Senior Specialist: OD and Change

Found in: Talent ZA 2A C2 - 2 weeks ago

Sandton, South Africa TalentCru Full time
  • To provide thought leadership on organisational development, effectiveness concepts and their applicability to organisational performance.

    To provide research, analysis, and process support to organisational initiatives relating to organisational culture, employee engagement and change.

    • To support the creation of a compelling EVP that creates competitive advantage and appeals to talent acquisition and retention.

    • To strategically align the needs and priorities of orginisations human capital with those of its business direction through broader organisational design and workforce planning, thereby ensuring customer service, production requirements and organisational objectives are met.

Qualification

  • A relevant Postgraduate Degree
  • Registration with relevant professional body (related CoE) (Preferred)

Experience

  • 5 – 8 years’ experience as an Organisational Development Specialist and extensive experience in working with senior leadership teams

 

Drive Change and Organisational Development.

  • Develop and ensure implementation of oganisations change management methodology and blueprint.
  • Design Change Management Strategy to be people and customer orientated.
  • Incorporate Change Management Strategy in all Human Capital and other strategic business projects initiatives
  • Facilitate strategic change management sessions in the business as required.
  • Drive the implementation of change management initiatives designed to build a culture of high performance and innovation.
  • Provide expertise on all matters relating to Change Management, advising on the impact of change initiatives and the engagement of employees on change processes.
  • Develop, capacitate HCBPs and ensure implementation of organisational development strategies and initiatives that drive effectiveness and efficiency in the business, including areas of customer service
  • Provides organisational development and effectiveness support to HC and business leadership
  • Identify HR strategic partnerships (through Business Partners) and OD requirements in the business
  • Advise HR Business Partners on OD interventions to support business strategies and issues
  • Report on all interventions initiated and progress thereof (includes outside providers)
  • Challenge and develop innovative approaches to people management to deliver a workforce of effective talented people

Design and implementation of measurement tools in terms of OD and Change.

  • Design and ensure implementation of measuring tools to enable the required change of behaviour within the business
  • Develop operational and strategic tracking tools to enable reporting for the relevant forums
  • Track progress against set targets

HC Process Alignment

  • Facilitate the alignment and integration of HC processes to one another
  • Provide OD/Change Management support in terms of HC roll-out (policies, processes and procedures)
  • Provide support to HC Process Owners in terms of implementing all HC Processes, i.e., Performance Management, Talent Management, Training and Development, IR, EWB, Recruitment, Compensation, Skills Audits etc

Organisational Design

  • Work with business and functional leaders through HC Business Partners to assess business/function specific organization design projects and processes to enhance both operating effectiveness and productivity.
  • Lead and/or support organizational development and design projects that improve people processes, structures, measures, and accountabilities with the ultimate goal to optimize the deployment of internal resources to achieve superior business results
  • Develops an Organizational Impact and Risk Assessment with detailed plans for mitigation of risks

Workforce Planning (Strategic and/or Operational)

  • Design the workforce planning model, process and tool aligned to the organisation’s Talent Management and Acquisition Strategies.
  • Develop research-based guidelines for HCBPs to use in order to compile a workforce plan.
  • Capacitate HC Business Partners on the utilisation of the workforce planning tool.
  • Support the HC Business Partners in determining future business workforce needs, identifying the gap between the present and the future, and implementing solutions so the organisation can accomplish its mission, goals, and objectives.

 

Employee Value Proposition (EVP)

  • Support the development of an EVP strategy that aligns to the culture of the organisation and meet the needs of both the employees and the organisation.
  • Analyse what the employees expect and value in the employment relationship.
  • Utilize workforce analytics to drive change and enhance employee engagement.
  • Support the Measurement and improvement of the EVP as part of ongoing culture transformation strategic cycle

Job Related Knowledge

  • Knowledge of organisational development methodologies and principles
  • Knowledge of change management programme design and implementation principles.
  • Knowledge of relevant legislation impacting the HC function
  • Knowledge of Organisational Effectiveness principles.
  • Knowledge of Workforce Planning
  • Knowledge of the development and integration of an EVP

 

 

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