Specialist: Organisational Development and Change

2 weeks ago

Pretoria, Gauteng, South Africa University of Pretoria Full time
Job Description

DEPARTMENT OF HUMAN RESOURCES

SPECIALIST:

ORGANISATIONAL DEVELOPMENT AND CHANGE MANAGEMENT
PEROMNES POST LEVEL 6


In pursuit of the ideals of excellence and diversity, the University of Pretoria wishes to invite suitably qualified applicants for the above vacancy.


The University of Pretoria's commitment to quality makes us one of the top research Universities in the country and gives us a competitive advantage in international science and technology development.


PURPOSE OF THE JOB:


To contribute to the design and delivery of people and organisational development strategies and the management of change to business processes, systems and organisational culture in support of the University's strategic and operational plans, providing information, advice and services as required.


The incumbent will be responsible to:

  • Design, develop and implement programmes, policies strategies and plans tailored to meet Organisational Development (OD) needs and goals;
  • Identify and recommend areas of improvement in organizational development activities, services and policies;
  • Provide solutions to Faculties and Professional Services Departments, and take accountability for the interventions and activities thereof;
  • Research, benchmark, identify, develop and implement best fit OD trends, strategies, methodologies, interventions, tools and processes;
  • Design and coordinate employee surveys, facilitate focus groups and produce reports to summarize findings and offer recommendations of organisational development initiatives that support organisational performance improvement;
  • Develop and design organisational development interventions in order to effectively manage conflict, build teams, create change agility and build culture that is aligned to the University's strategic objectives;
  • Determine measurement approaches, methodologies and metrics to assess the effectiveness and efficiency of OD interventions;
  • Develop the case for change management initiatives in consultation with the stakeholders;
  • Conduct the organisation change readiness assessments, evaluate results and present findings in a logical and easytounderstand manner;
  • Monitor and report on change management strategy implementation;
  • Compile reports on change management interventions;
  • Facilitate and advise on the change management process on request of or in cooperation with HR Partnership and Services;
  • Assist HRBPs to support Faculties/Departments in the compilation of effective change plans;
  • Identify and use instruments and surveys to analyse individual and group behaviour and recommend strategies to make needed changes;
  • Provide advice and develop interventions to support university, faculty or departmental changes;
  • Assess conflict and or potential conflict and implement required intervention.
  • Follow diagnostic processes in order to understand the context of a conflict or potential conflict issue;
  • Develop strategies to embed new or changes in the organisational culture.
  • Where necessary, develop the training / coaching strategy to support the new culture;
  • Create and manage measurement systems to track adoption, utilization and proficiency of individual changes;
  • Create and enable reinforcement mechanisms and celebrations of success;
  • Conduct and administer all climate and culture assessments and surveys;
  • Design and implement a workforce planning modelling and forecasting framework;
  • Determine the optimal medium to long term staffing requirements of the University;
  • Plan, manage and monitor the implementation of workforce planning activities and processes;
  • Promote employee engagement through partnerships with the relevant stakeholders (line managers, employees, HR and external providers) in conducting programmes such as annual Employee Engagement survey; Develop, implement and facilitate an Employee Engagement Improvement Plan for the University;
  • Coordinate with management and project leaders to obtain messaging and content for communications;
  • Develop and disseminate communications to all relevant key stakeholders throughout the Institution;
  • Facilitate strategic planning sessions for Departments and Faculties to enable them to clarify, communicate and act upon the vision and goals of their department / faculty within the context of the University's mission, vision and values; and
  • Develop effective solutions to meet business challenges and mitigate business risks.

MINIMUM REQUIREMENTS:

  • Honour's degree in Industrial/ Organisational Psychology or relevant field within Human Resources; and
  • A total of six years' experience in Organisational development, change management, climate and culture assessments, strategic planning and workforce planning

REQUIRED COMPETENCIES (SKILLS, KNOWLEDGE AND BEHAVIOURAL ATTRIBUTES):

  • Understanding and knowledge of HR principles and practices;
  • Knowledge of the relevant legislation e.g. Employment Equity, Labour Relations Act, Skills Development Act;
  • Cu

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