Mama M. Maite
Gaborone
Summary
Driven HR Director bringing +19 years of experience in human resources leadership and organizational development. Persuasive communicator and decisive team manager. Demonstrated strong business acumen with in-depth knowledge of people and culture Demonstrates strong analytical, communication, and teamwork skills, with proven ability to quickly adapt to new environments. Eager to contribute to team success and further develop professional skills. Brings positive attitude and commitment to continuous learning and growth. Results-oriented achiever with proven ability to exceed targets and drive success in fast-paced environments. Combines strategic thinking with hands-on experience to deliver impactful solutions and enhance organizational performance. Possesses versatile skills in project management, problem-solving, and collaboration. Brings fresh perspective and strong commitment to quality and success. Recognized for adaptability and proactive approach in delivering effective solutions. Experienced leader with strong background in guiding teams, managing complex projects, and achieving strategic objectives. Excels in developing efficient processes, ensuring high standards, and aligning efforts with organizational goals. Known for collaborative approach and commitment to excellence. Organized and dependable candidate successful at managing multiple priorities with a positive attitude. Willingness to take on added responsibilities to meet team goals. Oversee well-organized and efficient HR operations by balancing organizational targets with compliance and employee demands. Focused on maximizing resource utilization and enhancing performance with forward-thinking approaches. Solid background of improving collaboration and consensus across [Industry] company environments. Skilled HR Director offering [Number] years of progressive experience in human resources. Strategic leader, decision-maker and problem solver. Communicates clearly and effectively while operating with strong sense of urgency. Driven HR Director bringing [Number] years of experience in human resources leadership and organizational development. Persuasive communicator and decisive team manager. Demonstrated strong business acumen with in-depth knowledge of [Area of expertise]. Human Resources Executive with [Number] years of progressive HR experience and advanced knowledge of employment law, compensation, recruitment and employee relations. Engages with HR service providers and suppliers on HR systems, payroll, insurance and training and development to promote high performing organization with efficient operating systems, professional and skilled staff and sound financial resources. Maintains strong stakeholder focus and service-oriented attitude with excellent organization and interpersonal skills to excel in multi-cultural environment. Innovative Human Resources Executive demonstrates talent for turning around flagging operations and spearheading growth through proactive leadership. Experienced with HRIS and data-driven approaches to personnel management, benefits administration and organizational development. Record of success in improving recruitment and retention.
Overview
33
33
years of professional experience
Work History
Director Human Resources
Botswana Revenue Services (BURS)
10.2019 - 10.2024
- Accountable to: Commissioner General
- Key stakeholders: Internally: Heads of Division, General Managers, and Managers; Externally: Relevant Government departments, employer organizations, Trade unions, pension administrators, medical aid and insurance providers, attorneys, consultants, training institutions, etc
- Achievements at BURS: Development of 5 year HR strategy and its implementation, The strategy that aligned with the Corporate strategy
- Introduction of Talent Management & Succession Planning, identifying and developing high potential talent through strong and vigorous learning initiatives
- Developing Leadership programmes to ensure ready to Lead pipeline
- Defining the Culture for BURS
- Introduction of assessing the BURS Values as a way to bedding the corporate culture
- Establishment of BURS Academy to enhance on the job learning
- Introducing Improvements to Performance Management
- Introduction of Welfare Initiatives ensuring employee wellbeing throughout the organisation by developing Employee Assistance Programs and work life balance initiatives
- Improved Employee Relations by intentionally educating line managers to foster conducive environment and resolve grievances timely and constructively
- Leading change as transformational agent during Restructuring and Organizational Realignment: Ensuring that productivity continues even in the mist of change
- My key responsibilities at BURS: Strategic Management Policy and Leadership, Talent Acquisition, L & Development, Remuneration & Reward, Employee Welfare & Benefits, Employee Relations, Organisation Development, Decentralised HR Services, Human Resource Management
- Structured compensation and benefits according to market conditions and budget demands.
- Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
- Conducted investigations and assisted with handling employee complaints involving Affirmative Action and EEOC to promote equitable workplace.
- Provided updates on HR policy changes to employees to satisfy compliance and state laws.
- Managed other HR staff and oversaw completion of tasks and initiatives.
- Directed hiring and onboarding programs for new employees.
- Educated employees on company policy and kept employee handbook current.
- Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
- Interviewed potential hires, negotiated salaries and benefits and performed reference checks.
- Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
- Reduced process gaps while supervising employees to achieve optimal productivity.
- Distributed employee engagement surveys to identify areas of improvement.
- Devised hiring and recruitment policies for [Number]-employee company.
- Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
- Created and implemented forward-thinking initiatives to improve employee engagement.
- Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
- Identified and implemented appropriate strategies to increase employee satisfaction and retention.
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
- Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
- Discovered and resolved complex employee issues that affected management and business decisions.
- Liaised between multiple business divisions to improve communications.
- Fostered positive work environment through comprehensive employee relations program.
- Instructed senior leaders on appropriate employee corrective steps.
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
- Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
- Recruited top talent to maximize profitability.
Human Resources Business Partner
Standard Chartered Bank Botswana
01.2012 - 09.2019
- My Value add in this role was: an interface between the functions, businesses and HR Including; Strategy Formulation and breaking down the Group HR strategic People Agenda to be relevant to Country business
- Implemented the group Strategic People Agenda which is aligned to the overall Business priorities thereby driving performance
- Partnered with the relevant senior managers, business heads, functional heads and stakeholder to drive and enable sustainable business performance
- Collaborated with the functions to run an effective, efficient organisation where maximising performance and engagement is at the heart of every interaction in order to enhance capability and mitigate people-related risks
- Formulated and delivered the relevant Country HR agenda for each business and function
- Ensured that the Country HR agendas are well aligned with the Group HR agenda
- Delivered appropriate and relevant HR advice, ensuring that this is aligned to the overarching business strategy, governance processes and risk appetite of the Group
- Continuously reviewed the relevant operating models and aligned these with the overall business strategy, using all available data to ensure effectiveness
- Business Partnership, Cultural Diversity, Processes, People and Talent, Risk Management, Governance, Regulatory & Business conduct, Data Driven Decision Making
- Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
- Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for EEOC.
- Collaborated with leadership to assess and improve policies across board.
- Resolved understaffing issues, disputes, employee terminations, and disciplinary procedures.
- Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.
- Managed full cycle of recruiting, hiring, and onboarding new employees.
- Maintained confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties.
- Developed and delivered special events for company employees.
- Advised senior management on organizational development and change management initiatives.
- Facilitated team-building activities and initiatives, improving collaboration and engagement.
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
- Devised hiring and recruitment policies for [Number]-employee company.
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
- Instructed senior leaders on appropriate employee corrective steps.
- Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
- Liaised between multiple business divisions to improve communications.
- Recruited top talent to maximize profitability.
- Fostered positive work environment through comprehensive employee relations program.
- Reduced process gaps while supervising employees to achieve optimal productivity.
- Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
- Structured compensation and benefits according to market conditions and budget demands.
- Identified and implemented appropriate strategies to increase employee satisfaction and retention.
- Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
- Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
- Discovered and resolved complex employee issues that affected management and business decisions.
- Distributed employee engagement surveys to identify areas of improvement.
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
- Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
- Created and implemented forward-thinking initiatives to improve employee engagement.
