Daryl Wearne (Mrs)
Occupation
Generalist Human Resources Practitioner
Total Years Work Experience
Over 30 years
Age
56
Next Career Move
A human resources specialist position where employee wellness and career development experience and skills will be an advantage.
Job Location
Johannesburg, Ekurhuleni
Current Employer
Between assignments, running my own business
Availability
Immediate
Contact Details
Cell phone
+27 (0) 82 378 6650
daryl.wearne@webmail.co.za
Personal Details
Gender
Female
Nationality
South African
Language
English, some Afrikaans
Drivers Licence
08
Profile
o Human resources project management, senior level in a corporate environment. Permanent or consultative in any sector
o Strategic facilitation
o Needs analysis
o Strategy development, operation and review
o Health and wellness policies and projects with a focus on HIV and AIDS, TB and malaria
o Research, development and implementation of HR and training projects
o Workplace programme/project implementation, assessment and review
o Programme and project management
o Monitoring, evaluation and reporting
o Cross-cultural interaction locally and internationally
o Financial analysis, budgeting, funding allocation and management
o Development and implementation of health and wellness and general human resources policies and systems
o Compliance
o Communication
o Consulting
o Coaching/Advocacy for Improved Performance
o Customer Orientation
LinkedIn profile to be found at: http://www.linkedin.com/in/darylwearne
Education
1994 - Institute of People Management (IPM) 3 year Diploma
1975 - Efficiency Business Academy Grade 12 (National Senior Certificate /Matric)
Professional Courses / Training
2014
The Art of Drawing and Painting, InShare, Feb 17 Mar 18
by Jusri Eldin Devries
Open 2 Study
2013
Drawing - The Art Centre, 2013
Design and Art Techniques, short courses - Coursera, 2012
Basic Science: What’s new in HIV Virology? – Prof. Lynn Morris – Master Class in HIV (Toga Laboratory)
Master Class in HIV (Toga Laboratory), 2011
Overview of SA legislation in the context of HIV and AIDS. Redpeg (Pty) Ltd, 2010
G&A - Governance and Accountability. The focus was on Section 21 organisations in terms of new Companies Act No. 71 of 2008, the King Report on Corporate Governance for South Africa and the King Code on Corporate Governance ("King III"). Pact SA, 2010
Overview of SA legislation in the context of HIV and AIDS. Redpeg (Pty) Ltd, 2009
USAID/PEPFAR - Grant and Funding Management., Pact SA, 2008
Cost Benefit Analysis of HIV and AIDS Workplace Programmes. GTZ is now GIZ - Deutsche Gesellschaft für Internationale Zusammenarbeit, 2006
RHAP - HIV/AIDS Programme Management., Pact SA, 2005
Writing of competency based training materials. G & K Training
2004
The Pacific Institute - Investment in Excellence.
The Pacific Institute -
2004
Nedbank - Small Business Networks.
Nedbank
2003
RHAP - Monitoring, Evaluation and Reporting of HIV/AIDS.
Pact SA
2002
HEARD (Health Economics and HIV and AIDS Research Division), University of Natal – Planning for HIV/AIDS in sub-Saharan Africa.
HEARD (Health Economics and HIV and AIDS Research Division), University of Natal
1998
Witwatersrand Centre for Human Development -Counselling skills and E A P Co-Ordinator.
Witwatersrand Centre for Human Development
1988
Analysis and Evaluation of Jobs (Competency Based).
Edgars
1987
Andrew Levy & Associates - Industrial Relations.
Edgars
1986
Compiling of Job Descriptions, Hay and Paterson systems of Job Evaluation.
Edgars
Louis Allen Management Training –AMAP.
Louis Allen
Targeted Selection –Competency Based Interviewing Techniques.
Targeted Selection
Train the Trainer – Interaction Management.
Interaction Management
H& W SETA -Getting short courses and training providers accredited.
H & W SETA
Computer Skills
Duties Breakdown
Project / Programme Management and Co-Ordination
9 years
40% Project Management and programme implementation
20% Financials and fundraising
40% On-site consulting, technical assistance and facilitation of training
Human Resources
24 years
20% Recruitment and selection
25% Staff development
20% Remuneration and benefits
20% Employee relations and wellbeing
15% Human Resources administration and record maintenance
Secretarial and administration
4 years
50% Secretarial support and client liaison
10% Department costs and budget
40% Organisational policy and procedure review and implementation
Areas of Expertise
Currently running Yen Desirables (formed in March 2012)
Source and retail custom designed jewellery, jewellery accessories, tableware and objets d'art by award winning South African designers and manufacturers at trade exhibitions and other outlets.
