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NATIONAL GAMBLING BOARD OF SOUTH AFRICA (NGB)
 
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HUMAN CAPITAL PRACTITIONER 
(LEARNING, DEVELOPMENT AND PERFORMANCE MANAGEMENT) 
Reference Number: NGB/004-2023 
Nature of Employment - Permanent position 
Remuneration Scale: R710,861.00 – R838,656.00 per annum (all-inclusive package) 
Preference will be given to African Male, Coloured Male and Female, Indian Male and Female, White Male and Female and people with disabilities 
 
BRIEF SUMMARY OF THE ACT 
The National Gambling Board (NGB) is established in terms of the National Gambling Act, (NGA) 2004 (Act 7 of 2004). It is a schedule 3A Public Entity in terms of the Public Finance Management Act, 1999 (Act 1 of 1999). The NGB makes provision for the coordination of concurrent national and provincial legislative competence over matters relating to the continued regulation of gambling activities and also makes provision for the establishment of uniform norms and standards applicable throughout the Republic in certain gambling activities. 
 
STRATEGIC OUTCOMES 
  • The strategic outcomes stated below straddle and apply across all positions within the NGB. Successful incumbents will be required to execute their functions in consideration of the following strategic outcomes: 
  • Account for and identify all legal gambling machines, devices and owners, licensed juristic and natural persons and excluded persons; 
  • Economic transformation and increased participation of Historically Disadvantaged Individuals in the mainstream gambling industry; 
  • Effectively monitored PLA compliance with gambling legislation; 
  • Facilitated S16 confiscation of proceeds from illegal gambling activities; 
  • Effectively monitored socio-economic patterns of gambling activity within the Republic; 
  • Uniformity of legislation in the gambling industry; and 
  • Broad-based public education. 
 
PURPOSE
To provide a holistic human resource support service to the National Gambling Board within the areas of learning, organisational development and performance management. 
 
KEY PERFORMANCE AREAS 
Training and Development 
  • Facilitate the sourcing and identification of accredited training service providers for all employees through SCM. 
  • Formulate and implement the workplace skills plan in accordance with approved NGB policies and guidelines. 
  • Develop and implement the annual training and development programmes. 
  • Compile and obtain authorisation for the annual training schedule in accordance with skills development requirements. 
  • Develop, obtain approval and implement induction, mentoring and coaching programmes. 
  • Conduct training programme impact assessments. 
  • Administer bursaries and Internships and ensure accurate and up-to-date records are maintained. 
  • Coordinate the talent management and succession planning documentation and processes for the NGB. 
  • Coordinate succession conversations and compile the succession plans on an annual basis. 
  • Coordinate the assessment of key individuals and the integration of the development results into personal development plans. 
  • Compiles Employment Equity report and skills development element of Broad Based Black Economic Empowerment. 
 
Performance Management 
  • Ensures that all employees have signed performance agreements. 
  • Assists Managers in developing performance indicators for their employees. 
  • Guides Managers during performance contracting meetings with employees. 
  • Coordinates and guides performance management processes for all employees. 
  • Ensures adherence to performance management policy and guidelines. 
  • Consolidate agreements and reviews and capture performance ratings onto system. 
 
Employee Relations 
  • Provides advice on labour related issues to Managers. 
  • Ensures adherence to all Human Resource policies and procedures and South African legislations. 
  • Prepare and facilitates disciplinary cases. 
  • Keeps abreast of legislative changes and advises Managers on such changes. 
 
Change Management 
  • Coordinate key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective coordination of people and resources. 
  • Ensure that, as appropriate, such initiatives are embedded and the benefits realised. 
  • Facilitate staff involvement. 
  • Facilitate the creation of strong communication plans to ensure clarity, understanding and alignment of NGB initiatives. 
 
Organisational Design 
  • Maintain the organisational structure to ensure accuracy and alignment with strategic objectives and operational requirements. 
  • Make ad hoc adjustments to the organisational structure to meet operational changes.
  • Maintain the records associated with structural amendments. 
  • Reconcile the organisational structure against actual staffing on a quarterly basis. 
  • Maintain a library of all job profiles within the NGB. 
  • Screen each role profile received and makes necessary editions ensuring it is in line with the highest standards. 
  • Strive to achieve standardisation across roles and organisational structures. 
  • Formulate the annual climate survey. 
 
