An aviation giant is looking for a season Legal Advisor to join their legal team.

JOB PURPOSE

Reports directly to the Head of Department HRBP.
Ensure projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage. This person will focus on the people side of change – including changes to business processes, systems and technology, job roles and organization structures.
Create and implementing change management strategies and plans that maximize employee adoption and usage and minimize resistance.
Work to drive faster adoption, higher ultimate utilization and greater proficiency of the changes that impact employees in the organization to increase benefit realization, value creation, ROI and the achievement of results and outcomes.
Act as a coach for senior leaders and executives in helping them fulfil the role of change sponsor.
Provide direct support and coaching to front-line managers and supervisors as they help their direct reports through transitions.
Support project teams in integrating change management activities into their project plans.

KPA's

• Conceptualise, develop and implement a strategic change management plan in conjunction with the HOD: Business Partners and in alignment with the Corporate Strategy
• Develop and implement change management initiatives that are aligned to the corporate and HR strategy, stakeholder expectations; legislative requirements; industry trends and that drive long term business viability.
• Facilitate an understanding of the change management transformation plans at all levels within the business.
• Champion and coordinate change programmes for the company in order to monitor progress against the vision for future service delivery and to take action to ensure alignment.
• Apply a structured change management approach and methodology to manage change caused by projects and transformation initiatives.
• Develop a change management strategy based on a situational awareness of the details of the change and the groups being impacted by the change.
• Develop a set of actionable and targeted change management plans – including communication plan, sponsor roadmap, coaching plan, training plan and resistance management plan.
• Act as an active and visible coach to stakeholders who are change sponsors.
• Liaise with industry specialists regarding market and industry trends to ensure flexibility of the business and people practices to meet changing industry and business trends.
• Ensure that systems utilised facilitate synergy and co-ordination between all areas to support current and future requirements.
• Develop communication channels such as forums, focus groups to drive change management processes.
• Share complex business performance metrics with key internal and external stakeholders, to demonstrate the impact that change will bring to the bottom line.
• Provide input into the overall HR budget.
• Identify initiatives in alignment with business requirements and strategic objectives and plan budget accordingly.
• Ensure budget availability for transformation programs and monitor operational execution.
• Ensure that all transformation initiatives result in an overall return in the capital invested.
• Facilitate and maintain effective stakeholder and business relationships through appropriate relationship building.
• Provide change management support to business and HR.
• Manage customer expectations through maintaining appropriate communication channels, providing best practice input and ensuring satisfaction with service delivery.
• Anticipate and influence organisational change through developing relationships across the SAA business.
• Promote sharing of ideas in a non-evaluative environment to gain an understanding of multiple viewpoints.
• Manage quick wins optimisation projects in the divisions where a need has been identified through defining methodologies, resource allocation, driving deliverables and reporting

FORMAL QUALIFICATIONS:

Post graduate qualification in Human Resources or a related field of study at NQF level 7.
Five to ten years’ experience in the field of Human Resources of which at least five years should be consultation experience at an Executive level.
Experience in a matrix structure environment with a significant workforce ideal.


EXPERIENCE:

Extensive experience (5-7 years post admission experience) in the practice of law with specific experience related to area of specialisation (competition, corporate law, aviation law, labour court and High Court litigation experience etc)
Merger and Acquisition experience an advantage if relevant to area of specialisation

KNOWLEDGE AND SKILLS

Knowledge of Change Management methodologies, principles, concepts, practices and processes.
Understand robust HR processes, policies and procedures.
Legislation governing Human Resources practices.
Cross Sector industry exposure to HR best practices.
Large scale organizational effectiveness/ transformational project experience.
Knowledge of Project management approaches, tools and phases of the project lifecycle.