South Africa's 10 HR Leaders Reshaping Workplaces In 2024

1. 2024

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5. Company Name Featuring Descrip?on Human Resource Leader with reasonable func?onal and Zensar South domain experience with specializa?on in Talent development, Abhishek Dubey Africa Pty Ltd. Talent Management, Performance Management, HR Digital, Director of HR zensar.com Talent Experience, and Business Partnering. Andrew has over 30 years experience in the Human Resource Veolia Services Andrew Weir Management field. Servicing the mining industry in South Southern Africa Human Resources Director Africa and interna?onally. veolia.co.za Charlene has over several years experience in the HDS Global SA Administra?ve/Office Administra?on field. During that ?me, Charlene Merwe hdsglobal.co.za she has developed a diverse skills set in Office Administra?on Human Resources Director and the various departments. A dynamic and innova?ve business leader and execu?ve with DANONE SOUTHERN Dikeledi Dlwa? extensive Human Resources Management experience within AFRICA HR Director the broadcas?ng, retail and consumer goods industries. corporate.danone.co.za Gcobisa Ntshona is a dynamic Human Resources Gcobisa Ntshona African Bank Professional with experience in enabling business delivery Group Chief People Officer africanbank.co.za in both the Petrochemical and Banking sectors. With a comprehensive professional background The Capital Hotels, spanning almost three decades, John's journey in HR has John Skelton Apartments and been fueled by a passion for fostering dynamic workplace Chief People Officer Resortsz?ber.co.za cultures. Leonora has innate ability and passion for developing, and Leonora Che?y Tiber Construc?on equipping people with leadership skills which has resulted in Human Resources Director z?ber.co.za building strong professional rela?onships with all stakeholders. Lucille is Human Resources Director at Campari Group, a major Campari Group player in the global spirits industry, with a por?olio of over 50 Lucille Braaf camparigroup.com premium and super premium brands, spreading across Global, Human Resources Director Regional and Local priori?es. A seasoned HR professional with vast experience in Learning and Development and Human Resources within the wholesale Leroy Merlin SA Nthabiseng Thaba and retail environment, manufacturing and Bio Medical leroymerlin.co.za Human Resources Director Engineering. Marley Roofing Ronalda is Human Resource Director at Marley Roofing, with Ronalda Pillay South Africa more than 65 years of roofing exper?se and heritage, it Human Resources Director marleyroofing.co.za con?nues to shape the roofscapes of South Africa.

7. outh Africa's HR leaders are pivotal figures in the realm of organiza?onal management, steering their S companies through a landscape marked by con?nuous change and evolu?on. These professionals exhibit a steadfast commitment to excellence, innova?ve thinking, and resilience as they navigate through both challenges and opportuni?es. Deeply a?uned 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 TheVanguardof SouthAfrica'sHRLeadership focus on diversity and inclusion not only mirrors the mul?faceted nature of South African society but also fuels a culture of innova?on and ingenuity within corporate se?ngs. Furthermore, South Africa's HR leaders are adept at leading change, embracing technological advancements, and leveraging cu?ng-edge solu?ons to streamline opera?ons, enhance decision- making processes, and elevate the overall employee experience. Through strategic deployment of technology, they spearhead digital transforma?on ini?a?ves that ensure organiza?ons remain compe??ve in an ever- evolving market landscape. Beyond their strategic prowess and technical proficiency, HR leaders in South Africa priori?ze the well-being and professional development of their employees, recognizing that a flourishing workforce is integral to organiza?onal success. Through targeted ini?a?ves aimed at bolstering mental health, fostering work-life balance, and facilita?ng ongoing learning opportuni?es, they cul?vate environments where employees can thrive and unleash their full poten?al. Through the latest edi?on of South Africa's 10 HR Leaders Reshaping Workplaces in 2024,HR leaders epitomize resilience, adaptability, and an unwavering dedica?on to driving posi?ve 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.

8. C T C O V E R S T O R Y 08 Gcobisa Ntshona Fostering an Employee-Centric High- Performance Culture

9. T S 16 L I S T I N G 24 L I S T I N G ABHISHEK DUBEY JOHN SKELTON Advocating a Sense of Steering the Strategic Belonging at the Direction for a Better Workplace Workplace Environment 32 L I S T I N G LEONORA CHETTY L I S T I N G S Cultivating a Healthier Workplace Environment with Unparalleled HR Strategies A R T I C L E S 22 28 A R T I C L E A R T I C L E TRAILBLAZERS ADAPTING TO OF TALENT CHANGE South Africa's HR Strategies from Resilient Leaders Redening the HR Leaders in South Africa Workplace

10. C O V E R S T O R Y Fostering an Employee-Centric High-Performance Culture Gcobisa places a high priority on upholding cultural stewardship within the organiza?on as an integral component of the leadership compact and the ongoing culture journey.

