Manfred Rothballer

Main purpose of the job is to ensure that Buhle Waste is staffed to optimal capacity with capable people to meet it’s operational requirements.  Develop the organisation’s training & development, performance management and reward & recognition practices to sustain profitability.

1) Productivity

Work force planning and management

Develop a staff rotation plan and policy for workforce allocation, oversee implementation, ensure alignment with the company’s compensation and leave policy, and report on monthly status quo.

Ensure that fully compliant relievers are available/on standby for ground staff positions at all times.

2) Performance Management

Develop and support the implementation of a simple and transparent performance management system that differentiates performance levels (i.e. high performers and low performers) and produces clear, consistent and differential consequences.

Implement a user friendly 360-degree appraisal 

3) Skills Development

Develop and drive implementation of the annual Workplace Skills Plan in line with the Skills Development and Training Policy and the Training Needs Analysis.

Design and coordinate an in-house training program, learnership/internship programs, and an on-site learning and study centre. Source, compare, screen for quality, and engage external training service providers.

Prepare monthly Skills Matrix report and skills development reports for BBBEE.

 Succession & Career Planning

Develop and drive implementation of succession plans with at least 3-year projections

4) Advisory

Provide ongoing structured support to all staff (via workshops, materials, and external service providers) regarding disciplinary procedures, company policies, hiring and recruitment processes, performance management, and bargaining council rules and regulations, including but not limited to managing stakeholder engagements with unions

Provide ongoing structured support to senior management regarding the latest developments on labour legislation, labour trends in the market, and global best practices in people management.

Prepare monthly HR Dashboard reports and metrics.

5) Dispute Resolution

Lead and consult on the most effective processes for the resolution of conflicts and disputes in the workplace, including but not limited to disciplinary actions, grievance procedures, appearances at the CCMA and the labour court

6) Employee Benefits & Wellness

Administer, process and handle queries on all employee benefit schemes including Provident Fund, UIF, COIDA and medical aid benefits.  Monitor absenteeism and sick leave to identify any ‘wellness’ issues to be addressed

6) Payroll & Compensation

Develop and maintain a compensation framework that meets the following criteria:

(1) Rational, fair and objective

(2) Internally consistent with the company organogram

(3) Industry-related

(4) Comprehensive but flexible

(5) Supports the in-house career ladder

Receive, consolidate, process, analyse and report on data impacting payroll outcomes and administration, in particular relating to leave and absenteeism

Generate a monthly payroll report (plus trend analysis) by business unit that is supported by verifiable biometric data

7) Recruitment & Selection

Develop and drive an end-to-end recruitment and selection process that spans advertising, screening, interviewing that is in line with global best practice (i.e. psychometric testing, job sampling, and a structured interview process), and placement

Consult on, coordinate and report on a unique and customized orientation process for new staff (two weeks maximum time frame) from beginning to end

Manage any retirements, dismissals or retrenchments in line with company policies and procedures.

8) Statutory Compliance

Oversee submission, processing and reporting on all statutory requirements related to COIDA (claims & returns), UIF, SDL, EMP201, and Bargaining Council

Plan, prepare and produce BEE scorecard

Develop EE policy and plan

Maintain an electronic and confidential archiving system of all HR documents (i.e. CCMA rulings and labour court cases, interview results etc.), and employee information 

• Formed part of the journey to grow the Pharmaceutical Division of Shoprite Checkers to a well-known brand consisting of a 145 Retail Pharmacies and 3 Pharmaceutical Wholesalers in South Africa.    As well as opening Pharmacies in other African countries such as Angola, eSwatini and Mozambique.
• Championed establishment of HR processes and procedures Shoprite Pharmaceutical Division from ground-up, which was uniquely, suited the Pharmaceutical environment as compared to a traditional food retail environment.  This included amongst others, job grading, remuneration strategies, recruitment policies, performance management, succession planning (bursary programs and in-house recruitment), etc.
• Effective management of annual payroll budget in excess of R900M whilst driving HR operations and monitoring expenses.  As one clear example by moving the recruitment function in-house the recruitment costs was reduced by R1,5M a year.
• Enhanced management of 4.5K+ employees through 18 direct reports including Recruitment Specialists, Regional People Partners, People Partner Assistants and Training Delivery Specialists.
• Moved the Lewis Groups on-boarding process from a manual process to a online platform called “Paper Trail”, having to train and change old habits on an online platform.

Certificate in Financial Management (2003- 2004) - UNISA, Remote

Bachelor of Arts in Labour Relations and Labour Law (Honours) (1997 – 1998) - Rand Afrikaans University (University of Johannesburg)

Bachelor of Arts in Personnel Management (1991 – 1994) -Rand Afrikaans University (University of Johannesburg)

Short Course in Tax and Payroll Management (2022) – University of Cape Town