Job Description

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Job Purpose

Provide fully fledged HR service to SAAT to ensure that it has the right people, resources, policies and practices to deliver on its strategy. (Business partnership and consultation, Business processes, Strategy)

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Principal Accountabilities

Business Partnership and Consultation

Provide strategic and tactical HR consultation to stakeholders by diagnosing people management challenges and developing solutions to achieve business objectives. Represent HR to stakeholders, ensuring professional relationships that uphold SAAT's interests. Identify and engage stakeholders aligned with HR projects to execute the HR service plan and SAAT strategy. Build credibility across SAAT by demonstrating HR expertise and aligning HRBP activities to stakeholder needs. Develop strong relationships with management and unions, promoting the value of HR initiatives. Use stakeholder feedback to enhance HR service delivery and maintain direct accountability for customer satisfaction.

Reporting, Monitoring and Evaluation

Implement systems for HR reporting, analysis, and forecasting. Audit HR practices to assess effectiveness and escalate results for continuous improvement. Integrate reporting insights into decision-making to align HR plans with business needs. Share performance metrics with stakeholders to demonstrate HR's business impact.

Business Processes

Interpret SAAT's business plan in the context of corporate and HR strategy. Partner with divisions to translate business objectives into HR initiatives and drive organisational effectiveness. Determine stakeholder expectations, monitor market trends, and recommend strategy adjustments. Ensure the people perspective informs all business decisions.

Collaborate with HR Centres of Excellence (Remuneration & Benefits, Transformation, Training) to maximise engagement, retention, and performance. Ensure structures, resources, and processes enable HR strategy execution. Assess workforce impacts of business decisions and propose solutions.

Use data to diagnose HR health, define improvement strategies, and implement an HR service delivery plan reflecting stakeholder needs, compliance, and long-term sustainability. Provide thought leadership on people practices, implement legal and integrated HR solutions, and partner with leadership to embed policies and initiatives effectively.

Manage talent sourcing, workforce planning, and performance management. Support line managers through coaching and guidance on complex HR issues. Participate in talent reviews, calibrations, and performance moderations. Identify skills gaps and ensure execution of development and equity plans.

Oversee employee relations, wellbeing, and workplace safety. Evaluate the success of HR programmes and recommend improvements.

Governance and Risk Management

Ensure compliance with governance standards, SLAs, and HR procedures. Identify and mitigate risks related to legislation, community relations, or talent management. Enforce compliance with all labour laws (BCEA, LRA, SDA, etc.) and conduct audits with corrective actions as required.

Capacity Building

Provide leadership to HR Practitioners to ensure integrated service delivery. Manage HRBP team competencies, performance, and talent pipelines. Implement attraction, development, and retention strategies. Set and audit HR performance standards and direct work toward target achievement.

Culture and Change Management

Drive SAAT's culture and values through business partnering and effective communication. Promote SAAT's vision and goals across all stakeholder groups, ensuring alignment with organisational values. Encourage innovation and empowerment in decision-making.

Facilitate change management by applying structured methodologies to minimise resistance and ensure adoption. Develop and implement communication and change plans, resolving risks and championing HR initiatives within the division.

Strategy

Develop and execute division-specific HR service plans aligned with SAAT's strategic HR themes. Conduct trend analysis to identify emerging HR needs, market offerings, and technologies for integration into strategy. Demonstrate ownership of HR and business initiatives and lead process improvement projects to completion within defined timeframes.

Contribute to continuous improvement of HR and business operations, ensuring alignment with organisational goals.

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Qualifications & Experience

Grade 12 or equivalent



Relevant HR degree



Registered as a Psychologist/Industrial Psychologist (Advantageous)



7 to 10 years HR management experience of which at least 3 years should be in a HR management role.



Management coaching, organisational design, talent management, performance management, recruitment and selection, management of change and HR program implementation.



Computer Literacy (MS Office) - Ability to construct effective presentations /management reports.

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Knowledge and Skills

Human Resource best practices, policies and procedures - Advanced



Human Resource Management methodologies, principles, concepts and practices



Legislation governing Human Resources practices (BCEA, LRA, OHSA, Constitution, EEA etc.)



Project management and implementation principles.



Change management principles.



Aviation industry and regulatory requirements.



Consultation practices



SAP HR proficiency

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Attributes

Ability to work with complexity and multiple stakeholders



Demonstrates executive presence and assertiveness



Acts with integrity and is an ethical leader

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Additional Information