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The incumbent will be responsible and accountable for the facilitation, guiding, directing, consolidation, monitoring and status reporting of SANBS Strategic Workforce Planning (SWP) processes, initiatives, actions and implementation plans.

Key Performance Areas

KPA 1: Direct and facilitate, guide & drive SWP in SANBS

1. Provide specialists input by facilitating and directing, and driving all SWP processes and activities to ensure consistent application with optimal return for the business.
2. Manage the SWP process from start to finish and accept final responsibility of the organization-wide workforce plan.
3. Develop and implement the SWP policy, governance and frameworks.
4. Coordinate and schedule all SWP processes and activities ensuring alignment with the annual business cycle, leadership and reporting protocols.
5. Ensure all divisional SWP plans are timely submitted and comply with the SWP procedures and specifications.
6. Support divisions with SWP implementation and actions and proactively advise to ensure optimal return on investment.

KPA 2: Relationship Management

1. Strategic partner to the Executives, Senior Managers & Managers within SANBS to support SWP.
2. SWP stakeholder relationships management across the Departments and Divisions.
3. Support and enable a common SWP understanding in SANBS.
4. Ensure integration of all the functions in the SWP process and synergies and opportunities are fully exploited.
5. Close working relationship with Learning & Development to ensure the training matrix is active and supports all the SWP processes and actions.

KPA 3: Management of the SWP Annual Scenario Planning processes

1. Facilitate, direct and coordinate the annual SWP scenario planning process per department ensuring consistent application across SANBS.
2. Custodian of SWP templates and tools, ensuring templates and tools are reviewed when required to support efficiencies and effectiveness.
3. Ensure efficient scheduling and communication to support timely delivery.
4. Consolidate all divisional scenario plans in the SANBS plan, clearly articulating time, deliverables, actions and accountability.

KPA 4: Monitoring of SWP action plans, implementation

1. Proactively monitor the implementation and progress on all SWP action plans and identify potential opportunities to improve when required.
2. Interpret, provide input and revise (if necessary) divisional action plans, if no longer serving the organization.

KPA 5: Reporting

1. Consolidated SWP Reporting: Quarterly & Annually, ensuring accuracy and timely reporting.
2. Develop and submit reports detailing the link to business performance and quantify impact.
3. Develop reports associated with the 5-year strategic plan time horizon of the organization.

KPA 6: Up-to-date, accurate data and information management for SWP

1. Implement and ensure all information utilized on the SWP system and/or database/s is up-to-date and accurate.
2. Quality assurance checks and audits of information on a regular basis to ensure accuracy, relevancy and up-to-date information.
3. Ensure a procedure to maintain all information sources utilized effectively.
4. Develop appropriate and efficient systems to ensure accurate data management.
5. Interpret the SANBS workforce data and provide recommendations to senior leadership.

KPA 7: SWP Stakeholder Management

1. Support a consistent and common understanding of SWP across SANBS by developing communications for utilization by the Executives and Managers.
2. Draft SWP messaging and communication to support SWP implementation.
3. Drive change management to ensure strategic alignment with all relevant stakeholders in the process.

KPA 8: Risk Management

1. Identify potential early warning SWP risks and propose mitigating actions for approval and implementation.
2. Assist and support internal and external auditors by submitting correct data and reports.
3. Ensure organization-wide adherence to SWP policy and procedures.
4. Integrate SWP risks into the broader organizational strategic risk register.

KPA 9: Continuous Improvement and quality management

1. Identify opportunities to improve SWP and business processes at appropriate intervals.
2. Proactively identify opportunities and potential synergies across the business with skills planning and integration to talent mapping processes.
3. Incorporate SWP opportunities into the SANBS quality management system.
4. Track and monitor process improvements actions.

KPA 10: SWP Governance

1. Ensure SWP policies and procedures are up-to-date and support the business needs and requirements whilst adhering to labour laws and legislation.
2. Ensure SWP templates are reviewed timeously to support efficiencies and effectiveness of SWP operations.
3. Ensure a common understanding of SWP processes and procedures across SANBS.

Cognitive Skills

• Analytical thinking and attention to detail.
• Management Control.
• Project Management.
• Change Management.
• Holistic / Big Picture.
• Judgment and Decision making.
• Problem solving.
• Planning, Organizing and Monitoring.
• Knowledge of ER theory, concepts and best practice.

Personal Skills

• Ethical behaviour.
• Excellence Orientation.
• Resilience and stress management.
• Self-Management.
• Customer Service Orientation.
• Confidentiality.
• Resourceful.

Interpersonal Skills

• Communication.
• Conflict Management.
• Knowledge Sharing.
• Organizational Awareness.
• Relationship Building.
• Teamwork.

Professional Technical Skills

• Systems Competence.
• Business and Financial Acumen.
• Best Practice Thinking.
• SWP Practice.
• Business process understanding.
• Presentation and Business writing skills.

