The PeopleLab Framework

Rather than treating HR as isolated activities, I approach it as a connected system across five key pillars:

Attract & Acquire Talent

  • Organisational design and role structuring

  • Targeted recruitment and niche headhunting

  • Onboarding frameworks

  • Graduate, learnership, and internship programme design and implementation

Develop Talent

  • Leadership development

  • Development planning frameworks

  • Performance management structures

Optimise Talent

  • OKR and KPI design at organisational, team, and individual level

  • Performance contracting

  • Performance appraisal frameworks

  • Labour relations and discipline management

  • Change management support

Engage Talent

  • Culture frameworks and values-based behaviour models

  • Wellbeing initiatives

  • Non-monetary benefits and incentive structures

Reward & Retain Talent

  • Job grading

  • Remuneration and reward frameworks

  • Incentive and increase modelling

Governance, Audit, & Compliance

  • Employment equity strategy and reporting

  • HR policy development

  • HR audits

  • Section 189 facilitation

Our Executive Search Process

1. Analysis of the Job and Person Specifications

  • Determine the objective and key performance areas of the job within the context of the organisation’s strategy and existing structure.

  • Obtain clarity with regards to the strategic results (outputs) that are expected of the job.

  • Develop a person profile (knowledge, skills and attitudes) that are required of the ideal candidate.

2. Recruitment

  • Introduction (advertising) of the vacancy in the designated media (printed & electronic).

  • Invitation to identified persons to encourage them to apply (head hunting).

  • Receiving inquiries / applications and liaising with applicants.

  • Administration with regards to the process.

3. Selection

  • Evaluation of CV’s and selection of shortlist based on the criteria that were set (job description and person specification).

  • First interviews.

  • Reference checks (structured telephone interview and questionnaire).

  • Psychometric testing (behaviour analysis) for comparison and/or confirmation of impressions which were formed during the first interviews and reference checks.

  • Final interviews with directors’ panel (facilitate structured interviews).

  • Advice on selecting the most appropriate applicant.

4. Offer

  • Research and determination of market-related package (total cost of employment).

  • Negotiate / mediate offer (compensation and employment benefits).

5. Contracting

  • Compilation and agreement of a service contract within the framework of applicable labour legislation and personnel policy.

  • Finalisation of administrative duties and communication with unsuccessful applicants.

Industries:

EXECUTIVE IR SOLUTIONS

Let us ensure you comply with labour legislation and equip the managers to deal with IR matters correctly. We provide training for managers and set up processes and policies where it is needed. Let us assist and represent your company in any IR and disciplinary needs. Telephonic consultations welcome!

OUTSOURCED HR SOLUTIONS

Let us ensure you comply with labour legislation and equip the managers to deal with IR matters correctly. We provide training for managers and set up processes and policies where it is needed. Let us assist and represent your company in any IR and disciplinary needs. Telephonic consultations welcome!

HR SOLUTIONS

We can also assist with the consulting or outsourcing of HR Administration, Leave Management, Induction Programmes, Skills Development, Leadership Development and Team Building, Process Assistance, Leave Management, Payroll Management, IR Consultations, CCMA Cases and Arbitrations, IR Training on Management level, Change Management, Talent Management and Psychometric Assessments.

Let’s start the conversation.

Hire. Develop. Retain.

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