Set up the business, network with top South African designers of ceramic products, pewter ware and jewellery manufacture.
Currently represent Aboda WITH their flatware and pewter hearts at trade and retail exhibitions. Set up a web site, market and assemble many of the products. This business can be handed over to a family member should long term employment be considered. http://yendesirables.yolasite.com/
Career History
1 April 2009 to 31 August 2011
Redpeg (Pty) Ltd
HIV/AIDS Programme Coordinator
Overview
Responsibilities
Achievements
Reason for leaving
Expiry of fixed term contract coinciding with project cycles and determined by local and overseas funding. (CHIETA and MERSETA, Global Fund via the Department of Health).
1 April 2009 to 30 September 2010 [1]
Pan African Business Coalition on HIV/AIDS (PABC)
www.pabcnetwork.org/
BizAIDS Programme Manager
Overview
Responsibilities
Achievements
Reason for leaving
Expiry of fixed term contract coinciding with project cycle and determined by USAID funding.
2 September 2004 – 31 August 2008
South African Business Coalition on HIV/AIDS (SABCOHA)
http://www.sabcoha.org/
National BizAIDS Project Manager
Overview
Responsibilities
o Recruiting, selecting and delegating work to project team members
o Resolving conflict and negotiating agreements with project team members and stakeholders
o Managing stakeholders’ needs and expectations
o Ensuring the development of an appropriate project organisational structure for the programme rollout
o Calculating and evaluating the impact of quality issues on other project parameters
o Compiling and presenting scope of work documentation
o Eliminating bottlenecks
o Managing quality issues throughout the project
o Identifying the viability of computerised project management tools to best meet objectives
o Integrating various project elements
o Developing a project plan and change control systems to integrate the various project elements
o Allocating resources
o Actively researching current and prospective donors, identifying individuals and groups with the capacity and propensity to support the project.
Achievements
o Construction and engineering trades; people and suppliers; coffin makers; bead workers; IT suppliers and web designers; taxi owners; spaza and tuck shop owners and operators; trainers, volunteers and social workers in the field of HIV and AIDS.
o Participants saw value in attending BizAIDS for the business strengthening skills and advice on dealing with those infected and affected by HIV and AIDS and sought help to put in place measures to protect and to provide sustainability for their businesses.
Reason for leaving
Successful completion of the pilot project, the national rollout and the development of a strategic plan to rollout in three additional regions within South Africa.
December 2000 – June 2004
ARM / AVMIN (in 2003 Anglovaal Limited changed its name to Avmin (Anglovaal Mining), 2004, Anglovaal Mining changed its name to ARM (African Rainbow Minerals))
Human Resources Project Manager
Overview
Responsibilities
Achievements
Reason for leaving
Retrenched when Avmin, Harmony and ARM merged.
June 1998 – September 1999
Avgold Limited, a Division of Avmin Limited
Mining House – Gold and Base Minerals
Payroll and Human Resources Administrator
Overview
Responsibilities
Reason for leaving
Retrenched, Avgold Head Office closed down.
October 1996 – June 1998
Avmin Limited, an Anglovaal Limited Group Company
Mining House – Gold and Base Minerals
Senior Human Resources Officer: HR Projects
Overview
Responsibilities
Projects
o For 10 months I assisted the Nkomati Feasibility team with preliminary analysis, project feasibility, analysis of risk areas and project planning for the manning section of the project. The mine moved from a pilot study to a working mine of 13 000 run of mine tons per month. Provided a full off site human resources function to the mine by making bi-weekly site visits to Machadodorp. Assisted with the introduction of flexible remuneration and aided staff in their selections. Proposed various policy and procedure documents, e.g. overtime, maternity leave, employment equity bill.
o This function was handed over in the main to the mine in December 1997. Only ad hoc projects and requests are handled, e.g. policy and procedure formulation, salary / benefit comparisons with market, job and competency profiling, analysis of legislation compliance etc.
Reason for leaving
Responsibilities and projects handed over to the mine.