Human Resources Manager
Botswana Bureau of Standards(BOBS)
01.2006 - 01.2012
- Developed and managed overall human resource strategy and provided HR appropriate solutions
- Facilitated the corporate strategy formulation and implementation
- Spearheaded the restructuring and implemented the new structure
- Effected Employee Communication to implement change associated with the restructuring
- HR advisor to executive management and the Board of Directors on HR, corporate strategy and change management
- Lead and advised management on issues of Industrial Relations/Collective Bargaining and Employee Human resource management
- Developed remuneration strategy to ensure the company’s competitiveness in the market and regionally
- Designed comprehensive policies and implementation plans for effective succession management, reward and recognition, and retention programs
- Resourced the Bureau with suitable and qualified staff
- Initiated and formed Performance Management Committee to create and enhance management and employee relations
- Organized and led staff orientation programs and training to promote collaboration.
- Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
- Motivated employees through special events, incentive programs, and constructive feedback.
- Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
- Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management.
- Monitored and handled employee claims involving performance-based and harassment incidents.
- Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.
- Processed employee claims involving performance issues and harassment.
- Motivated employees through special events and incentive programs.
- Used technologically relevant digital systems to manage payroll and benefits programs.
- Implemented performance reviews and motivational strategies to elevate HR team results.
- Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management.
- Evaluated employee onboarding programs and presented strategic improvement recommendations to upper management.
- Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
- Liaised between multiple business divisions to improve communications.
- Identified and implemented appropriate strategies to increase employee satisfaction and retention.
- Instructed senior leaders on appropriate employee corrective steps.
- Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
- Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
- Structured compensation and benefits according to market conditions and budget demands.
- Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
- Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
- Distributed employee engagement surveys to identify areas of improvement.
- Reduced process gaps while supervising employees to achieve optimal productivity.
- Fostered positive work environment through comprehensive employee relations program.
- Recruited top talent to maximize profitability.
- Discovered and resolved complex employee issues that affected management and business decisions.
- Created and implemented forward-thinking initiatives to improve employee engagement.
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
- Devised hiring and recruitment policies for [Number]-employee company.
Head of Human Resources
Botswana Qualification Authority (BQA)
01.2001 - 01.2005
- Started the HR department- was one of the first employees of BQA
- Resourced the entire Authority
- Developed HR policies and procedures from start
- Developed and managed overall human resource strategy and provided HR appropriate solutions
- Facilitated the corporate strategy formulation and implementation
- Developed remuneration strategy to ensure the company’s competitiveness in the market and regionally
- Designed comprehensive policies and implementation plans for effective succession management, reward and recognition, and retention programs
- Initiated and formed Performance Management Committee to create and enhance management and employee relations
- Discovered and resolved complex employee issues that affected management and business decisions.
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
- Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
- Identified and implemented appropriate strategies to increase employee satisfaction and retention.
- Distributed employee engagement surveys to identify areas of improvement.
- Structured compensation and benefits according to market conditions and budget demands.
- Recruited top talent to maximize profitability.
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
- Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
- Liaised between multiple business divisions to improve communications.
- Devised hiring and recruitment policies for [Number]-employee company.
- Fostered positive work environment through comprehensive employee relations program.
- Reduced process gaps while supervising employees to achieve optimal productivity.
- Instructed senior leaders on appropriate employee corrective steps.
- Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
- Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
- Created and implemented forward-thinking initiatives to improve employee engagement.
- Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
- Demonstrated strong organizational and time management skills while managing multiple projects.
Head of Human Resources & Administration Manager
Botswana Agricultural Marketing Board (BAMB)
01.2000 - 02.2001
- Advised CEO and the Board of Directors on human resources (recruitment of staff, training, promotions, compensation, performance management, staff welfare and labour relations) and administrative matters and procedures
- Facilitated the corporate strategy formulation and implementation
- Delivered effective and efficient administrative services entailing managing Service Level Agreements for contracted services, facility maintenance, etc
- Recruited and lead in the selection of staff at all levels of the organization, jointly with concerned line managers
- Promoted healthy relations between management and employees, by ensuring the existence and implementation of communications and consultative machinery and by putting in place appropriate grievance and disciplinary procedures and enforcing their proper and fair application throughout the organization
- Excellent management of collective bargaining agreement between management and Union
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
- Created and implemented forward-thinking initiatives to improve employee engagement.
