Careers at Auditor-General of South Africa

Requirement Overview

• The purpose of this role is to ensure that projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage.  The focus is on the people side of change, including changes to business processes, systems and technology, job roles and organisational structures.
• The incumbent of this role is responsible to create, implement and oversee change management strategies and plans that maximises employee adoption and usage and minimises resistance.  The Change Management Specialist will provide solutions to drive faster adoption, higher ultimate utilisation and greater proficiency of the changes that impact employees in the organisation to increase benefit realisation, value creation, ROI and the achievement of results and outcomes.  The role requires a solid foundation in change management principles and methodologies, exceptional communication and leadership abilities, and a demonstrated history of effectively executing changes within an organisational setting.

Roles & Responsibilities

Strategic Function

• Core orientation is to steward the navigation and implementation of organisational changes effectively by being a strategic change partner.
• Develop and implement strategies that drive the adoption of change and sustain the change within the organisation.
• Collaborates with leadership, People portfolio Specialists and Generalists to define a clear, compelling vision and sustained commitment for the desired change.
• Works closely with People Partners, Shared Services to implement and refine the AGSA's change strategy.
• Monitors and assesses the effectiveness of existing organisational frameworks, practices and policies to enable the embedding of change initiatives and fosters a culture of change management agility.
• Ensures that change practices are compliant with all relevant laws and AGSA policies. Develop and update People policies to reflect changes in employment regulations.
• Responsible for AGSA capacitation on the AGSA change management framework.
• Based on sound understanding of AGSA’s business goals, business and operating models and core processes (business acumen), influence and align the People strategy into clear business unit people objectives and action plans to improve business efficiency and support the achievement of the overall AGSA objectives.
• Inputs towards and contributes to the development of the People Strategy, and the operational alignment and implementation thereof, to help achieve long-term objectives
• Provides People Partners, Shared Services, and the CPO with relevant data and insights on change related variables and other People metrics, to assist in making strategic decisions and changes to the People Strategy.
• Recommends, for approval, Key Performance Indicators (KPIs) and metrics to assess the progress of change initiatives.
• Product Management and Operations
• Conceptualizes and designs initiatives that impact the change capacity within the AGSA’s staffing body. Is a change ambassador, sets an example and promotes capability throughout the AGSA organisation.

Change Management:

• Execute comprehensive change management plans for various organisational initiatives, such as organisational restructuring, technology adoptions, or process improvements.
• Applies a structured methodology and leads change management activities
• Apply Behavioural tools to assess the impact of change on the organisation and readiness for change.
• Define and facilitate the implementation of activities to support change and transition initiatives and projects. 
• Develop and execute change management strategies and plans.
• Actively facilitates the assessment of AGSA’s readiness for change by evaluating the willingness and capacity of employees to adapt to new ways of working. Identify potential barriers and resistance to change. 
• Develops and facilitate the implementation of tactics and tools for change communication, resistance, risk mitigation, coaching, training, sponsorship roadmap and accountability that outlines how and when information about the change will be shared with employees. 
• Define and facilitate the implementation of activities to support change and transition initiatives and projects.
• Supports communication efforts.
• Supports training efforts.
• Support and engage senior leaders.
• Provide coaching and/or mentoring of team members and change sponsors.
• Support organisational design and definition of roles and responsibilities.
• Coordinate efforts with other specialists.
• Integrate change management activities into project plan
• Evaluate and ensure user readiness
• Creates engaging and informative communication materials to keep all stakeholders informed and engaged throughout the change process.
• Obtains data to measure and analyse awareness, understanding, buy-in, support and adoption of organisation and business changes.
• Provide change management advisory services to clients across the organisation. Monitors the Portfolio/Business Units’ ability to successfully implement culture and change programmes requiring change management.
• Develop change management capabilities across the organisation in support of the organisational strategy.
• Establishes a network of change champions or ambassadors within the AGSA. These individuals can help spread the message, provide peer support, and serves as role models for embracing the new culture and changes.
• Manages the Portfolio and change load

Involved in and supports change management at the organisational level:

• Enterprise/organisational Change Management
• Stays current with industry best practices, trends, and research related to change management.