Leadership Skills

• Practical Execution Management.

Education

• Degree in Business, Strategic Management, Human Resources, Industrial Psychology or equivalent.
• Honors degree will be an advantage.

Experience and Knowledge Requirements

• 5 to 8 years relevant experience.
• Proven track record in the application of analytics in decision-making.
• Advanced Excel and data management skills.
• Understanding of the strategic management principles and processes.
• In-depth knowledge and understanding of strategic human resource management.
• Excellent understanding of operational business activities and relationship to manpower planning.
• Excellent understanding of skills development.
• In-depth knowledge and understanding of strategic workforce planning.
• The ability to translate business needs and requirements into practical people solutions.
• Knowledge of Labour Legislation.
• Advanced knowledge of information technology systems (SAP preferred).
• Up-to-date knowledge and understanding of new developments and strategies in Human Resources, transformation, high-performance cultures and change environments.
• Exposure and experience in/to a unionized environment.
• The ability to inspire, influence and create a positive work environment and atmosphere.
• The ability to understand, respect and work with all levels, different management styles, different personalities, work approaches, and cultures.

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The incumbent will be responsible and accountable for the facilitation, guiding, directing, consolidation, monitoring and status reporting of SANBS Strategic Workforce Planning (SWP) processes, initiatives, actions and implementation plans. Key Performance Areas KPA 1: Direct and facilitate, guide & drive SWP in SANBS Provide specialists input by facilitating and directing, and driving all SWP processes and activities to ensure consistent application with optimal return for the business. Manage the SWP process from start to finish and accept final responsibility of the organization-wide workforce plan. Develop and implement the SWP policy, governance and frameworks. Coordinate and schedule all SWP processes and activities ensuring alignment with the annual business cycle, leadership and reporting protocols. Ensure all divisional SWP plans are timely submitted and comply with the SWP procedures and specifications. Support divisions with SWP implementation and actions and proactively advise to ensure optimal return on investment. KPA 2: Relationship Management Strategic partner to the Executives, Senior Managers & Managers within SANBS to support SWP. SWP stakeholder relationships management across the Departments and Divisions. Support and enable a common SWP understanding in SANBS. Ensure integration of all the functions in the SWP process and synergies and opportunities are fully exploited. Close working relationship with Learning & Development to ensure the training matrix is active and supports all the SWP processes and actions. KPA 3: Management of the SWP Annual Scenario Planning processes Facilitate, direct and coordinate the annual SWP scenario planning process per department ensuring consistent application across SANBS. Custodian of SWP templates and tools, ensuring templates and tools are reviewed when required to support efficiencies and effectiveness. Ensure efficient scheduling and communication to support timely delivery. Consolidate all divisional scenario plans in the SANBS plan, clearly articulating time, deliverables, actions and accountability. KPA 4: Monitoring of SWP action plans, implementation Proactively monitor the implementation and progress on all SWP action plans and identify potential opportunities to improve when required. Interpret, provide input and revise (if necessary) divisional action plans, if no longer serving the organization. KPA 5: Reporting Consolidated SWP Reporting: Quarterly & Annually, ensuring accuracy and timely reporting. Develop and submit reports detailing the link to business performance and quantify impact. Develop reports associated with the 5-year strategic plan time horizon of the organization. KPA 6: Up-to-date, accurate data and information management for SWP Implement and ensure all information utilized on the SWP system and/or database/s is up-to-date and accurate. Quality assurance checks and audits of information on a regular basis to ensure accuracy, relevancy and up-to-date information. Ensure a procedure to maintain all information sources utilized effectively. Develop appropriate and efficient systems to ensure accurate data management. Interpret the SANBS workforce data and provide recommendations to senior leadership. KPA 7: SWP Stakeholder Management Support a consistent and common understanding of SWP across SANBS by developing communications for utilization by the Executives and Managers. Draft SWP messaging and communication to support SWP implementation. Drive change management to ensure strategic alignment with all relevant stakeholders in the process. KPA 8: Risk Management Identify potential early warning SWP risks and propose mitigating actions for approval and implementation. Assist and support internal and external auditors by submitting correct data and reports. Ensure organization-wide adherence to SWP policy and procedures. Integrate SWP risks into the broader organizational strategic risk register. KPA 9: Continuous Improvement and quality management Identify opportunities to improve SWP and business processes at appropriate intervals. Proactively identify opportunities and potential synergies across the business with skills planning and integration to talent mapping processes. Incorporate SWP opportunities into the SANBS quality management system. Track and monitor process improvements actions. KPA 10: SWP Governance Ensure SWP policies and procedures are up-to-date and support the business needs and requirements whilst adhering to labour laws and legislation. Ensure SWP templates are reviewed timeously to support efficiencies and effectiveness of SWP operations. Ensure a common understanding of SWP processes and procedures across SANBS. Cognitive Skills Analytical thinking and attention to detail. Management Control. Project Management. Change Management. Holistic / Big Picture. Judgment and Decision making. Problem solving. Planning, Organizing and Monitoring. Knowledge of ER theory, concepts and best practice. Personal Skills Ethical behaviour. Excellence Orientation. Resilience and stress management. Self-Management. Customer Service Orientation. Confidentiality. Resourceful. Interpersonal Skills Communication. Conflict Management. Knowledge Sharing. Organizational Awareness. Relationship Building. Teamwork. Professional Technical Skills Systems Competence. Business and Financial Acumen. Best Practice Thinking. SWP Practice. Business process understanding. Presentation and Business writing skills. Leadership Skills Practical Execution Management. Education Degree in Business, Strategic Management, Human Resources, Industrial Psychology or equivalent. Honors degree will be an advantage. Experience and Knowledge Requirements 5 to 8 years relevant experience. Proven track record in the application of analytics in decision-making. Advanced Excel and data management skills. Understanding of the strategic management principles and processes. In-depth knowledge and understanding of strategic human resource management. Excellent understanding of operational business activities and relationship to manpower planning. Excellent understanding of skills development. In-depth knowledge and understanding of strategic workforce planning. The ability to translate business needs and requirements into practical people solutions. Knowledge of Labour Legislation. Advanced knowledge of information technology systems (SAP preferred). Up-to-date knowledge and understanding of new developments and strategies in Human Resources, transformation, high-performance cultures and change environments. Exposure and experience in/to a unionized environment. The ability to inspire, influence and create a positive work environment and atmosphere. The ability to understand, respect and work with all levels, different management styles, different personalities, work approaches, and cultures. #J-18808-Ljbffr

