Air Traffic and Navigation Services Provider in South Africa. ATNS is responsible for managing 10% of the world's airspace.
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Job description
- Human Factors Investigation - Investigate and analyse human factor problems and aspects within the ATS and TS environments as well as during incident investigations: Participate in incident investigations; Analyse incident review reports to determine human behavioural causes and contributing factors; Research and propose recommendations to address identified shortcomings; Maintain a database of causal factors; Identify aspects to be included in training and awareness programmes; Support and monitor implementation of corrective actions related to human factors; Translate findings into reference information and recommendations to guide Air Traffic Management and safety policies, processes, programmes and decisions.
Management of Human Performance -
- Assess the current level of maturity with respect to human performance management through the application of the CANSO Standards of Excellence for Human Performance Management; Establish a Human Performance system within ATNS that integrates with other relevant systems, functions, and practices, and permeates throughout the organisation: Lead the design, implementation and maintenance of the human performance system; Identify programmes, processes and interventions by which to enhance Human Performance within ATNS;
- Ensure integration of Human Factors/Human Performance with the safety system and safety processes; Apply the CANSO requirements for Human Performance systems to gauge maturity level; Engage and collaborate with internal, local and international stakeholders on the development of an integrated human performance approach for implementation within ATNS; Prioritise critical parts of the system and manage resources appropriately to achieve success in high-risk areas; Ensure capacitation of all managers on the application of Human Performance principles;
- Improve safety performance as well as environmental, quality and business performance by identifying and addressing ‘performance influencing’ factors in the workplace such as the following: Work factors- constant disturbances and interruptions; missing or unclear instructions; poorly maintained equipment; noisy and unpleasant working conditions; People factors - low skill and competence levels; tired staff; bored or disheartened staff; individual medical problems; Organisation factors - poor work planning, leading to high work pressure; lack of safety systems and barriers; inadequate responses to previous incidents; poor management of health and safety; poor health and safety culture; Set parameters and safety targets for monitoring across organisational spheres;
- Ensure evidence is produced to showcase the success of an effective human performance system; Collaborate with internal and external stakeholders to set a corporate human performance research agenda; Maintain, promote and continuously improve the effectiveness of the safety management system and related processes; Provide specialist advice and assistance where required regarding the impact of human factors on safety issues;
- Provide feedback to all ATNS stakeholders on safety related matters. Provide inputs into the ATNS Safety roadmap, taking into account the ICAO SARPS, and other relevant statutory requirements; Study and interpret ICAO plans, SARPS and guidance material in the context of ATNS’ objectives; Continuously monitor safety trends and provide recommendations as required; Provide inputs related to human factors and human performance into the development of the safety strategy and annual Corporate safety plans; Establish ATNS as a thought leader in Human Factors-related interventions and the management of human performance.
- Training and Awareness - Establish and maintain an awareness and understanding of the impact of human behaviours on safety management throughout the organization; Inculcate a human performance focus within safety practices and lead the development and implementation of human factors awareness programmes and training for all ATNS personnel involved in safety management; Derive relevant insights from safety data and organisational behaviour to inform effective mitigation and improve efficiency; Translate the above-mentioned insights into opportunities for learning and setting best practice; Support the converting of best practice into ATNS intellectual property with a view to commercialise where possible; Lead the transformational communication to inform the organisation on the human performance journey.
- Governance, Risk Management, Compliance & Reporting - Manage and implement a robust governance framework for the Human Factors/Human Performance (Standards, Fatigue, Just Culture); Continuously monitor and measure compliance of the Section to ATNS policies, processes, and relevant legislation and regulation; Monitor and manage the section’s performance against agreed targets and objectives; Identify and assess strategic and operational risks, and ensure the development of effective mitigation; Monitor the effectiveness of corrective actions, provide periodic reports and professional advice on safety performance and safety-related matters; Ensure compliance with relevant policies, processes, legislation and regulation; Consolidate input from all relevant stakeholders to prepare strategic level reports for the Head of Aviation Safety and relevant stakeholders; Prepare ad hoc reports as required.
- Stakeholder Relations Management -Represent ATNS at relevant human factors forums internationally; Build, maintain and nurture mutually beneficial relationships with key stakeholders; Participate in industry and regulatory forums and workgroups on a local, national, and regional level; Provide inputs and guidance to ICAO, CANSO, ATM/CNS Committee and other appropriate planning groups, sub-groups, working groups and task forces; Identify and undertake research and development projects as required that will advance the corporate safety objectives of ATNS; Build and maintain sound relationships with all relevant business functions and teams within ATNS to enable alignment and collaboration.