Data Literacy and Digital Agility

• Collects and analyses data to measure the impact of change initiatives. Uses data-driven insights to inform the development of change strategies and performance metrics.
• Collects data, analyses it, and interprets the information to provide actionable people and business insights in delivering the people plans.
• Draws insights from data and trends to streamline communication, collaboration and project management during the change process to facilitate a more efficient and seamless change implementation.
• Leverages technology to increase efficiency and drive business results to improve the digital employee experience of change initiatives, which leads to increased benefit realisation, value creation, ROI, achievement of outcomes and positive employee experience.
• Adapts to the evolving digital landscape, makes data driven decisions and effectively leads organisational change initiatives in a more efficient and effective manner

Stakeholder Management

• Identifies key stakeholders and co-develops tailored engagement strategies for each group. Builds strong relationships with influential stakeholders and secure their support for the change initiatives.
• Builds, manages and maintains positive value-adding relationships with internal and external stakeholders.
• Shares best practices and success stories related t change management within the AGSA. Encourages a culture of learning and knowledge exchange.
• Fosters open communication channels to gather feedback and address concerns, ensuring all voices are heard during the change process.
• Collaborates within the People portfolio, audit, and non-audit portfolios, BUL’s, and senior management to ensure that change management initiatives are aligned with the AGSA's strategic plan.
• Collaborates with the People portfolio colleagues to ensure that change management strategies are integrated with People functions, including recruitment, training, and people experience management.
• Assists People Partners in accordance with change plans regarding identified processes and products ensuring an enhanced employee lived experience.
• Collaborates with line managers to ensure they understand the importance change management and their role in the change process.
• Manages relationships with external vendors and consultants who provide services related to change management, such as change management consultancies, facilitators, or training providers.

People Management

• Supports the implementation of the activities outlined in the BU People Plan, transformation/change plans. Align with People Portfolio initiatives and projects to ensure synergies.
• Collaborates with the People team to create and execute relevant programmes to enhance employee skills and competencies, including those of the People Portfolio.
• Manages own performance to drive productivity and effectiveness. 

Financial Management 

• Collaborates with People portfolio leadership to develop and manage the budget for change management initiatives.
• Ensures that financial resources are allocated effectively to support change programmes.
• Gives input to the budget and contributes to the development of the BU budget, Portfolio budget, project budgets etc.
• Analyses the costs associated with change management programmes.
• Identifies opportunities for cost savings or process improvements while maintaining quality and effectiveness.
• Assesses the return on investment (ROI) for various change management initiatives.
• Effectively applies knowledge and skills to compile, balance, monitor and report on People budgets they are responsible for.

Other responsibilities

• Performs and/or manage other projects, tasks and assignments not stipulated on the Job description as and when required.

Skills, Experience & Education

• Minimum relevant Bachelor’s degree in Organisational and Industrial psychology/Organisational Change Management/Human Resource Management. Certification in Change Management from recognised body such as Prosci, ACMP

Added Advantage: 

• Post-graduate qualification in Organisational and Industrial Psychology/Organisational Change Management/Human Resource Management/ Economics/Business Management.

Experience

• Minimum of 8 years’ proven experience in Change Management and organisational development in large organisations. 
• Added advantage: Change Management/Organisation Development in the Financial Services or Professional services sectors, and the Public Sector as a Change/OD Specialist.

Closing date: 5 March 2026

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Requirement Overview

• The purpose of this role is to provide strategic leadership and oversight of all People Operations functions to ensure reliable, compliant, and scalable HR services that support the AGSA’s mandate. The role is accountable for the integration and optimisation of core people operations. People operations include people partnering, HRIS and data architecture, payroll governance, employee lifecycle management, and policy and compliance. The role also drives continuous improvement, automation, and data driven insights to enhance employee experience, operational efficiency, and decision quality.