Implement organisational diagnostic processes in the areas of: 
  • employee satisfaction; 
  • organisational communication effectiveness; 
  • internal customer satisfaction; 
  • culture/strategy alignment; 
  • climate and morale; and 
  • diversity management. 
  • Ensure surveys are delivered across target groups effectively. 
 
General HC activities 
  • Conduct research and policy development. 
  • Assists with coordination of all aspects of human resource administration. 
  • Assists with monitoring and implementation of human resource projects. 
  • Keeps abreast of human resource best practices. 
  • Prepares human resource reports upon request. 
 
Records Management 
  • Ensure that records management is performed in accordance with NGB approved file plan and electronic document management system. 
 
MINIMUM JOB REQUIREMENTS 
Qualifications
  • Three (3) years National Diploma or Degree in Human Resources Management/Development or in Industrial Psychology. 
 
Experience
  • Minimum of five (5) years’ relevant in-depth experience in Human Resources Management and Development. 
 
Competence and skills 
The appointee must have the following skills: 
 Communication 
 Report writing 
 Coordination 
 Interpersonal 
 Problem Solving 
 
The appointee must have the following knowledge in terms of legislations: 
 Knowledge of National Gambling Act. 
 Public Finance Management Act. 
 Knowledge of National Treasury guidelines & regulations. 
 
 
The successful applicants’ remuneration package will be in terms of the NGB Remuneration Policy. The National Gambling Board subscribes to the principles of Employment Equity. 
The appointee will be required to sign a performance agreement within one (1) month of joining the organisation and this position is subject to a twelve (12) months’ probation period. 
To apply for this position, interested applicants are required to complete the NGB employment application form to be obtained from NGB’s website www.ngb.org.za, attach and complete the following mandatory documents i.e. comprehensive CV, copies of qualifications and identity document. 
Failure to submit all requested documents will disqualify your application. 
 
The completed application with all supporting documents must be submitted by e-mail to recruitment@ngb.org.za, hand delivered to the NGB offices at 420 Witch Hazel Avenue, Eco Glades 2, Block C, Eco Park, Centurion or posted to the Human Capital Optimisation, Private Bag x 27, Hatfield 0028. 
 
CLOSING DATE for all applications: 04 AUGUST 2023 
 
Background verifications, criminal record checks, citizenship check and competency assessment will form part of the selection process. It is the responsibility of candidates or applicants with foreign qualifications to have them verified by the South African Qualifications Authority (SAQA). If you have not been contacted within three months after the closing date, please regard your application as unsuccessful. 
 
IMPORTANT NOTICE 
By applying for this position, you hereby acknowledge that you have read and accept the following Protection of Personal Information Act (POPIA) disclaimer:
I hereby consent for NGB to process my personal information as part of the recruitment process. NGB shall take all reasonable measures to protect the personal information of applicants and for the purpose of this disclaimer “personal information” shall be defined as detailed in the Protection of Personal Information Act, Act 4 of 2013 (POPIA”). 
 
The NGB reserves the right not to fill the position.



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SENIOR MANAGER: STRATEGY AND ORGANISATIONAL PERFORMANCE 
Reference Number: NGB/003-2023 
Nature of Employment - Permanent position 
Remuneration Scale: R1,558,039 – R1,816,111per annum (all-inclusive package) 
Preference will be given to Coloured Male and Female, White Male and Female, African Male, Indian Male and people with disabilities 
 
BRIEF SUMMARY OF THE ACT 
The National Gambling Board (NGB) is established in terms of the National Gambling Act, (NGA) 2004 (Act 7 of 2004). It is a schedule 3A Public Entity in terms of the Public Finance Management Act, 1999 (Act 1 of 1999). The NGB makes provision for the coordination of concurrent national and provincial legislative competence over matters relating to the continued regulation of gambling activities and also makes provision for the establishment of uniform norms and standards applicable throughout the Republic in certain gambling activities. 
 
STRATEGIC OUTCOMES 
  • The strategic outcomes stated below straddle and apply across all positions within the NGB. Successful incumbents will be required to execute their functions in consideration of the following strategic outcomes: 
  • Account for and identify all legal gambling machines, devices and owners, licensed juristic and natural persons and excluded persons; 
  • Economic transformation and increased participation of Historically Disadvantaged Individuals in the mainstream gambling industry; 
  • Effectively monitored PLA compliance with gambling legislation; 
  • Facilitated S16 confiscation of proceeds from illegal gambling activities; 
  • Effectively monitored socio-economic patterns of gambling activity within the Republic; 
  • Uniformity of legislation in the gambling industry; and 
  • Broad-based public education. 
 
