuring successful delivery of training planned in that Skills Plan year, and targets as set out by the National Skills Development strategy.

The Compliance aspect of my role relates to managing the HR Risks in stores, understanding their learning needs and providing support by means of coaching within the area of non-compliance. As a qualified HR Practitioner I had to ensure compliance related to all HR Life Cycle events (Hires, Staff Movements, and Terminations), management of Leave, Scheduling, Recruitment, and guidance in Disciplinary matters.

With my skills as the E-Learning Content Developer in our team I have managed to meet my targets within budget.

I am an Accredited Assessor in the Wholesale and Retail Authority with a comprehensive understanding of the National Qualifications Framework. I develop Unit Standards aligned to the principles instructed by SETA and SAQA. It is these accredited workshops which I facilitate and manage together with Learning and Development. I have a full understanding of Unit Standards and how this is linked to Governing bodies like SETA and SAQA.

I am looking for a suitable position as the next step in my career, with a reputable and exciting company. The emphasis must be on training, development, coordination and compliance. I am eager and keen to develop in areas where I am exposed to HR management.

I believe in lifelong learning and as such, I am currently studying my Bachelors in Education on part time basis in anticipation to complete this in 2019.

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EDUCATION & QUALIFICATIONS

Education Institution

Qualification Status Subjects

Unisa Bachelors in Education Anticipated Completion date 2018

Early Childhood Education and Teaching

MSC Business College Certificate in Human Resources Management

Completed 2014 MSC Business College

PE Technical College Certificate in Graphic Design

Completed 2000

Graphic Design & Fine Arts

Wittebome High School

Matriculated Completed 1998

COMPUTER SKILLS

Software Package/Programme Skill LevelArticulate Storyline IntermediateOracle PeopleSoft Human Resources Systems

Super User

Micro Soft Office Advanced

CERTIFICATION

Organisation Certification SinceFree to Grow Life Skills Facilitator November 2010Lexis Nexis Accredited Facilitator June 2012Kalleo People Group Articulate Storyline E-

learning UserAugust 2013

Learn to Lead Simulation Workshop February 2016

ACCREDITATION

Organisation Accreditation Since Certification Number

Edutel Accredited Assessor June 2009 617/ASS/03205/09South African Board of Practitioners

Human Resources Practitioner Certificate

March 2015 CN15HRC0043MS

PROJECTS

Date Description ImpactJune 2011 We launched our drive to

employ People Living with Disabilities and increase our EE stats also improving our BEE scorecard. With this we had an intake of +- 80 employees across the Region. This required me to attend a Sensitisation

Increased our Region’s BEE scorecard once we reported our Workplace Skills plan to the SETAs.

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Workshop in order to equip me with the knowledge to successfully Induct these employees while facilitating with an Interpreter. The launch was successful and all employees living with disabilities clearly understood to Business benefits, workpay and rules incorporating important policies.

2011 till 2012 Based on the business decision to buy back all Franchise stores, our compliance team in the Gauteng region had to conduct On-boarding sessions at 36 difference stores across the Region of which I completed 14 stores (+- 600 employees). This provided the employee with the knowledge required in order to understand the Corporate benefits and work pay and rules. In addition we had to upskill all HR Admin Team in the stores to ensure HR Compliance by up skilling them on the Admin process in stores. This included all Employee Life Cycle events, Timekeeping and Recording, Benefits, PeopleSoft Training and all adhoc process.

Across 14 stores which made up +- 600 employees, they all understood their Payments and Benefits, Timekeeping processes and policies and On-boarding.

+-28 HR Admin staff could operate on a level as required by Corporate and ensures a smooth transition of all People movements and HR processes.

July 2012 Developed an Online E-Learning Tutorial for all stores to complete Lexus Nexus (Crim and Credit Check) system training. This training formed part of our Recruitment training and was becoming too time consuming and costly to train in our outer lining areas, yet it was critical that all new employees had to have a credit and criminal check conducted before their employment is confirmed. In developing this E-Learning Tutorial it assisted the business and saved costs in facilitator travelling, training material, salaries and time.

In developing this E-Learning Tutorial it assisted the business and saved costs in facilitator travelling, training material, salaries and time.

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December 2015 Self Service Payslips for Non-TCOE Employees: I was sanctioned to develop a User Guide for all employees when they access their Payslips online. This formed part of our Popi drive and create a paperless environment, and also saving on budget

With the pilot roll-out to our Distribution Centre I up skilled +- 300 staff members in accessing their payslips online against all barriers like lack of computer literacy and disabilities

May 2014 Income Differentials and Risk Benefit Statements: This was a project when we had a system upgrade which allowed managers to provide an increase to an employee due to a difference in salary for the same level worked. I was requested to put a guide together explaining how the updated compensation screen will look on PeopleSoft.