11. GCOBISA NTSHONA

12. Driving a Cultural Revolution through It’s this kind of leadership that has environment.In addition, my role is to HR Leadership! played an instrumental role in African assist in fostering an environment that Bank’s consistent recognition, not only encourages diversity but also n the dynamic realm of solidifying its position as a top boosts employee morale and overall contemporary workplaces, employer three years in a row and productivity, said Gcobisa. I employees face various challenges being named Top Empowered that influence their job satisfaction, Company for Enterprise and Supplier Another key part of her role is to assist productivity, and overall welfare. Development. in developing programs and initiatives Addressing these matters requires that help retain staff and build top thoughtful and strategic solutions to Gcobisa Ntshona plays a crucial role at talent, as individuals are naturally foster an environment where African Bank, where she leads the drawn to organizations that embrace employees can flourish. In today’s Human Capital function with a specific diverse cultural perspectives. business landscape, work dynamics are focus on shaping the Human Capital shifting, and consequently, so are Strategy, delivering strategic Human Empowering Employees workforce expectations. Organizations Capital guidance, and fostering an are continually working towards employee-centric high-performance Gcobisa’s vision for HR in shaping the retaining their most valuable talents. culture aligned with the Bank’s workplace of the future is centered strategic objectives. around agility, innovation, and HR leaders serve as the designers of a inclusivity. She aims to foster an company’s people-centric strategy, environment where employees feel Upholding Cultural Stewardship forming the foundation of a well- empowered to adapt to change and operating organization. These bring new ideas to the table and where In her capacity, she is responsible for strategies have a far-reaching influence diversity and inclusion are core values. the oversight of all human resources on various aspects, including talent This vision aligns with African Bank’s people practices, which encompass acquisition, development, strategic objectives by ensuring it has culture performance, PPI development, performance, and engagement, talent acquisition, development, and the right talent and culture to navigate ultimately cultivating a motivated and the cultivation of employee evolving financial landscapes and proficient workforce. Furthermore, HR engagement. Gcobisa places a high deliver innovative solutions to its strategies play a pivotal role in priority on upholding cultural customers. upholding legal compliance, stewardship within the organization as minimizing risks, and optimizing HR an integral component of the African Bank has concluded a operations through technology. When leadership compact and the ongoing significant transformation milestone by integrated effectively, these strategies culture journey. merging three Banks into one, and as a empower organizations to function result, it has commenced on a culture seamlessly and productively, thereby This not only means respecting and and leadership journey that ensures its promoting employee contentment and integrating business values, beliefs, vision of embedding a steward facilitating the attainment of and traditions into our organizational leadership “DNA” into the Bank will overarching business objectives. framework but also creating an not stop with its leaders but extends to inclusive and cohesive work all African Bankers. While discovering the prominent names in the field of HR Leadership, we came across African BankGroup Chief People Officer - Gcobisa Ntshona, a luminary in the field of HR We stay agile by proac?vely monitoring industry whose dedication and visionary trends, conduc?ng regular skills assessments, and leadership has left an indelible mark on ensuring a close alignment to best prac?ce or best- the sector. Gcobisa Ntshona is at the forefront of a cultural revolution that known methods. We also encourage cross- not only respects and integrates func?onal collabora?on to address emerging business values into the organizational challenges and iden?fy growth opportuni?es. fabric but also ensures an inclusive and cohesive work environment.

13. Recognizing Collective Values In alignment with her role, the bank has initiated the Reinspired Values campaign aimed at recognizing and commemorating its collective values. This campaign serves as the foundation, underscoring the importance of having the right colleagues and the necessity to conduct work in a manner consistent with these values. It also highlights the imperative for leaders to demonstrate alignment with the organization’s leadership compact. The leaders and African bankers have raised their #AudaciousVoices, eloquently explaining their interpretations of the organization's ideals. The Reinspired Values campaign acts as a forerunner to the #MovementMaker culture activation, promoting the idea that these values are essential for organizational leadership. They have a significant impact on work techniques and how services are delivered. Fostering Cross-Functional Collaboration The organization maintains its agility through a proactive approach involving the regular monitoring of industry trends and the conduct of skills assessments. This ensures a continuous Gcobisa Ntshona alignment with best practices and Group Chief methods recognized as the industry People Officer standard. There is also a strong African Bank emphasis on fostering cross-functional collaboration to tackle emerging challenges and discover avenues for growth. Furthermore, significant investments are made in employee development to equip the team with the requisite skills for success within the dynamic business landscape. Throughout these efforts, the organization remains committed to linking milestones to its

14. overarching strategic direction, as approach is complemented by tools firmly rooted in its Excelerate25 designed to facilitate in-person strategy. meetings and encourage team collaboration. However, a crucial Employee development is a top aspect of this initiative involves the priority at African Bank. It provides continuous refinement and widespread ongoing training, mentorship, and adoption of the Bank’s new digital grooming futures leaders today. The work methods. Leveraging cross- bank encourages employees to set functional teams and collaboration is personal development goals and pivotal in ensuring that employees provides opportunities for them to consistently maintain high levels of apply new skills through challenging productivity. projects, ensuring a culture of continuous learning and growth. It has Amalgamating HR Strategies with commenced its journey to becoming a Business Objectives high-impact learning organization, and this entails a robust offering around Gcobisa Ntshona collaborates closely learning interventions offered through with the executive leadership team various platforms. through regular engagements, meetings, and strategic discussions. The organization has implemented She aligns HR strategies with business diversity and inclusion training, objectives by ensuring that the established diversity-focused hiring company’s talent strategy supports the practices, and created Employee company’s growth plans, and she Resource Groups (ERGs) to foster a continuously evaluates and adjusts the sense of belonging. This has led to a HR initiatives based on the company’s more diverse workforce, enriched evolving needs. An essential perspectives, and improved innovation component of the company’s people- and problem-solving capabilities, focused agenda centers around its positively impacting their overall concerted efforts to promote and performance. enhance the organizational culture in Prioritizing Employee Engagement The organization has initiated a progressive journey towards the integration of advanced HR technology across various functions such as The role I play at African Bank is recruitment, onboarding, performance one that leads the Human Capital management, and employee func?on with a par?cular emphasis engagement. This strategic move is anticipated to yield several benefits, on developing and shaping the including heightened efficiency, Human Capital Strategy, providing improved employee experiences, and strategic Human Capital advice, and the ability to make data-driven decisions for enhanced talent crea?ng an employee-oriented high- management, development, and overall performance culture that enables the business processes. Bank’s strategic objec?ves. Additionally, the organization has embraced flexible working practices that afford employees the freedom to work both remotely and in-office. This

16. conjunction with its leadership compact. The company also places a significant emphasis on refining its employee value proposition as a core element of this agenda. To promote effective communication and collaboration in a hybrid work environment, the company utilizes digital collaboration tools, conducts regular virtual team meetings, and encourages open and transparent communication. Gcobisa Ntshona, along with the help of the company, has also implemented training programs to help employees adapt to this new work paradigm successfully. Key to this has been modeling the required leadership behavior as well as balancing lessons learned during COVID around hybrid setups. Gcobisa Ntshona gives valuable advice to aspiring HR professionals. She says, “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.”

