Lucille Smith

Experience

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  Msunduzi Municipal Council

  Mar 2001 - Dec 2001

  HR and Administrative Intern

  Unique experience gained: Identified & nominated by Varsity College Lecturer for an opportunity to apply my learnings and gain working experience in the HR field. Key Responsibilities: ABET – assistance to Abet co-ordinatorHuman Resources exposure, mainly in Employee Relations, Performance Management and Social Responsibility (assisted with community uplift projects)

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  TransUnion ITC

  Jan 2002 - Jan 2003

  Company Profile Reporter

  Unique experience gained: first corporate working experience with an opportunity to work with a 3rd party vendors with strict timeframes Key Responsibilities: Analysed business information to produce timeous and accurate business reportsObtained property and bond information from the Deeds offices for different agents(ADT security company)Competed against daily targets.

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  De Beers Consolidated Mines-Venetia Mine

  Feb 2003 - Mar 2005

  Unique experience gained: First opportunity to get into the Generalist role. The location of this business unit was secluded from the rest of the mine which created its own unique HR involvement and opportunities. End-to-end ownership of all HR activities within this unit.Key Responsibilities: Provide HR generalist support to the “Red Area” of Ore Processing Department (This area was a highly security sensitive area where the final product/ diamonds are recovered & sorted before being distributed for beneficiation & sale)Recruitment and Selection (used Targeted Selection and I have been trained on the Drotter Methodology)Provide an HR Advisory service to Red Area lineAdvise on ER policies and procedures such as grievance and disciplinary processesProvide line managers with support on people management issues including performance management solutionsProvide a counselling function to the Red Area staff- personal and career-relatedMonitor and ensure compliance to Company policies, procedures and workplace legislationCo-ordinate inductions/ on-boarding of new employeesConduct exit interviews to provide input on retention strategiesExecute ad-hoc HR projectsActed within the Assistant HR Practitioner/ Senior HR Officer (HR/Admin, Finance, IT & Ore Processing) role for more than 6 months during this time as well Show less

  • HR Officer/ HR Generalist – (Ore Processing - Red Area)

    Jul 2004 - Mar 2005

  • Human Resources Recruitment Officer

    Jan 2004 - Jun 2004

  • HR Training & Development Officer

    Feb 2003 - Dec 2003
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  De Beers Consolidated Mines-Head Office

  Apr 2005 - Dec 2006

  HR Officer (Organisational Effectiveness) promoted in position to Assistant Practitioner: HR

  Unique experience gained: OD & Organisational Effectiveness experience as well as working from a Corporate Headquarters, providing support to the Mines across the Group located locally and internationally. Key Responsibilities: Co-ordination, Drafting & Data Management of Job ProfilesProject Co-ordination & Maintenance (e.g. coaching)Co-ordination & management of culture databases (exit interviews/diagnostics)Research on new tools in order to grow Organisational toolkit for DBCM Training & Development. Custodian of Team Dynamics & Effectiveness tool (educating, scoring, analysis) Show less

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  Standard Bank Group

  Jan 2007 - Aug 2009

  HR Resource Manager

  Unique experience gained: A Trial/Pilot role which role saw me take on the line management accountabilities of the people portion of the senior manager’s role, with the view that this would provide line managers capacity to pay full attention to the technical requirements of their roles.Key Responsibilities: Resourcing - Manage headcount by regularly assessing supply vs. Demand. Ensure that recruitment is aligned to group policies Assist and drive the participation and completion of performance contracts for all staff as well as help them identify what their KRA’s are.Regularly using one-on-one discussions in order to understand the dynamics of the functional area by engaging employees.Facilitate formal appraisal discussions to measure performance and provide guidance where necessary to ensure that appraisals are fair and objective.Ensure that individual development plans existed for staff members that were aligned to the individual’s development and growth in the business and that these plans are achieved.Talent management - identifying and managing high performers, low performers and key talent. Ensure that all key positions have successors and are correctly positioned in terms of their readiness to assume the responsibility. Facilitate career discussions; identify gaps in performance or skills so as to address barriers for retention.Play and active role in Transformation Projects, namely Recognition initiative, Graduate Development Programme, Transformation and Social Responsibility. Show less

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  Standard Bank Group

  Sept 2010 - Aug 2014

  Human Resources Consultant

  Unique experience gained:Data Services Business Unit: all things Data, Building of the Data capability, niche skills, retention aspects, building skills vs. buyingProject Management Business Unit: Project Management, Re-purposing of the project Management skillsEnvironments & Testing: Testing and quality assurance services that mitigate implementation or upgrade risks in advance, Policing type of function, had a Re-purposing of skill in order to test while in Development Solution Design: Solution Architecture skill set, a transition to be part of the solution not only in the beginning but rather them getting involved from beginning to end and adapting as they go in an agile manner. IT support to the organisation providing insights to an environment who is a service provider to your internal business with specific focus on Information Technology projects or initiatives delivered.Appreciation of Infrastructure requirements and impact to an organisation and its external customers and the impact to the People strategies. Key Responsibilities: Provide HR generalist support to and partnerHR advisory support for respective business unitsRecruitment and selection for the abovementioned unitsSupport in sustaining levels of employee morale through involvement in weekly meetings, one-on-one discussions, surveys and exit interviews and recommend appropriate solutionsAdherence to relevant company policies, procedures and applicable legislationPartner with business units around performance managementAssist in highlighting the high potential employees and facilitate the implementation of succession planning within my respective business unitsFacilitate the development of divisional and departmental EE plans and monitor implementation against the plansAdvise and support in change management processesAdvise on ER policies and proceduresSupport in proactive grievance resolutionExecute ad-hoc HR projects Show less

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  Standard Bank Group

  Sept 2015 - now

  HR Business Partner

  As a trusted advisor and people & culture problem solver, translate business requirements into appropriate HR delivery, while from a functional perspective ensuring the implementation of Human Resources Strategies in support of the business agendaProvide Employee Relations advice, monitor IT and organisational Industrial Relation practices and coordinate the implementation of Employee Relations initiativesUndertakes all functions related to recruitment, training, induction, performance management, and HR special projects such as Diversity & Inclusion initiatives including our EE targets aspirations Conduct necessary HR DiagnosticsMonitor Org change assessments/diagnosis/trends and according to outcome of assessment co-ordinate defined solution to effectively support the business strategyDesign and implementation of Change management interventions Talent management, pipeline building for key future initiatives Managing stakeholder’s requirements and expectations. Show less