Internship & Experience Job Opportunities at The South African Broadcasting Corporation (SABC)

MAIN PURPOSE OF THE POSITION

Reporting to the Head: Marketing , the incumbent is responsible for showcasing and building SABC Mother Brand and sub-brands through strategic, identified Events and Brand Experiences to build brand affinity for increased audience share.

DUTIES AND RESPONSIBILITIES

DEVELOPMENT AND IMPLEMENTATION OF STRATEGIC PLAN

• Develop and implement effective events and branding strategies in order to continuously improve the image of the SABC and build brand affinity.
• Oversee the development, implementation, and evaluation of the News brands and PR strategy in line with the overall corporate marketing strategy.
• Cascade strategy to the teams.
• Provide direction to the teams to implement the strategy.
• Review and Report on the achievement of business unit objectives.
• Oversee and implement events and brand experiences for SABC brands to meet agreed upon objectives.

BUSINESS OPERATIONAL EFFICIENCY

• Create SABC-Owned major annual events
• Support all sub-brands with events, brand experiences as and when needed.
• Together with Head of Marketing Marketing identify opportunities within the overall Corporate Affairs and SABC Marketing strategies to bring brands to life through events and brand experiences.
• In consultation with the News platform, lead the development, execution and evaluation of a range of national platform campaigns.
• Manage the application of the brand across corporate internal partners as well as external partners
• Manage all tours events to the SABC
• Work closely with SABC Marketing Manager Special Campaigns and to identify and develop a succinct Events and Brand Experiences strategy and implementation plan for each fiscal cycle.
• Work closely with all SABC Marketing managers and Stakeholder Relations to identify key events, brand experiences and partnerships to amplify SABC Mother and associated brands, including internal comms manager.
• Guided by Manager Corporate Brand Marketing ensure cohesive support for all Sponsorship propositions to ensure SABC Brand/s is/are well represented from a events and brand experiences perspective.
• Keep up to date with global and local trends in the eventing and brand experiences sphere to ensure delivery of cutting edge and succinct events.
• Work with Digital Manager and Social Media Manager to ensure key digital and social media elements are always included in events and brand experiences.
• Order, manage and keep detailed inventory of SABC branding as per overall strategic and project requirements.
• Develop and manage a database of preferred events and activations vendors and suppliers.
• Provide strategic input and direction during annual planning cycle to ensure events and brand experiences are planned and budgeted for.
• Provide comprehensive post event reports to track against deliverables and use results for future planning.
• Continually report and provide feedback to Head of Marketing on the performance of the department via status meetings, monthly and quarterly reports.
• Ensure tight budget controls are in place for all special campaigns, sponsorship and partnerships as well as trade exchanges.
• Ensure all relevant Supply Chain Management, Events and Hospitality and other policies are adhered to during the execution of duties on a day-to-day basis.

GOVERNANCE , RISK AND COMPLIANCE

• Monitor and report on operational risk and compliance matters
• Implement internal control measures to ensure good governance.
• Manage risks to protect organisational integrity, create value, prevent financial loss and ensure compliance with applicable policies and legislations. 
• Develop and provide input into policies to ensure good governance
• Implement execution internal risk audits identified and address gaps.

STAKEHOLDER MANAGEMENT

• Foster relationships with  all relevant stakeholders through  collaboration to achieve  business objectives
• Liaise with Marketing agencies to commission and implement brand campaigns
• Create a cross functional communication with relevant stakeholders i.e. Market Intelligence on audience and market trends

PEOPLE MANAGEMENT/LEADERSHIP

• Contract and manage the performance Management  in accordance with organizational policy and procedures
• Manage adequate staffing for workload and effective leadership (leave management)
• Effective briefing and communication with department staff.
• Guide, manage, motivate and develop direct reports within the department.
• Personal Development Plans (PDP) for all staff members
• Provide direction on the retention and attraction of staff
• Individual coaching and mentoring conducted on an ongoing basis to meet performance needs
• Oversee employee relations to ensure conducive and productive working environment

INHERENT/MINIMUM REQUIREMENTS

QUALIFICATIONS

• A National Diploma or Degree in Marketing or relevant  qualification

EXPERIENCE

• 7 years’ experience within a classical, brand-building environment with at least 4 years’ experience on a management level in a marketing environment.

