Senior Specialist Capability Development needed at ATNS

Job description

• Strategic Alignment – Establish a learning and development function that will actively assist in professionalising the aviation sector through the delivery of high quality training and development offerings to employees;  Develop and implement a learning and development / capacity building strategy and plan that will support employee skills development, as well as the training of unemployed and previously disadvantaged beneficiaries, and facilitate the execution thereof;  Lead the development and implementation of initiatives for the development / training of ATNS employees at all levels including leadership capacity development programmes;  Support the development of  learning and leadership development solutions to ensure that the workforce develops the skills and competencies that will meet the short and longer term skills requirements of the business;  Develop insights from data and events to support the identification of  best-in-class learning and leadership development solutions;  Engage with subject matter experts to exchange and share current thinking, best practice and ideas to generate the best possible learning and leadership solutions;  Network with external specialists in the transport industry and within academic institutions to identify current global leadership development themes and issues;  Support and lead the implementation of new programmes, or changes to existing programmes;  Continually assess and evaluate the costs and benefits of learning and leadership development programmes, and recommend changes as appropriate;  Ensure that learning and development policies and processes meet proper governance requirements;  Design interventions to ensure that all managers have the  leadership skills to support the achievement of required business targets and objectives;  Network with experts in the aviation community externally to understand current trends and innovations, in order to derive meaningful learning and development insights and priorities.
• Management of Learning and Development – Develop and implement the Annual Training Report (ATR) and Workplace Skills Plan (WSP) for ATNS;  Manage the rollout of the training implementation plan and PIVOTAL plan;  Align the implementation of employees’ capacity building and skills development to the Economically Active Populations targets (EAP);  Collaborate with the Transformation unit to implement programmes for unemployed communities in order to address  skills development and capacity building responsibility commitments;  Lead the achievement of Skills Development targets set in line with the Shareholder Compact;  Negotiate targets and budget allocation for Shareholder Compact programmes annually;  Oversee implementation of the annual intake for Sector Specific Learnership, Graduates in Training, and training of any unemployed beneficiaries, and monitor expenditure to ensure alignment with business mandates;  Engage business to identify requirements for the placement of Graduate Trainees and Work Integrated learners;  Plan, consolidate and co-ordinate submission of the annual Workforce Skills Plan and ATR to comply with regulatory requirements;  Maximise recovery of the skill development levy;  Develop and manage implementation of quality management to improve quality of learning and learning experiences in compliance with relevant legislation;  Manage and maintain private training provider accreditation and status and compliance thereof;  Consult with ATA and relevant subject matter experts to define learning objectives and to develop appropriate learning solutions;  Manage the development of learning leadership and HRD curriculum and programs to develop the competencies required by the business;  Develop metrics and utilise data analytics to evaluate effectiveness of learning solutions and outcomes to determine Return on Investment;  Develop and manage implementation of learning and development quality assurance guidelines and standards.
• Management of Leadership Development – Determine workforce and leadership development priorities at all levels using metrics, data analytics, emerging business needs and best practice;  Utilise business needs and skills gap diagnostic tools to assess the overall current and future leadership development requirements across the organisation;  Design and develop learning and leadership development interventions, collaborating internally and externally to incorporate relevant content, approaches, models and theories;  Apply leading edge interventions and adult learning and leadership theory and/or methodologies in order to innovate and improve learning programmes;  Lead instructional design in the development of leadership programmes in collaboraton with subject matter experts;  Leverage external relationships to gain new insights on best practice interventions in the marketplace and the evolution of learning and development;  Design an appropriate blend of education, face-to-face training, experiential learning, e-learning, and coaching and mentoring that are relevant to the learning styles of a diverse organization;  Facilitate the delivery of learning and development solutions and learning events and workshops, delivering content as appropriate;  Evaluate and continuously improve leadership development processes and solutions to ensure that they deliver the intended outcomes using insights derived from feedback received from HRBPs and pillar expertise;  Develop processes to evaluate how the organisation’s learning and capability plan is impacting the business and use feedback to identify gaps and/or unintended consequences;  Ensure that learning and leadership development programmes are regularly refreshed to ensure effective development of organisational leadership;    Embed the ATNS values, leadership charter and behavioural standards into the organisation through the learning leadership development programmes.
