AIR TRAFFIC AND NAVIGATION SERVICES COMPANY (ATNS) VACANCIES

AIR TRAFFIC AND NAVIGATION SERVICES COMPANY (ATNS)

SPECIALIST: REMUNERATION AND BENEFITS
Listing reference: atns_000696
Listing status: Online
Apply by: 18 August 2025
Position summary
Industry: Aviation & Aerospace
Job category: Compensation and Benefits
Location: Bedfordview
Contract: Permanent
Remuneration: Market Related
EE position: No

Introduction
Applications are invited for the position of Remuneration and Benefits Specialist (Peromnes Grade 7) based at Head Office, Bruma. The successful applicant will be reporting to the Head Remuneration and Benefits. Purpose To contribute to the development and implementation of the total reward strategy as well as the fit for purpose remuneration and benefits policies, processes and practices in line with organisational needs while ensuring compliance to relevant legislation.

Job description
Alignment of remuneration to business requirements:  Contribute to the development and implementation of a remuneration and benefits strategy that will support the attraction and retention of required talent both currently and in the future.  Participate in the development and implementation of fit for purpose remuneration and benefits policies, processes and practices in line with organisational needs while ensuring compliance to relevant legislation. Conduct regular market analysis and benchmarking to ensure ATNS’s remuneration practices are competitive and align with evolving industry standards, while considering financial sustainability. Monitor and ensure alignment of both fixed and variable reward elements with business and HC requirements. Work closely with finance and budgeting teams to understand ATNS’s financial constraints and budgetary allocations for remuneration and contribute to developing compensation strategies that align with ATNS’s financial health and long-term goals.
Performance Management:  Ensure cascading of organisational objectives and KPIs in performance of all staff. Guide and assist employees and managers to complete performance contracts. Compile statistical reports on performance contracting and reviews.
Management of Remuneration and Benefits: Review remuneration policies and pay structures and benchmark against other SOEs and/or comparable industries to ensure equitable and competitive employee compensation on an ongoing basis. Conduct salary and benefits surveys to determine the competitiveness of ATNS remuneration practices. Work with Finance and Legal to ensure accurate reporting and compliance with tax laws. Prepare and communicate information to employees about benefit programs, procedures, changes, and legislative requirements. Research and recommend solutions to specific proposals/issues for submission to the Head of Rem & Benefits. Review general HC communication to provide inputs/ feedback from a remuneration perspective. Research and provide insights on remuneration trends, barriers, risks and opportunities that may impact the business. Guide and advise HC team members on remuneration practices and salary administration. Implement a continuous feedback loop with regular pulse surveys to monitor employee satisfaction and engagement, ensuring that remuneration practices are responsive to employee needs and market conditions. Promote adherence to professional standards and regulatory requirements and facilitate continuous improvement in processes and activities. Participate in the development and administration of the annual budget for the department; review invoices and resolve budget deviations in accordance with Finance processes. Adopt digitalisation and automation of processes as far as possible to improve efficiency, speed and accuracy of service delivery, for example automation of the calculation of the various elements of the payment package.
Creation of a high performing organisation through effective reward practices:  Develop and implement appropriate incentive schemes In collaboration with relevant key stakeholders in the organisation which include line management and the Head of Rem & Benefits. Review the company's benefits programs, including insurance programs, retirement plans, sick leave, time off, and vacation policies and update as required and approved. Support the Head of Rem & Benefits in managing company reward plans and programs such as deferred compensation, short-term and long-term compensation, health insurance, disability insurance, life insurance, employee assistance, and other.

Stakeholder Management:  Build and maintain sound relationships with relevant key stakeholders within and outside of the organisation, including management, employees, labour unions, and service providers. Prepare and conduct remuneration and benefits training programs when needed to managers, employees and labour unions. Engage with Industry Networks: Participate in industry forums, HR associations, and professional networks to gather insights on compensation trends and best practices.

Minimum requirements
Minimum Formal Qualifications:

B-degree in Commerce/Human Resources Management/Organisational Psychology or relevant field
Honours degree in any of the above fields will be an advantage
Registration with SABPP as a Certified Compensation Specialist will be an advantage
Registration with SARA will be an advantage
Excel Certification will be an advantage.

