HC Strategy Development & Implementation - Provides strategic support to the Chief Human Capital Officer and other thought leaders in the development, implementation and management of the people strategy aligned to the vision, culture and business strategy of ATNS. Translate the business strategy into long- medium - and short-term HR plans, which consider the company’s leadership, capability, cultural, and structural development needs. Lead the implementation of the People Strategy post formulation to ensure achievement of the objectives. Drive delivery of the required strategic HC projects/initiatives within the allocated time, budget and according to the required standards. Partner with business units to integrate people strategies with overall organizational strategy. Led the HC Business Partners in developing, implementing and monitoring integrated human capital plans for each of ATNS departments to enable the achievement of the strategic business objectives across all departments.  Use the integrated annual HC plans as a context for effective implementation of people management disciplines to achieve business objectives.  Play a key role in ensuring coherent implementation of HC plans and processes across the organisation. Implement service level agreements and related processes to aid structured feedback on how all the people strategies are being received and experienced by the business. Provides strategic HC day-to-day support to business across all key HC processes. Implement effective measures to assess the success, impact, effectiveness, and efficacy all HC projects/ initiatives as well as areas of improvement. Gather and analyse relevant data, trends, and patterns and identify gaps and priorities, particularly in the key HC areas to enable efficient achievement of the ATNS HC strategy. Provide policy guidance and interpretation, recommend and implement changes as needed. Analyses trends and metrics in partnership with the Chief HC Officer to develop solutions, programs, and policies aligned to the business needs and strategies.

Strategic Business Partnering - Provides Human Capital business partner and consulting services to the ATNS leadership as it relates to human resources programs and policies, and procedures. Support the CHCO and other HC heads by providing a strategic interface between HC and business to embed a strategic approach to human capital management that promotes efficient and effective customer-centric culture. Work closely with ATNS executives and departmental heads to provide advice on a full range of strategic and tactical human capital offerings and issues.  Led and drive the leadership engagements to identify current and future workforce needs for the business and collaborate with the HC team and Centre of Excellence in crafting strategies, plans and interventions to ensure that the business is equipped with competent talent to achieve the business objectives. Ensure HRBPs work closely with line managers to help them identify and solve people-related problems. They act as a sounding board for managers on performance management, employee engagement, talent development, and succession planning issues.  Acts as coach and trusted business advisor to influence the team in the areas of leadership, organisation effectiveness, leading change, organisational architecture, building capability, and the implications of short and long-term strategic decisions. Provide inputs and guidance on HC requirements for business project action plans as per the HC Strategy and associated tools and templates. Evaluate individual and organisational development needs and lead, implement, and manage staff development initiatives. Represent HC in various departments and forums in order to drive the HC agenda across and into the business. Support the business in implementing change plans, managing the business readiness to change and the existing and new strategic and cultural issues.  Drive organizational norms and values and integrates the culture into employees’ ways of work. Champion the company culture by recognizing, articulating and shaping the need for change aligned to the HC Strategy. Supports the achievement of the Employee Value Proposition in order to create a ‘Great Place to Work’ environment.- Provides input into the talent retention programmes within the organisation. Proactively “feels the pulse” of the business and feeds information through to the leadership for swift action. Create and execute learning strategies and programs.  Gather and analyse data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning. Develop and deliver training programs, materials, and resources on a broad range of HR-related topics. Provide guidance and input on restructuring, workforce planning, and succession planning. Provide catalytic support to enable business transformation.  Work with business leaders in the company to identify opportunities for organizational development, which will accelerate the delivery of business strategy.

Talent and Career Management - Support the development, implementation and management of a robust and aligned talent management strategy that aligned to the business needs. Support the development, implementation and management of the talent management policies and processes that includes but not limited to organizational re-design, training and development, talent audit processes etc, .Provide insights and inputs into the development and implementation of strategies and initiatives that enable the ATNS to attract, develop and retain the required talent aligned to the current and future business needs. Co-develop and lead the implementation of effective succession planning processes to ensure the development and availability of the required skills for now and the future.  Oversee the efficient recruitment, selection and placement processes to ensure the acquisition of the required skills in line with the business needs. Ensure development, management and nurturing of effective talent pipelines aligned to the ATNS needs. Implement and manage career management process for all jobs in ATNS. Drive development, implementation and management of effective and efficient talent sourcing approaches aligned to the HC and overall business strategies.   Support the implementation of different kinds of learning initiatives and interventions to ensure the capacitation of employees. Provide coaching to the leaders to enable the development of leadership capability. Implement the development of training and learning modules and mentoring and coaching tools. Lead the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Assess the success of development interventions/ initiatives and help employees make the most of learning opportunities. Support managers develop their team members through career pathing. Conduct research and analysis of organizational trends including review of reports and metrics from the organization’s Human Resource Information System (HRIS) or talent management system. Drive implementation and management career development plans aligned to business needs. Ensure ATNS recruitment, induction, onboarding, exit management and management procedures are effective for diverse groups. Coordinates and facilitate the skills exchange programs with other organisations.