KNOWLEDGE

• Understanding of the media/entertainment/events/brand experiences/activations environment.
• Availability to work long and unusual hours over weekends as per requirements of events calendar.
• Excellent communication (verbal and written) and interpersonal skills.
• Computer literacy in MS environment (Word, Excel, PowerPoint) as well as digital environment.
• Ability to build and maintain relationships.
• Ability to manage both downward (staff) and upward (SABC Stakeholders and Governance structures).
• Ability to build relationships with SABC talent.
• Able to effectively and quickly solve problems and take decisions.
• Able to produce detailed briefs and project plans in which objectives are clearly defined and action steps for achieving them are clearly specified.
• The ability to establish clear priorities; schedule activities to ensure optimum use of resources; monitor performance against objectives.
• Ability to proactively and responsibly manage a budget.
• Excellent project and people management skills.
• A result driven, solution orientated and focused individual with the ability to successfully lead, manage and motivate both internal and external supplier teams
• Passion and drive for events and brand experiences, constantly analysing trends and sharing best practice and case studies.

CLOSING DATE: 29 APRIL 2024

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MAIN PURPOSE OF THE POSITION

Reporting to the Group  Executive:  Human Resources: the incumbent will be responsible to provide specialist remuneration and benefit advice including variable remuneration support and administration to assist in effective decision making, job evaluation process, and development of pay lines using internal and external remuneration data.  Leads and manages the Corporation remuneration, job evaluation, job profiling, HR Information Systems and transaction functions with emphasis on the development of self-service products, delivery of electronic initiatives for HR, statutory compliance and standardisation of practice, procedure and documentation for the SABC.  Administer and update policies for the Corporation and the development of policies where none exist. 

DUTIES AND RESPONSIBILITIES:

DEVELOPMENT AND IMPLEMENTATION OF STRATEGY

• Diagnostic, Research, Design and Development, acts as an advisor and research officer to the HR Management Team in the production of the People’ Strategic Plan (5-year span).  The work involves the gathering of background information on changes to the internal and external environment including employment contracts, job evaluation, remuneration, benefits and human resources information system and the identification of trends and best practices that could guide the identification of TOTAL REWARD priorities for the period. 
• Champions continuous improvement management, organization and staff development programs; supports the broader TOTAL REWARD AND INFORMATION MANAGEMENT goal of enhancing the delivery of effective and efficient services by assuming a leadership role in the transformation to a quality organization.
• Designs, develops, directs, and manages organisation-wide processes of total reward that addresses issues such as job evaluation, remuneration, employment contracts, benefits and change management.
• Directs a process of salary negotiations and salary benchmarks. Makes recommendations to Executive Human Resources, to include remuneration elements into People Strategy of the corporation.
• Identifies and monitors the organization culture relative to total reward, so that it supports the attainment of the organisational goals and promotes employee satisfaction and further engagement.
• Leads a process of competitive reward and talent retention, communicates, and integrates the results of People Strategic Planning throughout the organization.
• Ensure that the organisation’s job profiles and competency profiles are reviewed and updated as necessary, as well as establish clear links between the job size, work level and the Organisation’s remuneration strategy.

BUSINESS OPERATIONAL EFFICIENCY

• Provide leadership for participation in remuneration and benefits surveys both public sector and broader general market
• Provide leadership for updating and maintaining employment contract, benefits, job profiles and salary ranges for all levels within SABC as per the pay scale groupings
• Active role in operationalising the performance pay and pay progression processes for SABC
• Providing advice to staff and management on the different remuneration dispensations and benefits designs within SABC.
• Keep abreast of developments regarding tax legislation relating to remuneration and benefits in order to provide accurate information to staff and payroll
• Provide input into the budgets during the budgeting cycle
• Prepare submissions on remuneration, benefits related programmes.
• Manage all administration of Remuneration, Benefits and Commission Scheme and the tools and associated models.
• Provide leadership in remuneration and information management to draft designs for SAP or related system enablement tools related to remuneration, benefits, incentive and commission models.
• Data extraction and utilising/packaging information to advise clients as and when requested, including historical information and enquiries related to remuneration and benefits.
• Champion the monthly, quarterly, annual and ad hoc report and feedback relating to remuneration, benefits and transaction center when required.
• Checking alignment of remuneration and benefits programmes to existing policy, procedures and systems or proposing new ones.
• Provide technical and process support on remuneration and benefits assignments and administer such accordingly

GOVERNANCE, RISK AND COMPLIANCE

• Monitor and report on the operational risk and compliance matters within the remuneration and benefits environment, its administration, gaps, etc.
• Monitor adherence and compliance to the policies, directives, interventions, systems, practices, processes procedures and report any non-compliance, gaps and make recommendations to rectify
• Implement Risk Management Plans and actions in line with organizational Risk Framework.
• Identify internal risks and develop mitigation plans (that is controls); as well as monitoring the implementation
• Deal with audit queries that emanate in business related to remuneration and benefits, the administration thereof and draft actions to be considered for resolving such findings