- Financial Management - Manage expenditure in line with business objectives and priorities, and within approved financial parameters; Provide inputs into the Section’s budget and ensure adequate utilisation, and management of the 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 in ATNS; Ensure accountability and reporting on all costs incurred against the approved budget.
- People Management - Manage staff 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 to management and Human Capital; Keep abreast of international leaders and captains of industry regarding safety management and systems thinking; Provide technical leadership to the team; Promote the desired ATNS culture within the area of responsibility; Ensure the availability of skilled and competent Human Factors; Specialists 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 strategic and operational safety objectives; Lead and manage the team to utilise their skills and expertise to support an integrated approach to managing the Section; Manage the performance of the Human Factors Specialists 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; Coach and mentor employees to ensure ongoing development of the required skill sets to enable sustainability within the Section from a succession management perspective; 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 Psychology or Human Performance or Safety Management or other relevant
- Master’s degree covering the sciences of Safety Management or Human Performance or Psychology will be an advantage
Minimum Years of Experience:
- Minimum 5 years’ experience in research as well as training and facilitation of which at least 2 years are at a management level
- Experience in evaluating incidents/accidents from a human factor perspective
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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 that meet business needs and resolve issues; 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; Contribute to the enhancement of Human Capital’s profile within the business through service delivery excellence.
- 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 reporting, 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.
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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)
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Job description
Major Activities
- Perform all relevant maintenance activities on equipment and systems as per the relevant LSP, station instructions and equipment manufacturer recommendations
- Ensure that maintenance to buildings at the sites, the site itself such as roads, grass cutting, fencing, antenna masts, terrestrial communications and power from point of supply is maintained to ATNS standards
- Compliance to SLA’s
- Ensure that the relevant equipment competences are attained as per station requirements and the appropriate Skills Matrix grading
- Perform “I” Level corrective fault diagnosis down to module (LRU) level
- Perform “I” Level corrective maintenance through module (LRU) replacement
- Perform “O” Level restoration of service by reconfiguration and/or changeover by means of supervisor positions and remote control, monitoring and maintenance systems. (RCMMS)
- Perform “D” Level corrective maintenance where applicable as per ATNS support policy
- Compliance within SLA’s
- Draft useful, informative and concise technical reports on systems and equipment as requested and proactively when the need arises
- Capture all relevant data on the CBMMS
- Compliance with RT procedures
- Compliance with Airport Regulations
- Understand the impact of equipment availability on the national ATM service delivery
- Ensure compliance with ATNS ISO 9001 procedures.
- Ensure compliance with SACAA and ICAO recommendations
- Comply with the ATNS OH&S plan
- Liaison with ATC; peers and external clients
- Become proficient in the “O” level support of all Communications, Navigation and Surveillance systems and Equipment at your center
- Become proficient in the “O” level support of all Support systems and equipment at your center, which will include UPS’s, Air-conditioning, Stand-by power, Fire protection and Alarm systems where required as per the SSI
- Develop an understanding of and become proficient in RCMMS methods for the effective evaluation of system and equipment performance
- Become proficient in the use of specialized test, monitoring and B.I.T.E equipment
- Develop an understanding of testing methods for the effective evaluation of system and equipment performance
- Knowledge of all other applicable ATNS Centre and Shift requirements
- Knowledge of all other FIR environments
Minimum requirements
Minimum Qualifications
- S4 National Diploma in Light Current Electronic Engineering or equivalent, granting admittance to ECSA as an Engineering Technician or Technologist
- A valid code 8 driver’s license; preferably ACSA AVOP certified
Minimum Experience
Minimum 3 years in CNS ATM equipment maintenance and thorough knowledge of the following:
- Electronics
- Data Processing
- Digital Techniques
- Analogue Techniques
- Basic Information Technology
- Computer Technology
- Digital Telecommunications & Networking
- Knowledge of and ability to use Word Processing, Spread Sheet and Data Base
- Radio Communications
- Data Communications
- Electronic Measurements & The use of Test Equipment
- ATNS Introductory Training
- OHAS Requirements
- Basic First Aid & Fire Fighting
- Basic Insight into ATC Operations
- RT Procedures
- Airport Operations
- Introduction to ATNS Communications Systems
- Voice Communications in ATNS
- Data Communications in ATNS
- Introduction to Navigation Aids
- Radar Concepts and ATNS Radar Systems
- Radar and Flight Data Processing and ATNS Systems
- “I” Level Support Competence on a minimum of 5 ATNS Communications Systems& Knowledge of Logistic Support Procedures
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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 that meet business needs and resolve issues; 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; Contribute to the enhancement of Human Capital’s profile within the business through service delivery excellence.
