Air Traffic and Navigation Services Company Jobs

To apply, click on the link at the end of the posts and all the best with your applications.

Head of Research, Development & Innovation (RDI)

Position summary

Industry: Aviation & Aerospace

Job category: Research and Development

Location: Bedfordview

Contract: Permanent

Remuneration: Market Related

EE position: No

Introduction

Applications are invited for the position of Head of Research, Development & Innovation (RDI) (Peromnes Grade 5) based at Head Office, Bruma. The successful applicant will be reporting to the Chief Strategy Officer To advance the strategic business objectives of the company through diligent and focused research and innovation to support the long-term financial sustainability of the organisation. To establish an in-depth understanding and analysis of the macro air traffic control and navigation environment and ATNS strategic objectives to inform the research agenda and identify innovation opportunities. To lead and direct the establishment of an effective Research, Development and Innovation function for ATNS able to effectively support the company’s vision and mission of becoming the leading provider of safe and efficient Air Traffic Management solutions in Africa. To support the creation of an adaptive and innovative enterprise through the active promotion of digitalisation, technological innovation, diversification, and commercialisation of products and services. To drive the deployment of relevant and innovative technology that will meet the expectations of customers and the Air Traffic Management (ATM) community. To drive the development of an innovative product portfolio and commercialisation in support of future air traffic management concepts and systems with the lowest possible risk to the company

Job description

Strategy and Implementation – Establish and manage a strategic research and innovation agenda and framework within SRD&I aligned to business strategy which enables RD&I to seek opportunities for improvement and innovation in every area. Provide strategic leadership and guidance to the Research, Development & Innovation function to enable the successful achievement of required business objectives and deliverables. Provide input into the ATNS strategy based on research findings. Develop, implement and articulate the RD&I strategy and value proposition to the organization. Drive delivery of the required RD&I research and innovation project portfolio and initiatives within the agreed time, budget and standard/quality requirements. Analyze trends and metrics in partnership with the Chief SRD&I that will inform the development of current and future required solutions, programs, and policies aligned to business priorities

Manage the Research, Development & Innovation Agenda – Establish an in-depth understanding and analysis of the macro air traffic control and navigation environment and ATNS strategic objectives to inform the research agenda and identify innovation opportunities. Focus research, development and innovation on Air Traffic Management solutions and associated services that meet the needs and expectations of the ATM community and that will support the long-term financial sustainability of ATNS. Develop a research agenda that actively supports the company’s strategic objectives and business priorities. Provide plans and guidelines on the establishment of long-term ATM/cns systems to ensure system capacity that is aligned to stakeholder requirements. Prepare plans, processes, procedures and safety cases for introducing new technologies into the operations environment.  

Operationalization of RD&I – Conduct or commission strategic market, industry and technology research. Develop and coordinate a roadmap for ATNS of the future in collaboration/partnership with all internal stakeholders. Manage and administer the end-to-end innovation management process from idea management to business case review. Provide RD&I thought leadership to the organization aligned to the vision and overall business strategies, and provide recommendations and advice on the research, development and innovation agenda. Develop and implement the RD&I operating model based on end-user requirements, benchmarking and strategic objectives. Conduct research and statistical analysis to identify opportunities for improving efficiency across the function. Benchmark service delivery of RD&I against global best practices. Provide specialist advice with regards to RD&I issues in the organization. Maintain, promote and continuously improve RD&I efficiency and related processes. 

