A.   Background:

B.    Education and Training:

University of Pretoria

-       B.Com Human Resources Management (1996-1998)

-       B.Com Honours Human Resources Management (1999-1999)

-       M.Com Human Resources Management (2000-2004) (Part time)

-       HPCSA:  Registered Industrial Psychologist (2004) Registration number PS0089737

Sort Courses completed/Membership

• Thomas International Accredited User (2001)
• SHL Accredited OPQ user: OPQ2721(2006)
• SAVILLE WAVE Training: 2009
• LPCAT Training (2006)
• Continuous Professional Development (is done through SIOPSA)
• SIOPSA (Society for Industrial And Organisational Psychology) Membership - current

C.   Experience:

1.    Pretoria Metal Pressings, a Division of Denel

March 2001 to August 2004

Senior Personnel Practitioner – working across the board with all levels of employees (1200-1500 employees)

Main duties

• Recruitment and selection
• Industrial Relations (liaise with unions by giving input, and attend meetings and discussions with both unions)
• Grievances and disciplinary actions
• Job evaluations (form part of job evaluation committee)
• Personnel statistics
• Medical Aid advice to employees and administration
• Supervise two senior clerks and general office management
• Member of HIV/Aids committee
• Member of the Training committees

2.    Ford Motor Company of Southern Africa

September 2004 till 31 March 2006

HR Associate – responsible for the whole manufacturing and supply section of the company. Mainly focused on salaried employees up to middle management.

Main duties

• Recruitment and selection up to middle management
• Job evaluations (form part of job evaluation committee, using the Hey method of evaluation)
• Personnel statistics (focused on attrition data)
• Industrial Relations: Grievance and Disciplinary Hearings
• Graduate trainee co-ordinating (including recruitment and selection, setting up development plans)
• Induction of employees of salaried staff (including improvements made to the process)
• Input of employee information on People Soft
• Liaison with Line Management as a generalist on all aspects of personnel management including but not limited to:

o   Succession planning

o   Salary adjustments

o   Performance Evaluations

o   People development

o   Recruitment

o   Dispute settlement

o   Disciplinary Hearings

o   In-house Training process

o   Projects

3.    Tsb Sugar (Now RCL)

1 April 2006 to 31 August 2009

HR Officer (Organisational Development) – worked across different sections between the different mills.

Main duties

• Recruitment and selection up to senior management level
• Graduate recruitment
• Mentorship Management
• Improving and Management of the Induction process
• Psychological assessments using SHL products (OPQ), LPCAT, NBI, Psych products, etc.) as need arises
• Organisational Development activities/Projects
• Developing policies and procedures within general HR and psychometric environment
• Leading a project to improve the capacity of the Psychometric Laboratory – Placed in a position to oversee and manage the Psychometric Laboratory.
• Conducting Training programs where applicable e.g. Performance Management
• SAP PD Profiling Project – Job Profiling of positions
• Liaison and coaching of Line Management on all aspects of personnel management including but not limited to:

o   Succession planning

o   Performance Evaluations

o   People development

o   Recruitment

4.    Brigitte Radley Consulting

2009 - current

Industrial Psychologist in Private Practice

Business Drivers

All areas related to the Human element within the world of work using Industrial Psychology as basis, including but not limited to:

• Psycho-Legal Evaluation of Employability and Earning Potential for the Road Accident Fund
• Facilitating and advising on recruitment for small to medium companies that include the process of:
• Job profiling
• Advertising
• Shortlisting
• Interviewing
• Psychometric testing
• Contracting
• Psychological assessments for recruitment and development, career development
• Developing policies and procedures for small and medium companies
• Customised training programs for small and medium companies

D.    Skills

1.    Practical skills

·         Computer literate using MS Office

·         Bilingual (Afrikaans/English.

2.    Other skills

·         Strategic thinker with the ability to integrate strategy into action.

·         Ability to communicate on different levels (verbal and written)

·         Attention to detail with a systems perspective

·         Flexible in executing tasks

·         Adjusting to change

·         Organisation and planning skills

·         Ability to coach and mentor where required

·         Networking

E.    Leadership/Community Involvement :