- 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 reporting, 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.
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Job description
- Manage Compliance - Contribute to the development of compliance policies and processes to enable an adequate compliance framework and governance; Assist in the identification of compliance risks and the development of compliance risk management plans; Conduct compliance risk assessment within ATNS and its Air Traffic Service Units and participate in the implementation of the compliance plan; Schedule compliance assurance activities in order to monitor ATNS’s compliance with regulatory requirements/obligations; Advise stakeholders on best practice control measures for dealing with compliance risks; Investigate compliance issues and regulatory matters arising; Conduct compliance monitoring in accordance with the assurance strategy and plan; Formally raise and report on issues of non-compliance, recommend corrective action and monitor the implementation thereof; Review new business/projects for compliance with regulatory requirements and advise business appropriately; Schedule, plan and conduct training in compliance risk identification, assessment and treatment in relation to the compliance training plan; Keep up to date on best practice relating to compliance assurance. Conduct research on developments regarding compliance assurance and advise business accordingly; Develop formal reports as required for submission to regulatory authorities as required.
- Legal (Protecting the interests of ATNS) - Review and oversee compliance matters for ATNS as required; Assist with investigations into non-compliance; Liaise with various stakeholders in ensuring compliance to relevant regulation and legislation; Respond to general compliance queries; Maintain the regulatory universe to ensure that it remains updated; Keep management informed on all new developments regarding compliance and on applicable new laws and regulations; Regularly assess the efficiency of control systems and recommend effective improvements where possible.
- Training and Communication - Develop awareness initiatives for staff; Assist in conducting compliance training when required; Provide information and advice where required.
Minimum requirements
Formal Qualifications
Experience
- Minimum of 3-4 years regulatory compliance experience
- Must be willing to work after hours when the need arises
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Job description
- Strategy and Leadership - Provides overall leadership and management to the Ethics Management function to enable achievement of the GRC and ATNS business strategies. Develop, implement and articulate the Ethics Management strategy and value proposition to the organisation aligned to the GRC and business strategies. Lead conceptualisation, designing and implementation of the Ethics Management operating model aligned to the business needs, ATNS’ vision, and business strategy. Manage and own implementation of the functional strategy and operational model post formulation to ensure achievement of the objectives.
- Drive delivery of the required projects/initiatives within the Ethics Management strategy to be on time, within budget and to the required standard. Lend and provide support to the efforts towards integration of Ethics Management strategies with overall ATNS strategy.
- Set clear targets for the Ethics Management function and ensure the achievement of such targets by cascading the targets throughout the function. Implement processes to collect feedback on how aspects as per Ethics Management strategy are being received in the business. Provide the Ethics Management input into the long-term ATNS strategy. Develop an integrated annual business plan for Ethics Management to enable achievement of the function’s business and ATNS strategies and targets. Drive the vision, mission, and values of ATNS within Ethics Management whilst ensuring that the activities and outputs are also aligned. Support and co-ordinate implementation of the corporate transformation strategy in in Ethics Management aligned with relevant legislation.
- Embed an ethics culture within the organization - Provide internal review of company policies to ensure corporate consistency and integration with ATNS’s ethics philosophies. Formulate and implement appropriate Ethics Management policies and practices to guide processes within the function. Identify and undertake Ethics Management related projects to enable achievement of the ATNS business strategy and related initiatives.
- Establish a well-defined code of ethics outlining expected behaviours and responsibilities. Develop clear and practical policies covering key ethical areas (e.g., conflicts of interest, anti-bribery). Conduct interactive training on ethical decision-making, compliance, and the code of ethics. Establish a confidential and protected mechanism such as the Whistleblower program for employees to report misconduct. Provide accessible platforms for employees to ask questions and raise concerns. Create a safe space for employees to raise concerns without fear of retaliation. Regularly gather feedback to understand employee perceptions of the ethical culture. Integrate ethical considerations into performance evaluations and reward systems.
