Interfront 2025 Annual Report

104 INTERFRONT ANNUAL REPORT 2025 04 Priorities In 2024/25, Interfront’s human capital priorities embodied a strategic realignment aimed at positioning the organisation for scalable growth in response to its expanded service mandate and the evolving demands of the workforce. This phase was characterised by purposeful interventions designed to enhance leadership capacity, refine organisational design, and secure the sustainability of talent pipelines. STRATEGIC WORKFORCE REALIGNMENT AND LEADERSHIP EXPANSION: Driven by ongoing expansion and growth, Interfront conducted a significant structural review. This resulted in the creation and successful appointment of three new senior management roles, marking the largest leadership expansion in recent years. These changes laid the foundation for greater organisational agility and a refreshed leadership bench, positioning Interfront to be future-ready and well-equipped to meet the evolving demands of its service landscape. TARGETED CHANGE ENABLEMENT: To ensure alignment and continuity amid structural changes, a dedicated change management plan was developed and implemented. Unlike in previous years, the focus extended beyond communication to include active change enablement, equipping leaders and teams with the tools to navigate transitions, minimise disruption and embed a shared sense of purpose. This process is still ongoing. TALENT ACQUISITION FOR STRATEGIC CAPABILITY: In 2024/25, Interfront’s recruitment efforts will focus on addressing critical skills gaps in line with its expanding product portfolio. Eighteen targeted appointments, including the use of strategically placed contract employees, facilitated prompt project delivery. 05 Outlook POSITIONING AS EMPLOYER OF CHOICE: Continue to build a workplace culture that attracts and retains top talent, fosters professional growth and enhances the overall employee experience. RETENTION AND RECRUITMENT: Enhance retention strategies and optimise recruitment processes to support a skilled, resilient and future-ready workforce. ORGANISATIONAL AGILITY AND LEADERSHIP: Advance organisational effectiveness through targeted leadership development and ongoing change management efforts that support strategic adaptability. EMPLOYEE ENGAGEMENT: Leverage insights from Employee Engagement Surveys to implement meaningful actions to improve satisfaction, trust, and employee engagement. POLICY REVIEW: Ensure that human capital policies, practices, and processes remain current, effective, and strategically aligned with Interfront’s evolving goals.