1. SHONISANI MAHUMELE
Surname Mahumele
Name Shonisani
Area of
residence Cape Town
Contact Number
Email
addresses
083 404 0553
shonisanim@lewisgroup.co.za
smahumele@gmail.com
Id Number 701124 5078 08 4
Drivers licence Code 8
Languages Tshivenda, English, Afrikaans and all South African languages
Education
Institution
Subjects
Year Completed
-Matriculation
-Tshivhase Secondary School
-Tshivenda, English, Afrikaans, Biology, Geography and History
-1990
Tertiary
Education 1.
Institution
-Bachelor of Arts in Education
-University of Venda
1

2. Majors
Duration
Year Completed
-Education 400, English 300 and History 300
-4 years
-1995
Tertiary
Education 2.
Institution
Majors Courses
Duration
Year Completed
-Masters Diploma in Human Resources Management
-University of Johannesburg
-Industrial /Employment Relations
-Human Resources Management
-Human Resources Systems
-Organisational Behaviour
-Research Applications
-Strategic Human Resources Management
-3 years
-2006
Tertiary
Education 3.
Institution
Courses
Duration
Year Completed
-Managing Employment Processes-three-month certificate
-University of South Africa/UNISA
-Recruitment
-Selection
-Interviewing
-Placement
-3 months
-2006
2

3. Other courses
and certificates
-The 7 Habits of Highly Effective People by Stephen Covey
-Introduction to computers
-OBE in conjunction with environmental science
-Managerial and Supervisory skills
-First aid one and two
Current
Employment
Position
Period
-Lewis Group-Cape town (Furniture Retail)
-Senior Human Resources Manager Head Office-HR
Generalist-Cape Town
-From March 2016 to date
-Reports directly to the Group HR Director
-Make sure that head office recruitment and selection is in line with the
company recruitment and selection policy procedure. To also manage
recruitment agencies so that they adhere to the Lewis recruitment and
selection policy. Make sure that all new and old employees are inducted
and by facilitators
-To design and develop the head office performance management policy,
procedure and document.
-Custodian of company policies and procedures within head office and
advice line managers on all Industrial Relations issues. Draw charges on
all employees at head office and chair and initiate internal disciplinary
enquiries at head office. Represent the company at the CCMA in both
conciliations and arbitrations. Conduct training on industrial relations and
recruitment and selection to line managers at the learning centre.
Manage the implementation of an effective grievance and disciplinary
policies and procedures for head office.
Responsible for the Group health and safety and to always update the
policy. To make sure that all branches including head office have first
aiders and are trained as per the legislation.
3

4. Previous
Employment
Position
Period
Recruitment
and Selection
Employee and
Industrial
Relations
-Rheinmetall-Denel Munition-
Potchefstroom(Explosive Manufacturing)
-Human Resources Manager
-01 January 2014 to January 2016
-Oversee the recruitment and administration function in Boskop.
-Make sure that there is acquisition of quality CVs.
-Telephonic screening and selection of candidates.
-Interviewing and placements of suitable candidates.
-Check and control fixed term and permanents appointments in
accordance with EE targets.
-Manage and implement Employment Equity.
-Manage and control BBBEE.
- Custodian of company policies and procedures.
-Advise line managers on all Industrial Relations issues
-Draw charges on all employees who commit misconduct.
-Chairing of internal disciplinary enquiries in view of training line
4

5. Training and
Development
Performance
managers.
-Conduct training on Industrial Relations to line managers.
-Manage the implementation of an effective grievance and disciplinary
procedures.
-Represent the company at the bargaining council and CCMA in both
Conciliations and Arbitrations.
-Represent the company at the Bargaining Council pertaining wage and
other agreements negotiations with organised labour.
-Conduct employee consultations with the unions.
-Organise annual divisional forums with shop stewards’/worker
committee meetings.
-Process of disability claims
-Advising both line managers and employees on matters of health and
safety.
-Oversee that policies and procedures are amended; finalised and
adhered to.
-Ensure that all agreements with organised labour are respected and
adhered to.
-Ensure compliance to HR Policies, Practices, HR Systems, BCEA, LRA,
SDA, and BBBEE & EEA.
-Ensure skills development and training of employees according to WSP
and succession planning.
-Coaching and mentoring HR staff.
-Making sure that all new and old employees are inducted and trained by
facilitators.
-Assist line managers identify training needs to their employees.
-Help coordinate training and development of all employees.
-Help all employees complete all exit documentation.
-Help refer employees to the wellness programme.
-Performance contracting of HR staff reporting to this position.
-Coaching and mentoring of all HR staff.
5

6. Management
Change
Management
Corporate
social
development
and Stakeholder
Management
Reason for
leaving
-Help organise and speed up performance management of all employees
in Boskop.
-Make sure that all line managers are well trained in the Performance
Management procedure.
-Planning and organising all HR Operations.
-Monitoring, controlling, and reporting all HR related budgets on monthly
basis and ensure all expenditure is within budgets.
-Attend all relevant HR meetings as per GM: HR’s instruction.
-Oversee payroll
-Ensure that HR Strategy is aligned with organisational strategy
-Identify employees who are due for promotion including Assistant
managers, Trainee managers and Branch Managers
-Identify training needs for all employees and make sure that they enrol
and complete modules in terms of succession
-Liaise with businesses and local municipalities in partnership on how to
help and develop communities.
-Creation of relationships with local communities
-Creating relationships with local schools, colleges and universities
- Got a promotional position as it’s senior
Previous
Employment
-Lewis Group-Johannesburg (Furniture Retail)
-Divisional Human Resources Manager-Johannesburg-HR
Generalist
-01 January 2010 to 23 December 2013
6