Governance, Risk, Compliance & Reporting – Manage and implement a robust governance framework for the RD&I function. Continuously monitor and measure compliance with all ATNS policies and procedures and relevant legislation. Manage the function’s performance against strategy and set targets and corporate objectives. Lead overall risk assessment of RD&I projects and issue management and develop and implement effective mitigation plans and actions. Develop product level risk analyses as appropriate. Ensure compliance with relevant legislation, policy and standards. Consolidate input from all relevant parties to prepare strategic level reports for the Chief SRD&I and other relevant stakeholders. Prepare formal and ad hoc reports as required

Stakeholder Relations Management – Build, maintain and nurture mutually beneficial relationships with relevant stakeholders. Develop, manage and maintain sound relationships with key stakeholders. Build and maintain effective collaborative relationships with all relevant business functions and teams within ATNS to enable alignment and optimal service delivery

Financial Management – Manage expenditure in line with business priorities and objectives, and within approved financial parameters. Develop and manage the RD&I budget in line with strategic business objectives and the ATNS mandate. Ensure compliance to company financial policies and procedures. Report on all costs incurred against the approved budget as well as any possible deviations thereto

People Management – Manage staff in accordance with HC policies, processes and practices. Ensure that new employees have been properly on-boarded prior to commencing work. Monitor the time and attendance of subordinates, take appropriate action in the case of absenteeism, and report issues to management and Human Capital. Ensure the availability of skilled and competent staff in the strategy function to meet the current and future needs aligned to the departmental and overall business strategies. Ensure that staff is managed in accordance with HC policies, processes and practices. Promote high levels of discipline and performance standards to achieve the ATNS strategies.

Interested applicants are requested to register their CV’s and apply on https://atns.ci.hr/ by no later than 27 AUGUST 2025.

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful. 

ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups as per the Employment Equity Act of 1998, are encouraged to apply.People with disabilities are encouraged to apply.

Minimum requirements

Minimum Qualifications:

• Post graduate tertiary qualifications in Science, Business Management, Engineering or any relevant field
• Leadership Development qualification is advantageous

 Minimum Years of Experience:

• Seasoned professional is required with a minimum of 8 years of experience in conducting and managing research, development and innovation in a technological environment, preferably air traffic services/ air traffic management, of which at least 5 years must be at a managerial level
• Must have done research and published

Building Administrator FAUP

Position summary

Industry: Aviation & Aerospace

Job category: Other: Engineering, Technical, Production and Manufacturing

Location: Upington

Contract: Permanent

EE position: No

Introduction

ATNS is seeking a candidate to provide support and maintenance of ATNS buildings and all related satellite buildings and sites.

Job description

Major Activities

• Ensure building safety and security by:
  – Overseeing routine preventive and corrective maintenance on ATNS buildings (local and remote sites) and related infrastructure
  – Conduct regular inspections to ensure proper functioning of all equipment
  – Implement emergency procedures and coordinate evacuations
• Building maintenance and upkeep:
  – Coordinate maintenance work, including repairs and renovations 
  – Monitor utilities usage and report issues
• Ensure proper disposal of waste and maintain building cleanliness
• Develop and implement emergency procedures
• Coordinate evacuations, fire drills and other emergency exercises
• Manage subcontractors relating to security, pest control, painting, cleaning and gardening, as well as electricians and plumbers, and the maintenance and servicing of fire extinguishers, etc.
• Supervise ATNS vehicles in respect of logbooks, licenses, permits, record sheets and service schedules
• Address tenant complaints and requests
• Assist with new building projects or the upgrading of buildings and sites
• Ensure compliance with the Occupational Health and Safety Act and the ATNS OH&S plan
• Ensure compliance with ISO 9001 procedures

Minimum requirements

Minimum Qualifications

• Grade 12

Minimum Experience

• Minimum of 3 years experience in a Built Environment
• Driving and in possession of a valid code 8 license

