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  • Posted: Oct 10, 2024
    Deadline: Not specified
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    Air Traffic and Navigation Services Provider in South Africa. ATNS is responsible for managing 10% of the world's airspace.
    Read more about this company

     

    Senior Specialist: Organisational Design & Assessment (October)

    Job description

    • Strategic Alignment  - Ensure alignment of all organisation design and development strategies, programmes and initiatives with the strategic objectives and business imperatives of ATNS;  Prioritise identified org design and development initiatives based on strategic importance, organisational benefits and impact value;  Present a compelling case for org design and/or development by highlighting the direct and indirect benefits to the organisation;  Develop integrated org design and development strategies and initiatives in collaboration with HC leadership and identified key stakeholders;  Establish multi-disciplinary collaborative platforms to ensure alignment, and track and report on pivotal org development projects and processes;  Mobilise organisational engagement through leadership support and sponsorship;  Identify the need for strategic interventions as may be directed by Exco and/or the Chief HC Officer from time to time;  Position organisation design and development in all its facets as a strategic enabler in enhancing organisational performance.
    • Org Design - Employ enabling organisation design practices and sound enterprise architecture for delivering org structures geared to business purpose;  Lead and guide organisation and job design to establish a lean organisation, capable of effectively delivering strategic business targets and objectives;  Lead and embed the design of core rules, essential concepts, models and frameworks on business structuring and business development;  Conduct analysis of current structural design and related elements to develop an understanding of the business case and the rationale for organisational change;  Review the business strategy and operating model to define high-level functional capabilities required;  Review the current operating model and propose a revised service delivery model in collaboration with the Strategy division and key leaders;  Propose a design solution incorporating a revised structure, key indicators and required future capabilities;  Develop and implement organisational design standards, principles, processes and methodologies for application within ATNS;  Cascade and implement organisational design initiatives/projects to assist in establishing an efficient organisation, capable of effective delivery of strategic business targets and objectives;  Lead and guide the implementation of organisation structures focusing on purpose, accountabilities and key performance indicators.
    • Talent Management - Develop and implement a broad range of integrated talent management solutions to support the organisation in attracting, retaining and developing talent to support the achievement of current and future strategic needs;  Lead the development and implementation of talent development and retention strategies, methodologies, tools and processes, namely:  Succession planning,  Pipeline development, Coaching, Career development, Career pathing;  Employ sound talent and succession management processes and methodologies to build the organisation’s collective leadership bench-strength which is fundamental to achieving strategic goals and objectives;  Provide expert consultation on all aspects of talent including assessment, succession planning, talent pipelines, high potential identification, executive coaching, selection processes, on-boarding and workforce planning;  Develop and establish a positive employment value proposition to enable the attraction and retention of the required talent and scarce skills;  Collaborate and build strategic relationships across other functional areas and key stakeholders to enable the effective implementation of Talent Management programmes and initiatives.
    • Job Design and Evaluation - Develop and implement the job evaluation policy, processes, and governance rules to ensure fair and effective evaluation of jobs;  Source and implement a job evaluation system and methodology that is suitable for the organisation, and ensure the renewal of licenses annually;  Establish the ATNS Job Evaluation Committee for evaluation of all jobs within ATNS, and develop and implement the Committee’s mandate;  Ensure training of appointed members in the acquired job evaluation methodology;  Lead and guide the job evaluation process to ensure allocation of appropriate levels to jobs which will enable the delivery of required business performance at strategic, tactical and operational levels;  Maintain a resolutions register containing details of all jobs and their grade levels to date, to refer to, and to enable the management of internal grade level parity;  Identify benchmark jobs graded across the various operations and support disciplines in the organisation for comparative analysis to facilitate internal grade level parity;  Ensure effective job design by developing job descriptions based on business processes and with due cognisance of levels of work;  Ensure development and availability of accurate and updated job descriptions for all roles within the organization;  Ensure effective management of job evaluation processes in line with the policy and governance rules;  Ensure establishment and maintenance of a document management system for Job Evaluation source documents and records, and manage and maintain to ensure good governance for reference and audit purposes;  Provide job evaluation and job design expertise and guidance to the Committee and to leadership in ensuring the creation of enabling structures and value-adding jobs grounded in SST (Stratified Systems Theory of Work).