In addition the system also allowed all Self Service employees to have a consolidated view of all their Risk Benefits. I was requested to put a guide together explaining the updated screen.

All TCOE Employees understood the updates to the PeopleSoft System and how their Self Service module was impacted.

November 2015 Annual & Sick leave Legislation updates to the system and Administration teams: The company Annual Leave policy changed in order to contribute towards their drive to an Employee Value Proposition. In addition the Department of Labour has instructed us to change the Sick leave policy to align with legislation. With these changes we had to ensure that all HR Teams were up skilled with the knowledge which filtered down into stores.

With the implementation of the legislation, this ensures that the company was aligned to the BCOE Act.

March 2016 Supply Chain Gainshare Process: Our Distribution Centre’s gainshare process was automated and I was requested to put a User Guide together in order to up skill all HR Administration teams in the

The risk was removed from the manual process and now an automated process with a User Guide is in place.

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area with the automated process.

WORKSHOPS FACILITATED

Workshop Name Description AudienceOnboarding Onboarding helps new hires

adjust to the social and performance aspects of their jobs so they can quickly become productive, contributing members of the organization.

All New Employees

Workforce Administration Basic navigation of PeopleSoft

All New HR Employees

Payment Rules Understanding calculations of basic salary, premiums and set by the BCOE act, deductions

Store Administrators, HR Administrators, Store Admin Managers

Absence and Vacation Navigation of the Leave module in PeopleSoft, understanding how the different leave types and categories are calculated, understanding all Leave Policies in the business which are legislated

Store Administrators, HR Administrators, Store Admin Managers

Capturing Disciplinary Actions

Navigation of the Disciplinary Actions module

Store Admin Managers, Employee Relations Managers

S4S Timekeeping and Recording

Understanding the Timekeeping and Recording policy and the roles and responsibilities of different stake holders on PeopleSoft and S4S Systems

Store Administrators, Store Admin Managers

HR Admin Appointments Navigation while capturing a New Employee on time, Mid-month and Late together with the exceptions and calculations thereof

HR Administrators

Position Management How to create a Position Number linked with the different attributes to a Job Code for a Total Cost of Employment Employee.

HR Administrators, HR Business Partners, Talent Administrators

HR Admin Data Changes Capturing the different types of Staff Movements

HR Administrators

HR Admin Earnings & Deductions

Capturing all Earnings & Deductions in a single action, or multiple action as a quantity or value

HR Administrators

HR Admin Terminations Navigation while capturing a Termination on time, Mid-month or late together with the exceptions and calculations thereof

HR Administrators

Employee Types & Benefits An Accredited Unit Standard for Managing Timekeeping

Departmental Managers, Store Managers

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RecordsRecruitment Job Posting Requesting a vacancy to be

filledTalent Administrators, Talent Specialists

Publishing Adverts How to load an Advert on the Intranet

Talent Administrators, Talent Specialists

Recruitment Employment Contracts

How to create an Employment Contract for the different employee types incorporating the correct clauses

Talent Administrators, Talent Specialists

Lexis Nexis Accredited workshop to conduct credit and criminal checks

Talent Administrators, Talent Specialists, HR Administrators

Transunion Workshop to conduct credit checks

Talent Administrators, Talent Specialists, HR Administrators

Enterprise Learning Skills Plan capturing

Theory of National qualifications framework incorporating.Understanding how to capture the Skills Plan

Skills Development Facilitator, Accreditation Specialist, Learning & Development Facilitator, Learning & Development Specialist

Enterprise Learning Attendance Register capturing

Understanding how to capture an Attendance Register including the Resources, Facilities, Instruments


Acknowledgment of Potential Debt

Ensuring that Potential Debt linked to Educational Assistance and Self Development is captured in order to deduce the risk of indebtedness to the business


Automation of Learning Programmes

Management of the Accreditation module related to all Assessors, Moderators, Learnerships


Effectively Staffing your Store

Managing People done through Planning, Organising, Monitoring and Controlling in order to ensure that we effectively staff our store and pay our People accurately and on time for hours worked


Career Planning & Goal Setting

Managing the Career Planning step of the Individual Performance Review.


Free to Grow This is a programme and process that improves culture, performance and climate in a meaningful and sustainable way.

All Employees on request

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EMPLOYMENT HISTORY

1. Company: Woolworths

Position: HR Training & Compliance Specialist

Duration: June 2008 – Present

Responsibilities: Learning & Development

Assessing candidates for accredited and non-accredited learning interventions.