18. South Africa's 10 HR Leaders Reshaping Workplaces in 2024 Abhishek Dubey Advoca?ng a Sense of Belonging at the Workplace culture of trust and respect in the workplace organization and its resources; it spans Strategic Planning, encourages innovation and creativity. When Resource Partnering (employee relations), Performance A employees feel valued and respected, they are more management, learning & Development (Skill development), likely to be motivated to perform their best and remain Compensation & Benefits, Compliance, DE&I, HR committed to the organization. Organizations can give this Technology (focus on employee experience across the sense of fulfillment to their employees with effective HR employment life cycle.), business partnering, employee strategies. wellness, succession planning, branding, and change management. With HR strategies, organizations can create a workplace environment where employees feel valued, respected, and His vision for the workplace of the future in South Africa included in the working process. Abhishek Dubey, the centers on creating an environment that seamlessly blends Director of HR of Zensar South AfricaPty Ltd, has technological advancements with human-centric values. implanted unique tactics effortlessly in his long career in Zensar foresees a flexible and inclusive workplace that this field. With a passion for fostering a positive and prioritizes hybrid work options, allowing employees to productive work environment, Abhishek brings a diverse achieve a harmonious work-life balance and promoting background and expertise in Human Resources to the table. wellness programs to support the mental health and well- being of employees. Embracing diversity, equity, and Throughout his career, Abhishek has had an opportunity to inclusion is integral to fostering a culture that celebrates the work in various HR capacities, gaining valuable experience unique contributions and success of every individual. and learning from some of the best and finest in talent acquisition, employee relations, performance management, Impacting Lives with a Better Workplace Environment legal & compliance, and organizational development. His purpose is to contribute to creating a workplace that not South Africa has a pool of talent, and many more get added only attracts top talent but also ensures the growth and well- to the talent mix on an annual basis; there are a few sectors being of every individual within the organization. within the IT space where South Africa holds the edge and key to dominate in the future. Zensar is determined to bring Ensuring Overall Well-being a differential impact on individuals’ lives (who choose to join Zensar). Abhishek started working with an IT organization and thereafter worked with a Talent Acquisition firm, followed Zensar’s HR processes are streamlined through the by a manufacturing organization before joining Zensar in integration of advanced technologies. The company 2007. leverages cutting-edge Human Resources Information Systems (HRIS) to centralize data management, automate His role encompasses a wide range of functions that routine tasks, and enhance overall operational efficiency. contribute to the overall success and well-being of the Continuous feedback mechanisms are strengthened with 16 March, 2024 www.insightssuccess.com

19. 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., , , ,, , , , Abhishek Dubey Director HR Zensar South Africa Pty Ltd 17 March, 2024 www.insightssuccess.com

20. technology, fostering transparent communication and supporting employee growth. Abhishek regularly evaluates We foresee a flexible and the company’s HR processes to improve the experience of candidates and employees. inclusive workplace A Comprehensive and Employee-centric Approach that prioritizes hybrid work options, allowing The company actively participates in external evaluation of its processes and policy against national and global employees to achieve a benchmarking. It has secured a “Top Employer – South harmonious work-life Africa” accolade for the third time in a row. This accolade compliments and adds credentials to its HR practices and balance and promoting policies. Learning from top employers’ best practices helps the company to be the best. wellness programs to support the mental The HR team’s talent acquisition strategy at Zensar revolves around a comprehensive and employee-centric health and well-being approach. To attract top talent, the team begins with a robust employer brand, showcasing a compelling narrative of its organizational culture, values, growth opportunities, and accolades, including “Proudly South African” & “Top Employer – South Africa.” Zensar’s job postings are crafted of employees., , , ,, , , , with precision, emphasizing the unique aspects of the workplace. Leveraging social media platforms, the team engages in strategic talent marketing campaigns, reaching potential candidates where they actively participate. programs, and digital wellness initiatives. Flexibility in Meeting the Evolving Needs of the Workforce work hours accommodates diverse schedules, promoting work-life balance. Abhishek and his team emphasize clear Retention, for Zensar, hinges on a supportive and inclusive communication channels, utilizing video conferencing and workplace culture. Employee recognition programs, regular messaging platforms. To sustain productivity, the team has feedback sessions, and mentorship opportunities contribute focused on setting transparent expectations, providing to a sense of belonging. The company invests in continuous necessary resources, and supporting employees with virtual learning initiatives, ensuring employees stay ahead in their training opportunities. Regular feedback mechanisms and careers. Flexibility in work hours and remote work options performance reviews continue to guide professional growth. further enhance work-life balance and the opportunity to Zensar’s commitment to employee well-being, coupled with participate and contribute to CSR activities. Abhishek and a culture of trust and flexibility, has been instrumental in his team have implemented an internally crafted Happiness sustaining high levels of productivity and engagement in its Framework to focus on employee engagement. remote work environment. Additionally, the company regularly reassesses its benefits offerings to align with the evolving needs of its workforce. To ensure employees thrive in a rapidly changing business This comprehensive approach not only attracts top talent environment, Abhishek implemented a multifaceted but fosters a culture where employees choose to stay and approach. Regular skills assessments identify current grow. competencies and gaps, guiding targeted training initiatives. Zensar’s Learning management team works very closely Enhancing Productivity with Technological Integration with business teams to outline technical growth plans and then works with vendors to align course offerings to them. Zensar has prioritized technology, providing robust collaboration tools and remote access to ensure seamless Its Learning Management System offers a diverse range of workflow. Regular virtual check-ins, both one-on-one and online courses, workshops, and certifications, promoting team meetings, foster communication and maintain a sense continuous learning. Mentorship programs facilitate of connection and belonging. Employee engagement is knowledge transfer, while cross-functional training upheld through virtual team-building activities, recognition 18 March, 2024 www.insightssuccess.com