PURPOSE
To develop and implement the corporate governance and risk management framework thereby enabling prudent management of the National Gambling Board’s performance in compliance with relevant legislation to guarantee delivery on the Ministerial Priorities in line with National Priorities. 
 
KEY PERFORMANCE AREAS 
Strategy Development and Implementation 
  • Provide leadership, develops and directs the implementation of the NGBs strategy. 
  • Oversees all aspects of the business to ensure strategic plans are working effectively and that the organisation remains competitive. 
  • Effectively communicates the businesses strategic objectives with senior management to drive the organisation forward. 
  • Monitors the performance of the organisation and appraises the Chief Strategic Adviser. 
  • Developing divisional strategies, plans and procedures to ensure competitive intelligence.
  • Contributes to the strategic management of the Division in order to ensure alignment with international best practices, trends and methodologies. 
  • Provide leadership, develops and directs the implementation of the NGBs strategy. 
  • Oversees all aspects of the business to ensure strategic plans are working effectively and that the organisation remains competitive. 
  • Effectively communicates the businesses strategic objectives with senior management to drive the organisation forward. 
  • Monitors the performance of the organisation and appraises the Chief Strategic Adviser. 
  • Developing divisional strategies, plans and procedures to ensure competitive intelligence.
  • Contributes to the strategic management of the Division in order to ensure alignment with international best practices, trends and methodologies. 
  • Ensure effective co-ordination of organisational and divisional strategic planning events and processes to ensure alignment with planning cycles. 
  • Provide appropriate divisional input to the NGB’s strategic plan. 
  • Ensure all necessary reporting and accounting responsibilities of the division is carried out effectively and in accordance with the set timelines for reporting.
  • Develops National Gambling Board’s monthly and quarterly performance report to ensure alignment with the APP and Ministerial Priorities. 
  • Submit performance progress reports for input into the National Gambling Board’s quarterly report. 
  • Coordinates the preparation of the Annual Report and submits to Chief Strategic Adviser for review. 
  • Ensures the development, initiation, maintenance and review of policies, and oversee the implementation in the entity’s to serve as the framework within which to operate. 
  • Facilitating and driving key strategic initiatives through inception phase. 
  • Ensuring divisional/unit strategic planning projects reflect organisational strategic priorities. 
  • Provide support to the Chief Strategic Adviser for an inclusive strategic planning processes.
  • Provides advice, guidance in best practice, norms and standards and provide input to recommendations or advice to the National Gambling Policy Council. 
 
Project Management 
  • Develop, monitor and review projects plans for projects that the Chief Strategic Adviser is responsible for. 
  • Provide project coordination when required, and play a key role in change management, internal communications and reporting for Chief Strategic Adviser projects. 
  • Identify gaps in the organisations rollout and implementation of key projects. 
 
Executive Support 
  • Support the Chief Strategic Adviser to manage information exchange and ensure effective communication occurs across key stakeholder groups. 
  • Assist in the preparation of documents, agenda’s including those for the dtic, NGB Committees; Executive and Senior Management Meetings. 
  • Draft correspondence to be sent on behalf of and signed by the Chief Strategic Adviser. 
  • Ensure that urgent enquiries and emerging issues are brought to the Chief Strategic Adviser’s attention. 
  • Assist with the recording and storage of information in accordance with records management policies and procedures. 
  • Provide strategic support to the Chief Strategic Adviser as required. 
 
Risk Management 
  • Implements measures to identify, assess, mitigate and report on operational and strategic risks within the National Gambling Board throughout the year. 
  • Develops the fraud prevention plan and implementation matrix that is communicated to all stakeholders. 
  • Monitors complaints from stakeholders and ensures that all complaints are investigated and proper feedback is provided to complainants. 
  • Manages legal compliance audits and reports findings to the Chief Strategic Adviser. 
  • Monitors and reports on the timeous implementation of internal and external audit recommendations. 
  • Assesses the National Gambling Board’s compliance with the Public Finance Management Act (PFMA). 
  • Participates in the Audit and Risk Committee and Risk Management Committee to provide expert contributions. 
 