- Ethical Standards, Policies, Regulations and Advisory - Develop and disseminate corporate ethics statements, policies and supporting forms/acknowledgements. Provide an internal review of other corporate policies to ensure corporate consistency and integration with the company's ethics philosophies. Integrates the corporate ethics message throughout the corporate culture. Develop and maintain confidential procedures for the handling and processing of complaints and allegations. Provide processes for the confidential hearing of employee issues related to the ethics or conflicts.
- Developing and managing ATNS’ Ethics Program and report to the Social and Ethics Committee on ethics related matters. Identify ethics risks and opportunities to establish and maintain ATNS’ ethical culture.
- Assist in conducting risk assessment, reviewing of policies, and establish ethics systems or processes. Advises the company secretary on the company’s approach to Corporate Governance and Ethics across the business and particularly in relation to the Board of Directors. Development of the company code of ethics and other relevant governance policies approved by the Board. Advise and work with various departments in the organisation to identify and develop appropriate and effective governance structures for effective decision making within ATNS.
- Audits and Investigations - Promptly conducts investigations pursuant to complaints and allegations of ethical wrongdoing or conflicts of interest. Maintain records, and ensure appropriate action is taken to address and resolve issues. Prepares written investigative reports as necessary. Recommend corrective actions and monitor their implementation. In conjunction with internal audit, conducting annual corporate governance audits to determine the state of the corporation and presenting findings to Chief Governance Risk and Compliance
- Governance, Risks and Reporting - Ensure adherence and compliance by Ethics Management with the ATNS regulatory framework. Develop and execute on training of all relevant employees on the Ethics Management requirements, policies and processes. Maintaining an up-to-date knowledge and understanding of corporate governance requirements, compliance and reporting responsibilities, and related legal benchmarks from federal and state law. Develop and implement an Ethics Management strategy. Develop and manage an effective implementation of Ethics Management risks log. Proactively manage key ethics risks and ensure mitigating actions are well thought through and implemented at appropriate team level.
- Manage timely compilation and submission of all the required reports (internal and external) to all statutory bodies to ensure compliance. Overseeing the development and implementation of corporate ethics and conflict-of-interest training. Conducting ethical decision-making, conflict of interest avoidance training, anti-corruption, anti-bribery workshops/ training for senior management on ethics issues and avoiding conflicts of interest.
- Educating the business units in corporate governance and ethics related issues and raising awareness across the organisation. Assess the levels of awareness and perceived effectiveness of ethics management interventions within ATNS and make recommendations. Prepare reports on ethics-related activities, including compliance monitoring, investigations, and training initiatives. Maintain accurate records and documentation related to the ethics program.
- Stakeholders Management - Develop, implement and manage an effective stakeholder management strategy and processes for Ethics Management. Develop, manage and nurture relationships with all key stakeholders. Establish, manage and participate in all key forums to ensure effective representation.
- Finance and Costs Management - Provide inputs into the development of the overall GRC budget. Ensure efficient utilisation of the approved budget. Manage the costs involved while maintaining quality of service. Compile and provide required reports on utilisation of the budget. Identify and prevent irregular and fruitless and wasteful expenditure. Provide the required supporting documents to enable effective auditing process.
- People Management - Develop an ethics team with specialist knowledge and skills necessary to provide expert advice on all relevant legislative, regulatory requirements, ATNS policies and procedures, committee. Lead the Ethics function and champion a team culture that supports and nurtures colleagues and inspires them to perform at the highest level. Promote high levels of discipline and performance standards to achieve the Ethics and ATNS strategies. Manage performance outputs of the Ethics team by using the performance management system and taking corrective action promptly and effectively. Mentor and coach staff as required. Ensure the transfer of knowledge and skills to enable sustainability within the Ethics function from a succession management perspective. Perform talent management aligned to the HC policies, procedures, and disciplinary code.
- Implement transformation initiatives within the Ethics function to ensure an inclusive environment and a representative staff compliment. Drive employee engagement and retention within the Ethics function
Minimum requirements
Minimum Formal Qualifications:
- Bachelor's degree in law, ethics, or a related field
- Recognized certificates in ethics, Governance law, compliance, or a relevant discipline are advantageous
Minimum Years of Experience:
- Minimum 5 years’ experience in implementing ethics management, corporate governance, compliance, law, public policy or administration within a complex environment, at least 2 of which must involve responsibilities as the lead in coordination and management activities.
