Jobs at South African Maritime Safety Authority

Reference Number

REF: SAMSA-PTA-2025-012

Description

• Skills Development Planning and Reporting
• Conduct an annual training needs analysis across all departments in SAMSA to identify skills gaps and training needs within the organisation.
• Develop and maintain a Training Matrix that is aligned with individual and organisational training needs, as well as performance management and talent development strategies.
• Coordinate all preparation for the Workplace Skills Plan (WSP) and the Annual Training Report (ATR) and ensure that both are submitted to TETA within the required timeframes.
• Monitor and report on the implementation of the WSP throughout the year.
• Prepare and present quarterly training updates to the SAMSA Skills Development and Employment Equity Committee.
• Develop and conduct basic in-house training based on client needs
• Verify training requisitions against IDPs, the WSP and/or the Training Matrix.
• Coordinate internal and external training programs, including logistics, scheduling, and attendance.
• Source and manage relationships with accredited training providers.
• Conduct post-training assessments, surveys, and feedback sessions to evaluate the effectiveness of training programs.
• Apply for discretionary and mandatory grants through TETA and track funding usage.
• Facilitate TETA audits and respond to any queries or compliance issues.
• Represent SAMSA at TETA meetings, industry working groups, and training stakeholder meetings.
• Interns and Work Exposure Candidates;
• Collaborate with HC Business Partners and Line Managers to identify placement needs for interns and candidates seeking workplace exposure.            
• Actively participate in the recruitment process, including preparing job adverts, screening applications, scheduling interviews,       sitting on interview panels, and preparing employment contracts.
• Track workplace performance of interns and learners through regular check-ins, assessments, and progress reports.
• Identify performance gaps or challenges early and coordinate remedial support in consultation with mentors, supervisors, or      training providers.
• Bursaries:
• Provide guidance and support to prospective bursary applicants by explaining the eligibility criteria, required documentation, and application procedures.
• Screen and evaluate bursary applications against set criteria to create a shortlist of eligible candidates.
• Facilitate the bursary approval process by preparing submission packs.
• Draft, issue, and track bursary agreements, ensuring all contractual terms are in line with organisational policy and legislative requirements.
• Maintain a database of bursary recipients and monitor compliance with academic and contractual obligations.
• Design, coordinate, and facilitate the induction program for all new employees to ensure a smooth integration into SAMSA’s culture and operational environment.
• Prepare all relevant materials, including welcome packs, training manuals, policy documents, and digital resources.
• Process purchase requisitions and purchase orders for training providers in line with the SAMSA’s procurement policy.
• Track training-related invoices, verify invoices against delivered services, and liaise with the Finance department regarding payment.
• Prepare training requisition files (invoices, proof of payment, CSD proof, BBBEE certificates, accreditation certificates, declaration of interest).
• Maintain up to date training records i.e. courses attended, completion certificates, etc.
• Maintain a database of completed, current and planned long term training.
• Coordinate training documentation required for internal/external audits and the BBBEE verification process.
• Prepare monthly, quarterly, and annual training reports.
• Conduct qualification verifications.

Requirements

QUALIFICATIONS 

• Higher Certificate in Human Resources Management or any related qualification (NQF 5)
• National Diploma in Human Resource Management or any related qualification (NQF 6) would be an added advantage
• Registered as Skills Development Facilitator (SDF) would be an added advantage

EXPERIENCE

• 5 to 7 years related experience in a Training and Development role. This should include engaging with SETAs, compiling and submitting WSPs and ATRs, grant applications, and practical training delivery.

COMPETENCIES

• Knowledge of the Skills Development Act, Skills Development Levies Act, SAQA Act and the NQF.
• Knowledge of Training Needs Analysis (TNA) methodologies.
• Understanding of learning methodologies (e.g. blended learning, e-learning, on-the-job training).
• Knowledge of the submission requirements and audit criteria for WSP/ATR documentation.
• Understanding of mandatory/discretionary grant processes.
• Knowledge of the skills development element of the B-BBEE scorecard.
• Knowledge of HR Information Management and Learning Systems
• Strong planning, coordination, and project management skills
• Excellent communication and presentation skills
• Sound interpersonal skills, with the ability to engage employees at all levels
• Ability to design and facilitate training programs
• Strong analytical and problem-solving skills
• Attention to detail
• Reporting skills
• Computer literacy
• Proficient in using HRIS, Learning Management Systems (LMS), and SETA portals.