The incumbent will be responsible and accountable for the facilitation, guiding, directing, consolidation, monitoring and status reporting of SANBS Strategic Workforce Planning (SWP) processes, initiatives, actions and implementation plans. Key Performance Areas KPA 1: Direct and facilitate, guide & drive SWP in SANBS Provide specialists input by facilitating and directing, and driving all SWP processes and activities to ensure consistent application with optimal return for the business. Manage the SWP process from start to finish and accept final responsibility of the organization-wide workforce plan. Develop and implement the SWP policy, governance and frameworks. Coordinate and schedule all SWP processes and activities ensuring alignment with the annual business cycle, leadership and reporting protocols. Ensure all divisional SWP plans are timely submitted and comply with the SWP procedures and specifications. Support divisions with SWP implementation and actions and proactively advise to ensure optimal return on investment. KPA 2: Relationship Management Strategic partner to the Executives, Senior Managers & Managers within SANBS to support SWP. SWP stakeholder relationships management across the Departments and Divisions. Support and enable a common SWP understanding in SANBS. Ensure integration of all the functions in the SWP process and synergies and opportunities are fully exploited. Close working relationship with Learning & Development to ensure the training matrix is active and supports all the SWP processes and actions. KPA 3: Management of the SWP Annual Scenario Planning processes Facilitate, direct and coordinate the annual SWP scenario planning process per department ensuring consistent application across SANBS. Custodian of SWP templates and tools, ensuring templates and tools are reviewed when required to support efficiencies and effectiveness. Ensure efficient scheduling and communication to support timely delivery. Consolidate all divisional scenario plans in the SANBS plan, clearly articulating time, deliverables, actions and accountability. KPA 4: Monitoring of SWP action plans, implementation Proactively monitor the implementation and progress on all SWP action plans and identify potential opportunities to improve when required. Interpret, provide input and revise (if necessary) divisional action plans, if no longer serving the organization. KPA 5: Reporting Consolidated SWP Reporting: Quarterly & Annually, ensuring accuracy and timely reporting. Develop and submit reports detailing the link to business performance and quantify impact. Develop reports associated with the 5-year strategic plan time horizon of the organization. KPA 6: Up-to-date, accurate data and information management for SWP Implement and ensure all information utilized on the SWP system and/or database/s is up-to-date and accurate. Quality assurance checks and audits of information on a regular basis to ensure accuracy, relevancy and up-to-date information. Ensure a procedure to maintain all information sources utilized effectively. Develop appropriate and efficient systems to ensure accurate data management. Interpret the SANBS workforce data and provide recommendations to senior leadership. KPA 7: SWP Stakeholder Management Support a consistent and common understanding of SWP across SANBS by developing communications for utilization by the Executives and Managers. Draft SWP messaging and communication to support SWP implementation. Drive change management to ensure strategic alignment with all relevant stakeholders in the process. KPA 8: Risk Management Identify potential early warning SWP risks and propose mitigating actions for approval and implementation. Assist and support internal and external auditors by submitting correct data and reports. Ensure organization-wide adherence to SWP policy and procedures. Integrate SWP risks into the broader organizational strategic risk register. KPA 9: Continuous Improvement and quality management Identify opportunities to improve SWP and business processes at appropriate intervals. Proactively identify opportunities and potential synergies across the business with skills planning and integration to talent mapping processes. Incorporate SWP opportunities into the SANBS quality management system. Track and monitor process improvements actions. KPA 10: SWP Governance Ensure SWP policies and procedures are up-to-date and support the business needs and requirements whilst adhering to labour laws and legislation. Ensure SWP templates are reviewed timeously to support efficiencies and effectiveness of SWP operations. Ensure a common understanding of SWP processes and procedures across SANBS. Cognitive Skills Analytical thinking and attention to detail. Management Control. Project Management. Change Management. Holistic / Big Picture. Judgment and Decision making. Problem solving. Planning, Organizing and Monitoring. Knowledge of ER theory, concepts and best practice. Personal Skills Ethical behaviour. Excellence Orientation. Resilience and stress management. Self-Management. Customer Service Orientation. Confidentiality. Resourceful. Interpersonal Skills Communication. Conflict Management. Knowledge Sharing. Organizational Awareness. Relationship Building. Teamwork. Professional Technical Skills Systems Competence. Business and Financial Acumen. Best Practice Thinking. SWP Practice. Business process understanding. Presentation and Business writing skills. Leadership Skills Practical Execution Management. Education Degree in Business, Strategic Management, Human Resources, Industrial Psychology or equivalent. Honors degree will be an advantage. Experience and Knowledge Requirements 5 to 8 years relevant experience. Proven track record in the application of analytics in decision-making. Advanced Excel and data management skills. Understanding of the strategic management principles and processes. In-depth knowledge and understanding of strategic human resource management. Excellent understanding of operational business activities and relationship to manpower planning. Excellent understanding of skills development. In-depth knowledge and understanding of strategic workforce planning. The ability to translate business needs and requirements into practical people solutions. Knowledge of Labour Legislation. Advanced knowledge of information technology systems (SAP preferred). Up-to-date knowledge and understanding of new developments and strategies in Human Resources, transformation, high-performance cultures and change environments. Exposure and experience in/to a unionized environment. The ability to inspire, influence and create a positive work environment and atmosphere. The ability to understand, respect and work with all levels, different management styles, different personalities, work approaches, and cultures. #J-18808-Ljbffr

