Masentle Sipheka Email & Phone Number | • Identify competence and capabilities aligned to business and operational needs • Engage pro-actively with Resourcing to identify and utilise proactive resourcing solutions • Upskill line in terms of attraction, recruitment & selection practices, policies and processes. • Ensure that the appropriate on-boarding, induction practices and processes are in place • Liaise and Partner with Reward & Remuneration team to ensure consistency in annual reviews and bonus allocations • Ensure exit interviews are conducted for all regretted leavers. • Support all Business Centre Managers, Head of Business Banking with all HR activities, eg Disciplinary Actions, People Management, Recruitment, Talent, etc • Advertising the vacancies, screening CVs, schedule interviews • Compile Appointment motivation for Head of business and head of HR to approve • Ensure Transformation targets are met, when recruiting • Advise line managers and employees on effective performance goal setting. • Track all employees on performance improvement plans and monitor closure/exit. Monitor the performance improvement process (PIP) • Plan and facilitate performance moderation meetings. Advise line on the appropriate performance discussions • Work together with Resourcing for pipeline creation for critical roles • Employment equity plan key focus: • Ensure the Region targets are met by: • Ensuring that females are placed in critical & senior roles • Creating job opportunities for disability candidates • Facilitate the identification of critical skills and talent utilising the talent management • Coach line to create development plans and execute on them. • Ensure that all critical roles have successors. • Link succession plans to transformation action plans. • Coach line in retention techniques and strategies and advise line accordingly. • Talent Review session ensure the development key areas are identify to plan training interventions

Masentle Sipheka

• Identify competence and capabilities aligned to business and operational needs • Engage pro-active...
City of Johannesburg, Gauteng, South Africa

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Masentle Sipheka’s Email masentle.sipheka@standardbank.com

Masentle Sipheka’s Phone Numbers +27 11 299 ****

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Masentle Sipheka’s Location City of Johannesburg, Gauteng, South Africa

Masentle Sipheka’s Current Industry Standard Bank

Masentle Sipheka’s Prior Industry Fnb | Gibb Engineering | Times Media | Echo Loyalty | Y Knot Solutions

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Work Experience

Standard Bank

People & Culture Business Partner

2019-06-01 00:00:00 - Present

Fnb

HR Coordinator

2016-10-01 00:00:00 - 2017-10-01 00:00:00

Gibb Engineering

HR Officer

2012-09-01 00:00:00 - 2014-12-01 00:00:00

Times Media

HR Assistant

2011-08-01 00:00:00 - 2012-09-01 00:00:00

Echo Loyalty

Call centre agent

2011-05-01 00:00:00 - 2011-08-01 00:00:00

Y Knot Solutions

Promoter

2010-12-01 00:00:00 - 2011-01-01 00:00:00

Skills

No Skills Available

Languages

No Languages Available

FAQ About Masentle Sipheka

Masentle Sipheka is located at
City of Johannesburg, Gauteng, South Africa

Masentle Sipheka is a • Identify competence and capabilities aligned to business and operational needs • Engage pro-actively with Resourcing to identify and utilise proactive resourcing solutions • Upskill line in terms of attraction, recruitment & selection practices, policies and processes. • Ensure that the appropriate on-boarding, induction practices and processes are in place • Liaise and Partner with Reward & Remuneration team to ensure consistency in annual reviews and bonus allocations • Ensure exit interviews are conducted for all regretted leavers. • Support all Business Centre Managers, Head of Business Banking with all HR activities, eg Disciplinary Actions, People Management, Recruitment, Talent, etc • Advertising the vacancies, screening CVs, schedule interviews • Compile Appointment motivation for Head of business and head of HR to approve • Ensure Transformation targets are met, when recruiting • Advise line managers and employees on effective performance goal setting. • Track all employees on performance improvement plans and monitor closure/exit. Monitor the performance improvement process (PIP) • Plan and facilitate performance moderation meetings. Advise line on the appropriate performance discussions • Work together with Resourcing for pipeline creation for critical roles • Employment equity plan key focus: • Ensure the Region targets are met by: • Ensuring that females are placed in critical & senior roles • Creating job opportunities for disability candidates • Facilitate the identification of critical skills and talent utilising the talent management • Coach line to create development plans and execute on them. • Ensure that all critical roles have successors. • Link succession plans to transformation action plans. • Coach line in retention techniques and strategies and advise line accordingly. • Talent Review session ensure the development key areas are identify to plan training interventions