STAKEHOLDER MANAGEMENT AND CHANGE MANAGEMENT

• Support all stakeholders with remuneration and benefits analytics and related issues that are raised for decision making
• Provide support during salary and substantive negotiations on remuneration and benefits trends, market analysis, internal salary costs, range simulations, increase impacts on remuneration and benefits, etc.
• Present to various stakeholders when required on new or revised remuneration and benefits processes, administration and tools
• Engage with Organised Labour on remuneration and benefits when required to do so
• Delivery of remuneration and benefits specific communications
• Advise Human Resources staff on remuneration and benefits policy, procedure, administration related matters
• Presenting and educating staff and other stakeholders on remuneration, benefits and related products.

LEADERSHIP AND PEOPLE MANAGEMENT

• Review, Monitoring and Evaluation of total cost of compensation/ employment for the corporation and periodical evaluation of team’s performance against agreed plan
• Review, and evaluate all Remuneration and Benefits interventions to ensure processes and practices are implemented efficiently and consistently; as well as monitors remuneration projects against plans; manages priorities and is responsive to changes in requirements.
• Align remuneration and benefits interventions implemented to best practice and benchmark.
• Conduct regular analysis / review to ensure remuneration and benefits policy and interventions are continuously responsive to organisational strategic objectives and are in line with prevailing legislative demands affecting the public broadcaster sector.
• Prepare periodic scheduled and ad hoc reports for sub-committees on progress, challenges and opportunities in areas of responsibility.
• Reviews project performance and identify opportunities for improvement. Makes effective use of individual and team capabilities and negotiates responsibility for delivering greater results.
• Establishes systems to monitor progress against objectives and ensures that projects comply with regulatory and project financial requirements.

INHERENT/MINIMUM REQUIREMENTS

QUALIFICATIONS

• Bachelor’s Degree/ Post-Graduate Degree (NQF7) in Human Resources and/ or other related Behavioural Disciplines
• Global Remuneration Professional Certification/Registration as an Industrial Psychologist/Postgraduate qualification majoring in Remuneration and/or other business related will be an advantage

EXPERIENCE

• 5 years’ experience as a human resources practitioner
• 5 years must have involved specialist experience in remuneration and benefits/ total reward
• At least 4 years management and leadership experience within remuneration and benefits

KNOWLEDGE

• Demonstrates thorough understanding of Total Reward theories and best practices regarding behavioural drivers for improving and sustaining working relationship; as well as business drivers and trends and environmental factors to influence and shape total reward strategy.
• Thorough understanding and capability in total reward processes.
• Demonstrates thorough understanding of Remuneration, Job Evaluation, Levels of work and HRIS
• Demonstrates thorough understanding of coaching, counselling and mentoring theories and best practices, as well as methodologies.
• Demonstrates thorough understanding of various conditions of employment related benefits, (e.g., leave, medical aid, group; life schemes, retirements funds & rules, allowances etc.). 
• Extensive working knowledge of the legislative framework governing remuneration, benefits, recruitment practices and legislation in the country.
• Advanced Excel, Access and other Microsoft packages
• SAP knowledge with focus on Compensation Management module and Personnel Cost Planning

CLOSING DATE: 01 MAY 2024

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MAIN PURPOSE OF THE POSITION

Reporting to the Head: Remuneration, Benefits and HR Transaction Centre: To provide support regarding human resources remuneration, administrative, transactional and information services on a national basis throughout the organisation as well as information management for decision making purposes. Produces salary budget reports and supports the budget salary process.

DUTIES AND RESPONSIBILITIES:

DEVELOP AND IMPLEMENT THE INTERNAL AUDIT STRATEGY AND OPERATIONAL PLAN

• Take charge of all HR SAP modules and other related systems for information management for decision making.
• Prepare qualitative and quantitative statistics for strategic use by HR and business
• Be the point person for all system needs from identification to enabling
• Share information with Executives when requested to enable understanding of HR information
• Prepare narratives based on qualitative and quantitative information for strategic various Stakeholders
• Development and design of compensation packages and policies aligned with the organization's strategy, objectives, and culture