21. broadens skill sets. The company allocates budgets for professionals remain well-informed. Additionally, fostering professional development, empowering employees to attend a proactive compliance culture within the organization, conferences and pursue external courses. Performance where employees are encouraged to report concerns, reviews incorporate feedback on skills development, enhances overall compliance efforts. Regular audits and emphasizing a growth-oriented mindset. During assessments help identify and rectify potential compliance performance reviews, employees agree on a development gaps promptly. This multifaceted approach ensures that the action plan along with milestones and collaborate with the organization remains abreast of HR regulations, promoting manager to achieve them. The HR team prioritizes a compliant and ethical work environment. technology adoption training, ensuring proficiency in the latest tools. Health and wellness programs contribute to Upholding Ethical Standards overall well-being, and a flexible work culture accommodates diverse needs. By regularly assessing • Abhishek provides valuable advice to all aspiring HR industry trends and benchmarking against best practices, the professionals: company stays at the forefront of skill requirements. • Make a positive impact and prioritize building strong relationships across all levels of the organization. Pursuit of Employee Satisfaction • Actively listen to employee concerns and align HR strategies with organizational goals. Quantifying the impact of HR initiatives involves a dual • Embrace continuous learning and staying updated on approach. Firstly, for organizational success, metrics such industry trends and emerging technologies to enhance as key performance indicators (KPIs), revenue growth, and expertise. productivity changes are tracked alongside cost-efficiency • Be an advocate for diversity and inclusion, creating a analyses to evaluate the return on investment. Zensar has a workplace that values unique perspectives and fosters a dashboard(s) built to provide stakeholders with real-time sense of belonging. information on these parameters to assist them in making • Cultivate emotional intelligence, empathy, and better decisions. Additionally, talent acquisition metrics, effective communication to navigate complex human retention rates, and innovation indicators offer insights into dynamics. the strategic alignment and effectiveness of HR programs. • Demonstrate adaptability in the face of change and be Secondly, employee satisfaction is assessed through proactive in problem-solving. Happiness surveys, retention and turnover rates, and • Prioritize employee development, offering training and absenteeism metrics. mentorship programs that contribute to professional growth. Regular feedback mechanisms, including performance • Uphold ethical standards, ensuring compliance with reviews and recognition programs, contribute to a HR regulations. qualitative understanding of job satisfaction. Integration of • Measure the impact of HR initiatives using data and technology, like learning management systems and metrics to showcase the tangible value. analytics tools, aids in data-driven decision-making. • Be a positive force for change, driving initiatives that Continuous improvement is achieved through enhance workplace culture, employee well-being, and benchmarking against industry standards, fostering a organizational success. culture of feedback, and ensuring that HR initiatives align with organizational goals. This holistic evaluation enables HR professionals to demonstrate the tangible impact of their initiatives on both organizational success and employee satisfaction. Staying updated with evolving HR regulations involves continuous monitoring of legal changes, subscribing to industry newsletters, and participating in professional forums. Regular collaboration with legal advisors and attendance at relevant seminars further enhances understanding. Utilizing technology for automated compliance tracking and investing in training programs ensures that HR 19 March, 2024 www.insightssuccess.com

24. Leaders the Workplace n the dynamic landscape of South Africa's corporate world, human resources (HR) leaders play a pivotal I role in shaping the future of work. With rapid technological advancements, evolving demographics, and shifting employee expectations, HR professionals are faced with the formidable task of redefining the workplace to meet the demands of the modern workforce. 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! 22 March, 2024 www.insightssuccess.com

25. Trailblazers of Talent Embracing Diversity and Inclusion chatbots, organizations are leveraging innovative technologies to automate routine tasks, identify talent South Africa's history is marked by diversity, and HR trends, and personalize employee interactions. By leaders are leveraging this rich tapestry to foster inclusive embracing technology, HR leaders are not only increasing workplaces. Recognizing that diversity goes beyond race operational efficiency but also driving strategic initiatives and gender, these leaders are championing diversity of that enable organizations to stay ahead in a competitive thought, background, and experience. By creating market. environments where all employees feel valued and respected, HR leaders are not only nurturing a sense of Investing in Learning and Development belonging but also unlocking the full potential of their workforce. Initiatives such as unconscious bias training, In a rapidly evolving job market, continuous learning has diverse recruitment strategies, and employee resource become imperative for both individual and organizational groups are being implemented to promote diversity and success. HR leaders in South Africa are recognizing the inclusion across organizations. importance of investing in learning and development initiatives that equip employees with the skills they need to Flexible Work Arrangements thrive in the digital age. From e-learning platforms and skills assessments to mentorship programs and leadership The traditional 9-to-5 work model is gradually giving way development workshops, organizations are offering a wide to flexible work arrangements, and HR leaders in South range of opportunities for employees to upskill and reskill. Africa are at the forefront of this shift. Understanding the By prioritizing learning and development, HR leaders are need for work-life balance and accommodating individual not only future-proofing their workforce but also fostering a preferences, these leaders are implementing policies that culture of innovation and growth within their organizations. allow employees to work remotely, adopt flexible hours, or job share. By embracing flexibility, organizations are not Championing Agile HR Practices only attracting top talent but also enhancing employee satisfaction and productivity. Moreover, flexible work The traditional HR model is giving way to agile practices arrangements are proving to be invaluable during times of that are better suited to the fast-paced, ever-changing nature crisis, such as the COVID-19 pandemic, enabling of today's business environment. South Africa's HR leaders businesses to maintain continuity while prioritizing are embracing agile methodologies such as scrum, kanban, employee safety and well-being. and lean to drive innovation, improve collaboration, and respond quickly to market dynamics. By breaking down Prioritizing Employee Well-being silos, empowering cross-functional teams, and adopting iterative approaches, organizations are able to adapt more In today's fast-paced work environment, employee well- effectively to change and deliver value to both customers being has emerged as a critical priority for HR leaders. and employees. Agile HR practices are not only Recognizing that happy and healthy employees are more revolutionizing talent management but also positioning engaged and productive, these leaders are investing in organizations for long-term success in a volatile world. comprehensive well-being programs that address physical, mental, and emotional health. From onsite wellness In conclusion, facilities and mental health resources to mindfulness workshops and flexible leave policies, organizations are South Africa's HR leaders are redefining the workplace by adopting holistic approaches to support their employees' embracing diversity and inclusion, promoting flexible work well-being. By prioritizing employee well-being, HR arrangements, prioritizing employee well-being, embracing leaders are not only fostering a positive workplace culture technology, investing in learning and development, and but also reducing absenteeism, turnover, and healthcare championing agile HR practices. By embracing these costs. innovative approaches, these trailblazers of talent are not only driving organizational success but also shaping the Embracing Technology future of work in South Africa. As the business landscape continues to evolve, HR leaders will play an increasingly The digital revolution has transformed every aspect of crucial role in navigating change, unlocking potential, and business, including HR practices. South Africa's HR leaders creating workplaces where employees can thrive. are harnessing the power of technology to streamline processes, enhance decision-making, and improve the employee experience. From cloud-based HR systems and predictive analytics to artificial intelligence (AI) and 23 March, 2024 www.insightssuccess.com

26. John Skelton Chief People Officer The Capital Hotels, Apartments and Resorts 24 March, 2024 www.insightssuccess.com

27. John Skelton Steering the Strategic Direc?on for a Be?er Workplace Environment Capital, he held notable positions at Dimension Data and uman capital, encompassing the skills, Nandos SA. His passion for understanding the motivations knowledge, and creativity of a workforce, is a of people to behave and link with human economics started H critical asset that can propel an organization to when he completed his BSSc from Rhodes University with success or lead it into challenges. Successful organizations a double major in Organizational Psychology and understand that human capital management is not merely an Information Systems in 2004. administrative task but a strategic imperative. It involves aligning the workforce with the organization’s overarching John is entrusted with steering the strategic direction of the goals and objectives. By recruiting, developing, and organization’s people and culture. He provides direction for retaining talent that complements the strategic vision, all aspects related to HR and oversees the people and organizations can ensure a harmonious and purpose-driven culture of The Capital Hotels, Apartments and Resorts. workforce. In his role, he spearheads initiatives to attract and retain top The Capital Hotels, Apartments, and Resorts is a prime talent, as well as cultivate an inclusive, innovative, and example of these successful organizations with effective HR growth-oriented workplace. Strategies, managed by Chief People Officer John Skelton. Additionally, he has been involved in leveraging technology, such as AI-powered platforms, to analyze John Skelton, the Chief People Officer at The Capital employee performance metrics and market benchmarks for Hotels, Apartments and Resorts, has been recognized the ideal candidate, emphasizing the importance of a data- among South Africa’s top HR leaders reshaping workplaces driven approach in shaping HR roadmaps. in 2023. With a comprehensive professional background spanning almost three decades, his journey in HR has been Envisioning the workplace of the future within South fueled by a passion for fostering dynamic workplace Africa’s evolving business landscape entails embracing cultures and empowering individuals to thrive within agility, diversity, and a strong focus on employee well- organizations. being. I advocate for a workplace that seamlessly integrates technology, fosters continuous learning, and champions a Bringing Complete Cultural Transformation culture of collaboration and adaptability. John joined the organization in 2016 with a clear vision to Leveraging Cutting-edge Tools complete cultural transformation within the company and lead the people strategy. With extensive knowledge of Technology and digital transformation are pivotal in entrepreneurial cultures within South African businesses, he enhancing HR processes and elevating employee brings a wealth of experience in organization design and experiences. By leveraging cutting-edge tools, he change management to his role. Prior to joining The 25 March, 2024 www.insightssuccess.com

28. streamlines HR operations, from talent acquisition to performance management, ensuring a more agile and responsive approach to meet evolving organizational needs. In a competitive job market, John’s approach revolves around a holistic employee value proposition. It emphasizes career development, a supportive work environment, and innovative benefits to attract and retain top-tier talent, fostering a workforce that is not only skilled but deeply engaged in the organizational mission. The rise of remote work has generated the need to implement robust communication channels, virtual collaboration tools, and flexible work policies where needed. The Capital prioritizes maintaining open lines of communication, encouraging a healthy work-life balance, fostering a sense of connection, and ensuring sustained productivity and employee engagement. The organization also measures output and not time spent in the office. Employees who do not perform are managed accordingly. Fostering a Continuous Learning Environment In navigating a rapidly changing business environment, The Capital invests in continuous learning initiatives. Through training programs, mentorship, and partnerships with educational institutions, it empowers employees with the skills and knowledge needed to thrive in an ever-evolving landscape. The organization has a dedicated Training Academy, named The Hotel Academy School, where I advocate for a employees are trained in a purpose-built training facility. Its vision is to disrupt the hotel industry by workplace that building talent that the company is confident will seamlessly integrates lead the change it wants to see. It has a number of courses available to all potential students looking for technology, fosters a career in the hospitality space. con?nuous learning, and Enhancing Employee Satisfaction champions a culture of At The Capital Hotels, Apartments and Resorts, collabora?on and there is a strong emphasis on gathering feedback and adaptability. hearing the voice of the staff. The impact of HR initiatives on organizational success and employee satisfaction is measured through a comprehensive approach, which includes key performance 26 March, 2024 www.insightssuccess.com

