Interfront 2025 Annual Report

102 INTERFRONT ANNUAL REPORT 2025 01 Introduction Interfront’s strategic commitment to becoming an employer of choice is founded on a deliberate and sustained investment in its human capital, which remains one of the organisation’s most valuable assets. This investment is central to realising its vision of delivering robust, future- ready software solutions that effectively address the diverse and evolving needs of clients across tax, customs, and related domains. Throughout the 2024/25 financial year, Interfront implemented a comprehensive suite of people-centred initiatives designed to strengthen leadership capabilities, enhance employee engagement, and attract and retain critical talent. These initiatives were closely aligned with the organisation’s overarching vision and the strategic priorities set forth in the Human Capital Strategy. Key focal points included promoting workforce stability, cultivating a positive organisational culture deeply rooted in Interfront’s TECHI values, and bolstering organisational competitiveness through the ongoing development of a compelling Employee Value Proposition (EVP). Collectively, these efforts reflect a coherent and strategic approach to nurturing human capital as the foundation for sustainable organisational success. The reporting period concluded with a turnover rate of 4.07%, significantly below the initial target of 14%, which has since been revised to 10% for the 2025/26 financial year (see page 58). The successful onboarding of 18 new employees, along with the acknowledgement of long-service milestones, underscores both workforce stability and the cultivation of a culture that prioritises recognition and appreciation. Strategic realignment has further strengthened HR governance and the implementation of a new performance management solution has enhanced the development of an agile, accountable, and performance-driven workforce. Interfront’s human capital practices continue to be anchored in robust legislative compliance, informed by established best practices, and are responsive to insights drawn from ongoing employee engagement. Looking forward, the organisation remains committed to fostering a high-performing, inclusive, and engaged workforce aligned with its digital transformation agenda and overarching long-term strategic objectives. PERSONNEL COST BY OBJECTIVE FOR 2024/2025 FINANCIAL YEAR PROGRAMME, ACTIVITY AND OBJECTIVE TOTAL EXPENDITURE FOR THE ENTITY PERSONNEL EXPENDITURE PERSONNEL EXPENDITURE AS % OF TOTAL EXPENDITURE AVERAGE NO. OF EMPLOYEES AVERAGE PERSONNEL COST PER EMPLOYEE Continual Innovation and Client-Centricity 192 021 247 141 981 816 73.9% 163.80 866 800 Expansion 5 559 834 4 436 932 79.8% 5.12 866 800 Navigating and Embracing Rapid Information Technology Evolution 5 559 834 4 436 932 79.8% 5.12 866 800 Become Employer of Choice 16 679 502 13 310 795 79.8% 15.36 866 800 Responsible Resource Stewardship 16 679 502 13 310 795 79.8% 15.36 866 800