Management of Corporate Governance 
  • Advises on strategic corporate risks and proposes mitigating strategies during development of the Annual Performance Plan (APP). 
  • Develops the Corporate Governance Framework within the National Gambling Board to ensure compliance with corporate governance - King Codes and other legislative provisions. 
  • Assists divisions to overcome challenges preventing compliance with the Corporate Governance Framework. 
  • Undertake tasks that support the ongoing implementation of Governance policies and procedures. This would include collaborating with all divisions within the NGB.
  • Share collective responsibility for delivering organisational objectives, through active engagement and collaboration with employees at all levels in the organisation. 
 
Budget Management 
  • Analyses the business plan to determine the financial requirements. 
  • Obtains the budgetary prescripts from the Finance Division. 
  • Determines financial allocations in accordance with deliverables. 
  • Submits budget for approval in accordance with policies and procedures. 
  • Monitors expenditure against budget and ensures spending occurs within budgetary limits.
  • Peruses monthly expenditure statements from Finance and addresses anomalies. 
  • Explores opportunities to reduce costs. 
 
Human Resource Management 
  • Sets performance objectives for the Division and ensure they are cascaded into performance agreements of subordinates. 
  • Ensures that all employees have signed performance agreements. 
  • Monitors and measures performance quarterly by conducting employee appraisals. 
  • Identifies areas of development and draws up action plans to address poor performance. 
  • Ensures ongoing training and development of employees. 
  • Addresses employee relations matters fairly and promptly. 
 
Records Management 
  • Oversee the development of Records Management Strategy/Policy, systems and processes for implementation by the NGB. 
  • Ensure that records management is performed in accordance with NGB approved file plan and electronic document management system. 
 
MINIMUM JOB REQUIREMENTS 
Qualifications
  • National Diploma or Bachelor’s Degree in Internal Audit / Commerce (General)/ Business Management/ Administration or in Law. 
 
Experience
  • Ten (10) years’ experience in corporate governance within the strategy, organisational performance and reporting environment. 
  • Five (5) years’ relevant experience in a senior management role. 
 
Competence and skills 
The appointee must have the following skills: 
• Reporting. 
• Relationship Management. 
• Monitoring and Evaluation. 
• Compliance Management. 
• Risk Management. 
 
The appointee must have the following knowledge in terms of legislations: 
• Knowledge of National Gambling Act. 
• Public Finance Management Act. 
• Knowledge of National Treasury guidelines & regulations. 
• Knowledge of Department of Planning, Monitoring and Evaluation guidelines. 
 
 
The successful applicants’ remuneration package will be in terms of the NGB Remuneration Policy. The National Gambling Board subscribes to the principles of Employment Equity. The appointee will be required to sign a performance agreement within one (1) month of joining the organisation and this position is subject to a twelve (12) months’ probation period. 
To apply for this position, interested applicants are required to complete the NGB employment application form to be obtained from NGB’s website www.ngb.org.za, attach and complete the following mandatory documents i.e. comprehensive CV, copies of qualifications and identity document. 
Failure to submit all requested documents will disqualify your application. 
 
The completed application with all supporting documents must be submitted by e-mail to recruitment@ngb.org.za, hand delivered to the NGB offices at 420 Witch Hazel Avenue, Eco Glades 2, Block C, Eco Park, Centurion or posted to the Human Capital Optimisation, Private Bag x 27, Hatfield 0028. 
 
CLOSING DATE for all applications: 04 AUGUST 2023 
 
Background verifications, criminal record checks, citizenship check and competency assessment will form part of the selection process. It is the responsibility of candidates or applicants with foreign qualifications to have them verified by the South African Qualifications Authority (SAQA). If you have not been contacted within three months after the closing date, please regard your application as unsuccessful. 
 
IMPORTANT NOTICE 
By applying for this position, you hereby acknowledge that you have read and accept the following Protection of Personal Information Act (POPIA) disclaimer:
I hereby consent for NGB to process my personal information as part of the recruitment process. NGB shall take all reasonable measures to protect the personal information of applicants and for the purpose of this disclaimer “personal information” shall be defined as detailed in the Protection of Personal Information Act, Act 4 of 2013 (POPIA”). 
 
The NGB reserves the right not to fill the position.