Some careers are built in boardrooms. Others grow between training sessions, mentorship calls, and side-hustle grit. Ms. Nontobeko Khoza has done both. In this edition of Calculated Conversations, I sat down with Ms. Khoza, Training Coordinator at Transnet Academy and founder of Tribute Glam. Her journey spans corporate HR, industrial relations, and a bold leap into entrepreneurship.
From supporting youth through learnerships to building a beauty brand rooted in consistency and care, she shares how she’s created momentum across completely different spaces. We spoke about staying grounded in high-pressure environments, managing multiple priorities with structure, and the overlooked power of soft skills in leadership.
Whether you’re building a team or a business, her insights will stick with you.
1. You have a diverse career spanning HR, training, and entrepreneurship. How do you balance these roles, and what drives your passion for continuous learning and development in these areas?
Balancing my HR career and running a business comes down to being intentional with my time and staying focused on my purpose. I plan and prioritise tasks based on what needs attention, but I also remain flexible when challenges come up. What keeps me going is my deep passion for helping others grow, because that’s where I grow also. I have always believed in the power of continuous learning. Whether it’s guiding an employee through a training programme, assisting someone improve their CV or helping a customer feel confident in a new wig, there’s something fulfilling about being part of someone’s development journey. That sense of impact motivates me in all the roles I play.
2. In your previous roles at Transnet Port Terminals (TPT), you helped develop and run training programs. Can you share an example of a training program you worked on that had a positive impact on performance and growth?
At TPT, I was involved in several training initiatives, but one that stands out was when I advised a colleague on adding a course in their Individual Development Plan and a few months after finishing the course they came back with the news that the course helped them with getting promoted into a new role. Effecting progress like that is really humbling, and building the relationships and creating space for people to really feel welcomed and seen to trust you with their future gives life a whole new meaning. It reminded me that well-structured training can truly drive growth, not just for individuals but for the organisation as a whole.
3. Your work in industrial relations and payroll management is critical to the success of any business. How do you navigate the complexities of compliance and employee satisfaction in these areas, and what best practices would you recommend for HR professionals?
Industrial relations and payroll come with high expectations and strict rules, but they also affect how employees feel about the organisation. To manage both compliance and satisfaction, I make sure I’m always up to date with labour laws and internal company policies. I also believe in communication, and when the rules are clearly communicated you’re sure to have positive outcomes. Whether it’s explaining a payslip or resolving a dispute, people want to feel seen and heard. I approach every situation with empathy and fairness, making sure I follow the rules while still supporting the person involved. For HR professionals, I always recommend building strong relationships with both management and staff, keeping clear records, and never assuming everyone understands HR processes. If you communicate well and stay proactive, you can avoid most issues before they even arise.
4. As the founder of Tribute Glam, you’ve expanded into a highly competitive space. What strategies have you employed to differentiate your business, and how do you balance this entrepreneurial venture alongside your full-time HR role?
With Tribute Glam, I’ve focused on building trust through quality human hair wigs. My work ethic and customer service differentiate me from the rest. I only work with 100% human hair because I believe in giving customers real quality. I’ve also invested time in educating my audience, especially on platforms like TikTok, where I share wig care tips . This helps set me apart from others who just focus on sales. Managing the business alongside my HR role requires a lot of structure. I set clear work hours for each responsibility and use digital tools to keep things organised. Most importantly, I’ve created systems that allow me to keep serving clients without sacrificing the quality of my work in either space. My passion for beauty and for people keeps me committed to both. Additionally, I also split my time in helping people with revamping their CVs using my expertise in HR and post information on my LinkedIn and YouTube on how to improve a CV to stand a chance on being shortlisted. I believe offering value to people has a way of rewarding you in the long run. The balance between these roles is easy because it is something I am passionate about; it does not really feel like work at the end of the day.
5. Learnerships and apprenticeships involve many people and take time to manage. What are the main challenges in running these programs, and how do you ensure they help develop skilled talent for the organization?
Running learnerships and apprenticeships can be complex, which is why my organisation has different people for all stages of the process. As an HR person here you’re working with different stakeholders which includes learners, mentors, line managers, and training providers. One of the biggest challenges is coordination, especially making sure that learning aligns with workplace needs and that everyone sticks to the timelines set on the training plans. Another issue is engagement, and some learners struggle with confidence or adjusting to the work environment. To overcome this, we make sure learners are supported from day one with proper induction, mentorship, training and feedback sessions via assessments. I also keep communication open with all parties involved to avoid misunderstandings due to communication breakdown. When these programmes are managed well, they create a strong pipeline of skilled talent that understands both the technical and cultural aspects of the organisation. It’s always worth the effort.
6. Given your extensive background in HR training and development, what key trends do you foresee shaping the future of HR, and how can young professionals entering the field position themselves to stay ahead?
HR is changing fast, and I see two major trends shaping its future: digital transformation and a stronger focus on people-centred strategies. Technology is becoming a big part of HR whether it’s online training systems, HR analytics, or remote onboarding tools. At the same time, there’s more focus on employee wellness, inclusion, and personalised career development. For young professionals, the key is to stay curious. Learn about new HR tools but also focus on building emotional intelligence and communication skills, this is how you build relationships that matter. Those soft skills are becoming more valuable than ever. If you can balance tech-savvy knowledge with a real understanding of people, you’ll be in a strong position to grow in the HR field.
That was a grounded conversation with Ms. Nontobeko Khoza. Her mix of people-first thinking and structured execution is a reminder that real leadership starts with clarity, not complexity.
Key takeaways from our chat:
- Learnerships only work when the people behind them are committed to real impact
- Career growth doesn’t require choosing between passions. It takes planning and self-awareness
- Time management is a skill worth mastering early
- A brand is more than a product. It’s the trust you build every day
Check out more from Ms. Khoza here:
YouTube: @NontoKhoza
LinkedIn: Nontobeko Khoza
To every student, intern, and young professional reading this: what’s one thing you’re doing today that your future self will thank you for?
Stay focused, stay calculated.
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