Job Opportunities at ATNS

Introduction

• Applications are invited for the position of Remuneration and Benefits Specialist (Peromnes Grade 7) based at Head Office, Bruma. The successful applicant will be reporting to the Head Remuneration and Benefits. Purpose To contribute to the development and implementation of the total reward strategy as well as the fit for purpose remuneration and benefits policies, processes and practices in line with organisational needs while ensuring compliance to relevant legislation.

Job description

• Alignment of remuneration to business requirements:  Contribute to the development and implementation of a remuneration and benefits strategy that will support the attraction and retention of required talent both currently and in the future.  Participate in the development and implementation of fit for purpose remuneration and benefits policies, processes and practices in line with organisational needs while ensuring compliance to relevant legislation. Conduct regular market analysis and benchmarking to ensure ATNS’s remuneration practices are competitive and align with evolving industry standards, while considering financial sustainability. Monitor and ensure alignment of both fixed and variable reward elements with business and HC requirements. Work closely with finance and budgeting teams to understand ATNS’s financial constraints and budgetary allocations for remuneration and contribute to developing compensation strategies that align with ATNS’s financial health and long-term goals.
•  Performance Management:  Ensure cascading of organisational objectives and KPIs in performance of all staff. Guide and assist employees and managers to complete performance contracts. Compile statistical reports on performance contracting and reviews.
• Management of Remuneration and Benefits: Review remuneration policies and pay structures and benchmark against other SOEs and/or comparable industries to ensure equitable and competitive employee compensation on an ongoing basis. Conduct salary and benefits surveys to determine the competitiveness of ATNS remuneration practices. Work with Finance and Legal to ensure accurate reporting and compliance with tax laws. Prepare and communicate information to employees about benefit programs, procedures, changes, and legislative requirements. Research and recommend solutions to specific proposals/issues for submission to the Head of Rem & Benefits. Review general HC communication to provide inputs/ feedback from a remuneration perspective. Research and provide insights on remuneration trends, barriers, risks and opportunities that may impact the business. Guide and advise HC team members on remuneration practices and salary administration. Implement a continuous feedback loop with regular pulse surveys to monitor employee satisfaction and engagement, ensuring that remuneration practices are responsive to employee needs and market conditions. Promote adherence to professional standards and regulatory requirements and facilitate continuous improvement in processes and activities. Participate in the development and administration of the annual budget for the department; review invoices and resolve budget deviations in accordance with Finance processes. Adopt digitalisation and automation of processes as far as possible to improve efficiency, speed and accuracy of service delivery, for example automation of the calculation of the various elements of the payment package.
• Creation of a high performing organisation through effective reward practices:  Develop and implement appropriate incentive schemes In collaboration with relevant key stakeholders in the organisation which include line management and the Head of Rem & Benefits. Review the company's benefits programs, including insurance programs, retirement plans, sick leave, time off, and vacation policies and update as required and approved. Support the Head of Rem & Benefits in managing company reward plans and programs such as deferred compensation, short-term and long-term compensation, health insurance, disability insurance, life insurance, employee assistance, and other.
• Stakeholder Management:  Build and maintain sound relationships with relevant key stakeholders within and outside of the organisation, including management, employees, labour unions, and service providers. Prepare and conduct remuneration and benefits training programs when needed to managers, employees and labour unions. Engage with Industry Networks: Participate in industry forums, HR associations, and professional networks to gather insights on compensation trends and best practices.

Minimum requirements
Minimum Formal Qualifications:

•  B-degree in Commerce/Human Resources Management/Organisational Psychology or relevant field
•  Honours degree in any of the above fields will be an advantage
•  Registration with SABPP as a Certified Compensation Specialist will be an advantage
• Registration with SARA will be an advantage
• Excel Certification will be an advantage.

Minimum Years of Experience:

•  Minimum 5 years of experience in the management of Remuneration and Benefits
• Experience in the field of payroll management is required
• Experience in preparing management reports is required
• Proficiency in Excel (certification or demonstrated experience is preferred)

Deadline:16th March,2026

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Introduction

• Applications are invited for the position of Senior Specialist Capability Development (Peromnes Grade 7) based at Head Office, Bruma. The successful applicant will be reporting to the Head of Talent Management. Purpose To support the achievement of a Future-Fit Workforce through focused capacity building and skills development, i.e. the provision of high quality and relevant training and development offerings to the business and to determine the required skills for the aviation industry at large through continuous engagement and communication with key identified stakeholders which include institutions of higher learning, research institutions and key internal parties.

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

Deadline:16th March,2026

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Introduction

• Applications are invited for the position of Senior Specialist Organisational Design & Assessment (Peromnes Grade 7) based at Head Office, Bruma. The successful applicant will be reporting to the Head of Talent Management.

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

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
• Experience in the assessment of job candidates as a psychometrist is essential
• 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

Deadline:16th March,2026

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Introduction

• To develop, implement, manage, and optimise the organisation's Knowledge Management System (KMS), Content Management System (CMS), and Electronic Document and Records Management System (EDRMS) to ensure seamless integration, accessibility, and security of information,

Job description

• KM and CM Systems Management and Optimisation - Configure, optimise and maintain the Knowledge Management and the Content Management systems to meet organisational needs. Conduct regular system audits to ensure optimal performance and compliance. Assist in the development and implementation of knowledge architectures, including taxonomies and metadata schemas. Manage content and knowledge lifecycle processes, including creation, storage, retrieval, and disposal. Implement and manage security measures, including permissions and access controls across CMS. Integrate KMS with other digital platforms to ensure seamless information flow. Collaborate with IT to troubleshoot and resolve technical issues related to the KMS. Collaborate with IT and other departments to identify and address system requirements. Provide training and support to users on KMS and CMS functionalities and best practices. Develop and maintain documentation for all configurations, processes, and policies, including site maps, knowledge flows, knowledge maps, taxonomies and metadata schema used across CMS and KMS.
•  Management of electronic records - Identify and select high-quality content relevant to the organisation’s needs.            Organise and categorise content to ensure easy retrieval and use. Develop and manage metadata schemas to enhance discoverability. Implement and maintain content tagging and classification systems. Collaborate with subject matter experts to ensure the accuracy and relevance of curated content. Monitor and update curated content to maintain its timeliness and accuracy.
•  Content Curation - Identify and select high-quality content relevant to the organisation’s needs. Organise and categorise content to ensure easy retrieval and use. Develop and manage metadata schemas to enhance discoverability. Implement and maintain content tagging and classification systems. Collaborate with subject matter experts to ensure the accuracy and relevance of curated content. Monitor and update curated content to maintain its timeliness and accuracy.

Minimum requirements
Formal Qualifications                           

• National Diploma in Information Management / Knowledge Management / Information Science / Business Information Systems /   Information Technology or Informatics is required
• B-degree in Information Management / Knowledge Management / Information Science / Business Information Systems / Information Technology or Informatics is an advantage

Experience

• At least 5 years of hands-on experience in configuring and optimising Knowledge Management Systems (KMS), Content Management Systems (CMS), and Electronic Document and Records Management Systems (EDRMS)
• Proven expertise in developing and managing information architecture, taxonomies, metadata schemas, and semantic ontologies to ensure efficient information and knowledge organisation, flow, and retrieval
• Experience in information governance, data classification, data integrity, and security best practices
• Experience in SharePoint Framework (SPFx)
• Experience in JASON and PowerShell is desired

Deadline:16th March,2026