Head Hcm And Organisational Development

Introduction SANParks requires the services of a Independent Contractor – Head HCM and Organisational Development (OD). This position is on a fixed-term contract of 8 months and will be based in Groenkloof, Pretoria reporting to the Chief Executive Officer. The incumbent will lead the review and redesign of the organisation's operating model and organisational structure to enhance strategic alignment, governance, and service delivery effectiveness. The assignment includes developing a fit‑for‑purpose organisational operating model, refining the macro structure, and redesigning microstructures within key functional areas specifically the Chief Operating Officer (COO), Corporate Services, and Human Capital Management (HCM) functions. In addition, the Specialist will lead the comprehensive review of the HCM function, including its strategy, structure, processes, and systems, to ensure it effectively enables organisational performance, talent management, and workforce capability. The role will also lead the HCM team during the assignment period and oversee the recruitment and selection process for the permanent Head: HCM role, ensuring strategic alignment, compliance, and business continuity. Sanparks is an equal opportunity employer. Duties & Responsibilities Review and Redesign of Organisational Operating Model Conduct a diagnostic review of the existing operating model to assess strategic alignment, efficiency, and functional integration. Define and document a Business Operating Model (BOM) that articulates key value streams, delivery channels, and decision‑making frameworks. Clarify relationships between governance structures, core business functions, and support services. Ensure the operating model reflects principles of accountability, transparency, and effective public service delivery. Align processes and functions to support strategic priorities, digital transformation, and performance improvement. Organisational Structure Review and Design Analyse the current organisational structure for efficiency, duplication, and compliance with policy frameworks. Develop and propose a fit‑for‑purpose macro structure aligned to the operating model and legislative mandates. Design microstructures for key functions (COO, Corporate Services, and Human Capital Management) to enhance role clarity, integration, and delivery efficiency. Recommend structural refinements to support improved governance and operational coordination. Review and Strengthening of the Human Capital Management (HCM) Function Conduct a full diagnostic review of the HCM function, including strategy, structure, capacity, systems, and service delivery model. Assess the effectiveness of HCM policies, processes, and practices (e.g., talent acquisition, performance management, learning and development, employee relations, and HR information systems). Recommend a revised HCM operating framework that strengthens the function's role as a strategic business partner.> Develop and implement an HCM functional improvement plan aligned with the overall organisational redesign. Provide leadership and direction to the HCM team to ensure operational stability and ongoing service delivery during the transition. Leadership of the HCM Team and Recruitment of Head: HCM Provide interim leadership, guidance, and mentorship to the HCM team to maintain continuity and enhance performance. Lead the recruitment and selection process for the permanent Head: HCM, including role definition, assessment design, and participation in selection panels. Ensure that the recruitment process is transparent, compliant with governance frameworks, and attracts suitably qualified candidates. Oversee the handover and transition of responsibilities to the newly appointed Head: HCM to ensure continuity and sustainability. Role Profiling and Capability Alignment Develop or update job profiles aligned to the revised structure and operating model. Review job levels and grading using recognised public sector job evaluation systems. Identify critical capabilities and workforce implications to inform workforce planning and talent management. Governance, Compliance, and Approvals Prepare submissions, briefing notes, and documentation for internal approval and external oversight bodies. Provide technical advice to management and governance committees on structural implications and compliance requirements. Prepare and present Business Cases to the Board and its committees. Change and Transition Management Develop a Change Management and Stakeholder Engagement Plan to guide the transition to the new structure. Facilitate consultation and engagement with management, employees, organised labour, and governance bodies. Identify and manage transition risks, ensuring minimal disruption to business continuity. Implementation Support and Monitoring Develop a detailed implementation roadmap outlining timelines, responsibilities, and success indicators. Support the Human Capital unit in executing approved changes, including communication, placement, and establishment updates. Monitor and report on progress, risks, and outcomes throughout the implementation period. Project Governance and Reporting Maintain a clear project governance framework to ensure accountability, transparency, and oversight throughout the project lifecycle. Report regularly to the CEO and HR & REMCO on progress, key decisions, risks, and dependencies. Ensure alignment with broader organisational governance structures and oversight requirements. Maintain a project reporting dashboard with measurable milestones and KPIs. Provide periodic written progress reports and a comprehensive final project close‑out report, documenting outcomes, recommendations, and lessons learned. Ensure that project documentation and recommendations are formally signed off by the relevant governance bodies. Desired Experience & Qualification Postgraduate qualification in Organisational Development, Industrial Psychology, Human Resources Management, Public Administration, or Business Management. Minimum 8–10 years' experience in organisational design, operating model development, or transformation within the public sector or state‑owned entities. Demonstrated experience in leading HCM function reviews and transformations. Proven experience in recruiting and onboarding senior HCM leaders within public or state‑owned organisations. Strong knowledge of public sector governance frameworks, compliance requirements, and organisational approval processes. Proven ability to manage multiple stakeholders, facilitate change, and deliver results within tight deadlines. #J-18808-Ljbffr