    • Strategic Workforce Planning (SWP) - Establish and embed the strategic workforce planning methodology, system and processes within the organization;  Conduct the forecasting and planning of the workforce across ATNS to ensure that the required skills and capabilities are in place for supporting business performance presently and ensuring the sustainability of the organisation in the future;  Inform tactical and strategic long-term forecasting and planning with insights, trends and impactful analyses across all levels of the organization.
    • Org Effectiveness - Establish organisation effectiveness and efficiency levels through the application of context-relevant models, measures and metrics to identify areas and opportunities for improvement;  Plan, develop, and implement solutions that will enhance org effectiveness and efficiency to enable the organisation to better meet current and future workforce and organisational needs;  Develop and/or source best practice methodologies, processes, and tools for enhancing organisational efficiency;  Identify and implement comprehensive initiatives to increase organisational effectiveness and efficiency;  Lead and drive strategies, processes and interventions designed to establish a work environment that is conducive to achieving strategic objectives and required performance;  Ensure effective communication and engagement to support transparency and understanding of business strategy and HC interventions at all levels of the organization.
    • Competence Management -Develop and implement functional and leadership competency frameworks so that the development needs of the organisation are met and business performance is enhanced;  Assess and ensure that the organisation has the required competencies, skills, and capabilities for current and future performance sustainability;  Identify key competencies and capabilities to ensure development of those skills required to meet the current and future business needs of ATNS;  Guide the development of organisation skills, competences and capabilities required at each organisational level to ensure long-term sustainability of the business, setting the foundation for, and informing strategic workforce planning;  Advise and guide the organisation on competency modelling and validation;  Advise the business on current and future work specialisation and the jobs required to ensure long term business sustainability.
    • Measurement, Monitoring and Reporting - Maintain operational and strategic tracking tools to enable reporting to relevant forums;  Obtain and interrogate business data analytics and information to gain insights and intelligence on the strategic impact and value-add of organisation effectiveness initiatives and interventions;  Measure organisational climate, employee engagement and other factors to determine organisational effectiveness and its ability to perform;  Utilise appropriate measuring tools to identify and inform the required org development initiatives for increasing organisation effectiveness;  Establish multi-disciplinary collaborative platforms to track and report on pivotal org development initiatives;  Derive insights relating to organisation development through the utilisation of  data analytics and appropriate metrics to inform decision making; Compile periodic reports to various stakeholders and governance structures as required;  Generate meaningful management reports to inform decisions on future spend and initiatives.
    • Pre-employment and Developmental Assessments - Develop and implement an Assessment strategy and methodology;  Acquire assessment batteries for pre-employment selection and development;  Assess employees for cognition, complexity, personality, skills, leadership, emotional intelligence and integrity, and give feedback to managers and employees.
    • Stakeholder Relations Management - Engage and liaise with all key stakeholders on an ongoing basis, establish sound relationships, and ensure that obligations are honoured;  Collaborate with, and build solid relationships with key stakeholders and functional areas to enable insight, understanding and effective functioning;  Monitor all key stakeholder continuously, engage consistently, establish mutually beneficial agreements and ensure that obligations are honoured;  Manage relationships in accordance with policies, procedures and legal requirements;  Participate in HC management meetings and other relevant strategic leadership forums;  Ensure integration of programmes, initiatives, services and activities to enhance the effective functioning and performance of Human Capital through ongoing engagement and communication with key stakeholders in the business.
    • Financial Management - Manage delegated expenditure in line with business priorities and within set financial parameters, and report deviations;         Provide input into the development of the Organisational Development budget.

    Minimum requirements

    Minimum Formal Qualifications:

    •  B-Degree in Industrial Psychology/HR Management/ Organisation Development/ Social Sciences/ or equivalent
    • Honours degree in Industrial Psychology or related field is required
    • Registration with the Health Professions Council of South Africa (HPCSA) is required
    • Post graduate qualification in Business Management/Social Sciences/ Organisation Development or relevant field is an advantage
    • Qualification in management or leadership is an advantage
    • Experience in Lean Six Sigma is an advantage
    • Experience in the assessment of job candidates as a psychometrist is essential

    Minimum Years of Experience:

    •  Seasoned professional is required with a minimum of 5 years’ experience in organisational design, development and talent management of which at least 3 years are at a management level
    •  Experienced in utilising data analytics and HC metrics for reporting and decision making
    •  Knowledge, insight and understanding of enhancing organisational performance through the implementation of organisation effectiveness measures and solutions
    • Knowledgeable in all key HC processes including Performance Management, Learning and Development, Talent Management and Reward Management
    •  Experienced in facilitating management teams and groups
    •  Exceptional interpersonal skills and stakeholder relations management is required

    go to method of application »

    Senior Specialist Capability Development

    Job description

    • Strategic Alignment - Establish a learning and development function that will actively assist in professionalising the aviation sector through the delivery of high quality training and development offerings to employees;  Develop and implement a learning and development / capacity building strategy and plan that will support employee skills development, as well as the training of unemployed and previously disadvantaged beneficiaries, and facilitate the execution thereof;  Lead the development and implementation of initiatives for the development / training of ATNS employees at all levels including leadership capacity development programmes;  Support the development of  learning and leadership development solutions to ensure that the workforce develops the skills and competencies that will meet the short and longer term skills requirements of the business;  Develop insights from data and events to support the identification of  best-in-class learning and leadership development solutions;  Engage with subject matter experts to exchange and share current thinking, best practice and ideas to generate the best possible learning and leadership solutions;  Network with external specialists in the transport industry and within academic institutions to identify current global leadership development themes and issues;  Support and lead the implementation of new programmes, or changes to existing programmes;  Continually assess and evaluate the costs and benefits of learning and leadership development programmes, and recommend changes as appropriate;  Ensure that learning and development policies and processes meet proper governance requirements;  Design interventions to ensure that all managers have the  leadership skills to support the achievement of required business targets and objectives;  Network with experts in the aviation community externally to understand current trends and innovations, in order to derive meaningful learning and development insights and priorities.
    • Management of Learning and Development - Develop and implement the Annual Training Report (ATR) and Workplace Skills Plan (WSP) for ATNS;  Manage the rollout of the training implementation plan and PIVOTAL plan;  Align the implementation of employees’ capacity building and skills development to the Economically Active Populations targets (EAP);  Collaborate with the Transformation unit to implement programmes for unemployed communities in order to address  skills development and capacity building responsibility commitments;  Lead the achievement of Skills Development targets set in line with the Shareholder Compact;  Negotiate targets and budget allocation for Shareholder Compact programmes annually;  Oversee implementation of the annual intake for Sector Specific Learnership, Graduates in Training, and training of any unemployed beneficiaries, and monitor expenditure to ensure alignment with business mandates;  Engage business to identify requirements for the placement of Graduate Trainees and Work Integrated learners;  Plan, consolidate and co-ordinate submission of the annual Workforce Skills Plan and ATR to comply with regulatory requirements;  Maximise recovery of the skill development levy;  Develop and manage implementation of quality management to improve quality of learning and learning experiences in compliance with relevant legislation;  Manage and maintain private training provider accreditation and status and compliance thereof;  Consult with ATA and relevant subject matter experts to define learning objectives and to develop appropriate learning solutions;  Manage the development of learning leadership and HRD curriculum and programs to develop the competencies required by the business;  Develop metrics and utilise data analytics to evaluate effectiveness of learning solutions and outcomes to determine Return on Investment;  Develop and manage implementation of learning and development quality assurance guidelines and standards.