Benefits

Medical Aid, Pension Fund, Housing Allowance

Re- Advert – Head Culture, Change & Transformation

Position summary

Industry: Aviation & Aerospace

Job category: Others: RandD, Science and Scientific Research

Location: Bedfordview

Contract: Permanent

Remuneration: Market Related

EE position: No

Introduction

Applications are invited for the position of Head Culture, Change & Transformation (Peromnes Grade 6) based at Head Office, Bruma. The successful applicant will be reporting to the Chief Strategy, Research, Development & Innovation Officer Purpose To provide strategic and operational leadership in the development, implementation and management of an effective Culture, Change & Transformation strategy as well as related policies aligned to the vision and overall business strategy of ATNS. To be the coordinating office in facilitating change initiatives from business units to ensure smooth transition per initiative. Responsible for providing the required guidance and support to the CEO and other senior leaders to ensure the development full facilitation of the change management and culture road maps; and designing, developing, and applying interventions to address predictable and unpredictable human dynamics. To coordinate and oversee efforts to build commitment to and ultimately realize ATNS’ Strategic Plan and ensure that all staff are prepared for the transformation by focussing on managing the human aspects of executing change as ATNS’ transformation is planned and executed. To Build and maintain strong relationships with stakeholders across the ATNS community as part of ensuring buy-in and alignment with change initiatives.

Job description

Strategy Implementation –  Provides overall leadership and management to the Culture, Change & Transformation function to enable achievement of the SRD&I and ATNS business strategies. Develop, implement and articulate the Culture, Change & Transformation strategy and value proposition to the organization aligned to the SRD&I and business strategies. Lead conceptualization, designing and implementation of the Culture, Change & Transformation 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 Culture, Change & transformation strategy to be on time, within budget and to the required standard. Lend and provide support to the efforts towards integration of Culture, Change & Transformation strategies with overall ATNS strategy. Set clear targets for the 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 Culture, Change & Transformation strategy are being received in the business. Provide the Culture, Change & Transformation input into the long-term ATNS strategy. Develop an integrated annual business plan for Culture, Change & transformation to enable achievement of the function’s business and ATNS strategies and targets. Drive the vision, mission, and values of ATNS within the function whilst ensuring that the activities and outputs are also aligned. Support and co-ordinate implementation of the corporate transformation strategy in Culture, Change & Transformation aligned with relevant legislation.

Operationalizing Culture, Change and Transformation – Provide a strategic Culture, Change & transformation thought leadership into the organization aligned to the vision and overall business strategies. Conceptualize and define the Culture, Change & Transformation operating model based on end-user requirements, benchmarking and strategic objectives. Conduct research and statistical analysis to improve efficiency across the function. Benchmark service delivery of Culture, Change & Transformation against global best practices. Establish Culture, Change & Transformation as a respected function within ATNS. Provide specialist advice with regards to Culture, Change & Transformation issues in the organization. Maintain, promote and continuously improve the Culture, Change & Transformation efficiency and related processes. Keep abreast of the Culture, Change & Transformation processes’ efficiency evolutions. Drive cost-effectiveness and efficiencies in the function’s operations through implementation of appropriate initiatives and methods. Formulate and implement appropriate Culture, Change & Transformation policies and practices to guide processes within the function. Drive system improvements to ensure availability of the most effective systems and tools to enable efficiency within the function. Identify and undertake the Culture, Change & Transformation related projects to enable achievement of the ATNS business strategy and related initiatives. Attend seminars, conferences, workshops, etc. on Culture, Change & Transformation related matters to remain abreast of the current and future landscape.

Building Organizational Commitment & Cascading Sponsorship – Foster all levels of the organization to commit to achieving ATNS’ transformation. Articulating levels of commitment needed, assessing commitment, and planning the actions necessary to drive higher levels of commitment from key individuals and groups of ATNS constituents. Understand the structural integrity of ATNS sponsorship cascades and relationships within them including processes for extending the reach of sponsorship from the initiating sponsor to all levels of ATNS change targets. Planning and execution of activities that will ensure a strong sponsorship network remains in place throughout ATNS transformation. Work directly with ATNS sponsors at multiple levels to help strengthen their individual sponsorship skills.

