Ignite Consulting

➤ 1:1 Strengths Coaching designed to identify your talents and develop them into strengths that you can use to lead yourself and influence others

➤ Team Strengths Assessments: Using Clifton Strengths for your entire team to help identify team dynamics, and how individual strengths complement one another

➤ Team Strengths Collaboration Workshops designed to help teams learn how to utilize their diverse strengths to improve collaboration, problem solving and innovation

➤ Employee Engagement Workshops on how understanding and applying strengths can improve employee engagement, satisfaction and retention

Strengths Based Leadership Coach and Facilitator

Atlantis Resorts

I led the Employee Marketing function for Atlantis, Dubai, and was responsible for Employee Engagement, Internal Communication and Employer Branding for 6000 Colleagues across Atlantis, The Palm and the newly opened Atlantis The Royal. My role was to design and create a multi-faceted communication strategy for yearlong colleague engagement activities both within the resort as well as our Colleague Residences to ensure that all our colleagues connected to our brand and ultimately deliver an extraordinary customer experience.

Key Highlights:
•	Winner of CIPD Best Employee Engagement Initiative 2022
•	Runner up for HR Team of Year (CIPD, 2022)
•	Drove a culture of engagement across managers that resulted in Atlantis Dubai ranking in the 80th percentile of Gallup’s global database of best in class employers (2022)

Director Internal Communications and Engagement

Absa

In this tenure, my main responsibility was to manage all aspects of stakeholder engagement and communication for Absa's Retail distribution channels including branches and ATM's. I collaborated with the Chief Executive for Distribution, Channels and Coverage as well as Channel Heads to articulate our business strategy internally and externally. 

Additionally, I oversaw all execution of communication for the Chief Executive. Most recently I served as internal communications lead for Absa's rebranding from Barclays across South Africa. 

A few accomplishments in this tenure include:
- Designed and implemented an internal engagement plan for rebranding from Barclays to Absa for customer and employee touchpoints, which impacted a value chain of 12000+ employees, 11+ million customers with 680+ retail branches.
- Introduced @workplace by Facebook into Absa's branch environment as a new communication channel for millennial employee base (9600), which resulted in a 70% adoption rate across the bank post brand launch.
- Identified and resolved crisis and reputation management issues to ensure timely communication of all messages across leadership teams, employees and customers.
- Ensured the integration of messaging for employees across retail banking channels (largest BU contributing 2/3rd revenue) through collaboration with Internal Communications, Media and Marketing teams supporting C-Suite engagement.

Communications and Stakeholder Engagement Manager

Barclays Africa Group Limited

The scope of my role encompassed providing Communication expertise to the Wealth, Investment Management and Insurance (WIMI) Distribution arm which included our Face to Face Financial Advisory Channel (AIFA), Branch, Direct (Telephone) and Digital channel. The main purpose of my role was to partner with business to deliver and manage strategic integrated communications solutions to support our Group and business strategy through reputation management and stakeholder communication.  This involved delivering on communication activities and effectively leading a team of communication business partners to drive integrated communication planning and delivery across WIMI Distribution.

Communications Manager

The key focus of my role involved the the development of strategies, tools and processes that effectively
target, attract and drive quality applicants to Barclays Africa. As the ‘Go-To’ person for recruitment
marketing activities within Barclays Africa I worked closely with Group Marketing, Digital Channels and the global HR team to develop a compelling Employee Value Proposition. I was also responsible for bespoke recruitment marketing campaigns (which included candidate collateral, events, job advertising, website content) to meet recruitment demand and build quality talent pipelines.

Brand and Attraction Manager

As part of a hipo development within HR I was seconded to work on the Talent Acquisition stream of Project Jenga. Project Jenga was an HR Transformation project that aimed to build a one stop HR solution. As the Barclays resource on the project I worked in conjunction with McKinsey with the aim of building a fit for purpose HR function.

Key deliverables: 
•	Led the Recruitment Process workstream which aimed to reduce our recruitment Time to Hire. This piece of work involved diagnosis of existing problems with the current recruitment process, working across stakeholder groups to solution a ‘to be’ design, as well as implementation thereof
•	Engaged with sub workstreams across Talent Acquisition to compile Project Charters, Flight Plans and project plans
•	Consulted and collaborated across workstreams to identify and solution around project risks, dependencies and resource allocation
•	Engaged across workstreams to ensure that projects met objectives and were running efficiently in order to support delivery
•	Change management lead to ensure that stakeholder groups were informed and engaged in order to adopt behavior change required

Project Manager

Old Mutual

Key accountability for Talent Sourcing, Assessment & Onboarding. As part of Central HR for Old Mutual Emerging Markets I was accountable for leading the design of strategies and processes to ensure that talent is identified, assessed and selected in order to meet business demand. This included ensuring a robust attraction and acquisition strategy were in place and that Old Mutual had a fit for purpose talent resourcing strategy targeted at each segment of the workforce.