    • Management of Leadership Development - Determine workforce and leadership development priorities at all levels using metrics, data analytics, emerging business needs and best practice;  Utilise business needs and skills gap diagnostic tools to assess the overall current and future leadership development requirements across the organisation;  Design and develop learning and leadership development interventions, collaborating internally and externally to incorporate relevant content, approaches, models and theories;  Apply leading edge interventions and adult learning and leadership theory and/or methodologies in order to innovate and improve learning programmes;  Lead instructional design in the development of leadership programmes in collaboraton with subject matter experts;  Leverage external relationships to gain new insights on best practice interventions in the marketplace and the evolution of learning and development;  Design an appropriate blend of education, face-to-face training, experiential learning, e-learning, and coaching and mentoring that are relevant to the learning styles of a diverse organization;  Facilitate the delivery of learning and development solutions and learning events and workshops, delivering content as appropriate;  Evaluate and continuously improve leadership development processes and solutions to ensure that they deliver the intended outcomes using insights derived from feedback received from HRBPs and pillar expertise;  Develop processes to evaluate how the organisation's learning and capability plan is impacting the business and use feedback to identify gaps and/or unintended consequences;  Ensure that learning and leadership development programmes are regularly refreshed to ensure effective development of organisational leadership;    Embed the ATNS values, leadership charter and behavioural standards into the organisation through the learning leadership development programmes.
    • Governance, Risk Management, Compliance and Reporting - Develop and implement appropriate learning and development policies, processes and practices to ensure proper governance of the function;  Develop and oversee the implementation of the ATNS’ Workplace Skills Plan (WSP) &and Annual Training Report (ATR);  Ensure adherence to the ATNS regulatory framework, risk management framework, Skills development Act, Skills Development Levy Act, PFMA and EE Act;  Oversee the training implementation plan and PIVOTAL plan;  Oversee the payment of Skills Development Levies (SDL) and claim Discretionary and Mandatory Grants;  Identify accredited and registered programmes to address learning gaps identified;  Provide oversight on the Skills Development Section of the BBBEE codes and ensure alignment on categories of available actions and their affiliated points allocation;  Ensure accurate quarterly and annual BBBEE reporting on the BEE Toolkit;  Develop and submit monthly, quarterly and annual reports and plans on Skills Development and Capacity Building initiatives to Management, DoT and SETA;  Promote adherence to professional standards and regulatory requirements, and facilitate continuous improvement in approaches and activities.
    • Stakeholder Relations Management - Develop and maintain sound relationships with relevant key internal and external stakeholders;  Establish relationships with external training and education institutions and external skills development funding agencies;  Manage third-party learning and leadership development suppliers against agreed standards, contracts or service-level agreements;  Manage external learning vendor relationships;  Collaborate with the Shareholder (DoT) and other ATNS Departments, ATA, TETA and the regulator to deliver capacity development programmes to previously disadvantaged youth, women, and people with disabilities;  Attend the quarterly meeting of the Skills Development Committee consisting of key internal and external stakeholders;  Develop and maintain effective working relationships with suppliers of learning events/programmes;  Provide advice and guidance on skills development opportunities and challenges to leaders.
    • Financial Management - Participate in the development of the Learning & Development budget;  Manage delegated expenditure in line with business objectves and priorities, and within approved financial parameters;  Report expenditure monthly including any possible deviations to the budget;  Ensure compliance with the PFMA and ATNS Finance policy and DOA. 
    • People Management - Manage employees in accordance with HC policies and processes;  Ensure that new employees have been properly on-boarded prior to commencing work;  Monitor the time and attendance of subordinates, take appropriate action in the case of absenteeism, and report issues to management and Human Capital;  Promote high performance standards to achieve the function’s performance targets and strategies through implementation of the organisation’s performance management system;  Ensure the availability of skilled and competent staff in the function to meet the current and future needs aligned to the departmental and overall business strategies;  Manage, mentor and develop direct reports, identifying capabilities and development opportunities;  Manage and co-ordinate Capability Building staff ensuring optimum use of resources;  Conclude clear performance management contracts with the direct report and ensure effective management thereof;  Ensures that all L&D and capacity development team have clear individual development plans and are being implemented to ensure the required skills to meet business requirements;  Partners with OD, succession, and HCBP teams in building capabilities for driving the implementation of a high-performance culture;  Mentor and coach staff as required to ensure continuous development and availability of the always required;  Perform talent reviews in accordance with the HC Talent Management  process;  Drive employee engagement and retention within the function.

