COMPANY PROFILE:
EBR Consulting is an entirely 100% Black owned company, established in 2006 and Registered as a (PTY) LTD in 2014. The concept of EBR Consulting has been the brain child of its Owner and CEO Whalleed Ebrahim. The official registration of the company as a CC took place in 2006 and registered as a (PTY) LTD in 2014. Its inception was inspired by a passion for people development and
making a positive change in the service of others. The owner and CEO, Whalleed Ebrahim, holds a post graduate degree in Industrial Psychology. Over the past 15 years he has gained extensive experience in a number of key HR practices including; Recruitment and Selection, Talent Management, Training and Development, Organizational Development (Culture and Change Management), Remuneration and Benefits (incl. Reward and Recognition), Performance and Incentive Management, Labour Relations and Strategic Human Resource Management. It is our belief that the development of business and the employee is a journey of co-dependence and shared objectives, where mutual return on investment for both the individual employee and the organization exist. Through our consulting model we aim to provide solutions for pertinent people issues within industries, such as the need for effective talent management, succession and retention strategies, competitive reward and recognition practices, effective performance management and Employment Equity compliance and transformation. The constitution of EBR Consulting is guided by legislation and regulations such as the Skills Development Act, The Skills Development Levies Act, The South African Qualifications Act, the Employment Equity Act, The Broad Based Black Economic Empowerment Act, the Labour Relations Act, and the Basic Conditions of Employment Act. OUR VISION
To be the preferred business partner and change agent in people strategy development across all industry sectors. To be the partner of choice to business when designing or driving/implementing people strategy.
2. To advance people and organizational development and empowerment through providing professional people and business solutions.
3. To ensure and create clear alignment between the people strategy and business strategy, making organisations more competitive and attractive as an employer of choice. Many businesses are successful because of their amazing client value proposition (CVP), but fail to implement an internal client (employee) proposition (EVP) which reflects the same amazing value focus. We strive to create a clear EVP that is aligned to the business CVP. Our business model is designed to ensure that we achieve this mission through effective business partnering, systems thinking, change and project management and building lasting partnerships through empowering leaders and enabling business to align business strategy to people strategy. As an indicator of excellence, EBR Consulting will seek to maintain and foster continued learning and development through;
• Enforcing corporate ethics
• Rendering quality service
• Honesty and integrity in business
• Enforcing and continuously striving for service excellence
• Facilitating the growth of learning organisations
• Facilitating the continued development of skills and knowledge
OUR VALUES
• “A promise made is a promise kept”
• Unwavering quality
• Ethical business Principles
• Professionalism in all business relationships
• Loyalty to all clients and business partners
• Commitment to service excellence
• Fortitude in driving development
OUR OFFERING
1. Strategic HR Business Partner Service
Co-create/ develop and implement business people strategies
People data analytics and interpretation to identify trends and advice on key change initiatives
Management reporting on key internal HR trends (Dashboard and Metrics)
Drive actions identified from trends
Tactical implementation of strategic change or direct people related priorities within the business through;
o Developing and building skill level of Line Managers to understand and effectively manage HR Practices
o Create an enabling environment for effective leadership. o Providing input to budget where needed/appropriate to address business needs and creating an enabling environment for developing a team culture
2. Talent Management
Co-create/ develop and implement talent management strategy (including recruitment and selection)
o Facilitate succession management/plans in the business (including quarterly feedback, exit interviews and project based recruitment)
Providing professional support and advice on recruitment to line and departmental managers
3. Talent acquisition & Executive Search
Scare skills and key talent acquisition strategy design
Targeted headhunting project management
Talent acquisition/executive search project management
Role specific talent sourcing
3rd party recruitment and selection vendor management
4. Transformation and Employment Equity Management
Conduct, Analyse and report on EE barrier analysis. Co-create/ develop and implement EE plan for the business as a whole
Implement an effective EE and transformation practice in the business
Facilitate the alignment of business strategy and the EE plan (qualitative & quantitative)
Ensure ex*****on of all diversity initiatives in line with the EE Plan
Statutory submission of EE plan and report
5. Performance management
Co-create/ develop and implement a performance management strategy
Facilitate the performance management process (contracting, appraisals, reporting on trends, informal training)
Facilitate the alignment of performance management and talent management strategies and practices.
6. Leadership development and team building
Provide input into leadership development strategy
Facilitate the implementation of leadership development and team building initiatives (coaching and mentoring programmes, team building sessions, scholarship programme design, etc.)
7. Change management
Facilitate and manage any change management interventions in the business where required and appropriate (stakeholder analysis, communication plans, key business decisions impact assessments, risk assessments, project reviews, etc.) Developing and building skill level of line managers to understand and effectively manage change
Design change management practices & create an enabling environment for effective leadership.
8. Organisational development and design initiatives (Corporate Culture and Staff Engagement)
Operating model design and implementation
Culture review, design and change implementation
Facilitate survey feedback on culture, staff engagement and any other related company surveys /measurements Role design and evaluation
9. Training and Development
Co-create/ develop and implement an effective training and development strategy (inclusive of development of a study assistance programme, graduate programme and leanership development programme )
Pro-actively addressing training needs in consultation with management team and T&D Committee through conducting a formal skills audit (where applicable) and a training needs analysis
Facilitate delivery on T&D needs through;
o Implementation of budgeted (central or departmental specific) generic T&D programmes as per TNA and
o In consultations with management and the T&D Committee put interventions in place to address:
strategic leadership development needs or
specialist skills development needs
10. Employee Relations
Provide sound advice to ensure the organisation complies to best practice and legislative issues
Provide support to line managers in dealing with disciplinary, incapacity and grievance matters
Deal with all appeals from disciplinary proceedings in line with the disciplinary code
Policy Development
Business mergers and acquisitions and organisational structure changes
o HR due diligence review
o Section 197 project management
o Benefit transfer and alignment project management
o Retrenchment procedures (Section 189)
11. Remuneration and Benefits (including Reward and Recognition)
Review and provide sound advice on an effective and competitive remuneration and benefits strategy. o Review existing employee benefit structure and advise on benefit changes where appropriate
o Review/Design and Implement formal remuneration review processes and practices
o Review / Design and implement Remuneration & Benefits Policy
o Set up a for REMCOM
o Facilitate remuneration processes in the business
o Conduct annual rem reviews
o Analyse and report on annual rem review process
Review/Design and implement reward and recognition programme
Implement/Review wellness offerings
Review, design and implement a job grading system where appropriate