Responsibilities

Role Responsibilities

Accountabilities Major Activities Key Performance Indicators
Ensure seamless transition and flawless service delivery

? Focus on transition with ‘Zero’ impact on service delivery
? Focus on efficiencies - leaner, greener and faster
? Focus on Process stabilization & sustained delivery
? Reducing operation costs
? Make TBP more effective
? Build effective process management system

? FTE headcount
? Revenue from the BU Vs. Target
? Gross Margin for the BU
? MEI (Manpower Efficiency Index)

Ensure client satisfaction on all SLA’s and given parameters

? Deliver on client benefits through innovation and improvements
? Create plan to deliver efficiency
? Strengthen operational team as well as support functions to minimize leakages
? Partner with transformation team for value delivery
? Identify transformation opportunities where available

? Customer Satisfaction Survey results Vs. Desired
? Performance Index
? Improvement through Innovation

People management

? Engagement plan for each stage of employees
? Focus on employee training and development with regard to building domain expertise
? HIPO engagement initiatives to be reviewed regularly
? Cross training and skill enhancement for managing high influx of volume
? Support to Line HR and utilize their expertise more from a people engagement and retention perspective
? Ensure minimal staff attrition and high levels of engagement

? Employee Attrition Rate
? Employee Engagement Surveys
Provide assistance to industry and BU leadership for development of strategies for business development and process improvements Working on Strategic Priorities such as (but not limited to):
? Look for opportunities to deliver additional savings for the clients
? Deliver operational efficiency improvements for both the call centre and Client
? Assistance in business development as and when required
? Reduction in Overheads as % of Revenues
? Participation in people development initiatives

? Process improvement
? USD value delivered to Client.