    Minimum requirements

    Minimum Formal Qualifications:

    • B-degree in Learning & Development/ Social Sciences/ HR Management or related field is required
    • A post graduate degree in HR Development/ Training & Development or related is required 
    • Registration with a Human Resources professional body such as SABPP or IPM is essential
    • Completion of the Broad Based Black Economic Empowerment Management Development Programme is required

     Minimum Years of Experience:

    •  A minimum of 5 years’ experience in a Learning and Development environment
    • In-depth knowledge of training and development management and project management
    • Experience in the application of learning and development methodologies
    • Registration as a Skill Development Facilitator is essential 
    • Knowledge of the Public Finance Management Act (PFMA), Skills Development Act, Broad Based Black Economic Management legislation and Employment Equity Act
    • General understanding of the Human Capital value chain
    • Basic financial management skills, i.e. management of budget and expenditure

    go to method of application »

    Graphic Design Graduate-in-Training Programme

    Job description

    • Air Traffic and Navigation Services (ATNS) is offering graduates the opportunity to make a successful transition from university to the world of work.  The graduate programme helps transform the graduates into high performing professionals, equipping them to contribute to the economy of the country. 
    • The program provides the graduates with an opportunity to conduct their work exposure and on-the-job training in our head office in Bruma located in Johannesburg.

    Minimum requirements

    REQUIRED QUALIFICATION

    • National Diploma in Graphic Design or related field, with general knowledge in  graphic design, typesetting, web design graphics, photo-editing software and content management systems; understanding of marketing concepts and design principles;  Adobe’s suite of products, including Photoshop and InDesign.

    go to method of application »

    Human Capital Consultant - KwaZulu Natal Region

    Job description

    • Strategic Alignment - Ensure alignment of HC plans, projects and initiatives with business needs and objectives through effective business partnering with line management;  Provide people management solutions  to meet  business needs and resolve issues;  Contribute to the enhancement of Human Capital’s profile within the business through service delivery excellence;  Advise line managers on people management practices that promote the creation of an environment that emphasises collaboration, performance and the achievement of objectives;  Use the integrated annual HC plans as a context for effective implementation of people management processes to support the achievement of Human Capital objectives.
    •  HC Service Delivery - Partner with the  HCBP to deliver comprehensive HC services within the designated business units  while ensuring compliance with HC governance and relevant legislation;  Implement HC policies and processes and ensure that line managers are well informed;  Play a key role in ensuring coherent implementation of HC plans and processes across the designated region;  Provide guidance to employees on HC policy interpretation and application;  Provide daily support to business and employees across all HC processes;  Execute and facilitate the recruitment, selection and placement process to ensure acquisition of the required skills in line with business needs within optimal turnaround times;  Ensure effective personnel administration by maintaining employee data and ensuring accuracy of management and staff records, statistics and information from employee engagement to exit;  Partner with the  HCBP for execution of relevant Human Capital projects;  Provide input on business unit restructuring, workforce planning, and succession planning as required;  Check the payroll data in respect of employees in the designated business units on an ongoing basis to ensure the accuracy of leave, salaries and bonuses prior to each monthly pay run;  Monitor employee time and attendance, and ensure reporting and effective management of absenteeism;  Coordinate the implementation of talent retention plans and programmes within the designated business unit;  Monitor absenteeism, disciplinaries and grievances,  employee morale, and report/escalate to the HC Business Partner;  Drive delivery of the required HC projects/initiatives within the business unit  within approved time, cost, and quality requirements;  Utilise data analytics and metrics to inform the development of required solutions, programs and initiatives in partnership with the HC Business Partner;  Educate managers and employees on HC practices, including compensation, performance feedback, performance calibration, and career development and transitions;  Provide inputs and guidance on HC requirements for business projects action plans, and plan and monitor implementation of projects in partnership with line management;  Ensure effective resolution of issues, and escalate when required.
    •  High Performance Culture -Support line managers in the effective application of the performance management process to support the achievement of individual, team and business unit  performance objectives;  Partner with ER /Wellness/ Transformation to ensure positive labour relations and a stable work environment within the business units;  Promote the creation of a culture and work environment within the business unit that are conducive to  productive, collaborative and safe operations;       Provide day-to-day guidance on performance management to line management in the form of coaching and counselling;  Ensure adherence to the approved performance management calendar;  Collaborate with line management in developing and implementing interventions aimed at establishing a positive employer-employee relationship, boosting employee morale and motivation.
    •  Organisational Effectiveness and Change Management - Participate in the evaluation and monitoring of training programs within the business unit  to ensure their efficacy in supporting individual performance;  Support the implementation of the Employee Value Proposition (EVP) to facilitate the creation of a ‘Great Place to Work;  Support the development and implementation of plans to effect required change as per HC’s transformation/ change management agenda;  Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention;  Partner with operational management to ensure organisational norms and values are integrated into the operation and ways of working in the region. 
    •  Stakeholder Relations Management – Develop sound relationships and build rapport with line management and employees; Ensure regular engagement and communication with line management, employees and other relevant stakeholders;  Build, manage and maintain sound relationships with all relevant internal and external parties to support collaboration;  Maintain relevant structures for effective engagement with stakeholders.
    • Governance, Risk Management, Compliance and Reporting - Ensure compliance with HC policies, processes, and legislation, and escalate non-compliance to the HC Business Partner;  Implement all HC-related governance and controls to ensure no material audit findings;  Communicate to, and train all relevant users on Human Capital policies and processes;  Identify and report key HC risks to the HC Business Partner, and support the development of effective mitigating plans and actions in collaboration with line management to avoid or minimise such risk;  Maintain the HC Business Partnership risk log for the designated business unit;  Compile and submit reports required to ensure compliance.

