Neo Stephens

Strategic Human Capital professional with over 15 years of experience leading talent management, organisational development, change management, performance management, succession planning, leadership development and strategic recruitment across the public and private sectors. Demonstrated expertise in designing and implementing integrated people strategies that enhance organisational capability, strengthen leadership pipelines, improve employee performance and support long-term business sustainability. A trusted advisor to executive leadership, with a proven track record of leading organisational transformation, driving culture change and implementing business improvement initiatives that deliver sustainable organisational outcomes.

Skilled in partnering with senior stakeholders to align people strategies with organisational objectives, manage complex change programmes, enhance organisational effectiveness and foster a high-performance culture.

Specialist: Recruitment and Talent Management - National Home Builders Registration Council (NHBRC)

(2022-05)

Reporting: Executive Corporate Services

• Lead the implementation of the organisation's Talent Management Strategy.
• Developed succession planning frameworks for critical and scarce skills positions.
• Improved recruitment governance by strengthening recruitment policies and ensuring compliance with Auditor-General requirements.
• Partner with Executive Management to identify critical capability gaps and talent risks.
• Lead organisation-wide performance management processes from goal setting to annual assessments.
• Provide strategic workforce analytics and talent reports to Executive Management and EXCO.
• Drive organisational development and culture transformation initiatives supporting organisational effectiveness.
• Manage internship and learnership programmes to strengthen future talent pipelines.
• Manage the implementation of structured training programmes for interns with respective line managers.
• Facilitate executive recruitment and assessment processes for senior appointments.
• Lead and develop integrated change management strategies aligned with organisational strategic and operational plans.
• Translate strategic objectives into actional roadmaps and with measurable outcomes.
• Manage change milestones, dependencies and success measures across programmes.
• Conducted organisational change readiness and impact assessments, enabling leadership to proactively address risks, resistance and capability gaps during transformation initiatives.
• Build internal change management capability through training, mentoring and development.
• Drive culture transformation interventions aimed at improving organisational effectiveness and employee engagement.
• Support organisational change initiatives linked to governance reforms, business process improvements and structural realignments.

Management Consultant - Ditshaba Management Holdings

(2019-04 - 2022-03)

Reporting: Director. Reason for leaving: Contract Ended. Provided strategic Human Capital consulting services to public and private sector organisations.

• Designed Human Capital strategies aligned to organisational objectives.
• Led organisational design and organisational development projects.
• Developed Talent Management and succession planning frameworks.
• Conducted workforce planning and organisational diagnostics.
• Facilitated leadership development and executive coaching initiatives.
• Led executive recruitment assignments.
• Conducted organisational culture assessments and employee engagement interventions.
• Led enterprise-wide change management initiatives supporting organisational restructuring, governance improvements and business transformation by developing change strategies, communication plans, stakeholder engagement frameworks and adoption interventions.
• Facilitated stakeholder workshops and executive presentations.
• Conducted research and benchmarking on emerging Human Capital trends.

Senior Office Manager - NLC Leadership Consulting

(2015-01 - 2019-03)

Reporting: HR Director. Reason for leaving: Career Advancement

• Managed office operations and consulting support functions.
• Led recruitment and onboarding of staff.
• Managed employee performance and development.
• Identified training and development needs.
• Developed workforce and succession plans.
• Supported employee relations and labour relations processes.
• Coordinated consulting projects and client engagements.
• Managed budgets, procurement and service provider contracts.

HR Consultant - Impact Strategy Consulting

(2011-09 - 2014-12)

Reporting to: HR Manager. Reason for leaving: Career Advancement

• Collaborated with hiring managers to understand staffing needs and develop recruitment strategies.
• Sourced and attracted candidates using various methods such as job boards, social media, networking, and referrals.
• Managed the entire recruitment process from initial contact through onboarding.
• Developed and managed the implementation of recruitment plans in support of managing time to fill, increasing direct recruitment and consistently building a high talent pool.
• Identification of critical positions and ensure an adequate supply and pipeline of appropriately qualified staff to fill in those roles.
• Ensured that all audit findings and risks relating to the function are addressed and mitigated.
• Designed and delivered training programs on various HR topics.
• Identify training needs and recommend appropriate development programs.
• Monitored and evaluated the effectiveness of training initiatives.
• Ensured HR practices comply with all relevant employment laws and regulations.
• Stayed updated on changes in employment legislation and best practices.
• Assisted in developing performance management systems.
• Provided guidance on setting performance goals and conducting appraisals.
• Supported the implementation of performance improvement plans.
• Coordinated the annual performance management cycle (planning, mid-year reviews, final appraisals).
• Facilitated calibration sessions to ensure consistency and fairness in ratings.
• Provided training and guidance to managers and employees on effective performance management practices.

Bid Analyst - Alexander Forbes

(2009-11 - 2011-08)

Reporting to: Director Public Sector. Reason for leaving: Career transition into People Management to align with Industrial Psychology qualifications and long-term career aspirations

• Analysed tender and Request for Proposal (RFP) documents to determine bid requirements and compliance obligations.
• Coordinated the end-to-end bid process, ensuring timely and accurate submission of proposals.
• Prepared, compiled, reviewed, and edited bid documentation to ensure completeness, quality, and compliance.
• Liaised with subject matter experts and cross-functional teams to gather technical, financial, and commercial information for bid submissions.
• Monitored tender opportunities and maintained a bid pipeline and submission schedule.
• Conducted risk assessments and identify potential issues affecting bid success.
• Ensured adherence to procurement regulations, client specifications, and organisational policies.
• Maintained a repository of bid documentation, templates, and supporting information.
• Analysed bid outcomes and prepare reports to identify trends, lessons learned, and opportunities for continuous improvement.
• Supported the development of bid strategies aimed at improving win rates and organisational competitiveness.

Business Development Coordinator - SizweNtsalubaGobodo

(2006-09 - 2009-09)

Trade Marketing Manager - Uthingo Management

(2003-11 - 2006-08)

Accreditation Coordinator - Uthingo Management

(2000-02 - 2003-10)

Teller - Standard Bank

(1998-01 - 1999-12)

Masters - Industrial Psychology - University of South Africa

BCom Hons - Industrial Psychology - University of South Africa (2021-01 - 2021-12)

BCom - Industrial Psychology - University of South Africa (2015-01 - 2015-12)

Matric - Pace Commercial College (1992-01 - 1992-12)