29. South Africa's 10 HR Leaders Reshaping Workplaces in 2024 expectations, regular feedback mechanisms, and data to create inclusive and employee-centric environments, The analytics. An annual Employee Satisfaction Survey is role of HR professionals becomes pivotal. They are at the conducted to gather honest feedback from the staff, which is forefront of designing policies that not only attract top then used to inform the people initiatives for the following talent but also prioritize the overall health and happiness of year. the workforce. John Skelton has been instrumental in leveraging The paradigm shift towards a more technology-driven technology, such as AI-powered platforms, to analyze workplace further enhances the significance of HR. employee performance metrics and market benchmarks, Automation and artificial intelligence are reshaping emphasizing the importance of a data-driven approach in traditional HR functions, allowing professionals to focus on shaping HR roadmaps. strategic and people-centric initiatives. The ability to leverage data analytics for informed decision-making is Staying abreast of evolving HR regulations is non- becoming a crucial skill for HR practitioners, enabling them negotiable. Regular engagement with industry forums, to identify trends, predict employee needs, and contribute ongoing professional development, and maintaining a significantly to organizational success. robust network of legal and compliance experts ensure that they stay not only compliant but also proactive in adapting As organizations recognize the intrinsic link between a to regulatory changes. The Capital partners with industry motivated, engaged workforce and business success, the experts who assist with ensuring that it is compliant in all role of HR in the C-suite becomes more prominent. The HR matters. future holds a plethora of opportunities for HR professionals to ascend to leadership positions and make a The Optimistic Future of HR lasting impact on the overall success and culture of their organizations. John offers advice to aspiring HR professionals, emphasizing the importance of embracing change, staying John believes that the future of HR is an exciting journey curious, and prioritizing empathy. He highlights the need to for those seeking a career deeply rooted in human develop a deep understanding of an organization’s unique interactions. With technological advancements, innovative dynamics, foster strong relationships, and champion projects, and a growing acknowledgment of the vital role inclusivity. Skelton emphasizes that the role of an HR HR plays in organizational success, this field offers a path professional is not just about managing processes but about for individuals to make a meaningful impact. nurturing a culture where individuals thrive, and organizations flourish, always putting people first and having fun. He believes that in the ever-evolving landscape of the professional world, Human Resources (HR) stands out as a dynamic and vital field, constantly adapting to the changing needs of both organizations and employees. For individuals seeking a career that is inherently people-oriented, the future of HR is nothing short of incredible as someone who has been recognized in the field with prestigious accolades such as the South African Revenue Association (SARA) Project of the Year for Unlimited Leave and a CHRO nomination for CHRO of the Year in 2023, his journey ahead in HR promises even greater opportunities. One of the most fascinating aspects of the future of HR lies in its innovative approaches to employee well-being. The implementation of groundbreaking projects, such as the Unlimited Leave initiative celebrated by SARA, showcases a forward-thinking mindset in HR. As organizations strive 27 March, 2024 www.insightssuccess.com

30. from Resilient HR Leaders in 28 March, 2024 www.insightssuccess.com

31. Adap?ng to Change n the face of constant disruption and uncertainty, channels that foster trust, collaboration, and alignment human resources (HR) leaders in South Africa are across the organization. Whether it's sharing updates on I demonstrating remarkable resilience by adapting to business objectives, soliciting feedback from employees, or change and leading their organizations through turbulent addressing concerns and uncertainties, these leaders ensure times. From economic fluctuations to technological that everyone feels heard and valued. By maintaining clear advancements and global pandemics, these HR lines of communication, they minimize ambiguity and professionals are not only weathering the storm but also resistance, enabling smoother transitions during periods of driving innovation and growth. change. Embracing Change as the New Normal Building Agile and Adaptive Teams Resilient HR leaders in South Africa understand that change Resilient HR leaders recognize that the key to navigating is inevitable and have embraced it as the new normal. change lies in building agile, adaptive teams capable of Instead of resisting or fearing change, they view it as an responding quickly and effectively to evolving opportunity for growth and transformation. By fostering a circumstances. They prioritize diversity, equity, and inclusion in team composition, recognizing the value of culture that values adaptability and agility, these leaders different perspectives and experiences in driving innovation create environments where employees are empowered to embrace change, learn new skills, and innovate. Whether and problem-solving. Through cross-functional it's implementing new technologies, restructuring teams, or collaboration, flexible work arrangements, and agile pivoting business strategies, resilient HR leaders approach methodologies such as Scrum and Kanban, these leaders change with confidence and resilience, inspiring their teams empower teams to adapt to change, experiment with new to do the same. ideas, and iterate on solutions rapidly. By building resilient teams, they position their organizations to thrive in an ever- Cultivating a Growth Mindset changing landscape. Central to the resilience of HR leaders in South Africa is a Leveraging Technology for Strategic Advantage growth mindset – the belief that talents and abilities can be developed through dedication and hard work. These leaders Technology has become a powerful enabler of change, and encourage continuous learning and development among resilient HR leaders in South Africa are leveraging it to their teams, fostering a culture of curiosity, drive strategic advantage. From cloud-based HR systems experimentation, and innovation. By providing and data analytics to artificial intelligence and automation, opportunities for training, mentorship, and skills they harness innovative technologies to streamline development, they equip employees with the tools they processes, enhance decision-making, and improve the need to adapt to changing circumstances and thrive in employee experience. By embracing digital transformation, dynamic environments. A growth mindset not only enables these leaders not only increase operational efficiency but individuals to overcome challenges but also fuels also unlock new opportunities for growth and innovation. organizational resilience and success in the long run. Whether it's optimizing recruitment processes, enhancing employee engagement, or fostering remote collaboration, Prioritizing Communication and Transparency technology plays a central role in their change management strategies. Effective communication is essential during times of change, and resilient HR leaders in South Africa understand the importance of keeping employees informed and engaged. They prioritize open, transparent communication 29 March, 2024 www.insightssuccess.com

