MAIN PURPOSE OF POSITION
- Reporting to Specialist IT Audit : To provide support to management in managing a portfolio of information systems audits in an effective and efficient manner with the allocated resources in accordance with related standards and regulations.
DUTIES AND RESPONSIBILITIES:
BUSINESS OPERATIONAL EFFICIENCY
- Plan scope, objectives and identify benchmarks to be utilised.
- Assess the business and fraud risks.
- Compile audit plan.
- Compile Audit report.
- Conduct a walk through process with relevant role players.
- Executes tests inclusive of policies, procedure, standards and specifications in accordance with best practices.
- Execute and supervise audits through adequacy on goals.
- Develop audit test to safeguard assets.
- Initiate audits order to according business requirements and calendar for audits.
- Generate audits reports inclusive of, audit findings, business risks and recommendations.
- Ensure audit reports are accepted and recommendations are implemented within the specified reasonable time.
- Communicate audit results to all stakeholders.
- Submit the audit report for reviewing, issuing and archiving.
- Conduct audits within the stipulated time, scope and budget.
- Conduct research and provide insight of pertinent audit issues
- Conduct continuous monitoring using CAATs.
- Plan and execute data analysis using ACL tool.
PEOPLE MANAGEMENT
- First level review of working papers and providing guidance on the work to be carried out.
- Monitor and report on projects progress and performance.
- Liaise with the Specialist IT on transversal matters affecting the IT audits.
- Effective briefing and communication with departmental staff.
- Supervise employee relations to ensure a conducive and productive working environment.
STAKEHOLDER MANAGEMENT
- Maintain internal stakeholder relationships.
- Engage with team members during the audit process.
- Communicate with team members with GIA.
- Communicate with clients regarding IS audit requirements.
DEVELOPMENT AND IMPLEMENTATION OF THE STRATEGIC PLAN
- Provide input in the development and implementation of the Divisional strategy.
- Provide input to support the Division in rendering an advisory and consulting role to the Organisation.
GOVERNANCE, RISK AND COMPLIANCE
- Ensure compliance to SABC policies and procedures.
- Adhere to the regulatory audits standards.
- Attend all meetings as defined by Standard Operating Procedures.
- Development of Standard Operating Procedures (SOP) and monitor the implementation thereof
INHERENT/MINIMUM REQUIREMENTS
QUALIFICATIONS
- Bachelor degree (NQF 7) in Commerce, Auditing, Computer Science or Information Systems/Informatics
- Certified Information Systems Auditor (advantage)
EXPERIENCE
- 5-7 years’ experience in IS Auditing or any IT related.
KNOWLEDGE
- Experience in the Audit Planning
- Experience in project management and supervising
- Knowledge of informatics audits
- Computer literacy
- Ability to interact and manage different stakeholders at different levels
- Understanding of information management systems
- Stay up to date with current auditing requirements
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MAIN PURPOSE OF POSITION
- Reporting to Group Chief Executive Officer: To ensure the provision of a holistic Secretariat service to the Group Executive as a collective and individually, and to ensure compliance with the SABC’s statutory and governance compliance.
DUTIES AND RESPONSIBILITIES
OPERATIONAL EFFICIENCY AND COST MANAGEMENT
- Ensure the timely compilation and distribution of Group Executive meeting documentation and other forum as required.
- Attend and minute meetings of the Group Executive and other forum.
- Maintain minute books of the Group Executive meetings and other forum in according with legal requirements and other best practice.
- Assist with the execution of Corporate Strategy by ensuring that Group Executive and Board Decisions are clearly communicated to the relevant parties.
- Manage the coordination, organisation and convening of meetings and workshops of the Group Executive
- Effectively manage all documentation for the Group Executive for easy access
- Manage parliamentary questions destined to the Office of the GCEO by monitoring and tracking responses of relevant business unit
- Ensure the timely compilation and distribution of Group Executive meeting documentation and other forum as required.
- Attend and minute meetings of the Group Executive and other forum.
- Maintain minute books of the Group Executive meetings and other forum in according with legal requirements and other best practice.
- Assist with the execution of Corporate Strategy by ensuring that Group Executive and Board Decisions are clearly communicated to the relevant parties.
