ATNS operates from nine ACSA and 12 other aerodromes. As a globally competitive employer of choice, ATNS is committed to diversity and has achieved ranking within the top 10 companies in South Africa with regards to female representation at executive levels.

• Strategy & Leadership -
• Talent & Career Management - Lead the development, implementation and management of a robust and talent management strategy aligned to the business needs. Develop and implement strategies and initiatives that ensure the ATNS attracts, develops, and retains the required talent aligned to the current and future business needs. Implement effective succession planning processes to ensure development and availability of the required skills for now and the future. Ensure development, management and nurturing of effective talent pipelines aligned to the ATNS needs. Develop a clear career management process for all jobs in ATNS. Conduct research and analysis of organizational trends including review of reports and metrics from the organizations Human Resource Information System (HRIS) or talent management system. Ensure our hiring, onboarding and management procedures are effective for diverse groups.

• Performance Management & EVP -

• Employee Engagement - Provide the required employee engagement thought leadership to the organisation. Ensure conducting of regular employee engagement surveys in the organisation. Drive initiatives to address any issues identified by the employee engagement surveys. Leads employee engagement initiatives to enhance organizational capability and effectiveness.

• Remuneration & Rewards - Ensure availability of strategic rewards and remuneration thought leadership for the organisation. Develop an appropriate remuneration philosophy aligned to the industry to enable attraction and retention of talent. Develop an effective rewards and remuneration strategy and policy for the company. Provide a sound and fit for purpose rewards and remuneration philosophy for the organisation. Ensure regular review of the rewards and remuneration policy and processes in ATNS to ensure their continued efficacy and effectiveness

• Employee Relations & Wellness - Ensure availability of a strategic Employee Relations and Wellness thought leadership to the organisation. Lead development and implementation of aligned employee relations and employee wellness policies and processes. Ensure development and regular review of the employee relations policies and procedures to ensure alignment to the business needs and legislative framework. Ensure that management and employees are trained on all policies including employee relations and employee wellness programmes. Provide support in all engagements with organised labour including wage negotiations.

• Transformation & Stakeholders Management - Support development, implementation and management of a relevant transformation strategy and agenda for ATNS. Ensure availability of relevant HR policies to enable achievement of the transformation agenda. Support cascading of the transformation strategy throughout the organisation. Promote diversity and inclusion in the workplace and reinforce our position as an employer of choice. Develop, implement, and manage an effective stakeholder’s management strategy and plan aligned to the business strategy.

• Organisational Development, Change Management, Culture & Values - Ensure availability of strategic OD and change management thought leadership to support the various change programs being rolled in the organisation. Ensure development and implementation of relevant organizational structures aligned to the overall business strategies of ATNS. Ensure development and implementation of an effective OD and change management processes to enable smooth transitions and implementation of changes in ATNS. Ensure availability of change management capabilities throughout the organisation to enable smooth rollout of change management initiatives and processes. Implement a relevant job grading system for the company and ensure all jobs always have clear and updated job profiles.

• Financial Management - Lead the timely development, efficient utilisation, and management of the human capital budget. Ensure effective leadership in the management of operational costs to enable efficient utilisation of financial resources.

·      Masters level qualification in Business Management or related field.

·      Formal business leadership and management training as an added advantage.

·      10 years strategic and operational experience in human capital management in a large organisation of which 7 years should be at senior management level and 3 years at management level.