Focus on customer experience as the business is transitioned with zero impact on service delivery
Partner with HR to build strong people practices, and focus on capacity augmentation to manage volume effectively

DIMENSIONS
Financial Dimensions Managing the revenue and profitability and Value Delivery

KEY DECISIONS
Decisions you make by yourself
? Strategic improvement for process delivery
? People/management rationalization

INTERACTIONS

Internal Job Role you need to interact with Internally in the organization to enable success in your day to day work
? Business HR Team
? Corporate HR for staffing, internal movement, training, learning and development
? Finance Team
? Facilities Team

External Interactions Job Role you need to interact with outside the organization to enable success in your day to day work

? Clients

Qualifications

Minimum 10 years of experience within the BPO industry in senior VP Position

SKILLS AND KNOWLEDGE

Skill Requirement
Educational Qualifications
Graduate in any field
Post graduate is preferable
Functional Skills
Experience of managing Healthcare Operation
Client relationship management
Managing large contact center
Behavioral Skills

Decisions making
Prioritization
Analytical skills
People management
Excellent communication skills

Responsibilities Role Responsibilities Accountabilities Major Activities Key Performance IndicatorsEnsure seamless transition and flawless service delivery ? Focus on transition with ‘Zero’ impact on service delivery? Focus on efficiencies - leaner, greener and faster ? Focus on Process stabilization & sustained delivery? Reducing operation costs ? Make TBP more effective ? Build effective process management system ? FTE headcount? Revenue from the BU Vs. Target? Gross Margin for the BU? MEI (Manpower Efficiency Index) Ensure client satisfaction on all SLA’s and given parameters ? Deliver on client benefits through innovation and improvements ? Create plan to deliver efficiency? Strengthen operational team as well as support functions to minimize leakages? Partner with transformation team for value delivery ? Identify transformation opportunities where available ? Customer Satisfaction Survey results Vs. Desired? Performance Index? Improvement through Innovation People management ? Engagement plan for each stage of employees? Focus on employee training and development with regard to building domain expertise? HIPO engagement initiatives to be reviewed regularly? Cross training and skill enhancement for managing high influx of volume? Support to Line HR and utilize their expertise more from a people engagement and retention perspective? Ensure minimal staff attrition and high levels of engagement ? Employee Attrition Rate? Employee Engagement SurveysProvide assistance to industry and BU leadership for development of strategies for business development and process improvements Working on Strategic Priorities such as (but not limited to): ? Look for opportunities to deliver additional savings for the clients ? Deliver operational efficiency improvements for both the call centre and Client? Assistance in business development as and when required? Reduction in Overheads as % of Revenues? Participation in people development initiatives ? Process improvement? USD value delivered to Client. Focus on customer experience as the business is transitioned with zero impact on service delivery Partner with HR to build strong people practices, and focus on capacity augmentation to manage volume effectively DIMENSIONSFinancial Dimensions Managing the revenue and profitability and Value Delivery KEY DECISIONS Decisions you make by yourself? Strategic improvement for process delivery ? People/management rationalization INTERACTIONS Internal Job Role you need to interact with Internally in the organization to enable success in your day to day work ? Business HR Team? Corporate HR for staffing, internal movement, training, learning and development? Finance Team? Facilities Team External Interactions Job Role you need to interact with outside the organization to enable success in your day to day work ? Clients Qualifications Minimum 10 years of experience within the BPO industry in senior VP Position SKILLS AND KNOWLEDGE Skill RequirementEducational QualificationsGraduate in any field Post graduate is preferableFunctional SkillsExperience of managing Healthcare OperationClient relationship managementManaging large contact centerBehavioral Skills Decisions making Prioritization Analytical skillsPeople management Excellent communication skills

Job title

Consultant - RAFM Strategy Planning and Operations Management.

Job Location

Gauteng, Roodepoort

Deadline

September 08, 2025

Responsibilities

Strategic Planning Support

• Provide support to the lead role with regard to the Group RAFM strategy in relation to large-scale transformational changes from an execution planning perspective including program design, capacity, costs, benefits, timelines and quality considerations.
• Support the Lead role in managing the business planning cycle for RAFM Group and Operating companies to align the delivery of key strategic imperatives and resource planning.
• Interact with and engage the key RAFM managers in obtaining inputs to the strategic plan on an annual basis, including consideration for historical performance, industry requirements and trends, management priorities and OPCO inputs.
• Develop business cases for strategic transformational projects presenting it to Functional Lead for approval.
• Assist with the preparation and the dissemination of draft strategic plans for RAFM in each calendar year, with the management team.
• Support with the dissemination of the execution plan to all affected and interested stakeholders.

Operational Delivery

• Monitor, review and report on the RAFM strategic initiatives and projects across the group.
• Ensure integration of RAFM strategic initiatives into budget and business plan.
• Support the Lead in assessing and approving the Group RAFM strategic goals to be cascaded to OPCOs.
• Support the Lead in defining the workstream scope required to achieve a given set of strategic program objectives.
• Support line manager in creating the detailed work plan to deliver the scope of the RAFM strategic initiatives and projects.
• Support line manager to facilitate the change management and capability building needed to achieve the RAFM strategy.
• Ensure that reports are available for submission to Executive with timelines and deliverables on the strategic initiatives.
• Maintain relationships with external industry experts to identify market trends, competitive dynamics, acquisition and partnership ideas.
• Define and develop the end-to-end value chain for RAFM strategy planning processes, with both the business and rules of engagement.
• Prepare the RAFM strategy and execution planning documentation that will be used to engage and communicate with key stakeholders.
• Support line manager and HR to formalise and socialise a future fitting integrated RAFM talent strategy through learning and development programmes.