Minimum Years of Experience:

Minimum 5 years of experience in the management of Remuneration and Benefits
Experience in the field of payroll management is required
Experience in preparing management reports is required
Proficiency in Excel (certification or demonstrated experience is preferred)

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups as per the Employment Equity Act of 1998, are encouraged to apply.
People with disabilities are encouraged to apply.

APPLY

HUMAN CAPITAL CONSULTANT - BRUMA
Listing reference: atns_000693
Listing status: Online
Apply by: 18 August 2025
Position summary
Industry: Aviation & Aerospace
Job category: Human Resources and Recruitment
Location: Bedfordview
Contract: Permanent
Remuneration: Market Related
EE position: No

Introduction
Applications are invited for the position of Human Capital Consultant: Bruma (Peromnes Grade 8) based at Bruma. The successful applicant will be reporting to the Human Capital Business Partner. Purpose To deliver comprehensive and professional HC services seamlessly and consistently across the employee lifecycle to employees in the designated region

Job description
Strategic Alignment - Ensure alignment of HC plans, projects and initiatives with business needs and objectives through effective business partnering with line management; Provide people management solutions that meet  business needs and resolve issues; Advise line managers on people management practices that promote the creation of an environment that emphasises collaboration, performance and the achievement of objectives; Use the integrated annual HC plans as a context for effective implementation of people management processes to support the achievement of Human Capital objectives; Contribute to the enhancement of Human Capital’s profile within the business through service delivery excellence.
HC Service Delivery - Partner with the HCBP to deliver comprehensive HC services within the designated business units  while ensuring compliance with HC governance and relevant legislation; Implement HC policies and processes and ensure that line managers are well informed. Play a key role in ensuring coherent implementation of HC plans and processes across the designated region; Provide guidance to employees on HC policy interpretation and application; Provide daily support to business and employees across all HC processes; Execute and facilitate the recruitment, selection and placement process to ensure acquisition of the required skills in line with business needs within optimal turnaround times; Ensure effective personnel administration by maintaining employee data and ensuring accuracy of management and staff records, statistics and information from employee engagement to exit; Partner with the  HCBP for execution of relevant Human Capital projects; Provide input on business unit restructuring, workforce planning, and succession planning as required; Check the payroll data in respect of employees in the designated business units on an ongoing basis to ensure the accuracy of leave, salaries and bonuses prior to each monthly pay run; Monitor employee time and attendance reporting, and ensure reporting and effective management of absenteeism; Coordinate the implementation of talent retention plans and programmes within the designated business unit; Monitor absenteeism, disciplinaries and grievances,  employee morale, and report/escalate to the HC Business Partner;          Drive delivery of the required HC projects/initiatives within the business unit  within approved time, cost, and quality requirements; Utilise data analytics and metrics to inform the development of required solutions, programs and initiatives in partnership with the HC Business Partner; Educate managers and employees on HC practices, including compensation, performance feedback, performance calibration, and career development and transitions; Provide inputs and guidance on HC requirements for business projects action plans, and plan and monitor implementation of projects in partnership with line management; Ensure effective resolution of issues, and escalate when required.
High Performance Culture - Support line managers in the effective application of the performance management process to support the achievement of individual, team and business unit  performance objectives;           Partner with ER /Wellness/ Transformation to ensure positive labour relations and a stable work environment within the business units; Promote the creation of a culture and work environment within the business unit that are conducive to  productive, collaborative and safe operations; Provide day-to-day guidance on performance management to line management in the form of coaching and counselling; Ensure adherence to the approved performance management calendar; Collaborate with line management in developing and implementing interventions aimed at establishing a positive employer-employee relationship, boosting employee morale and motivation.
Organisational Effectiveness and Change Management - Participate in the evaluation and monitoring of training programs within the business unit to ensure their efficacy in supporting individual performance; Support the implementation of the Employee Value Proposition (EVP) to facilitate the creation of a ‘Great Place to Work; Support the development and implementation of plans to effect required change as per HC’s transformation/ change management agenda;  Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention; Partner with operational management to ensure organisational norms and values are integrated into the operation and ways of working in the region;
Stakeholder Relations Management - Develop sound relationships and build rapport with line management and employees; Ensure regular engagement and communication with line management, employees and other relevant stakeholders; Build, manage and maintain sound relationships with all relevant internal and external parties to support collaboration; Maintain relevant structures for effective engagement with stakeholders.
Governance, Risk Management, Compliance and Reporting - Ensure compliance with HC policies, processes, and legislation, and escalate non-compliance to the HC Business Partner; Implement all HC-related governance and controls to ensure no material audit findings; Communicate to, and train all relevant users on Human Capital policies and processes; Identify and report key HC risks to the HC Business Partner, and support the development of effective mitigating plans and actions in collaboration with line management to avoid or minimise such risk; Maintain the HC Business Partnership risk log for the designated business unit; Compile and submit reports required to ensure compliance.