Performance Management, EVP, Remuneration, rewards & Employee Engagement -•   Provide support to the development, implementation, and management of a fit-for-purpose performance management system, strategy, and process for the ATNS. Provide support in the development of performance management policy and processes. Drive implementation of performance management and EVP thought leadership to the organisation. Ensure the availability of performance management subject matter expertise for the ATNS.  Ensure monitoring and regular reviews of the performance management system and processes to ensure its effectiveness and efficacy are aligned to the business needs.  Ensure compilation and finalization of performance contracts and individual development plans by all in line with the performance management calendar.  Support driving of a high-performance culture in ATNS.  Drive implementation of initiatives to ensure ATNS becomes an employer of choice in the industry. Develop and implement a robust EVP aligned to the needs of ATNS. Provide support in the development of an effective Reward Strategy and policy for the organization. Monitor implementation of the relevant strategies and initiatives to ensure the appropriate people and leadership behaviours are rewarded.  Provide support in ensuring regular review of the rewards policy and processes in the organization to enable their continued relevance, effectiveness and efficacy.  Ensure achievement and maintenance of the approved engagement scores for the organization. Constantly educate and inform the business on compensation and benefits principles. Provide support to ensure that job grading and salary bands are constantly updated. Provide support during regular compensation as well as benefit surveys.

Employee Relations and Wellness - Provide support in enabling a sound employer employees relations environment in the company.  Provide support in the development of Employee Relations and Wellness policies and processes. Provide regular Employee Relations training to Managers and employees on ER and Wellness policies and procedures. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues. Serve as an initial point of contact for ATNS employee relations, including conducting exit interviews. Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees. Uses surveys, interviews, and other studies to research human resource policies, compensation, and other employment issues. After analysing the information, makes recommendations on changes. Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances, Lead the development and implementation of aligned employee wellness and employee relations policies and processes. Leads the implementation of the management and labour engagement structures. Participate in the management and labour collective bargaining processes as it may be required. Drive all employee wellness and employee relations initiatives in the company.

Transformation and Stakeholders Management - Support the development, implementation and management of a relevant transformation strategy, employment equity plan and agenda for the organisation. Provide valuable inputs and insights into the stakeholder management strategy and processes in HC. Understand the key stakeholder landscape and look to unlock value through managing these appropriately. Build own and team expertise to enable HC to become a trusted advisor to the Business. Build and maintain strong relationships with all relevant stakeholders to enable an effective and efficient HC service to the organisation.  Keep stakeholders informed on all relevant developments and processes to enable their support and buy in.  Guide Internal and External Stakeholders on procurement processes. Facilitate and ensure adherence to Procurement SLA with internal stakeholders. Advise Bid Committee members. Implement strategic sourcing, liaising and negotiating with new and existing suppliers to improve business. Build and maintain positive working relationships with strategic suppliers to assure cost, quality, and delivery targets are met.

Organisational Culture and Values - Provide support in the development of an organizational culture for the company. Ensure the development of values that drive the desired organisational culture.  Ensure integration of the values into the performance management process of the company. Facilitate training of all employees and managers on the organisational culture and values of the company.

Governance, Risk, Compliance and Reporting  - Ensure adherence and compliance with the HR regulatory framework. Ensure training of all relevant users on the HR compliance and governance requirements.  Recognise and provides insights on people-related business trends, barriers, risks, and opportunities that may impact the business. Leads the co-creation and implementation of an HR risk management strategy. Develop and manage the effective implementation of an HR risk log. Understand the key HR risks across the business and report and raise them in the appropriate forums. Proactively manage key risks and ensure mitigating actions are well thought through and implemented at an appropriate team level. Ensure timely compilation and submission of all the required reports (internal and external) to ensure compliance.

Finance and Cost Management - Contribute to the development of the functional budget to ensure that the is provision for executing the strategic initiatives. Closely control and monitor utilisation of the approved budget to ensure that the expenses are managed within the prescribed procedures.  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.