Stakeholder Management

• Identify and manage key stakeholders and customers relating to RAFM strategic delivery.
• Oversee relevant framework development for the supply and performance of services from and to customer and stakeholders.
• Build tactical and operational relationships with management within customer and stakeholder communities to ensure performance is regularly reviewed, improved and managed.
• Support to the line manager to create positive change in awareness and engagement levels of key stakeholders and all staff in supporting the design of a revenue responsible organisation.

Key Deliverables

• Effective diary and calendar management
• Tracking of forum engagements and actions
• Effective Document management

Role Dependencies

• Active support from Senior Manager : RAFM Strategy & Transformation Office
• Understanding of Opco RAFM teams
• Understanding of Internal systems and tools

Qualifications

Education :

• Bachelor’s degree – BCom / B.Sc. or related
• Project Management qualification or certification – Prince / PMBOK
• Change Management certification advantageous
• Preferable - CISA / CISM / CGEIT certifications advantageous
• Regional and international travel (if required)

Experience :

• At least 5 years of strategy planning and operations experience in a complex, technology-oriented industry
• At least 3 to 5 years of transformational programme / project experience.
• A good working knowledge of telecommunications technology principles and application.
• At least 5 years of working knowledge with internal control and governance systems and environments
• Working experience in a Group company environment is beneficial

Capabilities :

• Conceptual Thinker, Problem Solver, Improvement Driver
• Culture and Change Champion, Supportive People Manager, Relationship Manager
• Results Achiever, Operationally Astute

Functional Competencies :

• Service Excellence
• Technical Assurance
• Revenue Assurance Operations
• Fraud Management

Competencies :

• Manages multiple initiatives and projects simultaneously with strong organisational skills and the ability to prioritises effectively under pressure.
• Works collaboratively across teams, embraces change, and approaches challenges with a proactive and solution-oriented mindset.
• In-depth awareness of macro-environmental trends

Apply Before 09 / 04 / 2025

• Administrative / Management jobs

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Assistant Professor, Teaching Stream - Operations Management & Statistics

Date Posted: 08/08/2025
Closing Date: 01/12/2026, 11:59PM ET
Req ID: 44237
Job Category: Faculty - Teaching Stream (continuing)
Faculty/Division: Joseph L. Rotman School of Management
Department: Joseph L. Rotman School of Management
Campus: St. George (Downtown Toronto)

Description:

The Rotman School of Management at the University of Toronto invites applications for a full-time teaching-stream appointment in the Operations Management & Statistics Area. The appointment will be at the rank of Assistant Professor, Teaching Stream, with an anticipated start date of July 1, 2026.

Applicants must have earned a PhD in Operations Management or a PhD in a field related to Operations Management, such as Information Systems. We seek candidates whose teaching interests complement and enhance our existing strengths . Applicants must have a demonstrated record of excellence in teaching, including a strong demonstrated ability to integrate both theory and practice, evidence of effective communication and presentation skills; a demonstrated mastery of their subject area; a demonstrated commitment to excellence in pedagogical inquiry and teaching innovation; and an interest in teaching-related scholarly activities in operations management. Candidates must have teaching experience in a degree-granting management program, including lecture preparation and delivery, and curriculum development. Applicants must have the ability to teach undergraduate and graduate management courses in operations management, statistics, spreadsheet modelling, and business analytics.

Evidence of excellence in teaching and a commitment to excellent pedagogical inquiry can be demonstrated through teaching accomplishments, awards and accolades, presentations at significant conferences, the teaching dossier submitted as part of the application, as well as strong letters of reference, and for short-listed candidates, a strong performance during the on-campus presentation. The teaching dossier includes a teaching statement, sample course materials, and teaching evaluations.

This search aligns with the University’s commitment to strategically and proactively promote diversity among our community members ( Statement on Equity, Diversity & Excellence) .Recognizing that Black, Indigenous, and other Racialized communities have experienced inequities that have developed historically and are ongoing, we strongly welcome and encourage candidates from those communities to apply. Applicants are invited to include in their cover letter any experiences or planned future contributions to equity, diversity, and inclusion in the areas of teaching and/or service.

Salary will be commensurate with qualifications and experience.

About the Organization

U of T is Canada's largest university and has an international research reputation. The Rotman School of Management has a strong faculty that is supportive of serious scholarship and is committed to the professional development of its faculty. The Rotman School operates a wide range of degree programs, including an undergraduate Commerce program, a full-time, part-time, Executive, and Global Executive MBA program, a Global Executive MBA for Healthcare and the Life Sciences, a Master of Finance, a Master of Financial Risk Management, a Master of Management Analytics, a Graduate Diploma in Professional Accounting, and a Ph.D. program.