32. Nurturing Resilience and Well-being Resilient HR leaders understand that resilience begins with individual well-being and prioritize initiatives that support the mental, emotional, and physical health of their employees. Whether it's offering wellness programs, promoting work-life balance, or providing access to mental health resources, they create environments where employees feel supported, valued, and empowered to thrive. By nurturing resilience at the individual level, these leaders strengthen the overall resilience of their organizations, enabling them to navigate change more effectively and sustainably. In conclusion, resilient HR leaders in South Africa are adapting to change by embracing it as the new normal, cultivating a growth mindset, prioritizing communication and transparency, building agile and adaptive teams, leveraging technology for strategic advantage, and nurturing resilience and well-being. By employing these strategies, they not only weather the storm but also emerge stronger, more agile, and better prepared to tackle whatever challenges the future may hold. As change continues to be a constant in the business landscape, resilient HR leadership will be essential for driving organizational success and sustainability in South Africa and beyond. 30 March, 2024 www.insightssuccess.com

34. Leonora Chetty mployees are the pillars of an organization. Their conflict resolution, and the establishment of strong skills, dedication, and collective efforts drive stakeholder relationships through effective coaching and E success, innovation, and sustained competitiveness. communication strategies. She is also engaged in the Recognizing and prioritizing the well-being, development, implementation of onboarding and work-readiness and satisfaction of employees contribute to the overall programs, as well as the facilitation and conduct of training success and sustainability of a company. To make this sessions, among other duties. possible, every organization needs effective HR Strategies. Incorporating Positive Workplace Culture The alignment of HR strategies with the broader business strategy ensures that the workforce is effectively managed Her primary objective is to consistently synchronize HR and leveraged as a key driver of organizational success. and business strategies by spearheading communication Leonora Chetty, a renowned leader in this field, has strategies such as coaching, counseling, mentoring, conflict demonstrated an inspiring model of HR strategies. resolution, dispute mediation, and the facilitation of challenging situations. Leonora derives great satisfaction Leonora is the Human Resources Director of Tiber from inspiring personal growth, cultivating positive habits Construction, a long-standing, privately-owned and behavior in individuals, and collaborating with construction company based in Sandton, Johannesburg. executives to align their management and communication With approximately 20 years of HR generalist experience in strategies with the organization’s strategic priorities and diverse companies and industries, she holds qualifications mission statement. Her extensive experience and in Human Resources Management, Labor Relations, and qualifications in Human Resources Management, Labor Coaching. In her role as HR Director at Tiber Construction, Relations, and Coaching equip her with the expertise Leonora Chetty oversees the company’s human capital needed to fulfill these responsibilities effectively. management and organizational development, demonstrating her expertise in the field of human resources. After the ‘Great Resignation’ trend in 2022, the retention of top talent has remained a significant risk factor for most Promoting High Ethical Standards businesses, including Tiber Construction. The company has sourced external assistance to refresh and flesh out its In her capacity as the Human Resources Director, Leonora succession plan with a focus on Continuing Professional oversees, directs, and coordinates all facets of the Development (CPD) training, development of management organization’s human resources functions. She is adept at and leadership skills, enforcing recruitment processes based cultivating professional relationships with relevant on the company values, and advocating for work-life stakeholders while upholding and promoting high ethical balance for all employees including promotion of wellness standards within the organization. This includes managing initiatives. recruitment, selection, compliance, and employee-related initiatives, in line with her extensive expertise and Leonora’s strategic vision centers on the recruitment and qualifications in the field of human resources. retention of top talent through the implementation of holistic and flexible working arrangements in a positive, Leonora is actively involved in overseeing and managing office working environment, accompanied by the provision the organization’s performance management system, of market-related compensation and benefits, amongst other advantages. 32 March, 2024 www.insightssuccess.com

35. South Africa's 10 HR Leaders Reshaping Workplaces in 2024 Integration of Technology to Enhance Performances Tiber Construction is increasingly leveraging digital technologies for enhanced productivity and efficiency by integrating automation, AI, and data analytics into various business processes, leading to a demand for digital skills among our employees. An area where AI has impacted her daily work as an HR professional is the use of employee engagement surveys. Monthly engagement surveys, life-cycle surveys, and annual engagement questionnaires are tools to assist in drafting employee surveys quickly, analyzing responses to open-ended questions faster and more accurately, and better-protecting employee confidentiality, thereby increasing survey response rates. Maintaining Effective Communication As part of the communication strategy, these survey tools easily generate a summary of feedback from identified groups so top management can better understand how these employees are feeling in those areas and respond accordingly. The use of WhatsApp groups on construction sites has tremendously improved and increased communication and production and has certainly enhanced collaboration among employees and management. Leonora says it is amazing to witness the transformational growth in the workforce, embracing the use of digital tools and applications to enhance site productivity. In a world of constant change and technological innovation, Leonora Chetty where volatility and response time are critical factors, a Human Resources Director construction company like Tiber is constantly looking for Tiber Construction new ways to respond to these changes. Tiber is offering competitive salaries and benefits to top talent whose skills and experience are valued. Enhancing Job Satisfaction Leonora believes that providing opportunities for continuous learning and professional growth (CPD), which includes training programs, workshops, and support for further education, is essential. She also prioritizes promoting a healthy work-life balance, flexible working hours, and generous vacation policies to contribute to employee satisfaction. 33 March, 2024 www.insightssuccess.com

