Organisational Development Partner

Department
OD Department

Position
Organisational Development Partner

Start Date
TBC

Fixed Term
Permanent

Reports To
OD Manager / Culture & PX Manager

Purpose Of The Job
To actively partner with HR and business to develop and implement integrated OD and Learning and Development (L&D) strategies to achieve key business, HR and Talent Management priorities. This includes providing customised learning solutions for business in line with current and future business needs and the ongoing implementation, evaluation and optimisation of effective OD and learning interventions.

Minimum Qualifications And Experience

1. Matric
2. Post graduate degree
3. Coaching certificate
4. 5-7 years OD and Learning and Development experience.
5. Exposure to a BPO Environment (advantageous)

Job Responsibilities

Corporate governance

1. Ensure responsible management of information management in line with regulatory and policy requirements and ensure prompt reporting of POPIA breaches.
2. Handle information and data in line with classification levels as specified in the Security Information Security Policy.
3. Be aware of Cyber Security e.g.: phishing emails, whaling etc.
4. Report any non-conformances to policy and procedure to management promptly.
5. Report and escalate all risks, potential risks and material issues / concerns to management promptly.
6. Maintain accurate records, information, and data.

Development & design of learning materials

1. Analyse and investigate OD and L&D environment to identify trends and areas of improvement.
2. Identify new learning opportunities.
3. Consult with business unit managers and others to identify learning needs to determine expectations aligned to deliverables.
4. Champion a culture of continuous learning and professional development.
5. Gather and analyse data and learning evidence.
6. Compile into a project format.
7. Develop innovative and engaging learning content, incorporating multimedia elements and interactive components to enhance learner engagement. Work with the Marketing department as required to do so. Design outcome-based training materials aligned with NQF standards keeping accreditation in mind.
8. Create assessment tools to evaluate the effectiveness and relevance of training programmes.
9. Incorporate and utilise Learning Management Systems (LMS) for efficient dissemination of training content.
10. Present Project Plan/Information to stakeholders for approval in a clear visual format.
11. Obtain signed off approval on intervention.
12. Implement the learning event ensuring robust methods for measuring the ROI of learning initiatives, including financial impact and performance improvement metrics.
13. Manage all administration and budgets by ensuring accurate, up-to-date and complete records of all learning to ensure recording of results.
14. Reporting on all project or initiative and establish mechanisms for collecting employee data for reporting.
15. Review entire process.

General project development & delivery

1. Analyse and investigate OD and L&D environment to identify trends and areas of improvement.
2. Consult with internal and external stakeholders to develop and implement customised OD and L&D Projects.
3. Gather and analyse data.
4. Compile into a project plan and format.
5. Develop innovative and engaging learning content, incorporating multimedia elements and interactive components to enhance learner engagement. Design outcome-based training materials aligned with NQF standards keeping accreditation in mind.
6. Create assessment tools to evaluate the effectiveness and relevance of training programmes.
7. Incorporate and utilise Learning Management Systems (LMS) for efficient dissemination of training content.
8. Present Project Plan/Information to stakeholders for approval in a clear visual format.
9. Obtain signed off approval on intervention.
10. Implement the learning event ensuring robust methods for measuring the ROI of learning initiatives, including financial impact and performance improvement metrics.
11. Manage all administration and budgets by ensuring accurate, up-to-date and complete records of all learning to ensure recording of results.
12. Report on relevant projects and/or initiatives; and establish mechanisms for collecting employee data for reporting.
13. Review entire process.

OD Projects

1. Develop OD projects with the Procera Group.
2. Present Project Plan/Information to stakeholders for approval in a clear visual format.
3. Implement approved project or intervention.
4. Manage all administration and budgets.
5. Report on project or initiative and establish mechanisms for collecting employee data for reporting. Collate information for MANCO and or EXCO reporting on a monthly basis.
6. Examples of Projects to be worked on include:
7. Employee life cycle (On-boarding to off-Boarding).
8. Performance Management.
9. Succession planning (talent pipeline).
10. L&D initiatives for Talent development.
11. Competency framework model for the group.
12. Talent pool management (Identify critical skills and competencies needed to meet strategic goals).
13. Change Management.
14. Remuneration and Rewards.
15. Career path planning.
16. Diversity and transformation.
17. Competency Framework and models for the group and ensure these reflect business needs and priorities.
18. Review entire process.
19. Continuously benchmark programmes against industry standards and competitors to ensure the group remains competitive and effective.
20. Manage, lead and motivate staff to ensure capacity, capability and support of organisational growth, sustainability and cross-functional teamwork.

Learnerships

Program Development and Co-ordination

1. Plan, design and develop, and implement learnership programs in line with organisational needs.
2. Coordinate internal and external stakeholders (e.g., Skills Development Facilitator, SETAs, trainers) to ensure smooth execution of programs.
3. Ensure alignment of the learnership curriculum with industry requirements and skills development priorities.
4. Manage training providers and ensure quality delivery.
5. Monitor and evaluate program effectiveness.

Compliance and Administration

1. Ensure compliance with all relevant SETA, SAQA, Labour Laws and government regulations, including reporting on learnerships, submitting workplace skills plans (WSP), and annual training reports (ATR).
2. Manage the administrative processes related to learnerships, including contracts, assessments, and learner records.
3. Maintain a system for tracking learner progress, attendance, assessments, and certifications.

