Business Unit Leader - Investigations

SUMMARY:
The purpose of this position is to lead and direct the operations of the Investigations Business Unit (IBU). The role is accountable for the strategic alignment, operational coordination and execution of fraud risk identification solutions and anti-corruption work in the company.

POSITION INFO:

Key Performance Areas

Strategic Function

• Contributes to the formulation and drive the implementation of the company’s long-term strategy
• Contribute to the formulation and implementation of IBU strategic initiatives
• Develop BU Balance Score Card (BSC) and oversee the implementation and reporting thereof
• Provide technical expertise, strategic leadership, and support for fraud risk identification and the company’s anti-corruption work related issues and processes

Product Management

• Provide strategic advisory services related to regulatory compliance, corporate governance, fraud risk assessments, enterprise risk management, internal controls
• Provide technical support and guidance to audit teams
• Ensure that all risks relating to investigations are properly documented, managed and escalated to top management within the company
• Support consultations with regularity audit or auditee to arrange for funding and the collection of the relevant debtors
• Remain up to date with the direction and progress on risk sharing referrals to other PBs
• Provide direction and guidance on request for investigations
• Engage audit teams to review request for investigations
• Review management reports to ensure that the specific format carries the unique message of specific fraud risk indicators as per MAF
• Ensure that all allegations are addressed comprehensively during RFIs as per MAF
• Review required documentation and take responsibility for presentations at SCOPA, PAC and other Parliamentary committees
• Implement quality assurance strategy in the business unit
• Responsible for establishing and maintaining a proper MIS for request for investigations

Stakeholder Management

• Interact with the auditees top management, political role-players, over site bodies and other role players
• Obtain the buy-in of key role-payers before the fraud risk assessments can start
• Provide value added advice to engagement teams by providing timely coaching and high-quality review observations for the enhancement of integration work
• Engage with quality teams, CWC firms in the review of audit outputs.
• Develop and maintain collaborative value-adding relationships with internal and external stakeholders
• Ensure a clear understanding of stakeholder needs and determine Deliver in accordance with the agreed service level agreements (SLAs)

People Management

• Approve the appointment of specialist staff and contracting in and out to ensure that fraud risk assessments are adequately staffed and completed within a reasonable time
• Participate and/ or take lead in the business unit transformation/ culture plans
• Provide support to the management team regarding centre management and other people related tasks

Financial Management

• Support the compiling of the centre budget
• Implement and monitor the budget for the allocated project
• Ensure compliance to the policies and procedures
• Ensure compliance with internal processes and procedures
• Manage supply chain processes within scope of work

Other responsibilities (Applicable to All JD’s)

• Perform and/ or manage other projects, tasks and assignments delegated by the Business Unit Leader not stipulated in the role profile description as and when required

Behavioral Competencies

Emotional Maturity

• Lead the environment that promotes respectful, empathetic, compassionate and caring for other
• Creates an environment that anticipates and resolves conflict between internal and external stakeholders.
• Displays awareness of the complexities of emotions and how these can play out in the public arena.
• Provides a sense of direction and purpose, and maintains operational effectiveness of the organisation, even during times of organisational crisis or change.
• Exemplifies compassionate leadership.

Empowerment

• Drive and articulate the organisational vision with compelling clarity, providing strategic direction and inspiring others to align their efforts accordingly
• Creates a sense of freedom to act, a sense of common worth and a desire to contribute at all levels of the organisation.
• Inspires, motivates, and empowers staff by creating opportunities for growth and an environment where leaders can emerge.
• Cultivates a culture of teamwork, recognition for contributions and successes, as well as instils confidence in each other’s capabilities.

Diversity and Inclusion

• Drive an organisational culture that respects diversity, inclusion, gender equality and cultural sensitivity
• Models understanding and respect for diversity and its relation to enhanced organisational effectiveness.
• Builds synergy and better approaches out of diversity and differences to get better results
• Acts as a catalyst for transformation by making resources available, clarifying expectations, and removing obstacles.
• Creates a culture where diversity translates into product and service delivery improvements by being more responsive to staff and client needs.

Integrity

• Drive a culture that fosters the highest sense of integrity by actively promoting COMPANY’s values within the organisation and with all stakeholders, whilst holding staff accountable for inappropriate behaviour
• Exhibit uncompromising integrity and commitment in full compliance with the COMPANY Values, code of conduct, in a transparent manner.
• Identifies conflict of interest between stakeholder groups and works to keep COMPANY from inappropriate involvement in such situations.
• Resists undue political or personal pressure in all business processes and activities.
• Challenges the status quo by confronting malpractices (i.e. corruption, unprofessionalism), effectively and openly address unethical behaviour in the business unit.

Authenticity

• Drive authentic leadership and encourage other leaders to do the same by creating a culture of psychological safety
• Exhibit a high level of self-awareness and demonstrate genuine, uncompromising and consistent behaviour/leadership approach that is transparent, trustworthy and inspires loyalty and trust in others.
• Encourages acceptance and appreciation of individuality and uniqueness while promoting the achievement of organisational goals and objectives.
• Provide feedback to others that encourages and inspires positive change.
• Lives and enacts the COMPANY vision, purpose and values.

Performance Excellence

• Drive a culture that is conducive to quality and efficiency by promoting appropriate tools, technologies, practices, policies and procedures in response to the organisational goals and objectives
• Proactively monitors organisational efforts, removes barriers and channels resources in accomplishing organisational goals, particularly in the face of complex work demands.
• Sets challenging, stretching goals for the unit in line with macro-contextual demands and opportunities.
• Drives a culture or high performance by upholding consistent, fair, transparent performance appraisal systems.
• Promotes dialogue about excellence at all levels of the organisation and encourages staff to strive for excellence in all work areas.

Courageous and Ethical Leadership

• Drive a culture of fairness, consistency and objectivity in an unwaveringly ethical manner and instil trust amongst stakeholders about the steadfast integrity of the organization
• Demonstrates consistency in behaviour by showing courage in the face of opposition and draws confidence from the conviction that an ethical approach is the only option
• Shows courage and commitment to the organisational mandate in the face of hostility and political interference
• Drive the organisational systems and processes that recognise and reward ethical heroes.
• Ensures that the organisation lives up to its reputational promise.

Technical Competencies

• Strategic Management
• Knowledge of fraud investigations
• Legislative knowledge
• Knowledge of performance auditing and investigations
• Auditing and accounting skills

Qualifications and Experience

• Minimum qualification of CA (SA) or RGA or ACCA with an ICFP/ ACFE / postgrad diploma in forensic accounting as an added advantage.
• Minimum 10 years post qualification experience with at least 4 years in a senior management or leadership role, with exposure in any of the Big 4 Audit firms, Management Consulting and Public Sector in an auditing/ investigative/ forensic environment as an added advantage.