    Minimum requirements

    Minimum Formal Qualifications:

    •  Relevant degree in HR Management/ Social Sciences/ Organisational Psychology or related field is required
    • Management / Leadership qualification is an advantage

     Minimum Years of Experience:

    •  A minimum of 5 years progressive HR generalist experience with a strong background in business partnering in a complex operations environment.

    go to method of application »

    Manager Air Traffic Services: Port Elizabeth Airport

    Major Activities 

    • Provide operational leadership to the Air Traffic Service Unit to ensure achievement of Air Traffic Management Service Delivery, and overall ATNS business strategy.
    • Provide operational Air Traffic Service Unit input and insights into the operations and long-term ATNS strategy.
    • Participate in the development, implementation, and articulation of the regional strategy and value proposition to the organisation aligned to the operations and business strategies. 
    • Support the Head and other thought leaders in the development, implementation and management of the Operations strategy aligned to the vision, culture, and business strategy of ATNS.
    • Lead the design, implementation and management of the Air Traffic Service Unit business plan, aviation safety strategy including governance and service management capabilities, along with the service catalogue and service level agreements. 
    • Drive delivery of the required projects/initiatives within the Air Traffic Service Unit strategy to be on time, within budget and to the required standard.
    • Lead implementation of processes to collect feedback on how all the aspects of the Air Traffic Service Centre/Unit strategy are being received in the business.
    • Analyse trends and metrics in partnership with teh Head to develop the required solutions, program, and policies aligned to the business needs and strategies.
    • Set clear targets for the Air Traffic Service Centre/Unit and ensure achievement of such targets by cascading the targets appropriately.
    • Develop the annual business plan for the Air Traffic Service Unit to enable achievement of the overall ATNS business strategy and targets. 
    • Support co-ordination and implementation of the corporate transformation strategy in the Air Traffic Service Centre/Unit in line with relevant policies and legislation.
    • Build and maintain strong business relationships with customers to understand their strategies and plans to ensure alignment of the Air Traffic Service Centre/Unit operations to their needs.
    • Ensure continuous collaboration for conducting of research and development to enablecontinuous enhancement of teh Air Traffic Service xCentre/Unit's operating model, products and servicesaligned witrh trands, technological advances, and changes in business strategy.
    • Ensure the effective integration and implementation of all Air Traffic Service Centre/Unit ’s resources to meet the required service delivery capability aligned to customers’ requirements.
    • Ensure the delivery of Air Traffic Services is in accordance to the South African Civil Aviation Regulations and Technical Standards and the International Civil Aviation Organisation’s Standards and Recommended practises.
    • Develop, implement, maintain, measure, monitor and continuously review the Air Traffic Service Centre/Unit’s Station Standing Instructions, policies, procedures, service level agreements, and letters of procedures and/or agreements.
    • Manage and implement Aeronautical Information Management to ensure the required level of support and to enhance teh provision of Air Traffic Service requirements.
    • Provide Air Traffic Service Unit inputs and participate in the review of legislation that affects teh delivery of Air Traffic Services.
    • Implement and participate in projects aimed at improving the client experience at the Air Traffic Service Unit in collaboration with the stakeholders in the respective business areas.
    • Ensure communication to all affected parties is in line with the requisite quality, empathy, and timelines to deliver outstanding experiences.
    • Continuously monitor and identify any trends or other possible indicators of deterioration in safety or service levels. A pro-active plan to ensure safety and service levels is implemented and maintained.
    • Manage and oversee investigations into air traffic incidents and occurrences, recommending and implementing appropriate action. 
    • Authorise the extension of normal services and services for special operations in accordance with policy and regulations, providing personnel and facilities at locations where ATS is not permanently provided and augmenting staff  at permanent locations if required.
    • Ensure that aviation safety as well as all value-added measures are delivered and monitored at all times.