October 1995 – September 1996
Avmin Limited, an Anglovaal Limited Group Company, Head Office
Senior Human Resources Officer: Manpower and Development
Overview
Responsibilities
Achievements
o Developed and maintained a manpower planning system.
o Controlled manpower levels.
o Contracted out external recruitment and selection.
o Controlled engagement of temporary and contract staff.
o Controlled administration procedures for transfers, retirements and resignations.
o Advised on timeous retirement planning.
o Ensured that administrative assistant maintained manpower statistics.
o Reviewed exit interviews.
o Coordinated human resources systems.
o Maintained succession planning for AVMIN Head Office (up to Paterson D Band)
o Prepared annual needs analysis using various techniques.
o Coordinated training.
o Compiled training budget.
o Evaluated the effectiveness of training.
o Compiled statistics and provided input into Breakwater Monitor.
o Oversaw the Adult Basic Education literacy programme.
o Compiled and presented induction and orientation programmes.
o Career Development.
o Presented training courses.
o Formulated policy and procedure statement.
o Negotiated contract obligations with Witwatersrand Centre for Human Development
o Marketing and processing of services for individuals through the referral system.
o Selected appropriate preventive and developmental programmes.
o Trained and coached Administrator: Manpower and Training, on human resource planning aspects.
Reason for leaving
Retrenchment, company consolidation – no fault dismissal.
June 1995 - September 1995
Avmin Limited, an Anglovaal Limited Group Company, Head Office
Senior Personnel Officer: Remuneration
Overview
Responsibilities
Reason for leaving
Internal transfer
January 1991 to May 1995
Anglovaal Limited
Personnel Officer
Overview
Responsibilities
o Administering promotions, transfers, terminations, and temporary workers.
o Formulating policies, researching similar policies and practices in other institutions companies and mining houses.
o Providing input into computerised record keeping system.
o Overseeing long service awards and retirement functions.
o Administering personal loans (company and external) and salary advances.
o All facets of recruitment and selection (typically technical staff), including the administration of testing.
o Induction programme and orientation - analysing suitability of new recruits.
o Evaluating, monitoring, advertising and promoting all in-house programmes.
o Referring staff members (and/or family members) to the EAP counsellors, to the psychiatric section of Rand Mutual Hospital and to outside professional or medical advisors.
o Sole responsibility for the planning, budgeting and coordination of the in-house EAP programme.
o Counselling.
o Representing the company at the Chamber of Mines EAP Steering Committee meetings.
o Advising management and employees as to their rights and duties and the possible implications of any suggested course of action.
o Representing the human resources manager at disciplinary hearings and appeals.
o Maintaining constant contact with managers, supervisors, employee representatives and employees regarding various industrial relations matters, new company practices and generally maintaining good employee relations within the workplace.
o Providing on-site personnel service to employees based away from Head Office.
o Verifying replacement cycles, advising on allowance entitlements, providing information on tax implications and available financing. Ensuring that all administration was completed.
o Identifying training needs, researching training options and proposing a course of action.
o Developing training modules and presenting modules on an ad hoc basis.
o Evaluating and updating as necessary, training material for induction programme, pre-retirement planning course and other courses.
o Presenting training as required.
o Coordinating with the medical advisor of Gold Fields and the Chamber of Mines Clinic.
o Following up on the results and providing advice, as appropriate.
o Conducting job description interviews and helping employees in the writing of their job descriptions.
o Calculating and producing human resources statistics on an ad hoc basis.
Reason for leaving
Internal transfer
July 1989 – December 1990
SmithKline Beecham Consumer Brands (Isando)
Research-based pharmaceutical and healthcare company
Human Resources Officer
Overview
Responsibilities
o Recruiting and selection, drawing up man/job specifications, administrating testing, reference checks and appointment formalities.
o Formal and informal induction of new recruits.
o Conducting follow-up interviews.
o Counselling and generally maintaining close and friendly contact with staff.
o Job description interviewing, compiling the agenda for grading committees, recording and minuting these meetings and ensuring that titles, grades etc. were amended according to grading committee decisions.
o Updating and distributing completed organisation structures.
o Attending to all formalities relating to long service, retirement and farewell functions.
o Completing all salary surveys and representing the company at FSA salary survey circles.
o Helping to ensure a process of consistency and fairness regarding their interpretation and application for management and staff.
o Monitoring monthly briefing system. Attending grievance and disciplinary enquiries.
Reason for leaving:
Move to a more senior position in a different sector.
