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TEKANO advances health equity through building the capacity of visionary, values-based change-makers to advocate for health equity in South Africa. This is delivered through a team of individuals sharing two critical traits:

Individuals who are committed to social justice, evidenced by sustained involvement in activities that have challenged unfair social, economic, cultural, environmental, and political structures and systems that undermine health equity.

Individuals who want to continually expand their capacity to create the results they truly desire in an environment driven by continuous collaborative learning and improvement at all levels in the organisation.

 TEKANO Open Positions

 

COMPETENCY AND SKILLS MAPPING FOR TEKANO AGAINST THE 2026–2036 STRATEGY

Project Duration: end May to end June 2026
Commissioning Department: People and Culture
Organisation: Tekano Health Equity South Africa

Background

Tekano is entering a new strategic cycle (2026 to 2036), positioning itself as a Catalyst Hub for health equity. The accompanying Operational Plan (2026 to 2029) outlines significant shifts in capability needs across leadership development, digital transformation, MEL integration, governance, partnerships, communications, and people and culture.

To deliver on this strategy, Tekano requires a structured, evidence-based analysis of whether its organisational competencies, staff capabilities, and job profiles are aligned to its future strategic direction.

This Terms of Reference invites an experienced senior consultant to conduct a comprehensive competency, skills and talent mapping exercise across approximately 20 roles. The assignment will assess organisational readiness and identify role specific Build, Buy, Borrow, Bounce and Bound workforce decisions. The work will also explore how existing staff capabilities can be utilised beyond current roles to support strategic initiatives, innovation work and cross functional delivery.

Purpose of the Assignment

The purpose of this assignment is to determine whether Tekano has the right structure, roles, and people capabilities in place to execute the 2026–2036 Strategy.

The assignment will:

  • Review and align job profiles to the strategic requirements of the Catalyst Hub model.
  • Assess individual competencies, skills, and potential against future role demands.
  • Identify transferable skills and additional capabilities that can be deployed beyond current roles.
  • Recommend Build, Buy, Borrow, Bounce and Bound strategies for each role and incumbent.
  • Provide a consolidated organisational capability and talent utilisation report with clear development and resourcing implications.
    Scope of Work

     Job Profile Alignment Review

    The consultant will:
    • Analyse each job profile against the strategic commitments and operational milestones of the 2026–2036 Strategy.
    • Assess whether roles are still fit for purpose in relation to Tekano’s evolving Catalyst Hub model.
    • Identify gaps between current role design and future organisational needs.
    • Recommend revised or new competency requirements per role, including technical, leadership, digital, behavioural and systems-oriented competencies.

    Individual Competency, Skills and Potential Assessment

    The consultant will:
    • Conduct structured interviews, competency-based assessments and document reviews for all incumbents.
    • Assess each person’s skills, competencies and experience against the future requirements of their role.
    • Identify strengths, skills gaps, development needs and growth potential.
    • Assess readiness for expanded, redesigned or alternative responsibilities where appropriate.

    Talent Mapping Beyond Current Roles

    In addition to role based assessment, the consultant will:
    • Identify transferable skills, interests and latent capabilities that may not be fully utilised in current roles.
    • Explore opportunities for staff to contribute to projects, innovation labs, cross functional initiatives or temporary assignments.
    • Provide recommendations on how Tekano can better deploy internal talent across the organisation to increase agility, reduce silos and strengthen delivery without immediate recruitment.
    • Support the design of a more flexible and adaptive talent deployment approach aligned to the Catalyst Hub model.

    Organisational Capability Analysis

    The consultant will:

    • Identify capability gaps at organisational level.
    • Map core competencies required to operate effectively as a Catalyst Hub, including but not limited to digital fluency, MEL driven learning, partnership capability, narrative leadership, systems thinking and innovation.
    • Assess whether current structures and capabilities support strategic delivery across programmes, platforms and partnerships.

      Workforce Strategy Recommendations Using the 5B Framework

      For each role and incumbent, the consultant must provide one or more of the following evidence-based recommendations:

      • Build
        Targeted development, coaching, mentoring, upskilling or training where capability gaps can reasonably be addressed internally.
      • Buy
        Recruitment of new staff where required skills or experience are not currently available or cannot be developed within the required timeframe.
      • Borrow
        Use of consultants, contractors or partners for specialised, short term or project based expertise.
      • Bounce
        Phasing out, redesigning or exiting roles that no longer align with the strategic direction or organisational needs.
      • Bound
        Strengthening and clarifying roles that are strategically critical through improved role definition, performance expectations, accountability mechanisms, or contractual alignment.

      Each recommendation must be clearly justified and explicitly linked to Tekano’s strategic priorities.

      Assessment for Self-Awareness and Team Effectiveness

      As part of the broader people and culture approach, the consultant will:
      • Propose the use of a suitable self-awareness and leadership development tool.
      • Use the tool to support insight into working styles, stress responses, communication patterns, and collaboration dynamics.
      • Ensure that tool insights are used for development, reflection, and team effectiveness and not for performance evaluation or selection decisions.
      • Provide high-level insights that can inform leadership development, wellness, and culture initiatives.