Rotman is situated in the heart of Canada’s corporate and financial center, and the world’s most diverse city. Rotman’s core values reflect this diversity. For more information about the Rotman School and its core values, please visit:

All qualified candidates are invited to apply online by clicking the link below. Applicants must submit a cover letter, a current curriculum vitae, and a complete teaching dossier which includes a teaching statement, sample syllabi and course materials, and teaching evaluations or evidence of superior performance in other teaching-related activities. The cover letter can include a description of any experiences or planned future contributions to equity, diversity, and inclusion in the areas of teaching and/or service.

Applicants must provide the name and contact information of three references. The University of Toronto’s recruiting tool will automatically solicit and collect letters of reference from each referee within 48 hours after an application is submitted. Applicants remain responsible for ensuring that referees submit recent letters (on letterhead, dated and signed) by the closing date. At least one reference letter must primarily address the candidate’s teaching. More details on the automatic reference letter collection, including timelines, are available in the candidate FAQ .

Submission guidelines can be found at . Your CV and cover letter should be uploaded into the dedicated fields. Please combine additional application materials into one or two files in PDF/MS Word format. If you have any questions about this position, please contact Ming Hu at .

All application materials, including recent reference letters, must be received by January 12, 2026.

All qualified candidates are encouraged to apply; however, Canadians and permanent residents will be given priority.

Diversity Statement
The University of Toronto embraces Diversity and is building aculture of belonging that increases our capacity to effectivelyaddress and serve the interests of our global community. Westrongly encourage applications from Indigenous Peoples,Black and racialized persons, women, persons withdisabilities, and people of diverse sexual and gender identities.We value applicants who have demonstrated a commitment toequity, diversity and inclusion and recognize that diverseperspectives, experiences, and expertise are essential tostrengthening our academic mission.

As part of your application, you will be asked to complete a brief Diversity Survey. This survey is voluntary. Any information directly related to you is confidential and cannot be accessed by search committees or human resources staff. Results will be aggregated for institutional planning purposes. For more information, please see .

Accessibility Statement
The University strives to be an equitable and inclusive community, and proactively seeks to increase diversity among its community members. Our values regarding equity and diversity are linked with our unwavering commitment to excellence in the pursuit of our academic mission.

The University is committed to the principles of the Accessibility for Ontarians with Disabilities Act (AODA). As such, we strive to make our recruitment, assessment and selection processes as accessible as possible and provide accommodations as required for applicants with disabilities.

If you require any accommodations at any point during the application and hiring process, please contact .