Roles & Responsibilities

Strategic Function

• Contribute to the formulation and drive the implementation of the AGSA’s long term strategy
• Lead the formulation and execution of People Operations strategic initiatives
• Design and deliver the People Operations strategy, service catalogue, in alignment with organisational strategy and audit delivery cycles
• Develop and drive BU Balance Score Card (BSC) and oversee the implementation and reporting thereof
• Provide strategic leadership, technical expertise, and guidance on employee-centred people practices

Product Management 

• Provide strategic leadership of the HRIS roadmap and data architecture, including major system implementations
• Establish enterprise-wide people data integrity, master data governance, controlled access, and audit-ready records
• Drive the design of enterprise self-service solutions and automation of high-volume processes to enhance scalability and efficiency
• Lead the development of advanced people analytics to deliver integrated reporting and strategic workforce insights (i.e. headcount, capacity, attrition, cost, DEI, etc)
• Oversee the governance of end-to-end payroll operations with Finance to ensure accuracy, compliance, and risk mitigation
• Ensure alignment of operational processes with reward cycles (increases, bonus, job architecture, allowances)
• Lead the standardising and optimising of the employee lifecycle processes to ensure consistency, compliance, and seamless workforce transitions
• Oversee BU cyclical people processes (performance, moderation, promotions) from an operations perspective
• Provide strategic oversight of ER operations to ensure fair, consistent, and legislatively compliant case management in line with relevant legislative frameworks (i.e. LRA, BCEA, EEA, OHSA, and POPIA) and other organisational policies
• Govern the People policy framework, periodic reviews, and governance forums
• Ensure organisational readiness for legislative and audit requirements and lead implementation of corrective actions
• Support the process of embedding the EVP and culture aspirations through partnering with centres of excellence
• Guide the operationalisation of Diversity, Equity and Inclusion through robust data, reporting, and equitable process design
• Oversee strategic risk management through maintenance of risk registers and ensuring business continuity for critical cycles
• Mitigate employee relations risks by embedding compliance, proactive interventions, and consistent governance
• Champion HR technology innovation to enhance operational efficiency and digital enablement across People Operations
• Conduct strategic reviews of the BU operating model to identify digital transformation opportunities
• Evaluate, select, and implement HR technology solutions that strengthen process effectiveness and data-driven decision-making. 
• Provide strategic oversiht to ensure the success of the employee wellness initiatives

Stakeholder Management

• Build and maintain strong relationships with internal and external stakeholders
• Implement BU stakeholder engagement plans aligned with AGSA frameworks
• Engage with oversight structures and committees on audit outcomes
• Represent the BU in professional forums and maintain relationships with recognized bodies
• Provide value added advice to engagement teams by providing timely coaching and high-quality review observations for the enhancement of integration work

People Management

• Implement BU People Strategy and transformation initiatives
• Manage team performance, coach, and mentor staff for maximum productivity
• Drive culture change and employee engagement
• Participate in talent attraction and retention initiatives

Financial Management

• Support the compiling of the centre budget. 
• Implement and monitor the budget for the allocated project
• Ensure compliance to AGSA policies and procedures
• Ensure compliance with internal processes and procedures
• Manage supply chain processess within scope of work

Other Responsibilities

• Perform and/ or manage other projects, tasks and assignments delegated by the Chief People Officer not stipulated in the role profile description as and when required

Skills, Experience & Education

Formal Education

• Minimum qualification of a Post-graduate Degree in Human Resources Management, Industrial Psychology, or equivalent field. Professional registration with a recognised HR body is an added advantage.

Experience

• Minimum of 10 years’ post qualification experience, including at least 6 years Senior Management experience. Exposure to public sector or highly audited environments is an added advantage.

Closing Date: 05 March 2026

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Requirement Overview

• The purpose of this position is to deliver the portfolio of audits, lead multiple teams responsible for the audit during the audit process (planning, execution and reporting) to ensure delivery of quality and value adding audits in compliance with auditing standards and relevant legislation in line with the AGSA strategy.

