Talent Management and succession planning - .Lead the development and implementation of an integrated ATNS talent management strategy, philosophy, and principles that is aligned with best practice. Provide professional expertise and in the design, development, and implementation of the talent management program and research best practices and latest talent and succession identification tools e.g. process, systems, scorecard to enable the achievement of business objectives. Manage and own implementation of the talent management strategy post formulation to enable achievement of the objectives. Drive delivery of the required projects/initiatives within the strategy to be on time, within budget and to the required standard. Develop and implement processes for implementing the talent management identification platforms, e.g. talent forums/conferences. Collect, analyse, and maintain data gathered to inform targeted leadership development initiatives to enable effective and well-structured succession planning. Leader the design and implementation of the talent management processes to ensure that the organisation has robust, effective, reliable, objective succession plans across talent pools/segments and critical business capabilities to enhance customer service whilst ensuring adequacy for business continuity. Partner with the HC team heads and line management to develop and implement targeted employee attraction and retention programmes or strategies to enable retention and talent mobility in the organisation. Developing and effectively utilise tools for identifying talent demand and skills gaps analysis. Partner with HC Business partners to design and implement succession plans for critical and core roles and maintain the talent pools. Manage Service Level Agreements with third-party service providers e.g. recruitment agencies, verification agencies, and other service providers. Develop and see through various stages of the talent management policies and procedures for approval: Talent Management, Learning, and Development, Recruitment, Selection, Succession, Secondment, Probation, Exit Management etc.

Strategic Talent Acquisition and Selection (Recruitment and Selection) - Developing and implementing strategies to attract diverse candidates to all areas of the business.  Define matrices to manage the full recruitment lifecycle to manage the turnaround time.  Design talent selection policies, processes and assessment methods and appropriate tools. Implement competency assessments in line with the talent agenda. Ensure that selection resources are always in place to avoid delays with the selection of candidates within the set SLA timelines.

Talent Learning and Development - Develop, implement, and articulate the L&D strategy and value proposition to the organisation aligned to the HC and business strategies.  Provide overall leadership and management to the L&D processes to enable the achievement of the business strategy.  Analyses trends and metrics in partnership with Chief HC Officer to develop the required solutions and programs. Effective management of the employee part-time study assistance program. Gather and analyse relevant data, trends, and patterns and identify gaps and priorities in the Talent Management areas to enable efficient achievement of the ATNS strategy. Lead the development of the L&D policy and procedures development and guide the interpretation, recommendation and implement changes as needed. Develop policy and processes to enable seamless facilitation of internal and external skills exchange  programmes to enhance ATNS skills set within the aviation industry and other industry sectors. Develop, implement, and champion the organisation’s mentoring and coaching framework. Research, identify, and facilitate the engagement of learning and development systems and digital platforms to support seamless and efficient learning experiences. Leverage technology to enhance the accessibility of learning initiatives. Lead and implement a mentoring programme across the organisation, including the identification of mentors and enablement of both mentors and protégées. Monitor and track progress of and effectiveness of all interventions and programs.  Develop and ensure implementation of an integrated annual training plan aligned to the. Business strategies.

Organisational Development - •   Lead the design, implementation, and review of ATNS’s organisational design program that include: Organisational design framework, Organisational operating model, Organisational design value chain, Organisational structure (macro & micro), Development of career paths and job families, Competency frameworks according, Clearly defined levels of work, Role impact and people role process impact framework. Develop a master class program to increase awareness and alignment on matrix organisational structures. Coordinate the process of identifying critical and core operational roles and develop an ATNS talent classification framework. Lead the development of a strategic talent (workforce) plan within the prescripts of economic regulation to ensure that ATNS has future fit work-workforce capacity ahead of demand. Co-manage the change management process with the strategy department. Ensure the development and implementation of appropriate and effective needs analysis tools and frameworks to enable identification of learning and development needs aligned to the vision and business strategies.  Report on and measure reliable indicators to determine ROI. Facilitate and provide guidance on creating the appropriate environment for learning in the organization. Provide guidelines to identify and remove barriers to learning in the organisation.  Ensure that the learning culture is cascaded to every level in the organization. Encourage and educate employees on taking accountability for own personal development. Leadership development programs: Create and implement leadership development programs to cultivate and strengthen the leadership capabilities across all levels of work.

Reporting and Analytics - Lead and coordinate ATNS Workplace Skills Plans (WSP) and Annual Training Reports to the relevant authorities.  Manage all Skills Levies recouped in line with the SDA and Levies Act. Provide quarterly reports to the BBBEE Committee and other stakeholders on the Skills Development Element. Participate and provide feedback to the relevant structures as and when required. Compile monthly, quarterly, and annual reports on all the core deliverables and strategic initiative Org Design, strategic workforce and talent planning, talent management, Learning and Development, and recruitment, selection, and onboarding. Report on talent metrics related to transformation and succession management. Provide relevant risk management reports.

Governance and Risk - Proactively identify risks and develop mitigation strategies and solutions. Lead effective change management & communications planning & implementation throughout the talent processes.

Stakeholder Management - Facilitate partnerships with other organisations to identify training and development opportunities e.g. funding and/or on-the-job exposure. Provide regular updates on the training plan and implementation thereof to the Employment Equity and Skill Development forums. Facilitate the design and conclusion of the SLAs with the HC Business Partners for the various departments and regions to ensure that business expectations are managed. Manage and provide regular reports on SLA compliance whilst identifying areas of inefficiency. Develops, implements, and communicates Talent Management policies and procedures to enable efficient and effective delivery of HC Talent Management services. Professional management of service providers and contract to ensure compliance.

Finance and Cost Management - Contribute to the development, controlling and monitoring of the annual talent management budget to ensure that the expenses are supportive of the strategy and managed within the prescribed procedures. Ensure efficient utilisation of the approved budget.  Manage the costs involved while maintaining quality of service.         Compile and provide monthly 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 - Manage and co-ordinate Talent Management function staff ensuring optimum use of resources.  Concludes clear performance management contracts with the team and ensure effective management thereof. Ensures that all staff in the department have clear individual development plans and are being implemented to ensure the required skills to meet business requirements. Partners with HRD and Talent Management staff in building capabilities for driving the implementation of a high-performance culture