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Reference Number

REF: SAMSA-PTA-2025-018

Description

• Research, design and develop ER policies (i.e. Disciplinary Policy, Grievance Policy, Code of Conduct), strategies, processes, guidelines, dashboard and propose enabling management systems and tools to deliver required changes at all levels of the organisation
• Provide input into the HC Strategy and Business Plans and all relevant and mandatory compliance reports
• Implement HC Strategy and Business Plans in all matters relating to transformation, collective bargaining and corporate-wide industrial relations issues
• Review and update ER policies in accordance with amended or new employment/labour legislation
• Formulate and review all ER forms to be used by the business i.e. grievance forms etc
• Provide advice to line managers, HC personnel and employees on amendments or new employment/labour legislation
• Coordinate and conduct workshops for SAMSA employees on ER policies and procedures
• Provide training to line managers on handling ER matters, grievances, being initiators during disciplinary hearings, being chairperson etc. Monitor compliance and identify areas of improvement on ER policies and procedures
• Employee Relations Case Management/ Dispute Resolution Management
• Support SAMSA regional offices, Human Capital Consultants on all labour relations matter
• Provide support to line management on instituting of the disciplinary hearing and grievance processes
• Provide guidance on legal analysis and risk evaluation of potential labour cases
• Proactively manage communications with the employee representative body in alignment with the collective agreement.
• Manage dispute resolution by providing expert advice on ER related issues, conduct internal investigations and ensure that all processes adhere to necessary turn-around times and procedures
• Maintain effective case management and act as liaison between Management and Union Representatives
• Support Senior Manager: ER in labour litigation i.e. CCMA and labour court matters
• Facilitate the development and implementation of organisational rights agreement with union or employee representatives
• Facilitate the implementation of employee/union/management meetings
• Monitor and ensure implementation of agreements between management and the union
• Monitoring, Evaluation, Budgeting and Reporting
• Coordinate and prepare quarterly and annual reports on ER projects/assignment matters and progress on the implementation of tactical and operational interventions
• Prepare Employee Relations risk register for the assessment function, monitor and mitigate all risks identified
• Resolve Employee Relations audit findings with the internal and external auditors
• Conduct regular internal audits and assessments on ER processes.
• Provide input into the evaluation of performance by service providers in the relevant functions within Employee Relations.
• Manage all project initiatives and programs within each functional area to ensure on-time and on-budget delivery
• Manage all scoping and costing for ER initiatives and ensure projects are delivered on time and within budget in a cost efficient and responsible manner
• Provide input in the Human Capital Management budget to ensure that projects are delivered in a cost efficient and responsible manner.
• Coordinate meetings and liaise with third-party service providers ER requirements i.e. attorneys
• Coordinate signoffs and payment of invoices for service providers i.e. presiding officers etc

Requirements

QUALIFICATIONS

• Bachelors Degree in Human Resources Management (NQF7)
• Postgraduate qualification in Labour Laws would be an added advantage (NQF 8)
• SABPP membership would be an added advantage

EXPERIENCE

• 7 years of experience in Employee Relations
• Experience with collective bargaining, conflict resolution, including conducting effective, thorough and objective investigations
• Experience in delivering changes which impact on organisational effectiveness. 
• Demonstrated experience partnering with business on solving business/operational issues through the application of progressive people practices

CORE COMPETENCIES

• Working knowledge of the various support functions, activities and roles.
• Advanced and up to date knowledge of employment law and good employment practice, including relevant legislation e.g. LRA; OHS Act, Equity, BCEA, Skills Development HRM methodologies and practices
• Expert knowledge of change management practices and methodologies
• Excellent facilitation and dispute resolution skills
• Excellent communication and negotiation skills (verbal and written)
• Stakeholders management and consultation skills across all levels
• High level skills to analyse and synthesise information and to formulate policies and strategies
• Strong planning
• Project management
• Strategic thinker who is able to work with individuals and teams at both executive and operational level
• Strong engagement skills, including refined political savvy and judgement given the importance of operating in a complex regulatory environment with multiple stakeholders and competing objectives
• Delivers Results - Focuses on the critical few goals that add the most value and channels own and others’ energy to consistently deliver results that meet or exceed expectations
• Develops and inspires others - Builds and maintains relationships that motivate, guide, and/or reinforce the performance of others toward goal accomplishments. Develops self and others to improve performance in current role and to prepare for future roles; seeks and provides feedback and coaching to enhance performance
• Personal and professional integrity: Exhibits a moral, legal, or mental accountability in areas of responsibility

