1. ERNEST MC MILLAN
8 Whittle Street  Gordon’s Bay -- South Africa +260965843518
 ernest.mcmillan1@gmail.com
HUMAN RESOURCES MANAGER
 Advanced Institute of Personnel Management Diploma (South Africa), with
additional diplomas in Industrial Relations from University of the
Witwatersrand and Damelin Management School. Further studies and
accreditedAssessor and Skills Development Facilitator. Extensive background
in HR generalist affairs in multi-cultural and international environments.
 Including experience in employee recruitment and retention, staff development,
mediation, conflict resolution, benefits and compensation, HR records
management, HR policies development and legal compliance, for large
organizations over multiple sites.
 Skills in developing training programs, and writing personnel manuals,
corporate policies, job descriptions and management reports.
HR SKILLS
 HR Department
Startup
 Employment Law
 Mediation &
Arbitration
 HRIS
Technologies
 Skills
Development
 Staff Recruitment &
Retention
 Employee Relations
 Alternative Dispute
Resolution(ADR)
 Benefits Administration
 HR Program/Project
Management
 Job Grading and salary
scales
 Orientation & On-
Boarding
 Training &
Development
 Performance
Management
 Organizational
Development
 HR Policies &
Procedures

2. 2
PROFESSIONAL EXPERIENCE
SRK (Malawi)Ltd. – Blantyre
SRK are the Consulting Engineers, responsible for building the Nacala Rail
Projectin Malawi.
HR Manager--- April 2013 to July 2015.
I was the HR Managerin Blantyre, responsible for the entire HR function in
Malawifor the Nacala RailProject. This essentiallywas the interface HR role
for the Malawioperation. This position reported in to the HR function basedin
Johannesburg. The position entailed:
 Assistedline managers, regarding processesand procedures, for leave,
staff rotation, and other HR related matters.
 Handled all disciplinary hearings as well as all labour disputes involving
individual or groups of employees.
 Chaired the Consultative Committee meetings.
 Recruitedall localstaff. Handled the on boarding of expat staff.
 Maintained all HR staff files and produced/coordinatedall statutory
reports and payments of levies, for pension, medical aid etc.
 Supplied overtime, engagements,terminations and leave details to payroll
department for processing.
 Facilitatedthe demobilization process, for both localand expat staff.
 Contributed to HR projects.
NATIONAL PROJECTS AND CONSTRUCTION. – ROYAL GROUP.
A design and build constructioncompany operating in Abu Dhabi, UAE.
HR Operations Manager -- June 2008 to September2012.
Manage the entire Human Resources function for 7000 employees, with a
turnover of 1 billion Dirham’s per year.
Key Results:

3. 3
 ACCOMMODATION:
Supervise and manage all labour camps (3 different locations)which house
6500 labour categoryemployees.
 RECRUITMENT:
Responsible for manpowerplanning, recruitment plan and forecastof
recruitment needs. Interacting with all recruitment consultants and agents
regarding permanent appointments, as well as temporary labour placements
as required by various projects. Recruitment of candidates for both Staff
and Labour categories, locallyand from India, Pakistanand Bangladeshand
other locations as required.
 HR SYSTEMS:
Implementation and managementof:
- Time and Attendance and Payroll systems. Workedon the Build smart
Payroll system. This was entirely an HR function including the
interface betweenthe Time and Attendance systemand payroll.
- HR Information system.
 HR POLICIES:
Implementation and managementof Company policies and procedures
regarding human resources. Maintain, controland secure all relevant
information on personnelfiles.
 JOB GRADING:
Developand maintain Grading Levels and Wage Structures. Design
Performance Standards and evaluationparameters for the employees.
 TRAINING AND DEVELOPMENT:
Induction of new employees and training of existing staff, as per
organizations requirements and training plan.

4. 4
PROFESSIONAL EXPERIENCE (CONTINUED)
ACCESS SHIPPING AND DAMEN SHIPYARD
Contractpositions
December2007 to May 2008
Responsible for the training and establishment of a Human Resources department,
at the Damen Shipyard in Cape Town. Damen is a Dutch ship building company,
who recently invested in a ship building yard in Cape Town.
Key Results:
 Developing skills development plans as well as training plans.
 Implementing HR procedures and policies.
LONGAIN GROUP.
Training Manager -- January 2005 to November 2007
Responsible for the entire training function and accreditationprocess with the
relevant bodies as a training provider. The function served a staff complement of
1000 employees. This was an outbound call center.
Key results:
 Development and implementation of the performance management
system.
 Determine the training needs of the various departments and develop
and source required training courses.

