Summary
Overview
Work History
Education
Skills
Professionalbio
Summaryofskills
References
Area Of Expertise
Timeline
Generic

MMAMOTSE MARY MONAGENG

Human Resource Management
Gaborone,Gaborone

Summary

Dynamic HR leader with a proven track record at Botswana Telecommunications Corporation, excelling in talent strategy and culture transformation. Skilled in optimizing resources and fostering innovation, I have significantly contributed to organizational development and performance management. My strategic partnership and interpersonal skills have driven successful change initiatives, enhancing employee engagement and operational efficiency.

Overview

21
21
years of professional experience

Work History

General Manager - Support Services and Human Resources

Botswana Telecommunications Corporation
01.2017 - Current
  • Company Overview: Telecommunications Industry
  • Human Resources Management - Talent management, Recruitment, Training and Development, Remuneration and Rewards, Employee Relations, Organizational Development), Organizational Transformation, Organization Culture Transformation
  • Payroll Administration - Monthly processing of payroll
  • Safety Health and Environment - Occupational Health and Safety, Staff Welfare, Staff Wellness
  • Budget Under Control: P335 million
  • Participate in the management of BTC through membership of the Executive Committee
  • Develop the Company's People Strategy and establishing HR objectives in line with the Company's objectives and commercial Strategy; supporting both the short and long term aims of the business
  • Implement people strategies by establishing department accountabilities, including talent acquisition and management, staffing, employment processing, compensation and benefits, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention and labour relations and organisation transformation
  • Support Leadership and senior management by providing HR advice on people matters, counsel, and decisions; coaching, and analysing information and applications to drive efficiencies
  • Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organisation values
  • Develop and implement Talent Strategy; Talent acquisition, Succession Planning; Technical Pipeline; Robust People Development strategies that equip human capital with future skills and Performance Management
  • Define desired organisational culture and developing tools to drive the desired culture, Customer Centricity; Energising internal manpower; Enforcing team spirit; Inculcating innovation; Closing the generational gap - Legacy and future; Enforcing ethical conduct; Driving a high-performance work culture; Digital Transformation
  • Lead a strong and capable HR team ensuring that there is capability and capacity to undertake the following: Recruitment and selection, orientation (buddy system), training and development and coaching, counselling, disciplinary action; planning, monitoring, appraising, and reviewing staff job contributions (together with agreed performance measures); maintaining appropriate compensation; determining productivity levels, quality, and customer-service strategies; designing HR systems; accumulating resources; resolving problems; implementing change/ transformation initiatives
  • Develop financial strategies for the HR function by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analysing results; initiating corrective actions; minimizing the impact of variances
  • Create an employee-oriented workplace that promotes high productivity
  • Create a safe to fail inclusive and positive working environment that fosters innovation and encourages employees to strive to exceed expectations
  • Ensure that the Company goes through the necessary transformation as driven by the telecommunications industry from time to time
  • Ensure the organisational structure is reviewed and optimised to ensure that the structure is fit for purpose taking into consideration the strategic direction of the Company to ensure that people headcount and budget requirements are met
  • Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfilment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction
  • Comply with legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions
  • Oversee the Labour Relations Strategy, build collaboration with the Unions and manage the various labour relations processes
  • Provide oversight of Safety Health and Environment requirements with the context and compliance thereof
  • Lead HR digital transformation aligned to overall company digital transformation agenda
  • Telecommunications Industry

Head of Human Resources

Botswana Innovation Hub
06.2014 - 12.2016
  • Company Overview: Innovation Industry
  • Develop and recommend the adoption of HR strategies and policies to maximise the contribution of human resources to business growth, development, and profitability
  • Develop and recommend the implementation of specific HR policies and practices which will enhance the ability of the organisation at attract, retain, motivate, and reward staff and maximise employee productivity and contribution to the achievement of business objectives
  • Support Leadership and senior management by providing HR advice on people matters, counsel, and decisions; coaching, and analysing information and applications to drive efficiencies
  • Monitor trends in the national and regional labour markets and changes in employment practices and legislation and makes recommendations for changes and amendments to organisational policies and practices in the light of such developments
  • Review and optimise the organisational structure and functional alignments to ensure role clarity and that it is fit for purpose and providing significant return on workforce investment
  • Ensure appropriate span of control as well as synergy between departments and that people headcount and budget requirements are met
  • Ensure the cost-effective recruitment of staff at all levels to meet the organisation's staffing requirements for suitably qualified, experienced, and motivated staff which will maximise business objectives
  • Develop and implement Succession Plans for key personnel and monitors effectiveness of training and development programmes to ensure objectives are being achieved
  • Monitor labour market trends nationally and regionally and advises on the adoption of remuneration and reward policies and practices to enable the organisation to compete cost effectively for suitably qualified, experienced, and trained staff, and to retain and motivate staff
  • Make recommendations for movements in pay practices and benefits in the light of labour market movement
  • Initiate and pro-actively manage the development of appropriate industrial relations policies, practices, and procedures to minimise employee grievances and disputes and enhance management-employee relations to maximise business development and profitability
  • Establish, build, and maintain effective formal and informal machinery and procedures to facilitate a two-way flow of communications and consultation with staff
  • Advise on industrial relations in general, and on specific disciplinary and grievance issues; briefs company attorneys on disputes and disciplinary matters as required
  • Ensure the development, implementation and maintenance of an effective Health and Safety Policy throughout the organisation
  • Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances
  • Innovation Industry

