Organisational Effectiveness Specialist

Purpose of Role Responsible for leading and implementing the change management, organisational design and effectiveness agenda for the country. Key Responsibilities Change Management Develop and execute comprehensive end-to-end change management plans, encompassing; Change Impact Assessment Change Impact Action Plan Stakeholder Analysis and Mapping Stakeholder Engagement Plans Change Readiness surveys Change Readiness monitoring metrics Change Resistance Plans Lead the implementation of country wide change and transformation initiatives. Develop and execute strategic change management initiatives that drive sustainable change. Build change management capability with the Human Capital team, enabling them to effectively deliver change management at their site. Build change leadership capability amongst leaders, line managers and supervisors, enabling them to effectively guide their teams, departments and sites through organisational transitions, changes and transformations. Identify change and transformation initiatives and co‑develop with Line Managers, Head of Human Capital, People Business Partner and CoEs implementation plans. Build on the Tongaat Hulett change management framework, integrating other change management frameworks and methodologies accordingly. Ensure that change management programmes are developed and delivered to the business in an agile and efficient manner, driving embedment and adoption. Collaborate with peers across the organisation to align service offering, leveraging our scale, removing duplication of effort and creating efficiencies to deliver consistent and sustainable change management solutions. Measure and track change readiness scores, implementing mitigation measures where there are areas of concern. Develop and track performance metrics to measure the overall adoption and sustainability of change management initiatives. Partner with the Communications Specialist to co‑develop and implement engaging communication plans using various communication channels. Partner with Talent & Learning Specialist to co‑develop required training interventions and plans. Mentor, train and coach Human Capital colleagues and line managers. Organisational Design Ensure that organisational design initiatives are aligned with the company's and operations strategic goals and initiatives. Define and lead country wide organisational design projects that involve restructuring at a higher level. Lead the redesigning of the overall structure of the operation to better align to strategic objectives and requirements. Review and analyse organisational structures, operating models and workforce processes, and provide recommendations for efficiencies and improvements where relevant. Lead cross‑functional teams to ensure successful implementation of organisational design initiatives. Build capability with People Business Partners and People Specialists, enabling them to execute required organisational design initiatives at sites. Engage with key stakeholders to gather input, build consensus, and ensure alignment with the organisation's goals. Develop and implement innovative solutions to optimise workforce processes. Design new processes that improve workforce productivity and efficiency. Ensure that workforce structures align with the organisation's mission, vision and values. Leverage new technologies and tools to enhance organisational systems and processes. Foster a culture of continuous improvement by regularly reviewing and refining workforce processes. Collaborate with senior leaders to ensure that projects support the overall business objectives. Develop and track performance metrics to measure the effectiveness and success of organisational design initiatives. Organisational Culture Identify areas for cultural improvement and develop comprehensive plans to drive organisational culture transformation. Lead culture transformation initiatives, ensuring they align with the organisation's strategic goals, mission, vision and values. Co‑develop with the Head of Organisational Excellence behaviours and practices that support the organisation's core principles. Establish a change champion network and empower them with skills to advocate and lead change management and culture transformation efforts at various levels. Responsible for the execution of the end‑to‑end employee experience survey. Review and analyse the employee experience survey results, building deep understanding of employee needs and areas of development. Co‑create strategies and initiatives with the Human Capital colleagues. #J-18808-Ljbffr