5. 5
 Manage the recruitment process in terms of manpower needs of the
organization, and provide initial training for new staff.
 Act as chairman for disciplinary hearings on an ad hoc basis.
 Liaise with Services SETA, in terms of WSP and registration
requirements of a training provider.
 Compiled the Work Place Skills Plan and Annual Training report.
 Ensure that there are the required career paths determined for all
management and supervisory staff.
 Provide management advice in terms of training and labour
legislation.
 Manage the training and recruitment budgets and staff.
 Developed and presented training courses in the following areas.
 Sales skills.
 Customer service.
 Supervisory skills.
 Product knowledge.
 First line management skills.
 Coaching skills.
______________________________________________________________________
SERVICES SETA CAREER CENTRE.
Skills Development Facilitator -- October 2000 to December 2004
Workedwith the assessment of Learner ships, and Skills Development Facilitator
(SDF)functions for the centre. The function of the career centre was to select and
manage the learner ship process for the Services SETA in the Western Cape.
Key Results:
 Assessment and selection of candidates for learner ship programs
 Workplace evaluations and assessments.
 Acted as Skills DevelopmentFacilitatorfor organizations participating
in learner ship programs.
 Work place skills plans and Annual training reports for various
employers

6. 6
GRINAKER/SYDCOR ENGINEERING – Mozambique
Human Resources Manager -- May 1999 to September 2000.
A 17 month contract position to build an Aluminum Smelter in
Mozambique. Handled the entire human resources function for 600 staff. This
position required that I dealt with both Mozambican
South African labour law, as well as a project labour agreement.
This was a varied generalist position.
Key Results
 Labour Law, in terms of managing the localand ex-pat labour force in terms
of a Project Labour Agreement.
 Project manpower plan.
 Recruitment and selection of local labour.
 Training and assessment of skills in terms of the project skills plan.
 Arranging work permits and visas for ex-pat labour.
 Wage administration. Managed the payroll on the Pay wise payroll system.
______________________________________________________________________
SELF EMPLOYED.
HR Consultant -- July 1996 to April 1999.
Clients:
 Nigerian Brewery
 Cadbury Schweppes International in Lagos -- Nigeria.
 Grinaker
 Somchem
 B.I.F.S.A.
 Unifruco.
 Trans Hex Mining.
 COFESA.
 Witbank Coal Mine.
 Noan Limited.
Key Results:

7. 7
Development and presentation of the following courses;
 First Line Management
 Middle Management.
 Industrial Relations.
 Coaching skills.
 Problem Solving.
Consulted to various employers on I.R. issues, including CCMA representation
who were members of COFESA. Also drafted, trained and implemented
disciplinary codes, grievance procedures and work place codes of conduct, for
various employers.
Compiled a work design and job performance system for Nigerian Brewery. Also
developed a Human Resources strategic plan.
WESTERN DEEP LEVELS GOLD MINE.
Human Resources Manager. -- September 1986 to December 1995
This was a generalist position. Responsible for the entire H.R. function for this
large gold mine with some 14 000 employees. This was a management role and
required more strategic input from a HR aspect for the operation.
Key Results.
 Human resources administration.
 Training, which entailed the entire workforce from induction, specific skills
development and supervisory/managementprograms.

8. 8
 Industrial Relations, from ensuring that the disciplinary code
implementation to the negotiationof recognitionagreements forvarious
unions.
 Recruitment, ensuring that the workforce was adequately manned at the
required levels.
 Organizational development and change planning, for various projects.
GOLD FIELDS OF SA LIMITED.
Senior Human Resources Officer. -- February 1979 to September 1986
I started my working career with Gold Fields and was trained in all aspects of the
H.R. discipline. My first 2 years was an internship and introduction to the HR
discipline.
Key Results.
 Recruitment, of staff in all disciplines of the operations.
 Disciplinary procedures.
 Reports.
 Induction training.
 HR administration.
Personal Details.
Date of Birth : 3 November 1959
Nationality : South African.
Languages : English and Afrikaans.

9. 9
Qualifications.
1. Intermediate IPM Diploma – May 1983.
2. Advanced IPM Diploma – October 1985.
3. Damelin IR Diploma – August 1986.
4. Wits Business School IR Diploma – February 1989.
5. Assessors Diploma – November 2003.
6. Skills Development Facilitators Diploma – October 2004.
References
1. Mr. Lyndon Gloag HR Director – Grinaker/Sydcor
South African Mobile number – 083 2677909.
2. Mr. Marius van Rensburg. HR Director – Royal Group.
UAE Mobile number 050 8431609.