Roles & Responsibilities

Strategic function:

• Contributes to the development of the BU BSC initiatives.
• Implement the BSC initiatives within the BU.

Product Management:

• Audit planning, execution and reporting in line with the audit methodology and standards within the agreed upon timelines (take full responsibility and supervision of the audit teams);
• Lead audit engagements, which include planning executing, directing and reporting on audits.
• Review the teams’ work in line with audit methodology and standards.
• Conduct quality control reviews of the work of the audit teams.
• Ensure the timely completion of auditing engagements
• Report audit outcomes.
• Signing of audit reports based on the delegations.
• Implement the status of records review for the portfolio of audits as planned

Stakeholder Management:

• Scanning the environment to ensure clear understanding of auditees business requirements and to translate this into clear deliverables for the execution team and continuously getting feedback from stakeholders.
• Formulate and report on the portfolio stakeholder engagement plan
• Liaise and interact with key stakeholders & management to share information, resolve challenges and make recommendations for improvements.
• Manage stakeholder information on MIS

People Management:

• Implement the activities outlined on the BU People Plan.
• Manage team performance to drive productivity.
• Contribute to transformation/culture plans.
• Motivate, coach and mentor staff to ensure maximum productivity and development of the staff to their full potential.
• Participate in initiatives to attract talent.
• Contribute to effective administration of the BU training office.
• Cascade Vision achievement/ organisation alignment messages and commitments.

Financial management and operational management:

• Responsible for compiling the portfolio budget.
• Manage the portfolio budget, income and cost to ensure adherence to the required financial performance standards for the portfolio
• Manage debtor’s collection.
• Ensure compliance with internal processes and procedures
• Manage supply chain processes.
• Conduct centre risk assessment.

Other Responsibilities:

• Perform and/or manage other projects, tasks and assignments not stipulated on the Job description as and when required.

Skills, Experience & Education

Minimum Requirements:

• Qualifications - It would be required of the successful candidate to have a CA (SA) or RGA or ACCA.
• Experience - Minimum of 7 post qualification experience, with 4 years on Audit Manager or Technical Manager level).
• Accounting/Auditing should be the major focus areas

Closing date: 7 March 2026

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Requirement Overview

• To provide a comprehensive professional assessment centre service in support of the organisation’s people strategy with a specific focus on the people portfolio value chain (i.e. attract, develop and retain) through the implementation of various talent and development initiatives

Roles & Responsibilities
Competency assessments

• Conduct psychometric assessments to support recruitment and development initiatives.
• Integrate psychometric assessment reports, interpret and validate assessment reports.
• Provides psychometric assessment feedback to all stakeholders.
• Initiate and champion assessment initiatives to ensure value add to the organisation.
• Development and update new development centre exercises, tools and processes.
• Educate line management on assessment centre value-add.
• Regularly benchmark assessment batteries to ensure they remain relevant to business needs and are future fit.
• Maintain and ensure compliance with all psychometric ethical standards and practices.
• Ensures effective record management and confidentiality of all assessment related documentation and discussions.
• Develop, monitor and manage deadlines and assessment service level agreements (SLA’s) with all stakeholders
• Continuous personal development and compliance with HPCSA requirements for Psychometric practitioners 
• Develop and create personal development journeys for candidates. 
• Manage Projects within the centre and design assessment solutions fit for purpose
• Manage recruitment of psychometric interns and effective implementation of psychometric internship
• Mentor psychometric interns

Administration

• Coordinate assessment process, schedule candidates for assessments.
• Manage workflows and allocations within the assessment centre 
• Managing various assessment on-line platforms
• Effective record keeping on MIS
• Managing confidential record keeping
• Contribute to all procurement processes related to assessment centre projects 

Management Reporting 

• Provide reliable management information to support management decisions through regular feedback on assessment and development centre activities and trends
• Deliver monthly centre reports on statistics and any other reports as and when required
• Provide projections based on assessment trends to inform Contract management and procurement processes 

Stakeholder engagement

• Conduct regular training/ information sessions to stakeholders on all  centre functions
• Consolidate stakeholder feedback and implement improvement initiatives 
• Build internal stakeholder relationships and deliver within agreed service level agreements (SLA’s)
• Build external stakeholder relationships with assessment service providers ensuring delivery within agreed service level agreements
• Collaborate with Subject Mater Experts (SME’s) across the People Portfolio to ensure alignment and consistent provision of services to all stakeholders.

Skills, Experience & Education

• Minimum Honours degree in Industrial Psychology, Psychology or equivalent.
• Minimum must be registered as a Psychometrist with the Health Professions Council of South Africa (HPCSA). 

Experience

• At least five years’ experience in an HR environment, 3 of which must be in an assessment / talent centre environment with solid Psychometry experience

Closing date: 9 March 2026

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Requirement Overview

• The purpose of this role is the identification of opportunities for improvement and to plan, lead and manage People Portfolio projects to standardise and strengthen the projects element of the People practice across the organisation, as well as setting new processes for the management of consultants involved in commercial contracting. 
• The incumbent will work closely with the Chief People Officer (CPO), People Partners and internal non-People Portfolio stakeholders to ensure the smooth delivery of key People project processes in a manner that activates the key variables that impact employee experience in the organisation. 
• The incumbent will lead the design and conceptualisation of employee experiences across the HR value chain and employee lifecycle. Supervise the People Experience Specialist that will monitor the implement employee experiences through processes, systems, and human touch points.

Roles & Responsibilities

Strategic Function

• As may be required, designs and or reviews the Projects and People Experience operating model and value chain to align with the People strategy.
• Inputs towards and contributes to the development of the People Strategy, and the operational alignment and implementation thereof, to help achieve long-term objectives.
• Based on sound understanding of the AGSA’s business goals, business and operating models and core processes (business acumen), influences and aligns the People strategy into clear business unit people objectives and action plans to support the achievement of the overall organisation objectives.
• Provides strategic support to the CPO on the implementation and monitoring of the strategy at portfolio level.
• Fosters alignment of People projects with the broader functional and business objectives of the AGSA.
• Monitors the implementation of the SBUs balance score card (BSC) tactical plans within the portfolio.
• Periodically provides strategic internal and external insights into programme-level initiatives aimed at impacting employee experience and ensure higher performance and retention.
• Product Management and Operations Management

Projects Management

• Conceptualises, develops, and implements initiatives in the CPO office and provide a project management function for all strategic deliverables.
• Facilitates strategic People plans to address current and future People portfolio requirements.
• Employs best-practice project management methodologies to oversee and manage People portfolio projects from inception to completion.
• Manages all strategic initiatives, performance objectives and deliverables of the CPO office. 
• Develops project charters to govern the execution, management, monitoring, and evaluation of the strategic projects in the CPO.
• Implements a best-practice-based project risk methodology or all People projects (i.e., Legislative/labour legislation, ethical and internal value-related risks associated with People projects)
• Identifies portfolio specific BSC risk to monitor specific areas of concern for the CPO such as implementation of stakeholder gap, quality initiatives plan in the portfolio and provide feedback to CPO.
• Identifies improvement opportunities and possible areas of risk which needs to be addressed based on stakeholder engagements.
• Provides support to the CPO with actions based on outcomes of internal engagements and track progress thereof.
• Provides support to the CPO and advise where applicable on strategic matters relating to the CPO’s organisational strategic commitments.
• Tracks and reviews all portfolio reports including SBU quarterly reports and provide input into the relevant quarterly reporting.
• Ensures that all products/services including reports/messages adhere to the relevant quality standards as agreed with the CPO. 
• Acts as first line of review for proposals and requests for approvals presented to the office of the CPO.
• Plans, coordinates, and executes projects across the organisation including tracking and reporting on status, risks, issues and dependencies.
• In addition to prioritising projects that have the most significant impact on strategic goals, makes specialist recommendation on the allocate resources, including budget and manpower, to People projects strategically. 
• Establishes KPI’s and metrics to measure the success of People projects.
• Liaison with, and updates progress to, project steering board/senior management team within the CPO portfolio.
• Manages the mapping and implementation of all key business processes, quality controls and standard operating procedures within the Office of CPO.
• Acts as first line of review for proposals and requests for approvals presented the office of the CPO.