- Experience in investigations and or audits of cases of non-compliance with administrative policies
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Job description
- Enterprise Risk Management - Develop and maintain a fit-for-purpose Enterprise Risk Management Framework (RMF) aligned to best practice methodologies; Deliver expert advisory services to all business units in the utilisation of risk management systems and tools; Embed appropriate risk management tools within the organisation such as incident management, risk and control self-assessments, key risk indicators and the enhancement of capital calculations; Generate reports and submit to Exco for Board Risk Committees; Assist business units with articulating identified emerging risks and in updating risk registers; Perform the super user and administrator functions in respect of the risk management system; Provide strategic ERM thought leadership to the organisation to ensure effective management of ATNS business risk.
- Insurance - Review the insurance Management Policy; Ensure that a suitable risk and reward balance is achieved in the insurance portfolio; Analyze insurance needs by identifying risk exposure and analysing and classifying risks to provide optimum coverage; Review the organisation’s insurance and provide expert advice on possible gaps and re-insurance.
Market and Liquidity Risk -
- Develop, implement, and manage a robust Risk Appetite and Tolerance Framework for the organization; Collect and verify the required data from all relevant sources in producing the RAF report; Monitor Key Risk Indicators (KRIs) for the organization; Collaborate with different stakeholders to proactively manage tolerance levels within the organisation and ensure mitigating actions are well thought through and implemented at an appropriate level; Prepare and submit reports to executive management, clients and other stakeholders as required.
- Business Continuity - Develop, implement, and manage a well-informed Business Continuity Management Policy and Frameworks; Collaborate with departments and the Executive team to develop and implement plans to anticipate, address, and mitigate the effects of various business interruptions; Facilitate and coordinate the development of Business Continuity Plans; Collaborate with IT staff to develop and implement best practices to protect and restore data and systems in the event of natural disasters, viruses and possible potential threats; Establish responsibility and accountability for BCM crisis management and ensure appropriate incident management structures are in place; Enabling the development and regular delivery of business continuity training, workshops, and information; Collaborate with occupational health and safety to align the organisation's emergency management plan with established best practices and community standards; Coordinate and manage crisis management exercises.
- Governance, Risks and Reporting - Continuously monitor and measure compliance with all efficiency policies and practices; Keep abreast of the Governance Risk and Compliance processes and procedures; Proactively identify any risks facing the function/ department and appropriately and timeously measure, correct, and manage such risks; Prepare ad hoc reports as required to enable business decision-making; Continuously monitor and measure compliance with all policies and practices within the function; Prepare reports on Combined Assurance for the CGRC, CEO and all the relevant stakeholders; Update the GRC system continuously with current risk registers and monthly reporting information; Liaise with IT to ensure the GRC system always functions accordingly; Maintain current user profiles; Liaise with external service providers on system-related matters.
- Stakeholder Relations Management - Develop and maintain sound relationships for relevant stakeholders; Develop, manage, and nurture relationships with all key stakeholders; Establish, manage, and participate in all key forums to ensure effective representation.
- Financial Management - Manage expenditure in line with business priorities and objectives and within approved financial guidelines and parameters; Provide inputs into the development of the overall GRC budget; Ensure efficient utilisation of the approved budget; Manage the costs involved while maintaining quality of service; Compile and provide required reports on the utilisation of the budget; Identify and prevent irregular, fruitless and wasteful expenditure.
- People Management - Manage employees in accordance with HC policies and processes; Promote high discipline and performance standards to achieve the ATNS strategies; Mentor and coach staff as required; Ensure the transfer of knowledge and skills to enable sustainability within the Department; Perform talent management aligned with the HR policies, procedures, and disciplinary code.
Minimum requirements
Formal Qualifications:
- Bachelor’s degree in Risk Management/Internal Audit or related field
- Registered with the Institute of Risk Management
- Recognized certificates in Risk Management and business continuity is advantageous
- Certification in Insurance is an advantage
- Experience in Quantitative Risk Management is an advantage
- Data Mining or Data Analysis is an advantage
Years of Experience:
- Minimum five years’ experience in Risk Management in a complex operations environment of which at least three years must be at a managerial level
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Job description
- Enterprise Risk Management (ERM) - Facilitate and monitor the implementation of the Risk Management, Policy, framework and methodology; Assist in reviewing the ATNS Risk Management Policy, framework and methodology in terms of benchmark findings, visiting airports (stations) to verify risk management practices and mitigation of identified risks, etc; Facilitate departmental and regional risk assessment workshops; Assist the Manager in facilitating strategic risk assessment for ATNS as directed; Liaise with relevant stakeholders to update the strategic and operational risk register continuously; Facilitate project risk assessments and monitor the implementation of mitigation plans; Liaise with departmental risk champions to coordinate risk management activities; Monitor the implementation of action plans to mitigate risk; Conduct research on the improvement of risk management methodologies; Review and align the risk management maturity plan with best practice; Assess and maintain the risk maturity profile of the department.