16 July 1980 - 30 July 1989
Edgars Stores Limited, (Edgardale, Crown Mines)
Fashion retailer and distributor
Personnel Officer: U P C Retail Services
Overview
Responsibilities
o Controlling all administration of salaries, fringe benefits, performance appraisals, terminations, loans, the levy returns etc., handling all queries from management and staff on these matters.
o Maintaining a weekly paid staff payroll.
o Drawing up job descriptions and holding copies.
o Updating organisational structures and compiling accurate complement statistics.
o Setting up and maintaining necessary systems to reduce administrative workloads and enhancing of the personnel computerised information base.
o Screening applications and applicants, drawing up man/job specifications, writing advertising copy, liaising with media and agencies, maintaining tight control of recruitment costs. Interviewing staff (mainly below management level) writing interview reports and carrying out reference checks. Leading low-level induction and orientation programmes. Placing junior staff elsewhere in the Group, on request.
o Interviewing junior staff on termination of service, and also “follow-up” interviews on new junior staff, or those with personal or performance problems, discussing remedial courses of action with supervisors, under the personnel manager’s guidance.
Other positions held at Edgars:
Reason for leaving:
Move to a FMCG manufacturer
16 March 1979 – 30 June 1980
Allied Publishing Limited
Publishing of newspapers, journals and periodicals
Secretary to the Subscriptions Manager (Tvl/OFS)
Responsibilities
Reason for leaving:
Move to a larger organisation, better prospects
January 1976 – 15 March 1979
Bestobell Engineering (SA) Limited
Provides insulation and sealing products, valves, and sheeting products concentrating on the distribution of advanced engineering and technology
Invoice typist, Cardex and stock control
Reason for leaving:
Moved to Johannesburg from the East Rand
Consultant Assignments
September 1999 – August 2004
Freelance Human Resources Consultant
Reporting to: Managing Directors of the companies mentioned below
Providing specialist support and advice on various aspects of human resources.
Compilation of behavioural surveys; competency profiles; implementation of employment equity strategies; technical recruitment; remuneration surveys and annual reviews; development of policies and procedures; implementation of human resources structures and systems.
September – October 2008
IESC (International Executive Service Corps)
Development of Best Practices Workshop for regional BizAIDS practitioners. Write up of learnings, development of generic training materials for rollout into Africa through the PABC (Pan African Business Coalition on HIV/AIDS)
September – October 2008
AgriAIDS
Development of job profiles for newly funded programme.
September – October 2008
Shisaka (Pty) Ltd
Development and examination of project documentation over a four year programme to ensure that critical learnings and documents were retained. Review of quarterly reports, collation of proposed menu of documents (over 900).
July 2006 to October 2008
IESC – BizAIDS implementation in Swaziland and Lesotho
Assisted with replicating the South African programme in Swaziland, Lesotho and Botswana. Areas of expertise - programme management, financial management, Swaziland and Lesotho management and coordination, country assessments, training, technical assistance, monitoring and evaluation, reporting. Travelled to a number of southern African countries, including Botswana, Namibia, Zambia, Swaziland and Lesotho.
HIV/AIDS Scorecard iq
KAP Surveys at Federal Mogul Aftermarket Centre (February 2003), Federal Mogul Ignition Division (August 2003) and Federal Mogul Powertrain (June 2004).
December 1999 – January 2001
Human Resources Guild
Compiled job descriptions, competency profiles, employment equity audits and other activities relating to this legislation. Clients included: BASF, Plascon (Luipaardsvlei, Cape Town, Durban, East London and Head Office), International Paints, Elco, DeutszDieselpower, and EtCetera Personnel Agency.
March 2000 - August 2004
Uniqema (Pty) Ltd
Employment equity reports and plans; recruitment of marketing manager; remuneration analysis and general salary increases; compiling policies and procedures manual.
May 2000 – present
Argo Industrial (Pty) Ltd
Tractor importer, assembler and distributor
Projects include introduction of human resources systems, procedures and annual employment equity projects.
September 2000 – September 2004
Herber Plastic (Pty) Ltd
Plastic products and die manufacturer
Introduction of human resources systems and procedures, performance counselling, employment equity and skills development assignments.
May - July 2000
Anglovaal Mining Limited
Recruitment drive to staff-up Chambishi Metals plc in Zambia.
September - November 1999
Ernst and Young
Payroll Administrator - Client Accounting Division. Servicing large and small payroll clients on VIP (Plus) system.
Professional Strengths
References
Available on request.
[1] Redpeg and PABC assignments ran concurrently
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