- Manage the coordination, organisation and convening of meetings and workshops of the Group Executive
- Effectively manage all documentation for the Group Executive for easy access
- Manage parliamentary questions destined to the Office of the GCEO by monitoring and tracking responses of relevant business unit
GOVERNANCE RISK AND COMPLIANCE
- Monitor and ensure compliance with relevant legislation and codes of ethical conduct affecting the SABC’s governance environment.
- Ensure strict compliance with the Delegation of Authority Framework
- Keep abreast of corporate governance developments and advise Group Executives as to their duties, responsibilities and personal obligations
- Oversee the management of special communication risks to protect organisational integrity, create value, prevent financial loss and ensure compliance with applicable policies and legislations.
- Monitor execution of internal risk audits results per checklist to identify and address gaps.
STAKEHOLDER MANAGEMENT
- Facilitate and convene synergies with the SABC Board, Exco members and relevant committees.
- Engage in complex and brilliant networking strategies with a diverse population of customers and stakeholders.
- Promote the SABC brand and reputation with key customers and stakeholders.
INHERENT/MINIMUM REQUIREMENTS
QUALIFICATIONS
- NQF6) GCISA Governance Institute of South Africa formally known as CISA Chartered Institute of Southern Africa OR
- National Diploma Law (paralegal studies)/ BCOM/BA Law / LLB / or relevant qualifications (NQF6/7)
EXPERIENCE
- 6 years’ experience in the Secretariat environment
KNOWLEDGE
- Knowledge and understanding of the reporting and financial requirements of the PFMA, Broadcasting Act, Companies Act and other legislation relevant to the SABC.
- Time Management and highly pressured environment under stringent deadlines and deliver work of exceptional quality
- Computer literacy
- Maintain confidential information.
- Problem solving and analytical skills
- Solution orientation
- Good interpersonal and communication (written and verbal) skills
- Report writing skills
- Strategic and tactful attributes
- Facilitation and Presentation skills
- Business acumen
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MAIN PURPOSE OF POSITION
Reporting to the Executive: Human Resources, the incumbent will be responsible for the people agenda within a specific Cluster/Division and the driving force behind the creation and implementation of the people plan aligned with the divisional agenda. Regarded by the customer Division as the expert in the field of People Performance and HR. To represent HR Service/ Value Chain for the specific Division customer. Provide HRBP Leadership services and program delivery of all human resources, as well as functional leadership and process for the HR Team in the division.
DUTIES AND RESPONSIBILITIES:
DEVELOPMENT AND IMPLEMENTATION OF STRATEGY
- Provide HR Leadership role for a Cluster of Divisions and ensure alignment with SABC People Strategy, as well as develop the People Performance Index/Metrics which is approved by Divisional Leadership.
- Contribute to the execution of the business plan through the creation (where appropriate) and implementation of the People Strategies that attract, develop and retain employees.
- Analyses divisional business plans and determines their implication on the business units HR programmes and practices.
- Using the divisional knowledge obtained, assesses current HR practices and programmes for relevance and impact. Determines whether to continue, amend or discontinue with such programmes and practices and which new HR initiatives are required.
- Proposes a plan of action, obtain approval and buy-in, designs and/or source solutions and facilitate implementation and follow-up on results.
BUSINESS OPERATIONAL EFFICIENCY
HUMAN RESOURCES EXPERTISE
To provide Human Resources process leadership and consultation for the entire Cluster/Division, as well as take full accountability for the entire interventions and activities thereof.
Value, Work Culture and Leadership Alignment
- Uses understanding of appropriate work cultures, designs an appropriate leadership models and assesses present leadership styles against model and where appropriate designs and/or source and implement interventions to affect necessary changes on leadership behaviours. To facilitate individual, team and organisational development programmes.
Growing performance capability
- Applies understanding and knowledge of the client’s business and strategies to determine how changes to work profiles and performance management can best be utilised to achieve business performance requirements. Provides consulting service to Corporation colleagues about work profiles and performance management. Facilitate the implementation of ALL HR and Diversity Management interventions.
Advance HR Capability
- As a subject matter expert in one area of human resources and delivers proven solutions in HR practices. Shares knowledge with HR colleagues.
- Coaches junior colleagues. Establishes and participates in the development of learning networks across the organisation. Participates in the activities of Centers of Excellence. Contributes to the development of HR capabilities by participating in cross-divisional work teams. Designs workshops to address specific developmental areas.