BUSINESS OPERATIONAL EFFICIENCY

• Provide advice to line management and direct supervisor on HR data management and presentation, HR administration and transactions.
• Provide information to internal and external clients including historical information and enquiries related to all HR information.
• Prepare submissions relating to system and HR information environment (including SAP information relating to People metrics, compensation, benefits, etc.)
• Compilation of MTEF Employee Compensation Submission to National Treasury
• Compile annual Personnel Cost Plan sourcing input from all role players
• Provide support as a SAP super user on all HR Modules and reporting.
• Prepare monthly report on HR & Compensation Statistics and other related Metrics/graphs/dashboard items, input to be collated and queries to be followed up and clarifications provided.
• Prepare the draft annual report for HR related Metrics/graphs/dashboard items in accordance with requirements.
• Lead the facilitation and compilation of the full budget for Human Capital as well as budget analysis, narrative and reporting.
• Develop Queries in Epi-Use Query Manager to assist HR and business
• Enabling HR Management with system support that enables HR Policies and SOP’s
• Analyse and provide report on all employee compensation line items
• Delegated signing authority in respect of HR information and systems.
• Prepare submissions and scenarios for various projects including costs. 
• Provide calculation of ‘what-if’ scenarios.
• Gather, collate and check HR data integrity and that it is loaded onto system in accordance with HR processes. (SAP HR enabled).
• Extract Data and provide a report or submission to address client requirements as well as presentations prepared as per client requirement.
• Data management, forecasting, trend analysis in accordance with client requirements and make recommendations.
• Provide hands-on support with the implementation of system related projects and take the HR lead for project management of identified projects e.g. pension fund, post retirement, medical aid changes, Sales Incentive Scheme, TCOE, annual increases, 13th cheque, and other compensation related items, etc.
• Random monitoring to ensure that employee’s data is correct through continuous evaluation of system information and put controls in place
• Provide support to the department regarding internal and external audit findings, responses and reports
• Managing all HR information requirements such as but not limited to National Treasury requests, Portfolio Committee requests, Parliament requests, Board requests, Exco request, etc.
• Prepare and submit comparative information through Internal and external analysis in preparation for wage negotiations.
• Consult and explain SABC benefits, TGRP and other specialised HR issues and train HRBP’s on the utilisation of related system tools aligned to such benefits
• Actively participate as a technical resource in wage negotiations / other relevant union consultation from an information management perspective
• Randomly check payroll results and communicates any inaccuracies to payroll and follow up to rectify and system or reporting issues
• Perform functions related to an HR SAP Super-User
• Monthly monitoring of Leave Liability / Bonus Provision and the correctness thereof, including checking SAP configuration for functionality according to specs
• Other related work as guided by the Head of Department.
• Processing of Annual Increases up to approval level for Management through LSMW
• Processing of Annual Increases up to approval level for Bargaining Unit through Compensation Management
• All mass updates of SAP HR Master data using non-standard LSMW
• All mass updates of SAP OM Module using non-standard LSMW for HR Departments
• Lead the administration and development of HR systems projects & solutions in order to meet the business requirements & HR objectives.
• Update and maintain salary ranges for all levels within SABC as per the PayScales groupings
• Work closely with the Reward Analyst to manage and administer designs for SAP or related system enablement tools related to remuneration, benefits, Incentive and Commission models

GOVERNANCE RISK AND COMPLIANCE

• Ensure compliance to Human resources policies and procedures by analysing SAP information and checking for errors  
• Monitor and report on the operational risk and compliance matters within the environment
• Monitor adherence and compliance to the policies, directives, interventions, systems, practices, processes and procedures and report any non-compliance, gaps and make recommendations to rectify
• Implement Risk Management Plans and actions in line with organizational Risk Framework.
• Identify internal risks and detail mitigation plans to close the gaps.
• Deal with audit queries that emanate and draft actions to be considered for resolving such findings

STAKEHOLDER MANAGEMENT

• Provide regular feedback on quality of the HR Data and its Integrity. 
• Dealing with all Top and Senior Management needs regarding HR, compensation, and other employee information management matters and reports
• Liaise with internal and external service providers, regarding information and systems requirements and remuneration, benefits systems related issues,  
• Communicate with internal and external stakeholder regarding matters within the environment.
• Provide support to HR regarding HR, compensation, and other employee information.

Act as the link between Group HR, Finance, Payroll and SAP CCC Departments

LEADERSHIP AND MANAGEMENT

• Benchmarks and proposes best practice HR information, processes, approaches and tools in environment
• Drafts processes to enable and ensure accountability for people management and development and take the lead in engaging with SAPCC for design, testing and implementation
• Researches comprehensive, integrated system and information management tools, initiatives and approaches to managing human resources and influence leadership towards HR digital.

