Services

Onboarding
  • Talent acquisition, Induction, Culture Interviews / engagement, and employee handbook presentation.
  • Advises clients/organisations to achieve project goals within specified time, scope and budget.
  • Project governance and management leveraging leading industry practices and frameworks and plans on behalf of clients
  • We aim to provide high end professional services in developing and implementing business strategies on behalf of our clients and ensuring uniform approach is followed by all employees.
  • We equip our clients and organisations to consider data-driven insights to drive decision-making based on facts across their value chain to ensure optimum performance while mitigating risks.
  • We provide corporate speaking on various topics such as women leadership, culture and transformation, diversity, inclusion, as well as team building sessions.
  • Develop talent management strategy on behalf of the organisation and succession plans to help prepare for all contingencies by ensuring all high potential employees are prepared for advancement.

  • Our goal is to ensure that executives are elevated and have strategies that are insightful and actionable. We offer recommendations that will allow businesses to reach their full potential.

  • Provide organisations with a structured approach to identify, assess, and manage potential risks across the entire business. 
Leadership development programmes
  • In partnership with highly sought after business schools, we develop a custom curriculum to prepare mid-senior management employees for next level leadership roles.
  • Develop industry labour legislative and regulatory requirements framework
  • Statutory regulations chart(s)
  • Assessment and review of existing company policies, documentation, and practices in-line with compliance requirements and provide recommendation
  • Risk assessment for non-existing company policy gap assessment and recommendations, documentation, and practices in-line with compliance requirements and provide recommendation
  • Provide industry labour legislative and regulatory requirements checklist
  • Update existing policies, procedures, practices, and documentation in-line with compliance requirements
  • Develop new policies, procedures, practices, and documentation in-line with compliance requirements
  • Conduct compliance related custodian and/or committee appointments
  • Coordinate change related external training requirements
  • Assess workforce compliance periodically and provide recommendation
  • Preparation for Department of Employment and Labour (DoEL) audits
  • Induct management and staff of updates and/or new policy, procedure, practices, and documentation
  • Induct compliance custodian and / committee on portfolio compliance and appointment responsibilities
  • EE Manager appointment
  • EE Committee construction and appointment
  • Facilitation of EE Committee meetings
  • Occupational levels allocation in accordance to EEA9
  • Developing and/or updating concise job-profiles to support occupational levels allocation (where required by the
    Firm and/or of non-existent)
  • Completion of EE Analysis, development of EE plan, and compilation and submission of EE report
    Preparation for DoEL inspections
  • EE Manager and Committee training: purpose of the Act and its amendments, compliance requirements,
    unpacking discrimination vs. differentiation, understanding Affirmative Action planning, EE Manager
    responsibilities, EE Committee responsibilities, completion of the EE Analysis, development of the EE plan,
    compilation of the EE Reports, understanding EE inspections, and the CCMA’s jurisdiction and a look at relevant
    Case-law
  • Workplace awareness/readiness programme: pre-EE compliance implementation, and post-EE compliance
    implementation
  • Construction of Skills Development Committee and appointment
  • Facilitation of Skills Development Committee meetings
  • Unpacking of Skills Development requirement in accordance to BBBEE and company budget
  • Facilitation of needs analysis strategy and consolidation of information
  • Compilation and submission of WSP/PTP/ATR
  • SETA discretionary grants application(s)
  • Coordination of training (if required by the company)
  • Preparation for SETA, BBBEE, and DoEL audits / inspections
  • Skills Development Committee training: purpose of the SDA and the SDLA, understanding BBBEE and EE in-line with Skills Development, understanding the role of the SETA, strategy development, understanding mandatory and discretionary grants, compilation of the WSP/PTP/ATR, the responsibilities of the SDF and the Skills Development Committee, and understanding the various audits.
  • Provide disciplinary, incapacity, grievance, retrenchments/reshuffle, and transfers related advice to management
  • Facilitate disciplinary, incapacity, grievance, retrenchments/reshuffle, and transfers
  • Represent employer in plant level wage/salary negotiations and wage/salary disputes
  • Represent employer at CCMA/Bargaining Council
  • Represent employer in union discussions and meetings
  • Compile all employee relations and/or industrial relations correspondence to the CCMA/Bargaining Council, union,
    and employees, on behalf of the employer
  • Provide industrial action management advice to management and/or manage on behalf of employer
  • Chair disciplinary, incapacity, and grievance proceedings
    Enquiry initiator training to Line Manager: conducting an investigation, charge construction, employee notification,
    understanding suspension with pay and suspension without pay, understanding alternatives to dismissaland/termination, understanding the initiator role and responsibility in an enquiry, what the CCMA/Bargaining
  • Council considers when assessing a case, understanding precedence, unpacking a manager’s discretion,understanding an appeal process and enquiry, and unpacking the benefits of effective people management as a preventative measure.
  • Design end-to-end graduate programmes
  • Recruitment and registration of graduates
  • Conduct performance appraisals with management for graduates
  • Identify skills development requirements and coordinate accordingly for recommendation
  • Facilitate quarterly empowerment workshops for the graduates and monitor development
  • Design end-to-end vacation programmes for unemployed graduates on behalf of the company
  • Identify youth outreach programmes for the employer as a CSI initiative
  • Our social outreach programmes for the unemployed youth, and disabled people, feed into our recruitment
    database.
  • Conduct executive search for organisations taking into consideration culture fit, influence and relevance.