Minimum requirements
Minimum Formal Qualifications:

Relevant degree in HR Management/ Social Sciences/ Organisational Psychology or related field is required
Management / Leadership qualification is an advantage

Minimum Years of Experience:

A minimum of 5 years progressive HR generalist experience with a strong background in business partnering in a complex operations environment.

MANAGER: HUMAN PERFORMANCE - JULY
Listing reference: atns_000690
Listing status: Online
Apply by: 13 August 2025
Position summary
Industry: Aviation & Aerospace
Job category: General Management
Location: Bedfordview
Contract: Permanent
Remuneration: Market Related
EE position: No

Introduction
Applications are invited for the position of Manager Human Performance (Peromnes Grade 6) based at Head Office, Bruma. The successful applicant will be reporting to the Chief Aviation Safety Regulatory Oversight Officer

Job description
Human Factors Investigation - Investigate and analyse human factor problems and aspects within the ATS and TS environments as well as during incident investigations: Participate in incident investigations; Analyse incident review reports to determine human behavioural causes and contributing factors; Research and propose recommendations to address identified shortcomings; Maintain a database of causal factors; Identify aspects to be included in training and awareness programmes; Support and monitor implementation of corrective actions related to human factors; Translate findings into reference information and recommendations to guide Air Traffic Management and safety policies, processes, programmes and decisions.
Management of Human Performance - Assess the current level of maturity with respect to human performance management through the application of the CANSO Standards of Excellence for Human Performance Management; Establish a Human Performance system within ATNS that integrates with other relevant systems, functions, and practices, and permeates throughout the organisation: Lead the design, implementation and maintenance of the human performance system; Identify programmes, processes and interventions by which to enhance Human Performance within ATNS; Ensure integration of Human Factors/Human Performance with the safety system and safety processes; Apply the CANSO requirements for Human Performance systems to gauge maturity level; Engage and collaborate with internal, local and international stakeholders on the development of an integrated human performance approach for implementation within ATNS; Prioritise critical parts of the system and manage resources appropriately to achieve success in high-risk areas; Ensure capacitation of all managers on the application of Human Performance principles; Improve safety performance as well as environmental, quality and business performance by identifying and addressing ‘performance influencing’ factors in the workplace such as the following: Work factors- constant disturbances and interruptions; missing or unclear instructions; poorly maintained equipment; noisy and unpleasant working conditions; People factors - low skill and competence levels; tired staff; bored or disheartened staff; individual medical problems; Organisation factors - poor work planning, leading to high work pressure; lack of safety systems and barriers; inadequate responses to previous incidents; poor management of health and safety; poor health and safety culture; Set parameters and safety targets for monitoring across organisational spheres; Ensure evidence is produced to showcase the success of an effective human performance system; Collaborate with internal and external stakeholders to set a corporate human performance research agenda; Maintain, promote and continuously improve the effectiveness of the safety management system and related processes; Provide specialist advice and assistance where required regarding the impact of human factors on safety issues; Provide feedback to all ATNS stakeholders on safety related matters. Provide inputs into the ATNS Safety roadmap, taking into account the ICAO SARPS, and other relevant statutory requirements; Study and interpret ICAO plans, SARPS and guidance material in the context of ATNS’ objectives; Continuously monitor safety trends and provide recommendations as required; Provide inputs related to human factors and human performance into the development of the safety strategy and annual Corporate safety plans; Establish ATNS as a thought leader in Human Factors-related interventions and the management of human performance.