In respect of Employee Experience:

• Lead the design and conceptualisation of employee experience practices across the People value chain and employee lifecycle which will align to the organisation and People strategies.
• Designs employee personas and the desired employee experience.
• Applies design thinking to understand employee needs and listen to incorporate feedback.
• Implements and monitor employee experiences through processes, systems, and human touch points.
• Facilitates a nurturing of an integrated and aligned experience.
• Collaborates with People Partners in change management initiatives, ensuring that employees are well-prepared for organisational changes.
• Assists People Partners in accordance with the employee experience plan with identified processes and products ensuring an enhanced employee lived experience.

Data Literacy and Digital Agility

• Utilises HR technology and systems to automate and streamline People processes, including HRIS, payroll software, and self-service tools. Stay up to date with technological advancements to improve service delivery.
• Develops a data strategy that aligns with the AGSA's overall goals and objectives. This strategy should include data collection, storage, analysis, and utilization plans.
• Oversees the integration of data from various sources to create a unified and consistent data environment. This may involve using tools and platforms like ETL (Extract, Transform, Load) processes.
• Defines key performance indicators (KPIs) for data agility and regularly assess the effectiveness of data-related processes and initiatives.
• Implements processes to monitor and maintain data quality. Identify and rectify data discrepancies or errors in a timely manner.
• Identifies potential risks related to data management and develops mitigation plans to minimise disruptions to projects and people.
• Facilitates the periodic review of the People Projects and People Experience operating model to identify the impacts and opportunities for digital transformation interventions.
• Draws insights from data and trends to improve processes, employee engagement and policy alignment across the business and diagnose people issues and recommend effective solutions.
• Leverages technology to increase efficiency and drive business results to improve the digital employee experience, which leads to increased engagement and communication.
• Assesses, selects, and implements HR technology solutions to streamline People processes and improve data management

Stakeholder Management and Communication

• Adopts and implements the most appropriate change management methodologies to ensure appropriate change management for all People projects. 
• Engages best-practice communication and change advocacy approaches for People projects.
• Builds and maintains positive and value-adding relationships with internal and external stakeholders. 
• Provides strategic support and guidance to key stakeholders and BU management in order to ensure alignment.
• Scans the environment to ensure a clear understanding of stakeholder needs.
• Liaises with internal and external stakeholders and facilitate the implementation of stakeholder programmes based on the CPO’s customised stakeholders and strategic plan.  
• Coordinates the CPO visits and interactions with the BU leadership teams within the portfolio.
• Develops an onboarding process appropriate for the engagement of consultants involved in commercial contracting.

People Management

• Contributes to improving the culture index for the respective portfolios by monitoring ethical culture within the portfolio, reporting and highlighting emerging trends to the CPO.
• Provides support to the CPO in the implementation of the activities outlined on the portfolio People Plan. 
• Manages own and direct report’s performance to drive productivity.
• Within the Projects and Employee Experience team, oversees talent management initiatives, including identifying and developing projects leadership talent, succession planning, and creating a talent pipeline that aligns with the organisation's strategic goals.
• Provides support to the CPO in the cascading of the vision achievement/ organisation alignment messages and commitments.
• Collaborates with the People team to create and execute training and development programmes to enhance employee skills and competencies, including those of the People Portfolio.
• Ensures the development of a high performing team through embedding formal performance development and coaching.
• Establishes and maintains a succession plan for the team using the formal talent management process.
• Cascades the People strategy and Balanced Score Card to the teams and help leaders and teams to recognise their roles and responsibilities in the organisation and people strategies.
• Collaborates and works closely with other People professionals and teams to ensure consistent and effective delivery of People programmes and services.