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Press Tab to Move to Skip to Content Link Select how often (in days) to receive an alert: Assistant Professor, Teaching Stream - Operations Management & Statistics Date Posted: 08/08/2025Closing Date: 01/12/2026, 11:59 PM ETReq ID: 44237Job Category: Faculty - Teaching Stream (continuing)Faculty/Division: Joseph L. Rotman School of ManagementDepartment: Joseph L. Rotman School of ManagementCampus: St. George (Downtown Toronto) Description: The Rotman School of Management at the University of Toronto invites applications for a full-time teaching-stream appointment in the Operations Management & Statistics Area. The appointment will be at the rank of Assistant Professor, Teaching Stream, with an anticipated start date of July 1, 2026. Applicants must have earned a Ph D in Operations Management or a Ph D in a field related to Operations Management, such as Information Systems. We seek candidates whose teaching interests complement and enhance our existing strengths. Applicants must have a demonstrated record of excellence in teaching, including a strong demonstrated ability to integrate both theory and practice, evidence of effective communication and presentation skills; a demonstrated mastery of their subject area; a demonstrated commitment to excellence in pedagogical inquiry and teaching innovation; and an interest in teaching-related scholarly activities in operations management. Candidates must have teaching experience in a degree-granting management program, including lecture preparation and delivery, and curriculum development. Applicants must have the ability to teach undergraduate and graduate management courses in operations management, statistics, spreadsheet modelling, and business analytics. Evidence of excellence in teaching and a commitment to excellent pedagogical inquiry can be demonstrated through teaching accomplishments, awards and accolades, presentations at significant conferences, the teaching dossier submitted as part of the application, as well as strong letters of reference, and for short-listed candidates, a strong performance during the on-campus presentation. The teaching dossier includes a teaching statement, sample course materials, and teaching evaluations. This search aligns with the University’s commitment to strategically and proactively promote diversity among our community members ( Statement on Equity, Diversity & Excellence). Recognizing that Black, Indigenous, and other Racialized communities have experienced inequities that have developed historically and are ongoing, we strongly welcome and encourage candidates from those communities to apply. Applicants are invited to include in their cover letter any experiences or planned future contributions to equity, diversity, and inclusion in the areas of teaching and/or service. Salary will be commensurate with qualifications and experience. About the Organization U of T is Canada's largest university and has an international research reputation. The Rotman School of Management has a strong faculty that is supportive of serious scholarship and is committed to the professional development of its faculty. The Rotman School operates a wide range of degree programs, including an undergraduate Commerce program, a full-time, part-time, Executive, and Global Executive MBA program, a Global Executive MBA for Healthcare and the Life Sciences, a Master of Finance, a Master of Financial Risk Management, a Master of Management Analytics, a Graduate Diploma in Professional Accounting, and a Ph. D. program. Rotman is situated in the heart of Canada’s corporate and financial center, and the world’s most diverse city. Rotman’s core values reflect this diversity. For more information about the Rotman School and its core values, please visit: All qualified candidates are invited to apply online by clicking the link below. Applicants must submit a cover letter, a current curriculum vitae, and a complete teaching dossier which includes a teaching statement, sample syllabi and course materials, and teaching evaluations or evidence of superior performance in other teaching-related activities. The cover letter can include a description of any experiences or planned future contributions to equity, diversity, and inclusion in the areas of teaching and/or service. Applicants must provide the name and contact information of three references. The University of Toronto’s recruiting tool will automatically solicit and collect letters of reference from each referee within 48 hours after an application is submitted. Applicants remain responsible for ensuring that referees submit recent letters (on letterhead, dated and signed) by the closing date. At least one reference letter must primarily address the candidate’s teaching. More details on the automatic reference letter collection, including timelines, are available in the candidate FAQ. Submission guidelines can be found at . Your CV and cover letter should be uploaded into the dedicated fields. Please combine additional application materials into one or two files in PDF/MS Word format. If you have any questions about this position, please contact Ming Hu at . All application materials, including recent reference letters, must be received by January 12, 2026. All qualified candidates are encouraged to apply; however, Canadians and permanent residents will be given priority. Diversity Statement The University of Toronto embraces Diversity and is building aculture of belonging that increases our capacity to effectivelyaddress and serve the interests of our global community. Westrongly encourage applications from Indigenous Peoples, Black and racialized persons, women, persons withdisabilities, and people of diverse sexual and gender identities. We value applicants who have demonstrated a commitment toequity, diversity and inclusion and recognize that diverseperspectives, experiences, and expertise are essential tostrengthening our academic mission. As part of your application, you will be asked to complete a brief Diversity Survey. This survey is voluntary. Any information directly related to you is confidential and cannot be accessed by search committees or human resources staff. Results will be aggregated for institutional planning purposes. For more information, please see . Accessibility Statement The University strives to be an equitable and inclusive community, and proactively seeks to increase diversity among its community members. Our values regarding equity and diversity are linked with our unwavering commitment to excellence in the pursuit of our academic mission. The University is committed to the principles of the Accessibility for Ontarians with Disabilities Act (AODA). As such, we strive to make our recruitment, assessment and selection processes as accessible as possible and provide accommodations as required for applicants with disabilities. If you require any accommodations at any point during the application and hiring process, please contact . #J-18808-Ljbffr

Vice President - Healthcare Operations Management (Clinical Data Abstraction)

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Vice President - Healthcare Operations Management (Clinical Data Abstraction)

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Western Cape, Cape Town

Hourly Basic Salary (Market related)

An established and innovative global services company is seeking a senior leader to drive excellence in healthcare operations within a fast-paced, data-driven environment. The role focuses on ensuring seamless service delivery, optimising operational efficiency, and managing high-performing teams to deliver exceptional results in clinical data abstraction and healthcare process management. The successful candidate will be responsible for strategic process improvement, customer satisfaction, and people management across large-scale operations.

Key Responsibilities

• Lead operational transitions with minimal impact on service delivery and ensure process stabilisation
• Drive operational efficiency, cost optimisation, and performance improvements across teams
• Partner with cross-functional teams to identify transformation opportunities and deliver measurable value
• Ensure SLA adherence and maintain high levels of client satisfaction
• Build and mentor high-performing teams, focusing on employee engagement, development, and retention
• Support leadership in business development initiatives and process improvement strategies
• Monitor financial performance, including revenue, gross margin, and operational KPIs
  
  

Requirements

• Graduate qualification required; postgraduate qualifications advantageous
• Minimum 10 years of experience in healthcare operations management within a BPO or similar environment, preferably at a senior leadership level
• Proven experience managing large contact centers and client relationships
• Strong analytical, decision-making, and prioritisation skills
• Excellent communication and interpersonal skills
• Demonstrated ability to manage and develop high-performing teams
  
  

For More Information Please Contact

Mandy Gilbert

Seniority level

• Seniority level Executive

Employment type

• Employment type Full-time

Job function

• Job function Health Care Provider
• Industries IT Services and IT Consulting

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