Lindiwe Miyambu, chief people officer at the Auditor-General South Africa, is transforming the way the public sector entity operates.
Chief people officer at the Auditor-General South Africa (AGSA), Lindiwe Miyambu is on a mission to turn the public auditing sector into a career of choice for young people and skilled professionals.
In her role, she understands that the HR function is not just about managing people but is integral to ensuring the success of the organisation’s mandate. “At AGSA, HR plays a pivotal role in ensuring great audit outcomes by recruiting and retaining skilled and ethical professionals who understand the importance of transparency and accountability,” she says.
This approach to HR is transforming the way the AGSA operates, driving high standards across the public sector.
Lindiwe emphasises that the role of HR at AGSA goes beyond traditional boundaries. “By enabling a culture of continuous learning and ethical behaviour, our HR ensures that employees are equipped to uphold the highest standards, which directly impacts the quality of audits,” she explains.
The AGSA’s commitment to developing and retaining talent is reflected in its Ahluma programme, which Lindiwe highlights as a critical initiative. “We are focused on retaining the skills in which we invest and build in our office. Ahluma plays a vital role in furthering the transformation of the sector, which remains a key priority for us.”
This programme is not just about keeping talent but about strategically deploying it. “Over the strategic planning horizon, we want to better leverage our success at driving our professionalisation and transformation of the sector by retaining a greater proportion of trainees who have successfully completed their articles with us,” she adds.
These initiatives further address resource gaps within the organisation, ensuring that the AGSA can meet the fluctuating demands of their audit teams without incurring additional costs or inefficiencies associated with outsourcing. “This presents a win-win for our trainees (young professionals) and the organisation, further entrenching the ‘We Care and We Excel in all we do’ values in the way that we treat our people and conduct ourselves.”
Transparency and merit
Navigating the challenges unique to HR in a public entity can be complex, yet Lindiwe’s approach is clear and determined.
“Public entities face unique HR challenges, such as navigating bureaucratic processes and managing limited resources. However, at AGSA, we enjoy our independence with zero interference in the people we hire,” she states.
Lindiwe believes in merit-based recruitment processes and transparency in decision-making as key strategies to overcome these challenges.
“It is essential to establish clear, merit-based recruitment processes, promote transparency, and ensure a strong organisational culture that prioritises the best people for the important work that need to be accomplished,” she says.
Driving a high-performance culture is another area where Lindiwe’s leadership shines. She views performance management as a continuous process, not something reserved for appraisal times. “Driving a high-performance culture involves setting clear expectations, providing continuous feedback, and recognising and rewarding excellence.”
AGSA has implemented these principles to shift how performance is viewed by employees. “We also invest in professional development and create an environment where innovation and accountability are encouraged, and recognised which is essential now, especially with our workforce that is young and dynamic.”
Lindiwe is also focused on the development of young professionals within AGSA. “Our Young Professional Strategy is intentional; we focus heavily on the career pathing and leadership development of our young professionals. Investment in exam preparation and support takes priority, including planned workshops and bootcamps.
Leadership, she believes, plays a key role in setting the tone for the organisation. “Our focus over the 2024–2027 strategic planning horizon will move towards the practical design and implementation of a culture, values and leadership framework that places emphasis on being outcomes-oriented in our approach to work,” Lindiwe elaborates.
This framework is aimed at creating a high-performing team that is vested in the wellbeing, thriving, and development of AGSA’s people.
Employee wellness is another priority for Lindiwe, who understands that a balanced and supported workforce is crucial to maintaining high performance. “Our employee wellness programme aims to provide balance and support for our employees and leaders. We provide timeous interventions required to maintain this high-performing team,” she explains. The Executive Athlete programme for leaders and group debrief sessions for audit teams are examples of how AGSA is committed to the wellbeing of its staff.
The future of Africa
Africa’s potential as a future pool of talent is something Lindiwe is passionate about. “Africa indeed holds vast potential as a future talent pool, with a young and dynamic population,” she says.
She sees the growth of the continent’s population as a unique opportunity, especially in contrast to the ageing populations of other countries. “We have to do the work of investing in our young people so that when the time comes, they can be a talent pool for the world,” Lindiwe emphasises.
The AGSA is already seeing this potential being realised, particularly with their world-renowned auditing skills.
AGSA’s commitment to talent development is evident through various initiatives. “We invest in talent development through mentorship programmes, learnerships, secondments, partnerships with educational institutions and continuous professional development opportunities,” Lindiwe explained.
These efforts ensure that AGSA’s employees are equipped with the necessary technical skills, soft skills and leadership capabilities to meet the demands of a rapidly evolving industry. “In our office, we persist in identifying and unlocking critical efficiency gains to enable us to do more with less, acquiring, developing and deploying future-fit digital and people capabilities.”
Addressing the skills gap and attracting younger generations to careers in auditing is another strategic focus for Lindiwe. “We are implementing targeted recruitment strategies, including outreach to universities and an early attraction strategy,” she explains.
This strategy begins at the high school level, ensuring that the auditing profession remains top-of-mind for students. AGSA also offers a SAICA Accredited Trainee Auditor programme and internship opportunities within ICT and data analytics, providing hands-on experience for young professionals. “Our outreach programmes are not only focused on the accounting profession but also extend to other fields, such as investigations, forensics and data analytics, particularly in light of the expansion of our powers.”
As the industry evolves with the rise of AI and automation, Lindiwe’s HR department is proactive in reskilling and upskilling employees. “We are utilising online learning platforms, workshops, and certifications to ensure our workforce remains adaptable and proficient with new technologies,” she says.
AGSA promotes a culture of lifelong learning, ensuring that their employees stay aligned with rapid advancements. “LinkedIn is a recent partner in this endeavour, providing a platform for our staff to upskill at their own pace.”
Data analytics and AI are also becoming integral to AGSA’s HR strategies. “We are actively leveraging this space through collaboration between our ICT departments, and innovation and digital transformation efforts,” Lindiwe explains. The forthcoming e-performance system is set to enhance operational efficiencies by tracking performance and identifying areas for improvement.
“While we have not yet implemented AI for recruitment, we have invested in a LinkedIn licence and online assessments programme that optimises our recruitment process,” she noted. AI remains a focus area for AGSA as they continue to prioritise operational efficiency in their strategy.
Lindiwe’s leadership at the AGSA is driving a significant transformation in the public sector. As she looks to the future, her vision is clear: to build a professional, high-performing and future-fit public sector that serves the nation with integrity and excellence.