Human Resources Manager

Orange Botswana
05.2013 - 06.2014
  • Company Overview: Telecommunications Industry
  • Develop and recommend the adoption of HR strategies and policies to maximise the contribution of human resources to business growth, development, and profitability
  • Develop and recommend the implementation of specific HR policies and practices which will enhance the ability of the organisation at attract, retain, motivate, and reward staff and maximise employee productivity and contribution to the achievement of business objectives
  • Support Leadership and senior management by providing HR advice on people matters, counsel, and decisions; coaching, and analysing information and applications to drive efficiencies
  • Monitor trends in the national and regional labour markets and changes in employment practices and legislation and makes recommendations for changes and amendments to organisational policies and practices in the light of such developments
  • Review and optimise the organisational structure and functional alignments to ensure role clarity and that it is fit for purpose and providing significant return on workforce investment
  • Ensure appropriate span of control as well as synergy between departments and that people headcount and budget requirements are met
  • Ensure the cost-effective recruitment of staff at all levels to meet the organisation's staffing requirements for suitably qualified, experienced, and motivated staff which will maximise business objectives
  • Develop and implement Succession Plans for key personnel and monitors effectiveness of training and development programmes to ensure objectives are being achieved
  • Monitor labour market trends nationally and regionally and advises on the adoption of remuneration and reward policies and practices to enable the organisation to compete cost effectively for suitably qualified, experienced, and trained staff, and to retain and motivate staff
  • Make recommendations for movements in pay practices and benefits in the light of labour market movement
  • Initiate and pro-actively manage the development of appropriate industrial relations policies, practices, and procedures to minimise employee grievances and disputes and enhance management-employee relations to maximise business development and profitability
  • Establish, build, and maintain effective formal and informal machinery and procedures to facilitate a two-way flow of communications and consultation with staff
  • Advise on industrial relations in general, and on specific disciplinary and grievance issues; briefs company attorneys on disputes and disciplinary matters as required
  • Ensure the development, implementation and maintenance of an effective Health and Safety Policy throughout the organisation
  • Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances
  • Telecommunications Industry

Head of Human Resources

Associated Fund Administrators
04.2008 - 04.2013
  • Company Overview: Health Insurance
  • Developed the departmental budget for incorporation into the company's overall budget, and subsequent approval by the Board
  • Managed and controlled departmental expenditure within agreed budgets
  • Ensured a healthy employee relations climate within the organisation
  • Advised Management on all Employee relations
  • Formulated and reviewed Human Resource policies and procedures
  • Coordinated communication between staff and Management
  • Developed and monitored the company's Recruitment and Retention Strategy
  • Coordinated staff movements (recruitment, separations etc)
  • Evaluated and advised Management on the selection of recruits and appointments of staff by: Ensured that appointments were done in accordance with set specifications
  • Advised the Company on appropriate pay, benefits and welfare policies and general conditions of service
  • Ensured that staff remuneration was commensurate with tasks and market trends
  • Produced organisational strategy and planned to meet learning and development needs
  • Manage learning delivery, measurement, and follow-up
  • Identified, selected, and managed external training, accreditation bodies, agencies, and providers necessary to deliver required training to appropriate standards
  • Developed, implemented, and monitored the company's Performance Management System
  • Planned, developed, and implemented strategies for organisational development
  • Established and maintained systems for measuring organisational performance
  • Developed and executed the company's HR Strategic Plan
  • Monitored the company's culture to ensure that it is in line with its values
  • Evaluated the effectiveness of teams
  • Developed, implemented, and monitored the company's Career Management System
  • Developed, coordinated, and monitored the Company's Talent Retention and Succession Plans
  • Coordinated Coaching and Mentoring programs
  • Reviewed the organisational structures and functional alignment to ensure role clarity, appropriate span of control as well as synergy between departments
  • Managed the company's Job Evaluation System and liaised with Job evaluation consultants for quality assurance
  • Ensured that information pertaining to HR was accurately and securely maintained
  • Planned, developed, and monitored the company's Employee Assistance Program
  • Planned, developed, and monitored the company's safety program
  • Ensured that HR administrative services were delivered timely
  • Ensured that Company events were executed as per plan
  • Coordinated the strategy office
  • Health Insurance