Stakeholder Engagement

1. Liaise with SETAs, training providers, and internal departments to ensure alignment and compliance with regulatory requirements.
2. Engage with managers and supervisors to ensure the integration of workplace learning with practical, on-the-job training.
3. Support and mentor learners throughout the program, ensuring they are well-prepared to complete both theoretical and practical components.

Monitoring and Evaluation

1. Monitor and assess the effectiveness of learnership programs through regular feedback, assessments, and evaluations.
2. Produce detailed reports on the progress and outcomes of learnership programs.
3. Implement improvements based on feedback and evaluations to enhance the learnership experience.

Budget and Resource Management

1. Manage the budget for learnership programs, including SETA funding and rebates.
2. Coordinate the allocation of resources for training, including trainers, materials, and facilities.

Talent Development and Career Pathing

1. Support the development of career paths for learners within the organisation.
2. Identify opportunities for talent development and progression post-learnership, aligning with organisational growth and skills requirements.
3. Recruit, select and support learners.
4. Ensure learner compliance with program requirements.
5. Provide guidance and counselling.

Reporting and communication

1. Provide regular reports to stakeholders.
2. Communicate program information to learners and stakeholders.
3. Develop and maintain program documentation.

BBBEE reporting

1. Ensure compliance with B-BBEE requirements and facilitate skills development submissions.
2. Co-ordinate B-BBEE reporting for the entire organisation.
3. Work with Employment Equity forums to align training programmes with legislative requirements.
4. Manage budget where applicable.
5. Comply with relevant statutory obligations.

WSP /ATR

Workplace Skills Planning

1. Assist in the development and submission of the Workplace Skills Plan (WSP) and Annual Training Report (ATR) in line with regulatory deadlines.
2. Identify skill gaps through needs assessments and assist in aligning training needs with business goals.
3. Collaborate with department heads to gather training requirements and ensure compliance with Skills Development regulations.

Training Coordination and Administration

1. Schedule, organise, and track training sessions for employees based on the approved WSP.
2. Maintain and update records of training programs, employee attendance, and post-training evaluations.
3. Assist in the preparation of learning materials and resources for internal and external training sessions.

Data Management and Reporting

1. Prepare reports on training activities, costs, and attendance to support the submission of WSP and ATR.
2. Monitor training budgets and expenditures and ensure financial tracking aligns with the WSP.
3. Ensure accuracy and integrity of data in the Skills Development Management System and other reporting tools.

Compliance and Stakeholder Engagement

1. Ensure that training initiatives comply with Skills Development and other relevant legislation.
2. Liaise with SETAs (Sector Education and Training Authorities) for updates, grants, and submissions.
3. Support internal stakeholders in understanding WSP objectives and aligning them with departmental goals.

Teamwork, self-management and alignment with Organisational values

1. Lead by example in living the organisation's brand and values.
2. Handle stress in ways that do not negatively impact others.
3. Plan and manage own workflow, anticipating obstacles, juggling priorities and following through on objectives within agreed time-frames and according to quality standards.
4. Act in an ethical, transparent and morally defensible manner, including highlighting unethical practices.
5. Identify opportunities to share knowledge and lessons learnt.
6. Flag and debate issues constructively.
7. Demonstrate a growth mindset by actively seeking feedback and identifying areas for improvement.
8. Demonstrate effective time management skills to ensure that deadlines are consistently met.

Continuous Improvement

1. Continuously feedback on events and survey information for review to update plans and enhance future engagement efforts as well as identifying and delivering initiatives that will improve the operational performance of the OD/ Culture EX team.
2. Conduct ongoing research on trends and best practices relating to culture, employee engagement, wellness and CSI to ensure Procera remains competitive and effective.
3. Reviewing all policies and procedures on an annual basis, clarify understanding and make suggestions where relevant on how policies and procedures can be improved.

Competencies Required

1. Excellent analytical, critical thinking and problem-solving skills.
2. Conceptual, systemic and innovative thinker.
3. Ability to analyse data to make decisions.
4. Thinks strategically to align OD and L&D programmes with organisational goals, ensuring they contribute to broader objectives.
5. Drives quality results: comfortable rolling up their sleeves to both "do" and "manage."
6. Resilient and solution-focused.
7. Excellent written and verbal communication, including facilitation and presentation skills.
8. Strong stakeholder relationship building skills.
9. Able to work collaboratively with cross-functional teams, internal stakeholders, and external partners.
10. Able to manage multiple projects simultaneously, ensuring each is executed efficiently and meets its objectives.
11. Demonstrates proficiency in leveraging digital tools and platforms, showcasing a high level of digital acumen to effectively utilize available technologies.

Additional Competency Testing

1. Candidates need to be computer literate (Microsoft Excel, Word, PowerPoint), Email extensively and SharePoint.
2. Be able to conduct online surveys.
3. Report writing.
4. Presentation skills.
5. Data analysis and interpretation.
6. Project management.
7. Facilitation and training.
8. Coaching and mentoring.

Profile

FAIS or NON FAIS:

Salary, Incentives & Commissions
TBC

Working Hours
As per contract of employment. Additional hours depending on operational requirements in line with BCEA.

To apply, please forward CV and covering letter explaining how your aspirations, skills and experience match the role requirements to: careers@procera.co.za