7. Position
Period
Employee
/Industrial
Relations
Recruitment
and Selection
-Custodian of company policies and procedures within the company
-Advise line managers on all Industrial Relations issues
-Draw charges on all employees
-Chair and initiate internal hearings
-Conduct training on Industrial Relations to line managers
-Manage the implementation of an effective grievance and disciplinary
procedures
-Represent the company at the CCMA in both Conciliations and
Arbitrations
-Represent the company at CCMA pertaining wage and other
agreements with the union at the CCMA
-Conduct employee consultations with the union at the CCMA
-Organise annual divisional forums with shop stewards’/worker
committee meetings
-Process of disability claims
-Process of leave forms
-Advising both line managers and employees on matters of health and
safety
-Making sure that CV hunting becomes possible
-Telephone screening of candidates
-Shortlisting of candidates
-Organising and the executions of interviews
-Placement of candidates
-Processing of reference checks
-Processing of employments of contracts of employments
-Processing of letters of appointments
-Executing weekly and monthly reports to the Senior HR Manager
-Executing monthly labour turnover statistics to the Senior HR Manager
-Responsible for monthly Industrial Relations training to all line managers
-Responsible for reporting and advising management on training needs
7

8. Training and
Development
Performance
Management
Reason for
leaving
of employees
-Responsible with the reporting of training statistics to the Senior HR
Manager monthly.
-Making sure that all new and old employees are inducted and trained by
facilitators
-Ensure that branch managers are consistently performing managing
employees on monthly basis
-Ensure that coaching and counselling for poor performers is happening
on a day to day basis and is brought up to company standards
-Ensure that good performers are acknowledged, recognised and
rewarded.
-Ensure that performance management is documented and measured
-Ensure that performance management is consistent and fair.
-Got a job with a better scope and growth path
Previous
Employment
Position
Period
Key
Performance
Areas
-Bombela CJV-Gautrain Project-Johannesburg- (Construction)
-HR Consultant-Generalist
-01 November 2006 to 31 December 2009
-Administer recruitment process (selection, interviewing, appointment,
placement, transfer and termination).
-Supervision of the Human Resource Administration
-Administer the implementation of career management, retention and
employment equity plan.
-Do research on the recruitment and selection trends so that best
practices are followed.
8

9. Reasons for
leaving
-Communicating HRM related information with management and
employees.
-Management of staff performance management
-Render advice and guidance to staff with regard to grievance procedure
and promote sound labour relations with staff and unions
-Management of Employment Equity and Skills Development and
Retention of employees
-Manage the implementation of an effective grievance and disciplinary
procedure procedures.
-Ensure effective and efficient training in respect of legislation.
-Advice both management and employees on matters on matters of
health and safety.
-Make sure that all employees get the necessary personal protective
equipment before they go on site
-Control training costs against the budget
-Maintain effective administration processes.
-Manage staff attendance
-Conducting effective performance management.
-Designed and Managed the induction programme
-Manage internships, Learner ships and leadership development
programmes
-It was a three year contract
Previous
Employment
Position
Duration
Key
-Liberty Group-Johannesburg-(Insurance)
-Training Specialist
-01 January 2001 to 31 October 2006
-Trained employees in insurance product knowledge (vehicle, household,
9

10. Performance
Areas
Reasons for
leaving
savings, life cover, disability cover, funeral cover and retirement savings).
-Quality control and audits for the Call Centre
-Facilitate all company training
-Conduct Training Needs Analysis
-Design and Develop Training Manuals
-Management of company performance management process
-Identify and provide solutions to learning and development needs
-Facilitate on FICA
-Facilitate on FAIS
-Monitor and evaluate the effectiveness of training programmes
interventions.
-Advice management on training related issues.
-Manage learner ships
-Offered a job with greater scope at Gautrain.
Previous
Employment
Position
Period
Key
Performance
Areas
-Diepdale Secondary School-Johannesburg-(Education)
-Teacher
-01 January 1997 to 31 December 2000
-Teaching English grade 11 and 12
-Grade Ten Head
-Member of the examination committee
-Member of the sports committee
-Member of the health and safety committee
References
Reference 1.
Company
Mrs Portia Thokoane
-Eaton
10

11. Position
Contact Details
-HR General Manager
-072 459 0313/082 458 4774
portia.thokoane@Eaton.com
Reference 2.
Organisation
Position
Contact Details
Reference 3.
Organisation
Position
Contact Details
Reference 4.
Organisation
Position
Contact Details
-Mr Neil Jansen
-Lewis Stores
-Group HR Director
-083 383 1444
neil.jansen@lewisgroup.co.za
-Mr Mlamli Kunyuza
-Rheinmetall Denel Munition
Acting HR GM
-076 011 6622
mlamli.kunyuza@rheinmetall-denelmunition.com
Mr Dialwa Mathala
-CCMA and Bargaining Council
-Commissioner of both CCMA and Bargaining Council
-074 120 8717
dialwa.mathala@gmail.com
11