- Devised hiring and recruitment policies for [Number]-employee company.
- Liaised between multiple business divisions to improve communications.
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
- Reduced process gaps while supervising employees to achieve optimal productivity.
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
- Instructed senior leaders on appropriate employee corrective steps.
- Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
- Recruited top talent to maximize profitability.
Senior Personnel/Principal Personnel Officer
DPSM
01.1996 - 01.2000
- Supported key personnel from government Departments in interpretation and operation of training related policies and procedures
- Carried out research on training needs of the Government human resource together with Recruitment and Personnel Management Divisions
- Administered in and out of country training activities
- This involves liaising with Donor and International Agencies
- Conducted in-house training for employees
- Provided training and accountability for over [Number] senior-level personnel.
- Assisted with writing job postings and job descriptions for boards.
- Coordinated implementation of people-related services, policies and programs through departmental staff.
- Created and delivered HR training sessions to staff, managers and executives.
- Administered employee benefits programs and assisted with open enrollment.
- Collected and analyzed information to monitor compliance outcomes and identify and address trends of non-compliant behavior.
- Reduced expenses by analyzing compensation policies and implementing competitive programs while ensuring adherence to legal requirements.
- Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency.
- Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
- Advocated for staff members, helping to identify and resolve conflicts.
- Completed human resource operational requirements by scheduling and assigning employees.
- Developed disaster and recovery strategy to prepare company for hazardous weather conditions, nuclear accidents and terrorist attacks.
- Developed and monitored employee recognition programs.
- Pre-screened resumes prior to sending to corporate hiring managers for consideration.
- Conducted performance reviews and provided feedback to managers on employee performance.
- Generated and analyzed reports to monitor employee engagement and attrition trends.
- Collaborated with managers to identify and address employee relations issues.
- Developed and implemented onboarding and orientation programs for new employees.
- Worked alongside global business leader to deploy new training strategies.
- Improved office efficiency by effectively managing internal communications and correspondence.
- Planned, monitored and appraised employee work results by training managers to coach and discipline employees.
Personnel Officer
Local Government
01.1992 - 01.1996
- The work is extremely varied and broad ranging
- Some of the main areas of work included: Recruited and Selected employees for local government
- Handled grievances, implemented discipline procedures
- Ensuring that employees have the required skills and are placed in the right grade
- Coordinating appraisal systems
- Conducting training courses; overseeing the training of some council workers and advising on training matters
- Consulting with and talking to trade unions on employment issues
- Regular meetings take place with unions to discuss matters such as safety, working conditions, policies and pay
- Coordinating transfers
- Provided training and accountability for over [Number] senior-level personnel.
- Developed disaster and recovery strategy to prepare company for hazardous weather conditions, nuclear accidents and terrorist attacks.
- Collaborated with managers to identify and address employee relations issues.
- Completed human resource operational requirements by scheduling and assigning employees.
- Created and delivered HR training sessions to staff, managers and executives.
- Developed and monitored employee recognition programs.
Skills
- Strategic planning
- Recruitment strategies
- Training leadership
- Human resources management
- Training development
- Company organization
- Workforce improvements
- Benefits programs
- Dispute mediation
Timeline
Director Human Resources
Botswana Revenue Services (BURS)
10.2019 - 10.2024
Human Resources Business Partner
Standard Chartered Bank Botswana
01.2012 - 09.2019
Human Resources Manager
Botswana Bureau of Standards(BOBS)
01.2006 - 01.2012
Head of Human Resources
Botswana Qualification Authority (BQA)
01.2001 - 01.2005
Head of Human Resources & Administration Manager
Botswana Agricultural Marketing Board (BAMB)
01.2000 - 02.2001
Senior Personnel/Principal Personnel Officer
DPSM
01.1996 - 01.2000
Personnel Officer
Local Government
01.1992 - 01.1996
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