Analyst
Senior Partner
Role purpose statement
Maximize passenger revenues by
pro-actively analyzing market trends and passenger demand in order to manage
demand forecast and develop inventory strategies on designated routes/O&Ds
to meet company passenger revenue targets.
Responsibilities
·
Monitor validate and influence PROS
segment forecast.
·
Recognize and pro-actively adjust
forecast to changing passenger flows due to market events, economies,
schedules, competition etc.
·
Set up and maintain communication
links with the various Sales and other relevant departments to ensure
coordination and flow of feedback of market conditions.
·
Monitor booking behavior to ensure
segment demand develops as expected and take corrective actions when necessary.
·
Assist Pricing Team in strategic pricing
policies of each region.
·
Assist the Commercial Analyst team in
forecasting demand, market trends and seasonality for planning and annual
financial budgets.
·
Carry out tests on the show-up
forecasts and optimizers’ solutions and continuously try to uncover
improvements.
·
Adjust and monitor overbooking levels
and inputs.
·
Provide and implement route inventory
strategy to ensure continuous success and revenue growth for the new
destinations.
·
Continuously match capacity to
changing demand trends to minimize operating costs, the costs of flying empty
seats, Customer reservation Systems costs and denied boarding related costs by
initiating aircraft upgrades and downgrades.
Qualifications
·
A professional degree with strong
emphasis on a business-related field e.g., Statistics, Economics Mathematics or
Commerce
·
Knowledge of fares, ticketing and
reservation systems an added advantage.
·
Minimum 5 years airline experience
commercial area
Other desirable skills
·
Excellent skills in analysis for high
quality commercial solutions.
·
Strong planning and project
management skills.
·
Flexible attitude towards frequently
changing priorities and demands.
·
Commercial orientation.
·
Entrepreneurial skills.
·
Presentable and smart.
·
Self-confident.
·
Team player.
·
“Go Getter” and self-motivator.
Senior Partner
Job Purpose
The Senior People & Culture
Partner will provide high impact strategic partnership to primarily drive and
facilitate the transformation of the culture of the company and the people
agenda. This will also be in line with the achievement of the Company Business
strategy through appropriate interventions to business and employee experience
matters. The Senior People & Culture Partner will provide oversight
leadership to the People & Culture partners and work with the HR
Functional/Specialist areas to co-craft and provide Business/Employee-centered
interventions.
Reporting to the Chief Human
Resources Officer (CHRO), the Senior People & Culture Partner is
accountable and responsible for the People and Culture partners delivering as a
team and under the guidance of the CHRO for influencing and driving distinctive
employee experience and transformative culture change initiatives as a change
and transformation agent. He/she will handle the most complex relationships and
engagements with the senior business leaders. This is a key transformation
partner who inspires the confidence of senior leaders, the people and culture
partners as well as HR functional expertise areas.
Responsibilities
Transformation/Culture Change Partner
·
Play an integral role in business
transformation/culture change programs within HR, departments and the Company
at large.
·
Drive and transform culture of the
company through influence and outcome-based interventions co-crafted with the
business and in line with the envisaged company’s transformative purpose.
·
Prompt and advise the senior leaders
on the effective management of change so that business performance is impacted
positively by the change process and colleagues are treated fairly and are
supportive of the change.
·
Help staff to cope and appreciate
change/transformation initiatives by regular engagement and sessions with staff
as well as collect key feedback to aid in decision making.
·
Continuously benchmark against
industry standards and offerings for structures, employee experience, culture
programs, performance, new ways of working in collaboration with functional
areas, leadership and staff.
·
Responsible for HR-driven actions for
transformation projects as assigned and evidence impact and value of their
contribution.
Performance & Productivity
Partner
·
Provides continuous performance
management guidance to line management (coaching, counselling, career
development, consequence management).
·
Provides individualized coaching and
mentorship to team leaders and targeted staff for enhanced engagement and
productivity purposes.
·
Ensure that line managers are
equipped with the skills to coach their people to higher levels of performance
and ongoing development of their skills. This includes the management of
underperformers and effective engagement of the said impacted staff.
·
Support and challenge Team leaders
and the business unit Senior Team, driving a high-performance agenda with a
focus to continuously improve the people and business performance.