• Governance, Risk Management, Compliance and Reporting – Develop and implement appropriate learning and development policies, processes and practices to ensure proper governance of the function;  Develop and oversee the implementation of the ATNS’ Workplace Skills Plan (WSP) &and Annual Training Report (ATR);  Ensure adherence to the ATNS regulatory framework, risk management framework, Skills development Act, Skills Development Levy Act, PFMA and EE Act;  Oversee the training implementation plan and PIVOTAL plan;  Oversee the payment of Skills Development Levies (SDL) and claim Discretionary and Mandatory Grants;  Identify accredited and registered programmes to address learning gaps identified;  Provide oversight on the Skills Development Section of the BBBEE codes and ensure alignment on categories of available actions and their affiliated points allocation;  Ensure accurate quarterly and annual BBBEE reporting on the BEE Toolkit;  Develop and submit monthly, quarterly and annual reports and plans on Skills Development and Capacity Building initiatives to Management, DoT and SETA;  Promote adherence to professional standards and regulatory requirements, and facilitate continuous improvement in approaches and activities.
• Stakeholder Relations Management – Develop and maintain sound relationships with relevant key internal and external stakeholders;  Establish relationships with external training and education institutions and external skills development funding agencies;  Manage third-party learning and leadership development suppliers against agreed standards, contracts or service-level agreements;  Manage external learning vendor relationships;  Collaborate with the Shareholder (DoT) and other ATNS Departments, ATA, TETA and the regulator to deliver capacity development programmes to previously disadvantaged youth, women, and people with disabilities;  Attend the quarterly meeting of the Skills Development Committee consisting of key internal and external stakeholders;  Develop and maintain effective working relationships with suppliers of learning events/programmes;  Provide advice and guidance on skills development opportunities and challenges to leaders.
• Financial Management – Participate in the development of the Learning & Development budget;  Manage delegated expenditure in line with business objectves and priorities, and within approved financial parameters;  Report expenditure monthly including any possible deviations to the budget;  Ensure compliance with the PFMA and ATNS Finance policy and DOA. 
• People Management – Manage employees in accordance with HC policies and processes;  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;  Promote high performance standards to achieve the function’s performance targets and strategies through implementation of the organisation’s performance management system;  Ensure the availability of skilled and competent staff in the function to meet the current and future needs aligned to the departmental and overall business strategies;  Manage, mentor and develop direct reports, identifying capabilities and development opportunities;  Manage and co-ordinate Capability Building staff ensuring optimum use of resources;  Conclude clear performance management contracts with the direct report and ensure effective management thereof;  Ensures that all L&D and capacity development team have clear individual development plans and are being implemented to ensure the required skills to meet business requirements;  Partners with OD, succession, and HCBP teams in building capabilities for driving the implementation of a high-performance culture;  Mentor and coach staff as required to ensure continuous development and availability of the always required;  Perform talent reviews in accordance with the HC Talent Management  process;  Drive employee engagement and retention within the function.

Minimum requirements

Minimum Formal Qualifications:

• B-degree in Learning & Development/ Social Sciences/ HR Management or related field is required
• A post graduate degree in HR Development/ Training & Development or related is required 
• Registration with a Human Resources professional body such as SABPP or IPM is essential
• Completion of the Broad Based Black Economic Empowerment Management Development Programme is required

 Minimum Years of Experience:

•  A minimum of 5 years’ experience in a Learning and Development environment
• In-depth knowledge of training and development management and project management
• Experience in the application of learning and development methodologies
• Registration as a Skill Development Facilitator is essential 
• Knowledge of the Public Finance Management Act (PFMA), Skills Development Act, Broad Based Black Economic Management legislation and Employment Equity Act
• General understanding of the Human Capital value chain
• Basic financial management skills, i.e. management of budget and expenditure