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Reference Number

SAMSA-PTA-2025-019

Description

• HR Strategy, Business Plan, and Organizational Transformation:
• Design, create and improve on core organisational development & talent strategies and processes including performance management, talent management, and employee engagement, organisational design, and culture, change and transformation management.
• Develop and implement OD strategies effectively, ensuring success measures are defined and applied consistently;
• Build and maintain effective business relationships with all key internal and external stakeholders by initiating and maintaining regular interactions with the aim of supporting and improving HC methodologies/practices;
• Report on all key risks and measures to mitigate the risks
• Talent Management Develop:
• implement and manage the Talent Management process for SAMSA and build the talent pipeline, continuously improving on the standards and methods in place
• Develop and implement talent retention strategies that support the achievement of the organisational strategy
• Serve as an internal consultant and expert on talent practices to the business and human capital consultants when needed
• In partnership with the HC team and line managers, identify performance gaps, determine learning and development needs to meet business needs now and, in the future
• Collaborate with the Training & Development Manager, in the development of leadership development and training programmes and processes which are aligned to strategic business needs and the overall Human Capital plan
• Serve as a specialist talent advisor to executive leadership for effective management of top talent, retention and succession planning
• Performance Management:
• Lead the development and implementation of performance and competency frameworks which will support the business transition and culture change
• Develop a performance management system by evaluating the business needs and designing a tool in line with organisational goals and objectives as required
• Together with HR Consultants, create organisational awareness on the performance management policy and practice, by communicating educating, and informing key stakeholders on related processes, tools and methodologies on an ongoing basis.
• Monitor the effectiveness of the performance management process by reviewing and evaluating the system annually
• Organisational Effectiveness:
• Perform organisational assessments and establish action plans to address issues in conjunction with Chief Human Capital Officer to improve employee engagement
• Design, implement and oversee programs that increase efficiency, strengthen and improve performance and maintain the overall health of the organization in partnership with the HC team
• Develop and oversee the organisation`s competency framework which forms the basis of employee development
• Design, develop and implement change management and culture strategies and practices for the company to ensure smooth implementation and transition during times of change and building a high-performance value driven culture contributing to delivery of business objectives
• Serve as advisor to human resources in the area of organisational development and effectiveness
• Identify overarching principles and behaviour to support achievement of organisational culture and overall strategic objectives, including but not limited to current vision and values and high-performance culture intent
• Organisational Design:
• Develop, manage and update the organisational structure as and when required
• Conduct 5-year capacity planning by determining skills requirements (demand and supply of skills) for SAMSA
• Develop a Workforce Planning Tool or Model based on other environmental scanning techniques to determine future skills supply and shortages and core, critical and scarce skills
• Facilitate the establishing of the number of job roles and the number of employees required per job role for the Organisation, Divisions/Centres taking into consideration the job roles and capabilities required.  These include defining the level required per job
• Ensure job profiling, evaluation and grading approaches are fit for purpose and support organisational effectiveness
• Employment Equity & Transformation
• Develop and implement the Employment Equity (EE) Plan for SAMSA
• Ensure implementation of the EE Plan through the establishment and effective running of the EE Forum
• Develop and implement transformation and Employment Equity strategies
• Leadership:
• Provide leadership and direction to the OD team that is aligned with the SAMSA culture and values
• Manage the performance, productivity, development and wellbeing of the OD team
• Implement performance measures and incentives
• Facilitate synergy and co-ordination between the Training & Development, OD and HC Operations
• Financial Management:
• Manage all scoping and costing for OD related initiatives and ensure projects are delivered on time and within budget in a cost efficient and responsible manner
• Provide input in the Human Capital Management budget to ensure that projects ate delivered in a cost efficient and responsible manner
• Project Management
• Contract Management

Requirements

QUALIFICATIONS

• Postgraduate Qualification in Human Resources Management is essential (NQF 8)
• Postgraduate Qualification in Industrial Psychology is preferred (NQF 8)
• Registration with the SABPP or similar would be an advantage

KNOWLEDGE AND EXPERIENCE

• 5 to 10 years of relevant experience in HR, of which at least 3 should have been with specific focus on OD, culture and business transformation is essential
• 7 to 10 years of relevant experience in HR, of which at least 3 should have been with specific focus on OD, culture and business transformation is preferred. 
• Demonstrated experience in partnering with business on solving business/operational issues through the application of progressive people practices

COMPETENCIES

• HRM methodologies and practices HR related trends, services and products
• Human Resources legislation
• HR Policies and Processes
• HR Systems
• Technical Competence in Organisation Development, Performance Management, Talent Management and HR related ACTS
• Communication Skills (Verbal and Written)
• Consulting Skills
• Facilitation and Training Skills
• Influencing and Negotiation Skills
• Problem Solving and Analytical Skills
• Organisational Design and Planning
• Strategic Design
• Project Management Skills
• Research and Conceptualisation Skills
• Advanced Microsoft Office Skills