Influence change in leadership thinking through benchmarking new trends in the HR information and systems space and proposing changes

INHERENT/MINIMUM REQUIREMENTS

QUALIFICATIONS

• Bachelor’s Degree/National Diploma in Human Resources or related business qualification (NQF6/7).

EXPERIENCE

• 6-8 years relevant experience in remuneration and HR Information systems environment.

KNOWLEDGE

• Human Resources Policies with emphasis on people information (compensation, benefits, all TGRP elements, especially relating to SOP’s and its link to system and information
• Business management, economics and forecasting.
• Statistics
• Project management skills
• General Human Resources experience
• Strong computer skills
• Strong MS Office 365 skills (including Microsoft Forms)
• Presentation skills
• Business writing
• Time management
• Fully trained in all HR SAP modules, BW, Query Manager Comp Management, Personnel Cost Planning, SAP OM, etc
• Above average Financial Knowledge with emphasis on employee related liabilities and reporting thereof

CLOSING DATE: 01 MAY 2024

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Purpose

The purpose of this 12 months graduate programme is to provide operational support to Broadcast Clients (internal and external) in order setup/prepare/record and playout of broadcast material in support of all platforms with expected standards and available facilities/ equipment. The successful intern will be placed in different provinces as indicated above.

DUTIES AND RESPONSIBILITIES

Responsibilities:

• Execute operational production requirements.
• Assist in operating facility equipment.
• Mic placements as per SOP.
• Assist to record drama productions with FX, music and different audio streams.
• Assist in recordings in accordance with customer requirements and broadcast standards.
• Assist in monitoring of sound quality during recordings to ensure compliance with broadcast standards.
• Assist in monitoring for schedule changes as per customer request.
• Assist in monitorig sound/video quality to broadcast standards.
• Record distributions in line with archiving best practice.
• Setup mix-minus.
• Operating digital playout systems.
• Basic Audio/Visual manipulation of final mix, performed in accordance with customer requirements & broadcast standards (if necessary).
• On time delivery of production material, within scope & within specifications
• Report and escalate risk findings. 

INHERENT/MINIMUM REQUIREMENTS

• Sound Engineering Certificate (1 year & above) or Film/Video Technology or Relevant Qualification.
• Advantage:  Sound Engineering Diploma (3 years) (NQF Level 6).
• Driver’s License will be advantageous.

KNOWLEDGE

• Physical attributes: Excellent hearing and eyesight (no colour blindness). Physically able.
• Excellent communication skills and ability to work in a team and lead the team if required.
• Proficiency in MS Office, i.e. Excel, Word, Outlook and Power Point. 

CLOSING DATE: 02 MAY 2024

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Purpose

The purpose of this 12 months graduate programme is to provide effective & efficient support of technology, operations and resources to install, sustain and provide administration of broadcast systems/ facilities, equipment, servers and networks in order to ensure optimum, functional, secure and available facilities/ equipment for SABC Technology. The successful interns will be placed in different provinces as indicated above.

DUTIES AND RESPONSIBILITIES

Responsibilities:

• Assist with asset management tracking and transfers.
• Assist with repairs and maintenance of equipment in line with SABC technical & operational broadcast standards
• Adhere to service delivery standards of the Division.
• Submission of ad-hoc incidence fault reports with findings and repairs.
• Prevention of on-air technical faults to less than agreed SLA percentage
• Response time to match urgency for technical assistance in accordance with delivery requirements (in support of ‘on air’ systems)
• Effective technical support to users in order to reduce downtime.
• Correct configuration & testing of digital equipment to ensure no technical on-air faults.
• Ensure functional, streamlined and reliable digital systems.
• Follow up reported faults.
• Daily/ Monthly proactive system health checks against checklist & replacement of faulty components
• Report and escalate risks

INHERENT/MINIMUM REQUIREMENTS

• 3-year National Diploma (S4/T3) in Electrical Engineering (Light Current, Communications, Computer Studies or Information Systems/ Technology/ Electronics) (NQF6)
• BTech for the Electrical Engineering for the above formal qualification an advantage
• Driver’s License advantageous.

KNOWLEDGE

• IT Network knowledge Essential. Computer literate (A+) and Network knowledge (N+)
• IT Network knowledge advantage CISCO CCNA (ICDN1 +ICDN2) certified.
• Physical attributes: Excellent hearing and eyesight (no colour blindness). Physically able.
• Excellent communication skills and ability to work in a team and lead the team if required.
• Proficiency in MS Office, i.e. Excel, Word, Outlook and Power Point.

CLOSING DATE: 02 MAY 2024