·
Responsible for the regular review of
all the Tactical Plans for Team leaders for all partnerships to drive high
performance and hold staff accountable to KPIs, – the ‘what’ and the ‘How’.
·
Participate in performance moderation
to ensure that individual performance reflects the unit/Company performance.
Talent Partner
·
Challenge the leaders within the
department if the overall performance, potential and succession plans are not
adequate and develop clear action plans to address this.
·
Accountable for the quality of talent
in the department – both internally and the quality of external recruits. In
particular, to ensure that we are sufficiently aligned and aware of the
external market and are able to fully exploit any opportunities that this
presents.
·
Ensure that the department’s
projected optimal resourcing levels are adequately met, support all optimal
resourcing initiatives impacting the partnerships and departments as part of
the talent agenda.
·
Conduct quarterly talent reviews and
contribute to capabilities building in all partnerships and department.
·
Have clear visibility of all talent
benches in partnerships and provide guidance on how talent gaps and
opportunities can be addressed or harnessed. Responsible for talent reporting
in the partnerships.
·
In collaboration with functional
areas, actively contribute to the implementation of structural reviews and the
resourcing in impacted areas of review.
·
Support recruitment as part of
resourcing partnership areas as necessary
·
Take ownership for the talent agenda
within the business unit, ensuring that the talent needs both today and for the
future are planned for and are in place. This will include clarity of emerging
skill requirements within the department.
Employee Experience & Engagement
Partner
·
Together with employees and
functional leads craft employee-centered solutions to people agenda matters.
·
Work closely with team leaders and employees
to improve work relationships, build morale, and increase productivity and
retention.
·
Ensure that all tools and techniques
that help drive engagement are utilized e.g. good 2-way communication channels;
action plans following employee engagements surveys are robust and meaningful;
use of recognition and differentiated rewards.
·
Facilitation of resolution of
employee engagement issues and consultatively creating sustained solutions to
individual and collective employee challenges.
·
Regular and planned engagement
sessions with team leaders and divisional heads with key HR-driven actions and
clear impact measurement mechanisms, tied to performance and productivity.
·
Responsible for the implementation of
agreed Employee Experience and Culture Change initiatives in all the
partnerships with measurable impact and outcomes.
·
Manages and resolves employee
relations issues in collaboration with Head – Employee Relations.
·
Proactively invest time to understand
and resolve employee relations issues within the BU to identify and fully
address the key underlying issues.
·
Continuously provide guidance on
policies and procedures in liaison with other HR functions.
Learning & Coaching Partner
·
Be a coach and confidant to the
departmental leader and team leaders and appropriately challenge status quo
where needful.
·
Accountable for ensuring that
technical and functional skill development needs are properly and adequately
met across the business unit or for the function.
·
Liaising with the Learning &
Development function to identify and address learning needs in the departments
for business-led interventions on building necessary capabilities across the
company.
Administrative Expert
·
Ensure effectiveness of the overall
delivery of HR services in the departments and working appropriately with HR
Services Hub and the HR functional expertise to deliver great HR support to the
departments.
·
Ensure usage of all the appropriate
tools including trackers, templates, call reports and evidence the contribution
in each area of partnership as part of performance appraisal.
Qualifications
·
Strong analytical skills with the
ability to use and interpret data to both guide and validate decisions.
·
Working knowledge, understanding, and
practical application of employment laws and HR practices.
·
Ability to quickly grasp the big
picture, using insights from business leaders, People & Culture partners
colleagues and functional HR expertise areas. Deep knowledge of Business –
Business acumen.
·
Proven track record of successful
conflict resolution, negotiation, and coaching.
·
Inspirational leadership – ability to
inspire and motivate colleagues and drive right service behaviors across the
company. Tenacity & Trusted to deliver – great work ethic and integrity.
·
Execution Excellence -Focus on
achieving results. Change adaptability and comfortable with working with
ambiguity.
·
Design thinking and agile methodology
of working
·
Demonstrated passion for excellence
with respect to care and concern for employees/customers
Professional Qualifications
·
Bachelor’s Degree in Human Resources,
Business, or a related degree. Master’s degree preferred but not a requirement.
Registered member of Institute of Human Resource Management (HRM).
·
8+ years of progressive HR experience
and strong HR leadership experience and track record and excellent business
partnership mindset.