- Business Continuity Management (BCM) -Review the Business Continuity Management Policy; Conduct Business Impact Analysis; Review and update Business Continuity plans; Test the Business Continuity Plans to determine the efficacy thereof.
- Fraud Management - Review the Fraud Management Policy, Whistle Blowing process and Fraud Prevention Plan; Monitor the implementation of the Fraud Prevention Plan; Facilitate the fraud risk assessment, review the Fraud Risk Register, and monitor the implementation of action plans.
- Training - Conduct awareness training to all staff on Risk Management, Fraud and Business Continuity Management in accordance with the training plan; Provide training to nominated risk champions and facilitate quarterly Risk Champion forums; Conduct Barnowl Training to Risk owners, action plan owners and Risk Champions.
- Governance Risk & Compliance (GRC) System - Update the GRC system with current risk registers and monthly reports information on an ongoing basis; Maintain current user profiles; Engage with IT to ensure that GRC system is always functioning optimally.
- Reporting and Administration Duties - Compile monthly reports for management for example on risk assessments conducted, and other as required; Compile monthly/quarterly reports to relevant committees; Schedule meetings for risk assessments, training and other related meetings; Plan and co-ordinate travel arrangements; Organise and co-ordinate unit’s visits and off-site events for the department; Organise the annual Risk Champion Training activities; Assist with and facilitate contract sign-off with suppliers; Ensure timeous payment of suppliers.
Minimum requirements
Formal Qualifications
- B. Com Risk Management or related Qualification
Experience
- At least 2 -3 years relevant experience in Risk Management
- Knowledge in Risk Management is required
- Registration as a member of the Institute of Risk Management will be advantageous
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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 that meet business needs and resolve issues; 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; Contribute to the enhancement of Human Capital’s profile within the business through service delivery excellence.
- 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 reporting, 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.
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Job description
- Legal Services - Manage allocated corporate litigation (Civil and Labour); Draft/vet and review allocated commercial agreements and legal documents; Ensure that signed contracts are captured on the electronic system; Keep custody and update and maintain the contract and agreement database; Draft contracts/documents/reports; Conduct annual contract and agreement reviews; Conduct legal research for the Legal Manager, the department and business units in the company; Draft and manage correspondences and submissions; Provide legal advisory services to the various business units in the company; Provide assistance to the company in defining requirements for contractual specifications; Provide general and specific legal support in accordance with company frameworks; Ensure accessibility of legal services by all ATNS departments; Advise the business of legal requirements in relevant jurisdictions, obtaining advice from and managing external legal counsel/Attorneys, where appropriate; Implement procedures, rules and guidelines relating to the maintenance and management of the contract register; Attend to general legal enquiries.
- Co-ordination, Communication and Reporting - Advise Line Management about amendments to legal matters; Review ATNS Legal Policies and Directives when changes are required; Evaluate and improve the effectiveness of legal measures and procedures; Attend relevant meetings and forums; Provide the Legal Manager with monthly reports on Legal matters; Run a legal awareness program within ATNS.
- General duties required to support the efficient running of legal services - Build and maintain effective relationships with all relevant stakeholders, business functions and teams within ATNS to enable the required alignment and collaboration; Ensure compliance to the Quality Management System; Provide input into the annual report and budgeting processes; Attend staff meetings and discussions in support of the team environment and good communication; Identify personal training and development needs and requirements.
Minimum requirements
Formal Qualifications
- LLB Degree or other recognized equivalent South African Law Degree.
Experience
- Minimum 4 years post admission work experience (in-house, law firm, etc.).
- Experience in litigation matters.
- Substantial experience in commercial and contract law.
- Familiarity with compliance and regulatory requirements.
- Able to work after hours should the need arise.
- A good command of English, both written and verbal, is a requirement of the job.
- Must possess a valid RSA driver’s license (minimum code 8).
go to method of application »
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 that meet business needs and resolve issues; 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; Contribute to the enhancement of Human Capital’s profile within the business through service delivery excellence.
- 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 reporting, 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.
Method of Application
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