Nichola Wainwright

I am a seasoned HR and IR practitioner with approx 20 years experience in the field. In my last role I acted as Executive: Legal and Compliance overseeing the full HR and Development function in a large corporate. 

The Automobile Association of South Africa

Executive: Corporate Affairs                               Jan 2021 – June 2022

Responsibility for commercial legal advisory service to the business

Corporate governance and compliance (BBBEE, POPIA, OHS, Social and Ethics, Labour etc.)

Responsibility for all HR&D functions:

The Automobile Association of South Africa

Head: Human Resources and Development       May 2013 – June 2022

Responsibility for all HR&D functions:

• Manage team of 11 HRD and facilities staff and learners

Industrial Relations 

• Plan and effect changes to terms and conditions of employment and introduction of new employment models. This includes introduction of variable employment models, owner-driver models and the like.
• Union negotiations (SATAWU)
• Restructuring and retrenchment consultations to end stage retrenchments, small and large scale
• Oversee the preparation of documentation around disciplinary matters

     (Warnings, notifications to attend hearings, minutes etc.)

• Advise management on Industrial Relations matters
• Provision of IR training to managers, chairpersons etc. - labour legislation and disciplinary processes
• Occasionally sit in on disciplinary enquiries and grievance hearings to advise chairperson/s
• Performance management counseling, enquiries and probation meetings
• Represent the company at the CCMA - Conciliations and Arbitrations

BBBEE 

• Develop, and execute against, organisation’s transformation strategy to ensure optimum contribution level 
• Creation of tactical plans for target achievement, per element 
• Design and formulate enterprise and supplier development initiatives aligned to company’s current operational requirements
• Oversee on-site training centre’s learnership and YES programme/s with a view to maximizing skills development points
• Design SED programme/s based on target spend   
• Oversee gathering and collation of data in respect BBBEE Audits.

Employment Equity

• Oversee the preparation of EE plans and Reports for submission to the Department of Labour.
• Collaborate with line management in respect of numerical goal setting, monitor progress against and achievement thereof. 
• Chairperson of the EE Committee
• Oversee preparation of EE Committee meeting packs and consultation with committee in this regard.
• Oversee the categorisation of staff into occupational levels and categories for reporting purposes.
• Determine and monitor organisation’s Gini Coefficient, design plan for the closing of vertical and horizontal wage gaps.
• review remuneration strategy and affirmative action measures in line with legislative and other requirements.   

 HRD Management Information 

• Oversee monthly management reporting to management for effective operational management.
• Production of comprehensive bi-annual and annual reports for the Board of Directors 

  Recruitment – Oversight of full recruitment function including:

• Development of job specifications 
• Advertising of vacancies
• CV Screening 
• Interviewing of candidates
• Conducting of relevant psychometric assessments and verification of references
• Generation of offers to candidates, probation management
• Management of recruitment budget, ensuring effective management thereof. 
• Introduction and use of on-line recruitment methods and assessments

Remuneration 

• Oversee R 100M payroll to ensure smooth running thereof. (VIP system in use)
• In conjunction with CFO, review and redesign short and long term incentive programme, oversee administration of programmes for payment of incentives. 
• Strategically align remuneration policies to changing legislation, identification of vertical and horizontal wage gaps and development of tactical plans to address.
• Benchmarking of employee and executive remuneration and Non-Executive Directors Fees   
• Implementation of tax beneficial structuring for employees (SARS Education) etc.        

Compliance/Governance  

• Draft and maintain organisational policies in line with legislation and company requirements.
• Develop Occupational Health and Safety strategy and tactical plans, oversee site inspections and administrative requirements in line with legislation
• Ensure management of on-site vendors in compliance with OHS safety requirements
• Chairperson of OHS Committee   
• Develop and execute the organisation’s Social and Ethics Committee strategy.
• Develop and utilise tools for the measurement of various ‘pillars’ within social and ethics purview
• Produce organisation’s Social and Ethics report for the integrated report.

Benefits 

• Provident Fund – strategic planning in conjunction with fund consultants.
• Responsible for research and selection of new fund, administrator and independent consultants, on 2 occasions during tenure, including Sec 14 FSB process.
• Ongoing monitoring of Fund’s performance against investment strategy objectives
• Ongoing member education and communication 
• Medical Aid – Strategic planning in conjunction with healthcare consultants
• Oversee administration of schemes offered within organisation. 
• Determination of continued suitability of schemes based on staff profile.
• Introduction and oversight of employee wellness programme 

Training and Development 

• Responsibility for skills development across the organisation, both internal and accredited training interventions
• Oversee the development of the annual skills development plan and reporting against plan (WSP and ATR)
• Development of annual in-house training plans per department
• Assist managers in the development of Personal Development Plans for staff
• Succession planning and talent management – as part of performance management “eco system”, development of succession policies and plan, identification of key individuals and positions, assessments and development programmes.   
• Design and development of learnership programme and YES initiative based on organisation’s BBBEE strategy. 
• Accessing of SETA funding for skills programmes, learnership etc.   

Culture and Organisational climate/OD 

• Responsible for the organisation’s culture review programme
• Oversee development, monitoring and communication of organisational values, vision and purpose
• Oversight of climate survey and reporting, benchmarking of results and development of plans for improvement of concern areas.
• Assisted CEO in restructuring of business at al levels 

Performance Management 

• Developed performance management ‘eco system’ to facilitate the monitoring and management of performance from recruitment to end of tenure. 
• Responsible for the balanced scorecard as a tool for the management of performance across the organisation.
• Determined executive KPA’S and indicators, advise line management on KPA’s and indicators for mid-management and general staff 
• Reviewed and redesigned performance management system in 2019, relaunched performance management programme to organisation     
• Introduced “Gamification” as performance management tool within Call Centres and Fleet, monitoring thereof in tandem with line management. 

Budgeting

• Develop and manage annual budget of approx. R 17 million.

Organisational Social and Ethics 

• Developed and executed the organisation’s Social and Ethics Committee strategy.
• Developed and utilise tools for the measurement of various ‘pillars’ within social and ethics purview 
• Responsible for all reporting to Board of Directors 

Facilities Management

• Responsible for head office and various depots nationally.
• Management of SLA of service providers, including cleaning, security etc., review of providers at contract renewal to determine continued suitability 
• Management of budget of approx. R M, with focus on containing expenditure 
• Oversee maintenance requirements.        

Grade 12 

BPROC, LLB - RAU

Management Development programme - Gibs