Developing & designing Learner Guides based on business requirements. Also ensuring these guides are updated based on legislation and business requirements.

Design and develop online training modules via E-Learning (Storyline Articulate).

Facilitate the all workshops Facilitate numerous in-store training sessions concerning policies &

procedures (in the Store Retail environment). Assisting Role Players involved in coaching on corporate and legislated Human

Resources administration include Store Administrators, Human Resources Administrators, Managers in Training, Departmental Managers, Store Managers, Talent Specialists, & Human Resources Business Partners.

Sign off Managers in Training and Classical trainees once they have attended Accredited HR Administration workshop, including the assessment of three assessment tools and providing feedback to the relevant stake holders. This unit standard is accredited by SETA.

Compliance & Risk Conduct compliance Learning Needs Analysis in stores to ensure adequate

administration controls are in place. Influence learning needs analysis within the store environment by conducting

store visits. Compile the development of the weekly HR Administration Compliance Risk

checklist based on the findings of the store visits and coach the role players involved.

Influenced, advised and coaching business partners on the achievement of risk and compliance measures.

Setting up new stores successfully by conducting store visits and ensuring compliance.

Conducting compliance visits related to store conversions from franchise to corporate.

Reporting statistics of training conducted to relevant stake holders.

People Administration Ensure consistency of processes across the business through integration and

communication. Identified opportunities to simplify and standardise existing processes with

regards to Payroll documentation, Leave processes within stores, Staff Planner processes, Legislative and Compliance requirements.

Participated in the design of HR system projects and new initiatives.

Management Information & Support Providing feedback to line managers following store visits to instil disciplines of

improved internal controls and accountability. Facilitate monthly Store Administrator Forums to communicate, educate and

share best practices within HR. Provide store system support by assisting with HR queries, on the job coaching

and incident escalation.

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Leadership

Co-ordinate logistics around training events. Managing all company deadlines. Planning and organising all annual, monthly and weekly events related to HR

Administration training. Collaborate with relevant stake holders regarding business decisions

specifically related to HR Administration policies and procedures. Managing training interventions based on submission for training from the

planned Skills Plan.

Analytical Responsibilities User Acceptance Testing within System upgrades and new business initiatives. Developing Learner guides from Functional Document and Business System

sin-off. Communicating changes of System upgrades to the business.

2. Company: Woolworths

Position: Human Resource -People Services Administrator

Duration: January 2006 to May 2008

Responsibilities: Learning & Development

Up skilling HR Administrators on the retrenchment process People Administration

Accurate management of Payroll Duties including capturing all monthly input namely payroll , staff movements, new hires, terminations

Assisting Store Administrators with salary related queries Administer legislative documentation namely UIF document and Tax

directives Capture, monitor and maintain all leave records including reporting on

non-compliance Processing all Letters of Offer and Movement Letters

Compliance & Risk Ensuring that all stores are compliant with the documentation and

requests sent for payroll capturing Attentively and accurately checking the monthly payroll

Leadership Being proactive and adhering to all deadlines based on company policy

3. Company: Compass Group SA

Position: Remuneration Services Administrator

Duration: June 2001 to December 2005

Responsibilities: People Administration

Capturing monthly Payroll namely overtime, Request to HR, wage variations

Distribution of payslips and costing reports Preparation of wages for temporary payments

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HR responsibilities included administration of UIF documents, monitor and maintain annual and sick leave records, monitor and maintain staff movement files

Management Information & Support

Assisting staff with salary related queries including medical aid, tax, provident fund, pension fund, garnishees, IRP5’s and IT3A certificates

Reconciliation of monthly provisional accounts Balancing General Ledger accounts Third party payments to stake holders involved namely SARS, Medical Aid,

Provident and Pension fund, attorneys Completing HR movement requests from managers

Risk & Compliance

Checking the monthly payroll captured Uploading salaries to the bank Running home loan applications

EXTRA ACTIVITIES

Sunday School Teacher at Glen Methodist Church 2008 – May 2012 Sunday School Teacher at Athlone Methodist Church June 2012 - present Member of Woolworths North Corporate Social Responsibility group 2008- 2012 Volunteer at Heatherdale Children’s Home 2012 - Present

REFERENCES

Amanda Hendricks, Woolworths Training & Compliance Team Leader

Office: (021) 407 3121

Cell number: 060 577 3156


Brenda Goslett, Woolworths Junior Project Manager

Office: (021) 407 2892


Portia Flanagan, SAQA Deputy Director HR

Office: (012) 431 5021

Cell number: 079 312 8746


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candice alexander curriculum vitae 2016

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