Assessing & Architecting Culture, Adaptation Capacity – Articulate the desired mindsets and behaviors that must be in place for ATNS’ transformation to be fully realized. Assess ATNS’ current culture versus the desired culture to ascertain the overall degree of consistency and to identify specific gaps that need to be addressed. Work closely with ATNS leadership to declare the degree of culture shift necessary to achieve realization and to be sure that need is clearly stated in the overall ATNS strategic intent. Develop and execute a plan that will drive sponsors and targets to understand, embrace, and institutionalize the desired mindsets and behaviors. Periodically assess ATNS’ adaptation capacity and change load. This includes the ability to understand constituencies that will be affected by specific changes; to understand the nature, degree, and timing of that impact; and to share that perspective with those ATNS constituencies in a timely manner so that capacity risk can be mitigated. Provide a portfolio view of changes and impacts for key ATNS constituencies to create a complete view of the change load for potentially overloaded groups of ATNS change targets. As necessary, options for mitigating overload should be presented to sponsors; these options may include delaying some changes, taking things off individual plates, and preparing group of targets for changes in order to provide a sense of indirect control.

Managing Business Transformation – Understand current state and required steps to transition users in the business to new tools and processes. Continually look for opportunities to innovate and improve processes. Work with other relevant departments to help drive alignment and standardization of requirements and processes where possible. Coordinate the daily activities of the team to meet performance targets. Develop business cases for each project and presenting it to senior leadership for approval. Monitor the progress of each project throughout its life cycle to ensure that deadlines are met and objectives are achieved. Developing a detailed plan for implementing the new system or process based on the needs identified in the business case. Coordinate with IT teams to design and develop new systems or processes Conduct training sessions for employees on new procedures or programs to ensure that they are able to use them effectively. Determining how to allocate resources within the organization to meet project goals and deadlines. Analyze data to determine where improvements can be made to increase efficiency or effectiveness of processes. Establishing communication plans to notify clients, partners, and other stakeholders about changes in processes or procedures.

Stakeholder Management – Identify key Pact stakeholders (individuals and groups) who will play a key role in ATNS’ commitment to the transformation. Plan and execute actions and interventions that drive greater levels of commitment. Build and maintain effective collaborative relationships with all relevant business functions and teams within ATNS to enable the required alignment and optimal operational delivery of all enterprise projects Develop overall communications strategies and plans to support ATNS’ commitment to its intended future state. This includes a multi-channel portfolio of communications that are delivered over an extended period of time. Draft and deliver individual, compelling, consistent communications “events” called for in the communications plan. Adapt operational delivery as practically as possible to meet client needs and expectations.

Financial and Costs Management – Lead development, utilization and management of the Culture, Change & Transformation budget. Ensure effective leadership in the management of operational costs to enable efficient utilization 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.

Governance, Monitoring, Compliance & Reporting – Lead the planning, reporting and governance of ATNS’ Culture, Change & Transformation Custodian of ATNS’ Culture, Change & Transformation Governance Framework, ensuring continuous maturity in project governance, portfolio management and execution. Collaborate across ATNS to plan, monitor and report the performance of the portfolio of programs and projects, identifying opportunities to optimize portfolio outcomes.

People Management – Ensure the availability of skilled and competent staff in the Culture, Change & Transformation function to meet the current and future needs aligned to the departmental and overall business strategies. Promote high levels of discipline and performance standards to achieve the ATNS strategies. Lead and manage the Culture, Change & Transformation team to utilize their skills and expertise to support an integrated approach to research and innovation in the company. Manage performance outputs of the team by using the performance management system and taking corrective action promptly and effectively. Mentor and coach staff as required to ensure continuous development and availability of the required at all times. Ensure the transfer of knowledge and skills to enable sustainability within Culture, Change & Transformation from a succession management perspective. Perform talent management aligned to the HR policies and procedures. Manage implementation of the transformation initiatives within Culture, Change & Transformation to ensure an inclusive environment. Drive employee engagement and retention within Culture, Change & Transformation function.

Interested applicants are requested to register their CV’s and apply on https://atns.ci.hr/ by no later than 27 AUGUST 2025.

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups, as per the Employment Equity Act of 1998, are encouraged to apply.

People with disabilities are encouraged to apply.

