Geraldine Schouw

• Strategic HC Leadership: Develop and implement the organization's HR strategy in alignment with the overall business goals and objectives. Provide strategic guidance to team and other stakeholders.
• HR Program Development: Design and oversee HR programs and initiatives related to talent acquisition, retention, development, and performance management. Co-create and implement HR policies and procedures in compliance with laws and regulations.
• Employee Relations: Provide support in complex employee relations issues, including conflict resolution, disciplinary actions, and investigations. Ensure fair and consistent application of HR policies and practices.
• Talent Acquisition and Development: Oversee recruitment and talent acquisition strategies to attract and retain top talent.
• Performance Management: Implement performance management systems, including goal setting, performance appraisals, and feedback mechanisms. Provide guidance on performance improvement plans and employee development.
• Compensation and Benefits: Ensure compensation and benefits programs are applied consistently, including salary structures, incentives, and benefits packages. Ensure compliance with compensation laws and regulations.
• Diversity, Equity, and Inclusion (DEI): Develop, implement, and promote DEI initiatives and programs to create a more inclusive and equitable workplace. Monitor and measure DEI progress and make recommendations for improvement.
• Compliance and Risk Management: Stay current with labor laws and HR regulations to ensure the organization's compliance. Mitigate HR-related risks and address legal and compliance issues.
• Change Management: Lead HR aspects of organizational change, such as restructuring projects, or cultural transformations. Manage communication and training
  for employees during changes.
• Metrics and Analytics: Collect and analyze HR data to provide insights and make data-driven decisions. Report on HR metrics and key performance indicators to senior management.
• Employee Engagement: Develop and implement employee engagement strategies to
  enhance workplace satisfaction and productivity. Conduct employee surveys and gather feedback for continuous improvement.
• HR Technology: Implement and manage HR technology systems and tools for HR processes, including HRIS.
• Budget Management: Support the overall HR budget management, including forecasting, resource allocation, and cost control.
• Stakeholder Engagement: Collaborate with other departments and senior management to ensure HR strategies support the organization's business objectives.

• HC Administration and Communication: Manage and ensure Specialist HC advisory services. Create and maintain HC Platforms to enrich and influence internal stakeholders. Drive and implement effective and efficient HR processes to ensure transparency. Managing and maintaining EVP and rewards, attraction, and retention.
• Policies and Procedures: Manage, lead, and maintain the implementation of policies and procedures within the corporation. Ensure alignment across all business units. Draft new policies and amend existing policies if required.
• Recruitment and Selection: Oversees and regularly review the recruitment and selection processes. Implement recruitment matrix to minimize skills gaps, to ensure compliance with Employment Equity and which will support the Business Strategy.
• Compensation and Salary Administration: Assist and manage the overall salary and related budget on IDU system(s). Implement equal compensation and ensure remuneration to be aligned with the business salary scales.
• Risks: Manage risks by ensuring compliance to the labour act and all other Namibia statutory acts. Facilitate HR audits and ensure the submission of the Employee Equity Reporting. Work in compliance with the Risk and Compliance department
• Performance Excellence: Drive the alignment of business objectives with Performance
  excellence system and to align personal work plans with business objectives. Assist in compiling and cascading the Balance Scorecards per business unit from top down.
• Employee Relations: Implement and drive processes to prevent and resolve issues.
• Learning and Development: The HC department support the L & D team with change management, performance management, talent management succession planning and performance management.
• Industrial Relations: Focus on and ensure good relationships between external stakeholders
  such as Unions. Manage and facilitate all IR cases (DC’s, arbitration etc.)
• Job Analysis: Conduct on-going Job Analysis across the organization.

• Managing and approval of monthly salaries / accuracy and correctness of payroll calculations
• Quarterly payroll reviews
• Implementation of electronic payroll systems at projects
• Evaluating and maintaining correction of all remuneration / payroll related fields applied (Patterson
  Classic grades)
• Assist and guide HR Officer’s at projects on payroll & HR procedures & legislation.
• Finalization and approval of payments to 3rd parties and schedules
• Study, research and application of the labour act, Employment equity act, social security act. Confirm compliance of these acts in the corporation Compiling, maintaining equity submissions
• Maintaining policies and procedures within the corporation (eg. S&T, grievance etc.)
• Monthly Costing /Cashbook (AccPac) Balancing of HR bank account and all other payroll accounts. Ensure correct figures for GL.
• Benchmarking of remuneration – REMChannel Recruitment and selection process (interviews, offers)
• Handle all labour related issues and queries, arbitrator cases, conduct disciplinary hearings (retrenchments etc.)
• Job Evaluations – REMeasure, writing of Job Descriptions in conjunction with internal committee.
• Appointed as Principal Officer of the NDC Retirement Fund
• Driving and managing the implementation and execution of the performance management & benefits system
• Maintaining and up-keeping of the Organogram (aligned with business strategic plan)
• Implementation of performance management system in conjunction with Vision Consulting. Cascading of balance scorecards (strategic scorecards and departmental scorecards

Softline VIP is one of the leading developers, implementers and support providers of payroll and HR management software & procedures for small to large organizations in South Africa, Namibia. VIP’s software is used by more than 24000 companies throughout SA and more than 2 million packages / remunerations are calculated and managed by VIP’s software each month. VIP Namibia have approx. 900 clients and about 250 systems have been implemented by me whereas I supported the entire clientele as the need arise. I was the consultant for major companies such as MTC,
Namport, Development Bank of Namibia, Air Namibia and Alexander Forbes, Municipalities & Regional
Councils to name but a few.

Key Responsibilities:

• Ensure the implementation and the entire framework is structured in accordance with the company policies
  as well as with national policies.
• Ensure application of correct pay methods – according to Labour Law Assisted clients with
  remuneration and rewards alignment.
• Liaise with clients and assist them to identify the best available and correct processes regarding the
  payroll / remuneration & HR procedures (Recruitment, Affirmative Action – Equity Plans etc)
• Consulting and aid all queries on ALL aspects of Payroll (Salaries, wages, TCTC, PAYE, SSC, Pension
  Funds, Medical Aid, Unions etc)
• Trained users on all aspects of the system.
• Compiled and ensure the correct integration of payroll to various financial / accounting systems.
  (Accpac, Pastel, SAP, Org Plus, Vision, Kronos) Implementations of the HR Premier system.
• Discussing and analysing client practises regarding employee management, Job Management (job
  profiles, skills, grading on Peromnes, hay grades, Patterson etc.) and performance management.
  system

2002 - 2004

Zimmermann Garage
Occupation: Administrative Clerk (August 2003 – 2004)
· Performed all administration function and duties related to new car imports, exports, and sales

Oranjerivier Wynkelders
Occupation: Admin / Branch Manager (March 2002 – July 2003) Involved in the daily running of the wholesale branch in Windhoek including stock takes, petty cash, sales, salaries, administrative functions applicable & recruiting of temporary staff