Financial Management 

• Responsible for compiling People project budgets, coupled with a monitoring and reporting mechanism.
• Responsible for compiling the portfolio budget.
• Manages the portfolio budget, income and cost to ensure adherence to the required financial performance standards for the portfolio.
• Ensures compliance with internal processes and procedures.
• Understands and contributes to the finance principles, risks, reward, and business outcomes to ensure the management of an effective and sustainable People Portfolio.
• Compiles the budgets and contribute to the development of the unit’s and Portfolio budget.
• Manages, monitors, and reports on the budget through expenditure, forecasts, and other analysis.
• Ensures compliance with internal processes and procedures.
• Manages supply chain processes.
• Contributes to the risk and governance activities in the unit and portfolio.
• Sets People metrics in the space of People Projects that will assist to prioritize tasks, track progress, and drive success in the People function.

Other responsibilities 

• Performs and/or manage other projects, tasks and assignments delegated by the Chief People Officer not stipulated in the role profile description as and when required.

Skills, Experience & Education

• This position requires a minimum qualification of a Post-graduate Degree in Human Resources / Business Management. 
• Added advantage: Masters level qualification in Human Resources Management / Business Management or equivalent. 

Experience

• Minimum 8 years’ experience of which 3 years should have been at manager level within the Human Resources or People environment.    
• Added advantage: Public sector projects experience or private sector Projects Consulting experience 

Closing date: 4 March 2026

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    Requirement Overview

• The purpose of this position is to provide support in the development and enhancement of professional learnership and training programmes according to the defined methodologies and needs as identified by the business units (BUs) and the people strategy.  To investigate, assess and guide in the development and design of high impact, high value, and fit for purpose specialist programme experiences and learning journeys culminating into professional qualifications. To review, assess and create learnerships that are fit for purpose and sustainable for the Future of work. Continuous and relevant innovation of our training programmes and ensure alignment of our designs to the AGSA strategic focus areas for trainees/young talent on our current and future learnership and trainee programmes.
• The incumbent will also be responsible for the execution of special projects and in liaising with relevant stakeholders internally and externally to ensure that all project outcomes are achieved. 

Roles & Responsibilities

• Strategic Function
•  Support the implementation of the business unit (BU) balance score card (BSC) and specific centre projects.
• Align current and future business requirements, as well as high-impact innovative and digitally driven delivery methods and experiences that are aligned to AGSA standards.
• Develop and deploy the strategy of the learnership programmes and provide strategic input into the People Strategy. 

Product Management

Research and development:

• Conduct research in the specialised fields for which training and learnership programmes should be aligned, developed and measured.
•  Evaluate existing and current professional training/learning programmes with a view of updating and analysing current/existing programmes align to future of work ideologies.
• Consider functional requirements i.e. key methods, logistics, topics, and activities needed to create an engaging and successful learning experience.
• Pilot and provide inputs into the quality and relevance of the training programmes and perform future fit assessments.
• Articulate a clear user story/journey through a hybrid digital learning / information architecture throughout the professional training/ learning programme ecosystem.
• Take into account the content delivery platforms, content curators, competency requirements, and user support or learning resources in defining the learning journey and end qualification.
• Define how learners access and engage with the required skills, knowledge, and exposure as may be defined by oversight professional bodies. 
• Closely collaborate with the learning community and partners to understand the learning experience including the current and future skills requirements and learning landscapes.
• Partner with the learning solutions development team to maintain critical touchpoints between experience design and competency development
• Utilise AGSA learning metrics to monitor progress made to achieving business outcomes.
• Maintain the digital learning platforms (LMS – Moodle system)

Learning and development design – learnership or trainee programmes:

