Vacancies

Role and Responsibilities:

• Strategic Leadership and Vision
  • Vision and Strategy: Work closely with the Board to define the organisation’s strategic direction, ensuring it aligns with the mission of a Public Benefit Organisation (PBO) and the needs of the regional bodies it serves.
  • Develop a Business Plan: Create and implement long-term strategic goals in consultation with the Board.
  • Develop Organisational Goals: Translate the high-level strategy into actionable, measurable goals, ensuring the alignment of resources and operations to achieve them.
  • Monitor Trends and Developments: Stay informed of trends and shifts in regional and global policy, regulations, and funding landscapes to adjust organisational strategy as needed.
• Governance and Board Relations
  • Report to the Board: Keep the Board informed on the performance, challenges, and financial health of the organisation through regular updates, reports, and strategic discussions.
  • Support the Board: Act as a key advisor to the Board on organisational performance, governance, and long-term strategy matters.
  • Ensure Compliance: Ensure the organisation adheres to legal and regulatory requirements, especially those specific to nonprofit or public benefit entities.
  • Provide Transparent Reporting: Ensure the organisation is transparent in its financials, operations, and outcomes to foster trust and accountability with the Board and stakeholders.
• Operations and Organisational Management
  • Oversee Operations: Lead and manage day-to-day operations, including financial management, staffing, and service delivery.
  • Budget and Financial Oversight: Develop and manage the budget, ensuring financial health and resource allocation are aligned with the organisation’s goals.
  • Risk Management: Identify and address potential financial, reputational, or operational risks and take steps to mitigate them.
  • Foster Organisational Culture: Cultivate a culture of accountability, inclusion, and ethical leadership that aligns with SAIA’s values and enhances employee performance and regional support.
  • Ensure Transparency and Accountability: Fulfil a responsible and accountable human resources position to maintain public trust and oversee mechanisms that promote transparency and accountability in the organisation’s activities.
• Stakeholder Management
  • Face of SAIA – Be presentable, professional, and competent in the role of leading the organisation.
  • Represent the Organisation: Serve as the primary spokesperson for SAIA, building and maintaining strong relationships with key stakeholders (regional bodies, government agencies, donors, etc.).
  • Partnership Development: Build and maintain relationships with other regional bodies, organisations, and key external stakeholders to foster collaboration, innovation, and shared impact.
  • Advocacy and Public Relations: Actively advocate for policies and initiatives aligning with SAIA’s mission and goals, leveraging the organisation’s influence in international, national and regional discussions.
• Collaboration with Regional Bodies
  • Coordinate Regional Initiatives: Lead efforts to represent the interests of regional bodies, ensuring that their concerns and priorities are addressed at the national and international levels.
  • Facilitate Networking: Create opportunities for knowledge-sharing, networking, and partnership-building between regional bodies and other stakeholders.
  • Ensure Alignment: Ensure that the regional bodies’ goals and projects are aligned with the overarching mission of SAIA.
• Key Skills and Attributes for the Role
  • Strong Leadership: The CEO should possess excellent leadership and management skills, with the ability to inspire and guide a diverse team while managing multiple stakeholders.
  • Excellent Communication Skills: Effective communication with both internal teams and external stakeholders is essential for success.
  • Financial Acumen: A solid understanding of financial management, including budgeting, financial reporting, and resource allocation.
  • Diplomatic and Strategic: The CEO must navigate the complex relationships between regional bodies, government agencies, donors, and other external stakeholders.
  • Technical Abilities – Be proficient in Microsoft packages, online meeting platforms and social media platforms. Responsible for setting, inviting, coordinating, and minuting all interactions of the Board and providing feedback. Dealing with all communication, whether from the Board, the public, members or other stakeholders. Good communication skills, written and spoken.

Remuneration

• Limit of salary to turnover ratio.
  • A maximum of 60% of all SAIA membership income received could be allocated to permanent and consulting staff. This is to ensure that funds remain for use in initiatives that provide membership benefits.
• CEO base salary
  • The CEO shall receive a minimum base salary of R480 000 gross per year total cost to company. Paid monthly at R40 000.00 from income generated from all membership fees. The CEO salary should be aligned to the income generated by membership fees received by SAIA from the Regions or direct international SAIA members. Increases to salary should be approved by the SAIA Board.
• CEO Performance bonus (in lieu of 13th check)
  • The Board may award up to two months’ salary based on achieving the five weighted targets. The final amount will be calculated proportionally to the targets met.
  • This Performance Bonus shall be reviewed by the Board annually during the month of November.
  • Greater than 10% Increase in total turnover from previous financial year. 40% of a monthly salary.
  • Greater than 10% Growth in Membership from previous financial year. 40% of a monthly salary.
  • General Performance Review completed by all Board Members, 40% of a monthly salary.
  • Detailed Performance Review in person and a written report completed by the SAIA President (done in consultation with the ManCom), 40% of a monthly salary.
  • Alignment of actual expenditure to the Budget (10% up or down margin), 40% of a monthly salary.
• CEO Commission
  • A Commission for securing sponsorship, paid annually on 25th July, will be 5% on all new sponsorships secured during that financial year to finance Board-approved projects. It excludes long-term sponsorships secured for the Awards (Corobrik and Coverland).