Human Resources Business Partner

Local Enterprise Authority
12.2006 - 03.2008
  • Company Overview: Entrepreneurship Development
  • Coordinated the implementation of HR projects/ exercises
  • Prepared the annual HR budget and put controls in place to managed it
  • Liaised with and monitored Consultants and other Service Providers supplying technical services
  • Recruitment at all levels of the structure
  • Developed Retention and Talent Management strategies
  • Managed performance
  • Monitored remuneration in line with Company Policy and budget
  • Coordinated training and development
  • Monitored the localisation process
  • Developed succession planning strategies
  • Developed and interpreted of policies
  • Ensured that the relationship model worked accordingly
  • Assessed manpower needs for the business units
  • Provided advice for HR related issues
  • Entrepreneurship Development

Human Resources Business Partner

Botswana Telecommunications Corporation
04.2004 - 11.2006
  • Company Overview: Telecommunications Industry
  • Identified HR service requirements
  • Provided recruitment and selection services
  • Initiated, reviewed, and evaluated recruitment and industrial relations policies and procedures taking the Corporations long and short-term objectives into consideration
  • Provided general administration services such as processing staff transfers, acting appointments etc
  • Analysed and provided management with information that is pertinent to the HR function, to assist with decision - making in a range of areas
  • Advised line managers and employees on the implementation and interpretation of HR policies and practices, employment legislation as well as providing classroom training on Disciplinary and Grievance handling
  • Ensured that communication and other IR systems were evaluated and reviewed regularly for effectiveness
  • Assisted in maintaining good employer - employee relation with the corporation, by ensuring that all IR matters were settled amicably
  • Facilitated consultations between management and employees
  • Facilitated disciplinary and grievance hearings by setting up the dates for hearings, appointed a panel, advised the panel, and rendered secretarial services
  • Assisted in monitoring the effectiveness of communication channels
  • Telecommunications Industry

Human Resources Consultant

Premiere Personnel
10.2003 - 04.2004
  • Recruitment and placement of personnel for private companies
  • Procurement
  • Training for private companies, parastatals, and Government
  • Research
  • Advertising

Education

Executive MBA - undefined

Sheffield Hallam University

Post Graduate Diploma - Strategic Management

University of Derbyshire

Bachelor of Commerce - Human Resource Management and Industrial Relations

Curtin University of Technology

Skills

Effective Communication

Professionalbio

A hard-working and dedicated Human Resources executive with experience in building high performance teams in accordance with regulation, organisational policies, and structures. A leader who possesses strong moral values and ethics ensuring honesty, reliability, and ability to responsibly undertake tasks, seeking a rewarding position to impart skills, education, and experience to positively contribute to the mandate of an organisation.

Summaryofskills

Effective Communication, Social Skills, Networking Skills, Interpersonal Skills, Quality Service Delivery, Organisational and Time Management, Team Player, Assertiveness, Logical Thinking, Strong Ethical Standards

References

  • Ms. Rose Tatedi, Managing Director - Symphonic, P. O. Box 525 AAD, Gaborone, rose.tatedi@aol.com, +267 75186160
  • Ms. Enelys Shamakumba, Company Secretary - Botswana Accountancy College, P. O. Box 1212, Gaborone, enelyss@bac.ac.bw, +267 72817418
  • Ms. Tebogo Ferguson - Mokobi, Director, Human Resources - Orange Botswana, P/ Bag BO64, Bontleng, Gaborone, tebogo@tops.co.bw, +267 72264799
  • Ms. Matlhogonolo Mponang, Head of Human Resources - DeBeers Group, Private Bag 00276, Gaborone, matlhogonolo.mponang@debeersgroup.com, +267 75910114

Area Of Expertise

  • Organisational Transformation, Strategic business partner, Resource Planning and Optimisation, Future Proofing the Organisation
  • Organisation Culture Transformation, Leading successful change and transformation, Defining desired organisation culture
  • Talent Management, Developing and implementing Talent Strategy, Talent acquisition, Succession Planning
  • Build Strong Leadership Capability, Influencing Executive and Senior Management, Coaching and Mentoring
  • Staff Welfare and Wellness, Safe to fail environment, Employee Wellness
  • Budget & Cost Control, Ability to grasp numerical concepts, Good communicator at all levels
  • Employee Relations, Promoting a positive Employee relations culture
  • Employee Lifecycle, Recruitment & Retention, Remuneration and Rewards

Timeline

General Manager - Support Services and Human Resources

Botswana Telecommunications Corporation
01.2017 - Current

Head of Human Resources

Botswana Innovation Hub
06.2014 - 12.2016

Human Resources Manager

Orange Botswana
05.2013 - 06.2014

Head of Human Resources

Associated Fund Administrators
04.2008 - 04.2013

Human Resources Business Partner

Local Enterprise Authority
12.2006 - 03.2008

Human Resources Business Partner

Botswana Telecommunications Corporation
04.2004 - 11.2006

Human Resources Consultant

Premiere Personnel
10.2003 - 04.2004

Executive MBA - undefined

Sheffield Hallam University

Post Graduate Diploma - Strategic Management

University of Derbyshire

Bachelor of Commerce - Human Resource Management and Industrial Relations

Curtin University of Technology

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MMAMOTSE MARY MONAGENGHuman Resource Management