• Identify technical and professional learning needs in line with the AGSA strategy, Young Professionals strategy and operational requirements.
• Design, develop and update current and future learnership/training programmes. 
• Ensure high quality programme implementation delivery and execute on learning experience initiatives to enable a consistently positive and effective experience for all users. 
•  Apply creativity, sourcing, integration and design experience to create new, unique learning journeys.
• Implement the induction programmes of each learnership to ensure effective integration of all new employees on a learnership.
• Create and design innovative core and common learning content and learning journeys, using leading learning practices and experience driven learning design and tools such as Articulate 360, Canva, and Vyond
• Develop and maintain digital learning platforms (e.g. LinkedIn Learning, Learner Management System) and micro-learning strategies. 
• Consider the variety of learning interfaces available, and ensure that throughout the design process, that user's interaction is as simple and efficient as possible. 
• Ensure that the design of the training programme experiences is aligned to the AGSA people strategy and applicable training/learning practices.  
• Define a standardised professional training/ learning programme experience embedded in all national training programmes. 
• Provide thought leadership, experience design excellence, innovative ideas and solutions for professional training/ learning programme experience design to the learning value chain.
• Diagnose professional training/ learning programme experience, design-related challenges and in partnership with line management, measure progress for improvement or resolution.
• Analyse where learning experiences can be integrated with other related systems through collaboration with BUs and key learning stakeholders internally and externally. 
• Identify and assess the implications of changes for learning experiences, functions and processes and provide recommendations. 

Project Management:

• Create project schedules with milestones including budget for each project by collating required information from project teams to enable effective project management and monitoring. 
• Update training/learning programme projects monitoring matrix. 
•  Track project progress and ensure all project activities are completed on time. 
• Lead and attend project design meetings and ensure sufficient follow-up of outstanding tasks.
•  Provide on-time feedback/update including quarterly and annual reporting of all training programme/learning design processes.

Stakeholder Management

• Establish, build and maintain positive and value-adding relationships with internal and external stakeholders. 
• Scan the environment and proactively liaise with stakeholders to determine their needs and deliver on them accordingly.
• Keep stakeholders informed on learning developments and the implications thereof. Embed this knowledge through knowledge-sharing engagements with relevant stakeholders.
• Provide guidance and expertise to stakeholders, with respect to the strategic, core, and enabling learning organisation capabilities.
• Share audit product knowledge with stakeholders and provide support in the implementation of audit product solutions
• Communicate the information management principles and the strategic goals and objectives to all stakeholders to ensure understanding of these by all relevant stakeholders.
• Engage with both internal and external stakeholders to identify and evaluate performance barriers and success in order to continuously improve the delivery of AGSA information management services.
• Work in collaboration with colleagues in the centre/business unit/portfolio to ensure timeous delivery of work/projects.
• Establish and maintain relations with recognised professional bodies within own professional sphere.
• Manage service level agreements (SLAs).

People Management

• Manage own performance. 
• Participate and/or take lead in the business unit transformation/culture plans.
• Provide support to the senior manager with regard to centre management and other people related tasks.
• Lead and oversee the Young Professionals Leadership Forum. 
• Oversees the HR Internship programme, including recruitment, onboarding, project assignment and performance reviews. 

Financial management and operational management

• Contribute to the formulation, implementation and monitoring of the centre budget and allocated projects.
• Ensure compliance to AGSA policies and procedures.
• Ensure compliance with internal processes and procedures.
• Manage supply chain processes within scope of work.

Other responsibilities (Applicable to All JD’s)

• Perform and/or manage other projects, tasks and assignments not stipulated on the Job description as and when required.

Skills, Experience & Education

• This position requires as a minimum of a business related degree in Human Resource Management, Marketing, Business (Finance and commercial), or Project Management. An added advantage will be a post graduate qualification in these relevant fields listed 

Experience

• Minimum 5-7 years’ experience in learning and development or human capital roles of which minimum of 3 years should have been specialising in developing and designing customised or specialised learning /training programmes governed by professional bodies or any other regulatory /formalised oversight structure.
• An added advantage would include varied experience in finance related sectors such as banking, insurance, consulting and auditing sector.

Closing date: 1 March 2026