Website Airports Company of South Africa Limited (ACSA)
Airports Company South Africa was formed in 1993 as a public company and, although majority owned by the South African Government, is legally and financially autonomous and operates under commercial law. Over the years, the company has transformed a fragmented, infrastructural parastatal into a f… read moreocused, customer driven, efficient and commercially successful business. The company manages a network of nine airports in South Africa, including the three main international gateways of O.R. Tambo International, Cape Town International and King Shaka International Airports. In 2012, the nine airports facilitated nearly 36 million passengers. In 2006, Airports Company South Africa formed part of a consortium that took over the expansion and management of Chhatrapati Shivaji International Airport in Mumbai, India. The success of this venture encouraged the Company’s Commercial Services division to seek similar opportunities elsewhere. Such undertakings allow the leveraging of the pool of skills and experience amassed over the years to grow the business and increase shareholder value. Airports Company South Africa, in partnership with the Brazilian company, Invepar, was successful in a bid to manage the development, maintenance and operations of Guarulhos International Airport in São Paulo, Brazil. To this end, the company continues to play its role as a driver of South Africa’s economy by demonstrating socioeconomic and environmental responsibility through its programmes.
Key Performance Output
The successful candidate will be reporting to Group Executive HR, and will be responsible but not limited to the following:
Develop and define a comprehensive compensation, total rewards and benefits strategy, philosophy and framework that defines the total reward mix that would assist the company in reaching its strategic objectives through the management and optimisation of its human capital.
Provide direction in implementing, administering and communication of company compensation programs including annual short- and long-term incentives and executive compensation.
Manage the compliance of total reward equality to ensure fairness and consistency in the operation of Total reward strategy, policies and procedures.
Manage the Total Rewards policies, procedures, process and implement new and revised Reward programmes, practices, policies and procedures to drive and support the attraction, retention and development of top talent and performers for ACSA.
Lead the development of Tootal Rewards programme, practices and policies for Base Salary, Short Terms Incentive Plan, Long Terms Incentive Plans and annual Pay for Performance Cycle.
Develop, communicate and administer competitive total rewards strategies, including compensation, benefits, retirement, engagement and other work experience programs that are cost effective and consistent with labour market trends and organisational objectives
Manage accurate and timely processing of payroll, including salary calculations, deductions and tax requirements.
Develop and manage Executive Conditions of Employment and Remuneration framework and policy in line with the Board approval.
Manage the company job evaluation process in line with the policy, procedure and principles approved by the Company.
Compile the annual remuneration report for the Company integrated report.
Lead all HR metrics reporting for the Group (including turnover, absenteeism. Training, exit data, recruitment response rates, leave management).
Interpret business plan and develop operational and labour budgets for the function for efficient delivery of operational targets and submit recommendations to Executive Management.
Implement and manage people development processes such as performance management, succession planning and talent management to meet functional performance standards.
Technical Skills and Experience
The following skills and experience or the equivalent of such will be required:
Bachelor Honours Degree (3 years – 360 credits) NQF Level 8 Human Resources/Industrial Psychology/Business Administration is essential.
Master’s Degree NQF Level 9 Human Resources/Industrial Psychology/Business Administration is Advantageous
8 years operational experience in Compensation Management, Payroll Management and Shared Service Centre is essential
8 years operational experience in Compensation Management, Payroll Management and Shared Service Centre is essential
Global Remuneration Professional (essential)
Master Reward SARA (recommended)
South African Board of People Practices (recommended)
Code B;Motor vehicle licence is essential
Microsoft Office is advanced
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