Training and Awareness - Establish and maintain an awareness and understanding of the impact of human behaviours on safety management throughout the organization; Inculcate a human performance focus within safety practices and lead the development and implementation of human factors awareness programmes and training for all ATNS personnel involved in safety management; Derive relevant insights from safety data and organisational behaviour to inform effective mitigation and improve efficiency; Translate the above-mentioned insights into opportunities for learning and setting best practice; Support the converting of best practice into ATNS intellectual property with a view to commercialise where possible; Lead the transformational communication to inform the organisation on the human performance journey.
Governance, Risk Management, Compliance & Reporting - Manage and implement a robust governance framework for the Human Factors/Human Performance (Standards, Fatigue, Just Culture); Continuously monitor and measure compliance of the Section to ATNS policies, processes, and relevant legislation and regulation; Monitor and manage the section’s performance against agreed targets and objectives; Identify and assess strategic and operational risks, and ensure the development of effective mitigation; Monitor the effectiveness of corrective actions, provide periodic reports and professional advice on safety performance and safety-related matters; Ensure compliance with relevant policies, processes, legislation and regulation; Consolidate input from all relevant stakeholders to prepare strategic level reports for the Head of Aviation Safety and relevant stakeholders; Prepare ad hoc reports as required.
Stakeholder Relations Management -Represent ATNS at relevant human factors forums internationally; Build, maintain and nurture mutually beneficial relationships with key stakeholders; Participate in industry and regulatory forums and workgroups on a local, national, and regional level; Provide inputs and guidance to ICAO, CANSO, ATM/CNS Committee and other appropriate planning groups, sub-groups, working groups and task forces; Identify and undertake research and development projects as required that will advance the corporate safety objectives of ATNS; Build and maintain sound relationships with all relevant business functions and teams within ATNS to enable alignment and collaboration.
Financial Management - Manage expenditure in line with business objectives and priorities, and within approved financial parameters; Provide inputs into the Section’s budget and ensure adequate utilisation, and management of the budget. Ensure effective leadership in the management of operational costs to enable efficient utilisation of financial resources; Ensure compliance to the financial policies and procedures applicable in ATNS; Ensure accountability and reporting on all costs incurred against the approved budget.
People Management - Manage staff 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 to management and Human Capital; Keep abreast of international leaders and captains of industry regarding safety management and systems thinking; Provide technical leadership to the team; Promote the desired ATNS culture within the area of responsibility; Ensure the availability of skilled and competent Human Factors; Specialists to meet the current and future needs aligned to the: operating model and overall business strategies; Ensure high levels of discipline and performance standards to achieve strategic and operational safety objectives; Lead and manage the team to utilise their skills and expertise to support an integrated approach to managing the Section; Manage the performance of the Human Factors Specialists by using the performance management system and taking corrective action promptly and effectively; Train, mentor and coach staff as required to ensure continuous development and availability of the required skill and talent; Coach and mentor employees to ensure ongoing development of the required skill sets to enable sustainability within the Section from a succession management perspective; 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 Psychology or Human Performance or Safety Management or other relevant
Master’s degree covering the sciences of Safety Management or Human Performance or Psychology will be an advantage

Minimum Years of Experience:

Minimum 5 years’ experience in research as well as training and facilitation of which at least 2 years are at a management level
Experience in evaluating incidents/accidents from a human factor perspective

If you have not been contacted within 3 weeks of the closing date of this advert, please accept that your application was unsuccessful.

ATNS is an equal opportunity employer that strives to achieve a diverse workforce broadly representative of our people. This position will be filled in line with the objectives of ATNS’ Employment Equity Plan and therefore candidates from designated groups as per the Employment Equity Act of 1998, are encouraged to apply
People with disabilities are encouraged to apply.

APPLY

Get vacancies updates by email: