Ralph Van Eck
Seasoned HR Professional
66 years old
Driving License
South Africa
Professional Status
Consultant
Open to opportunities
About Me
I am regarded as a key contributor, expert, and highly valuable HR professional who provides immeasurable value to senior business leaders and protects companies from human resources liability issues. I have also been characterized as an action-oriented, creative strategist with operational driven approach, whether it is in companies within start-up, development or maturity phases.
Transition
Coping
Since April 2013
Full-time
Bloemfontein
South Africa
- Development of an Assessment Centre for Senior Executives (C-level and CEO) and Middle Management – In-Basket, Role Play, Group Exercise, Fact Finding, Analysis Presentation with scoring guidelines.
- Administer and conduct various assessment centres (management and executive)
- Development of competency profile for a key player in the retail industry, banking industry, liquor industry and in the global engineering mining industry
- Development of a sales E-learning (retail) program for a major Business Consultancy Firm for the Liquor Industry
- Development of an Accountability Workshop for Illiterates – practical including the train the trainer workshop.
- Development of a Sales Workshop (cold calling, market and competitor analysis and value proposition) for sales of ATM’s.
- Development of Coaching, Change and Culture questionnaires including the theoretical foundation and items and scoring.
- Development of a 10 day Project Management Leadership Programme for ArRiyadh Development Authority in Saudi Arabia (ADA). The program consists of 37 learning segments and incorporate PMBOK and Leadership content. It is a train the trainer .
VP Human Resources
Arkan
June 2010
to February 2013
Full-time
Abu Dhabi
United Arab Emirates
- Facilitate the company strategy and repositioning the company in the down-turn market by focusing on key leverages – allowing company to move to 25-fold turnover and stay composed in a very competitive commodity market;Setting up the HR function (strategic) and in the Business Units, Optimise and developing all HR policies, procedures and flowcharts; Implement performance management (business and individual), recruitment and employee relations processes, Implement Emiratisation talent management programs, Develop HR budget control mechanisms, developing a business performance management process (KPIs, Outputs), develop and implement Performance Appraisal System; Managing activities related to compensation and benefits function for the Group to ensure synergy between Business Units.
Senior Manager Career Development & Training
Arkan
Since October 2009
- Setting up the HR function (strategic) and career development and training for the Group,optimise and developing all HR policies, procedures and flowcharts; Implement performance management (business and individual), leadership development, recruitment, Emiratisation, develop HR budget control mechanisms, developing a business performance management process (KPIs, Outputs), Facilitating the strategy of the Group and the Sales Strategy (vision. Mission, objectives, values, department objectives, individual objectives, markets, tactics,business model), Arkan competencies (functional and behavioural); implementing talent management program in group; establishing capability culture within the group; establishing 360 degree assessment (web-based) for functional and behavioural competencies as well as for Arkan Values and implementing Values driven program. Carry out all activities related to compensation and benefits function for the Group.
Training & Development Manager
Meraas
October 2008
to September 2009
- Setting up the training and development department for the group,developing policies, procedures and flowcharts for performance management, leadership development, recruitment, nationalisation, develop T&D budget control mechanisms, developing a business performance management process (KPIs, Outputs), develop and implement Performance Appraisal System and implement in organisation and facilitate and co-develop Business Plans for Meraas Holding.
OD Manager
Ashghal
April 2007
to September 2008
- Key activities have included the development of the corporation’s vision, mission and strategic objectives, a balanced scorecard linked to corporate strategic planning and business objectives, the design and delivery of corporate performance reporting mechanisms, the recruitment of staff into corporate development positions, and the transfer of skills and knowledge to local staff.
Senior Consultant Business Development
SDT
May 2004
to 2007
- Growing the SHL Business Partner leg through training and certification of organisations in SHL Technology and Assessments; providing a HR Solutions consultancy service in Riyadh, UAE, Oman, Qatar, Koeweit, Bahrain, Jordan, Egypt across various industries namely, aviation, financial, telecommunication, banking, agriculture, medical, automotive, government, and oil and gas sectors.
Director
Ralph van Eck & Associates
August 1996
to May 2004
- Working with various associates, the company delivered a consultancy service (HR) to various organisations in South Africa.
- Some of the most noteworthy strategy and business performance related projects included:The strategy development for A Hotel, Casino, Wildlife and Resort Complex. It included performance management for the resort, as well as leadership development for the resort.
- The development and standardization of 360 degree competency-based assessment tools to be used in performance mangement for three major companies.
- Strategy facilitated workshops to define vision, mission, values and strategies for an international hotel group.
- Competency Development for various companies.
Senior Lecturer (Part Time)
North West University Potchefstroom Campus
January 1995
to May 2003
- Deliver Psychological Evaluation & Psychopathology for Post graduate students.
- Assist with development of Master-degree Program in Psycho-Education and Organizational Counselling. Modules include EAP, Program development, Psychological wellbeing, Emotional Intelligence, Advanced research methodology,
- Development of Multicultural Psychology Semester Course for B.Psych III-degree
Manager Training and Development
Polifin
July 1994
to July 1996
- Key activities related to strategy and business performance included developing and managing performance management system implementation
Assistant Human Resources Manager
Spoornet
October 1991
to June 1994
- Key activities related to strategy and business performance included development and Implementation of Performance Management System on the region, implementing various change management programs for strategic initiatives, facilitation of strategic business planning, assisting Line managers in their business processes – optimisation.
School Psychologist
Bergsig School
January 1984
to September 1991
- Group counseling, psychotherapy, testing, child guidance: learning problems, career guidance, interpersonal conflict, emotional problems, etc.; Career counseling, development and planning; Perform administrative, economical and educational functions as prescribed by the Department of Education
Counseling Psychology
Primary Education and Teaching
- Manage employee relations and diversity
- Develop strategies and policies for employee relations and employee engagement
- Implement employee engagement programmes
- Develop HR policies and procedures
- Align personnel systems to facilitate monitoring, evaluation, and reporting on strategic HR processes
- Provide support to workforce on the administration of human resources management processes.
- Develop and implement strategies for total remuneration
- Manage employee benefits and payroll
- Confidently engages and advises on issues pertaining to job evaluation, compensation and benefits.
- Lead organisational design
- Shape organisational culture in alignment with business strategies
- Develop and implement change management strategies and plans
- Analyse the company’s activities and processes to improve effectiveness and efficiency
- Build people management capabilities
- Develop and evaluate learning interventions (Program Design & Evaluation)
- Develop and evaluate strategies for learning and development
- Develop and implement competency frameworks
- Develop and implement strategies for coaching and mentoring
- Develop and implement Leadership Development initiatives
- Develop strategies for performance and talent management
- Develop and manage Human Resources Metrics
- Implement performance management programmes
- Develop a framework and strategies for succession management and career planning
- Develop career pathing frameworks
- Develop strategies for manpower planning and resourcing
- Manage and administer the process of appointing suitable candidates in vacant posts.
- Develop and implement psychological assessment tools
- Business, corporate and sales strategy formulation and development
- Strategy deployment (business objectives, goals and KPIs)
- Strategic facilitation of Business and Individual Performance Management