Work and Competency Profiling
- Facilitates the integration of work profiling with other HR processes within the Division. Continuously benchmarks and networks to adapt/improve current work profiling approach to effect the outcomes.
Program delivery and operational implementation
- Enable and facilitate HR areas such as recruitment and selection, rewards, retention, performance development and appraisal, career and succession planning, employee development, labour relations and organisational development.
- Pro-actively but always in agreement with Divisional leadership, researches, scopes and develops HR programmes for delivery, ensuring the roles of sponsors, change agents and those affected by the change are taken cognisance of.
Accountable for translating capability analysis programs into competency-based talent management interventions which are inclusive of selection, development which is compliant to all legislative frameworks.
Labour Relations/Counselling
- Provide advice and become actively involved (Manages) in addressing ALL disciplinary issues within area of control and in liaison with the Labour Relations office, where applicable.
- Transfer coaching, mentoring and counseling skills to line to enable them to become better people leaders. Provides counseling and acts as a coach.
GOVERNANCE, RISK AND COMPLIANCE
- Ensure all statutory requirements and processes are in place and fully functional (e.g. Business Unit Labour Consultation Forum, Employment Equity Forum, Skills Development Forum etc).
- Monitor and report on the operational risk and compliance matters within the human resources business partnering environment.
- Monitor adherence and compliance to the policies, directives, interventions, systems, practices, processes procedures and report any non-compliance, gaps and make recommendations to rectify
- Implement Risk Management Plans and actions in line with organizational Risk Framework.
- Identify internal risks and develop mitigation plans (that is controls); as well as monitoring the implementation
- Custodian of procedural and substantive fairness across the Cluster/Division and hold team accountable and responsible for upholding the same.
- Responsible for proper governance, ensure controls are in place, as well as being an administrative expert of own divisional work.
STAKEHOLDER MANAGEMENT AND CHANGE MANAGEMENT
- Ensures involvement in the change process. Identifies stakeholders and possible effects of the change programmes on the stakeholders’ interest. Analyses changing business circumstances and identifies and suggests interventions to address internal requirements and external changes.
- Challenges status quo by comparing it to an ideal or a visionary state. Identifies and bring to bear innovative practices when managing change. Provides training and support for dealing with change. Reviews project performance and identify opportunities for improvement. Makes effective use of individual and team capabilities and negotiates responsibility for delivering greater results.
- Establishes systems to monitor progress against objectives and ensures that projects comply with regulatory and project financial requirements.
- Ensure involvement of various stakeholders in divisional people processes by creating platforms of engagements
LEADERSHIP AND PEOPLE MANAGEMENT
- To lead, develop and manage the entire HRBP service offering and team within the Cluster/Division;
- Demonstrates competence, respect and ethical leadership for the entire team and function with the Cluster/Division.
- Champion periodic assessment of team’s and functional performance across the Cluster/ Division.
- Champion the development of individual and teams to ensure delivery of greater results.
- Establish and maintain effective win-win working relationship with managers, employees and their representatives through an environment that fosters communication and co-operation.
- Promote and foster a culture and environment that is productive, open and empowering, safe, inclusive and equitable.
- Coach others to behave and make decisions in line with SABC Values and Behavioural Code
INHERENT/MINIMUM REQUIREMENTS
QUALIFICATIONS
- National Diploma (NQF6) and/or Degree in Human Resources and/or Industrial Psychology/or related field at NQF 7
- Postgraduate qualification majoring in HRD/OD/ Industrial Psychology and/or other related area/Registration as an Industrial Psychologist will be an advantage
EXPERIENCE
- Five (5) years generalist Human Resources experience,
- Three (3) years’ experience in a senior consulting capacity,
- Two (2) years’ experience in HR Management role.
KNOWLEDGE
- Demonstrates thorough understanding of HR theories and best practices regarding behavioural drivers for improving and sustaining working relationship;
- Thorough understanding and capability in Individual, Team and Organisational Development processes.
- Demonstrates thorough understanding of Emotive, Behavioural and Leadership Development processes.
- Demonstrates thorough understanding of labour relations, coaching, counselling and mentoring theories and best practices, as well as methodologies.
- Demonstrates thorough understanding of Conflict Resolution Processes, (facilitation, mediation, arbitration of individual, team and unions) techniques and feedback.
- Working knowledge of the legislative framework governing human resource practices in the country.
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