Minimum requirements

Minimum Qualifications

•          Postgraduate degree in Business studies, Human Resources, organizational development, MBA or related
•          Industrial Psychology/ Sociology/ Psychology is an added advantage
•          Recognized Certificates in Change Management/ Culture or Transformation.

Minimum Years of Experience: 

•  8 years experience in designing and implementing culture, change & transformation projects in a highly complex technology environment, 5 of which must have been spent in a managerial level role.

Building Administrator FACT

Position summary

Industry: Aviation & Aerospace

Job category: Other: Engineering, Technical, Production and Manufacturing

Location: Cape Town South

Contract: Permanent

EE position: No

Introduction

ATNS is seeking a candidate to provide support and maintenance of ATNS buildings and all related satellite buildings and sites.

Job description

Major Activities

• Ensure building safety and security by:
  – Overseeing routine preventive and corrective maintenance on ATNS buildings (local and remote sites) and related infrastructure
  – Conduct regular inspections to ensure proper functioning of all equipment
  – Implement emergency procedures and coordinate evacuations
• Building maintenance and upkeep:
  – Coordinate maintenance work, including repairs and renovations 
  – Monitor utilities usage and report issues
• Ensure proper disposal of waste and maintain building cleanliness
• Develop and implement emergency procedures
• Coordinate evacuations, fire drills and other emergency exercises
• Manage subcontractors relating to security, pest control, painting, cleaning and gardening, as well as electricians and plumbers, and the maintenance and servicing of fire extinguishers, etc.
• Supervise ATNS vehicles in respect of logbooks, licenses, permits, record sheets and service schedules
• Address tenant complaints and requests
• Assist with new building projects or the upgrading of buildings and sites
• Ensure compliance with the Occupational Health and Safety Act and the ATNS OH&S plan
• Ensure compliance with ISO 9001 procedures

Minimum requirements

Minimum Qualifications

• Grade 12

Minimum Experience

• Minimum of 3 years experience in a Built Environment
• Driving and in possession of a valid code 8 license

Risk Officer 

Position summary

Industry: Legal

Job category: Legal Department

Location: Kempton Park

Contract: Permanent

Remuneration: Market Related

EE position: No

Introduction

Applications are invited for the position of Risk Officer (Peromnes Grade 9) based at Bruma. The successful applicant will be reporting to the Manager: Risk. Purpose To assist the Manager in facilitating and monitoring the implementation of the Risk Management policy, framework and methodology within ATNS.

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

 If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups as per the Employment Equity Act of 1998, are encouraged to apply.

People with disabilities are encouraged to apply.

Human Capital Consultant – FAOR

Position summary

Industry: Aviation & Aerospace

Job category: Human Resources and Recruitment

Location: Bedfordview

Contract: Permanent

Remuneration: Market Related

EE position: No

Introduction

Applications are invited for the position of Human Capital Consultant: FAOR (Peromnes Grade 8) based at FAOR. The successful applicant will be reporting to the Human Capital Business Partner. Purpose To deliver comprehensive and professional HC services seamlessly and consistently across the employee lifecycle to employees in the designated region

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.

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

 ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups as per the Employment Equity Act of 1998, are encouraged to apply.

 People with disabilities are encouraged to apply.

Human Capital Consultant – Aviation Training Academy

Position summary

Industry: Aviation & Aerospace

Job category: Human Resources and Recruitment

Location: Kempton Park

Contract: Permanent

Remuneration: Market Related

EE position: No

Introduction

Applications are invited for the position of Human Capital Consultant: Aviation Training Academy (Peromnes Grade 8) based at Aviation Training Academy. The successful applicant will be reporting to the Human Capital Business Partner. Purpose To deliver comprehensive and professional HC services seamlessly and consistently across the employee lifecycle to employees in the designated region

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.

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

 ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups as per the Employment Equity Act of 1998, are encouraged to apply.

 People with disabilities are encouraged to apply.

Click here to apply

We wish you all the best with your applications