36. • 80% of all office staff wanted flexibility in where they work. • 90% of employees wanted flexibility in when they work. • 50% of employees were open to looking for new job opportunities, especially those who were dissatisfied with their level of flexibility. Leonora says It was and still is challenging to manage and maintain staff retention, especially since the construction industry is not amenable to embracing remote work options on site and involves long site working hours. The company had to focus on clear communication and transparency of expectations, goals, and priorities to all employees, building trusting relationships and embedding a culture of collaboration and involvement amongst everyone. Leonora is also building a positive and inclusive company Its employees are provided with the necessary resources, culture, fostering a collaborative environment, promoting such as training courses, internal workshops, training diversity and inclusion, and having a strong set of values. materials, books, and software tools required for our She aims to offer clear paths for career advancement. She employees to be productive and thrive in a changing understands that promotions are crucial, and employees environment. The company’s skills development and want to know whether their hard work will be recognized training budget is constantly being reviewed as a priority and rewarded or not. for employee retention. Keeping open and transparent communication channels Fostering Professional Growth helps build trust with Tiber Construction employees as they want to be informed about the company’s goals, Tiber Construction is exposing and involving its employees performance, and future plans. to technical programs on-site, providing access to industry- specific certifications to keep them up to date with relevant Encouraging feedback and involving employees in knowledge. The company is also investing and budgeting in decision-making processes makes them feel valued and Learning Management Systems (LMS) for easy access to engaged in the company’s success. The key, according to educational resources that track and report on employees’ Leonora, is to create an environment where employees feel online learning progress. valued, supported, and challenged, leading to increased job satisfaction and retention of top talent. The company drives its internal performance management system and mentorship program to track employee training Matching Employee Expectations needs, goals, and career growth requirements. Its internal mentorship program successfully fosters professional After Tiber only worked remotely for two months during growth and skills transfer between employees and the hard lockdown period, it was a requirement for all management. employees to report back to their workstations immediately and indefinitely thereafter. Tiber Construction has identified specific KPIs related to its organizational success and employee satisfaction, which The brief Hybrid working period certainly did not solicit assists in promoting and reporting on the company’s empowerment, authorization, and trust from management operations, employees, and financial performance. toward the admin/office staff. After conducting a few online surveys, these were some of the results: Leonora makes use of monthly engagement surveys to keep track of engagement levels and retention rates as well as to 34 March, 2024 www.insightssuccess.com

37. track employee expectations and growth requirements in a As an HR leader, Leonora offers the following advice to rapidly changing working environment. aspiring HR professionals aiming to make a positive impact on their organizations: Communication and employee engagement have increased by more than 60% over the past year. To negate the • To be an effective HR professional, it’s crucial to have historical lack of engagement, low staff morale, lack of a deep understanding of the organization’s business understanding of company strategies and concerns, poor operations, goals, and challenges. This knowledge will work performance, and lack of teamwork, the company has enable the alignment of HR strategies with overall implemented more effective communication strategies and business objectives. team-building initiatives, as well as celebrating employee • Develop strong communication skills, actively listen to achievements more often. employees, and facilitate open and transparent communication within the organization. Maintaining Two-way Communication • Embrace cultural diversity in South Africa with various cultures, languages, and backgrounds, foster an Monitoring lower employee turnover rates over the past inclusive workplace culture that values diversity, and year indicates higher employee satisfaction and promotes equal opportunities for all. organizational stability. Conducting a cost-benefit analysis • Stay informed about employment legislation and on the financial impact of HR initiatives has shown regulations in South Africa, as they can impact HR increased productivity, reduced turnover costs, and overall practices. organizational performance. • Invest in employee development and training programs; a skilled and engaged workforce contributes Collecting qualitative feedback from employees via open- significantly to the success of the organization. ended surveys has given the company insights into their • Implement effective talent management strategies, perceptions, ascertaining their alignment with the including recruitment, onboarding, performance company’s values, mission, and culture. management, and succession planning, to ensure that the organization attracts, retains, and develops top Leonora Chetty is a dedicated member of the South African talent. Board of People Practices (SABPP), a body that upholds • Promote employee well-being by recognizing the the highest ethical and HR standards in South Africa. She importance of employee well-being and work-life remains committed to staying updated with evolving HR balance. Implement programs and initiatives that regulations and ensuring compliance by actively engaging support mental and physical health, creating a positive in continuous professional development. and healthy work environment. • Finally, build strong relationships, utilize technology, Leonora’s proactive approach to compliance includes and demonstrate ethical leadership. By focusing on attending CPD courses and workshops, subscribing to these aspects, aspiring HR professionals can contribute newsletters, leveraging HR software, receiving alerts from significantly to the success and positive culture of their relevant government agencies, and networking with like- organizations in South Africa. minded professionals and professional organizations. Her use of a compliance calendar reflects her meticulous attention to detail in managing regulatory filings, reporting requirements, and other compliance-related tasks. This commitment to ongoing learning and compliance underscores her dedication to upholding the highest standards in the field of human resources. Nurturing Future Leaders HR Technology has been an area of investment and priority, providing the required compliance, analytical reporting, and self-service for employees and management alike. 35 March, 2024 www.insightssuccess.com

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

39. www.insightssuccess.com