      Final Report and Presentation

      The consultant will deliver:
      • A comprehensive organisational capability and talent mapping report.
      • A summary workforce strategy dashboard reflecting Build, Buy, Borrow, Bounce and Bound decisions.
      • Detailed role-by-role and incumbent analysis.
      • Recommendations for talent deployment beyond current roles.
      • A proposed capacity building and resourcing plan for 2026 to 2029.
      • A presentation to EXCO summarising findings, risks, opportunities, and decisions required.

      Deliverables and Timelines

      Week 1 to 2 (May/June)
      • Inception meeting
      • Detailed project plan and methodology
      • Review of strategy, organisational structure and job profiles

      Week 3 to 4 (mid-June)
      • Job profile alignment review
      • Individual competency and talent assessments
      • Enneagram assessment approach implemented
      • Talent mapping beyond current roles

      • Organisational capability gap analysis
        • Workforce strategy recommendations using the 5B framework

      Week 5 to 6 (end June)

      • Draft report
        • Validation workshop with EXCO
        • Final report
        • Final presentation to EXCO
      Required Expertise

      The consultant must demonstrate:
      • Minimum of 10 years organisational development and strategic HR experience
      • Proven experience in competency mapping, job architecture and workforce planning
      • Experience working with values based, mission led or non-profit organisations
      • Strong understanding of leadership development and systems change environments
      • Ability to integrate psychometric or self-awareness tools appropriately and ethically
      • Familiarity with South African labour law and ethical HR practice

      Methodology

      Respondents should propose a clear methodology including:
      • Data collection and assessment approach
      • Competency and talent assessment tools
      • Validation and feedback processes
      • Ethical considerations, confidentiality and fairness
      • Risk management approach

      Reporting Requirements

      The consultant will report to the Senior HR Manager and provide regular progress updates to the CEO.

      Budget

      Respondents should submit a detailed budget covering:
      • Professional fees
      • Assessment tools and materials
      • Workshops and facilitation
      • Travel if applicable

      Submission Requirements

      Interested consultants must submit:
      • A detailed proposal
      • Workplan and methodology
      • CV or company profile
      • Three references
      • Examples of similar work

       

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      Governance Lead

      TEKANO is seeking a highly skilled and detail-oriented Governance Lead to join our dynamic team in Cape Town. Reporting directly to the CEO, this key role will oversee corporate governance processes, Board and Committee management, stakeholder engagement, and compliance functions within TEKANO. The successful candidate will ensure that TEKANO operates with the highest standards of governance, transparency, and efficiency, contributing directly to the organisation’s mission of advancing health equity in South Africa.

      Key Responsibilities:

      • Key Responsibilities:

        • Board and Committee Management: Organise, schedule, and document meetings for the Tekano Health Equity (THESA) and Tekano Foundation Boards, and their sub-committees, ensuring compliance with relevant legislation and corporate governance principles.
        • Follow-up on the Implementation of Resolutions: Track and monitor the implementation of Board decisions, collaborating with key stakeholders to ensure timely execution and resolution close-out.
        • Corporate Governance Compliance: Ensure adherence to governance frameworks, such as King IV and relevant regulatory requirements, and maintain up-to-date policies, charters, and frameworks.
        • Research on Emerging Governance Trends: Stay informed on evolving governance practices and provide recommendations for adopting new frameworks to support TEKANO’s governance standards.
        • Stakeholder Engagement & Communication: Foster strong communication between the Board, Committees, senior management, and external stakeholders to promote transparency and collaboration.
        • Cross-Functional Integration: Support alignment between governance and operational functions, ensuring effective integration of committees and decision-making processes.
        • Risk Management & Compliance: Assist in managing risks and ensuring governance and legal compliance across all Board activities.
      Qualifications & Experience:
      • Qualifications & Experience:
        • Education: Bachelor’s Degree in Law, Corporate Governance, Business Administration, or a related field. Membership with the Institute of Chartered Secretaries or equivalent qualification is advantageous.
        • Experience: Minimum of 5-7 years’ experience in a governance role, with proven experience working with Boards and Committees in an NGO or similar environment. Familiarity with the Companies Act and King IV Code on Corporate Governance is essential.
        • Skills: Proficiency in governance and legal software applications, excellent organisational and communication skills, meticulous attention to detail, and the ability to manage multiple projects simultaneously.
        • Knowledge: Strong understanding of corporate governance, compliance, risk management, and legislation relevant to non-profit organisations.
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      Application Process:
      Interested candidates are invited to submit the Tekano application form and their CV to recruitment@tekano.org.za by 25 April 2025. Applicants who do not submit the application form will not be considered.

      Join TEKANO and contribute to shaping a healthier, more equitable future for South Africa through strong governance and strategic leadership!

      APPLICATIONS NOW CLOSED!