    • Plan and manage visits to other regional ATCC's to ensure inter-regional co-ordination and the persuance of seccessful conclusions to mutual agreements.
    • Support a drive for continuous innovation and evolution of the ATNS products and services to deliver a best-in-class customer experience all times.
    • Support a drive for continuous innovation and evolution of teh ATNS products and services to deliver a best-in-class customer experience all times.
    • Drive continuous improvements in teh conceptualisation of ideas to attract new opportunities. 
    • Identify and recommend improvements in existing processes and procedures to enahnce service delivery, innovation and research.
    • Consider commercial implications in all decision-making including IP protection processes.
    • Monitor and evaluate outcomes of new products and processes to ensure continuous and improved business results in the Air Traffic Service Unit.
    • Actively contribute to building a high-performing and collaborative culture with customers being at the heart of the company’s offerings. 
    • Partner with the wider business to build and foster innovation in our culture of service excellence.
    • Manage and implement a robust governance framework for the Air Traffic Service Unit.
    • Continuously monitor and measure compliance of teh Air Traffic Service Centre/Unit to all ATNS policies and procedures and relevant legislation.
    • Manage the Air Traffic Service Unit’s performance against strategy and set targets and corporate objectives.
    • Lead the Air Traffic Service Unit’s projects' overall risk assessment and issue management.
    • Ensure compliance with relevant legislation, policy and standards.
    • Consolidate input from all relevant parties to prepare strategic level reports for teh head of region and other relevant stakeholders.
    • Prepare ad hoc reports as required.
    • Build, maintain and nurture mutually beneficial relationships with all relevant stakeholders.
    • Adapt Aifr Traffic Management service delivery as practically as possible to meet client needs and expectations.
    • Participate in industry and regulatory forums and workgroups on a local, regional, national, and international level.
    • Build and maintain effective collaborative relationships with all relevant business functions and teams within ATNS to enable the required alignment and optimal Air Traffic Management service delivery.
    • Lead development, utilisation, and management of the Air Traffic Service Centre/Unit’s budget.
    • Ensure effective leadership in the management of operational costs to enable efficient utilisation of financial resources.
    • Ensure compliance to the financial policies and procedures applicable to ATNS.
    • Ensure accountability and reporting on all costs incurred against the approved budget. 
    • In conjunction with ATS Capacity Planning, ensure the availability of skilled and competent staff in the Air Traffic Service disciplines at the Centre to meet the current and future needs aligned to the operating model and overall business strategies.
    • Ensure high levels of discipline and performance standards to achieve Air Traffic Management service delivery objectives and the ATNS business strategy.
    • Co-ordinate and ensure resourcing deliverables in line with the Service Level Agreements.
    • Lead and manage the team to utilise their skills and expertise to support an integrated approach to managing the Air Traffic Service Centre/Unit.
    • Manage performance ouputs of teh Air Traffic Service Centre/Unit by using the performance management system and taking corrective action promptly and effectively. 
    • Train, mentor and coach staff as required to ensure continuous development and availability of the required skill and talent.
    • Ensure the transfer of knowledge and skills to enable sustainability within Air Traffic Service Centre/Unit from a succession management perspective.
    • Perform talent management aligned to the HR policies and procedures.
    • Drive employee engagement and retention within the Air Traffic Service Centre/Unit function.

    Minimum requirements

    Minimum Qualifications

    • Air Traffic Control Qualification (Aerodrome Control or Approach Control or Approach Controll).
    • Formal leadership (Management Development Program) and or Business management qualification.
    • Post graduate qualification in Business Management, Aviation Management, Operations, or any relevant field (added advantage).

    Minimum Experience

    • Minimum 8 years of experience in conceptualising, designing, implementing, and managing air traffic management Operations or functions of which at least 5 years must be at Pool Manager level within a complex air traffic services / air traffic management environment. 

    Method of Application

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