Manager: Talent Sourcing and Employer Brand

My main area of responsibility involved the creation, articulation and management of Absa’s employer brand across all touchpoints in the recruitment cycle. Driving a change mindset in terms of how Absa recruits talent in the market place, with a particular focus on advising alternative, more cost effective ways to attract talent.

Talent Attraction Specialist

Accenture

I have been responsible for all activities associated with generating applications from specific sourcing channels (vendors, events, internet, alumni, employee referrals) based on recruiting targets, budget and marketing strategy. With the main goal of delivering the right candidates, at the right time to ensure the timeous staffing of projects I have been involved in:

- Defining and setting the sourcing strategy for specific channels based on the recruiting targets and budget whilst ensuring that it is in line with the company's business and marketing strategy
• Managing contact with external vendors/ agencies as well as managing the company's image in the marketplace
• Contributing to the strategy for building competitor intelligence
• Identifying and analysing the potential of new sourcing opportunities and identifying new channels where supply outstrips demand
• Collaborating with other Recruitment experts to understand recruiting demand, resource planning process, marketing messages and share best practices
• Supervision of a team of 9 recruitment consultants and administrators who are responsible for generation of the right number and quality of applications through specific channels to fill the recruiting pipeline and reach the defined targets
• Providing input with respect to the career development of team members (training, supervision, evaluation and promotion)
• Facilitating team work and process integration across the recruitment team

Sourcing Lead

Microsoft

My main area of responsibility at MS was  to manage the internal talent movement and the external recruitment vendor relationships. I did this by:
• Developing, driving and executing comprehensive search strategies designed to recruit senior and niche candidates in limited candidate spaces-including driving a business plan which is geared at building key competitive research, industry profile development, networking and direct sourcing. 
• Working with recruitment branding team to create internal awareness around recruitment activities and successes within South Africa
• Designing and implementing interviewing processes that maximized efficiencies, established accountabilities, and enable predictability
• Assisting with internal slate planning and talent movement 
• Training the business on competency based interview methodology

Talent Acquisition Lead

Hit follow ⬆️ so we can stay in touch. 

I am an eternal optimist and am on a mission give hope, create change and positively impact people, teams and organizations. 

The average person will spend about 100,000 𝙝𝙤𝙪𝙧𝙨 𝙤𝙛 𝙩𝙝𝙚𝙞𝙧 𝙡𝙞𝙛𝙚 𝙖𝙩 𝙬𝙤𝙧𝙠. 

Have you ever thought about that?

𝟭𝟬𝟬,𝟬𝟬𝟬 𝗛𝗢𝗨𝗥𝗦. 𝗔𝗧. 𝗪𝗢𝗥𝗞.

Have you considered how this impacts you and the teams you lead?

Creating a culture of engagement in the workplace requires time and dedication.  Organizations with high employee engagement levels typically see a 23% increase in productivity and an 18% rise in sales.

As a Gallup Certified Strengths Coach, I have spent the past decade studying and mastering the art of fostering an engaged workplace. Numerous leaders have sought my guidance on enhancing team engagement. They aren't just looking for another recognition program; they want to understand how to nurture and cultivate their team's talents, ensuring their motivation, commitment, and loyalty remain strong. One key insight I've gained is that this shift doesn't happen overnight.

Here's my proven formula for that has led to success:

Engaged Leader » Engaged Team = Engaged Workplaces

Embracing a strengths-based approach has been integral to my strategy. Because people who have an opportunity to use their talents and strengths are 6X as likely to be engaged in their jobs. 

If you want to take the journey with me, I’ll be your coach and partner who develops your talents as well as your teams. 

Here's how to work with me:

➤ 1:1 Strengths Coaching designed to identify your talents and develop them into strengths that you can use to lead yourself and influence others

➤ Team Strengths Assessments: Using Clifton Strengths for your entire team to help identify team dynamics, and how individual strengths complement one another

➤ Team Strengths Collaboration Workshops designed to help teams learn how to utilize their diverse strengths to improve collaboration, problem solving and innovation

➤ Employee Engagement Workshops on how understanding and applying strengths can improve employee engagement, satisfaction and retention

Start your journey with me here:

https://www.linkedin.com/events/thesecetstothrivingteamsmasterc7300562504521306112/theater/

Let's make those 100,000 hours at work count!

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Prenai Govender 's Linkedin Analytics

Prenai Govender

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