Organizational Development Practitioner

3 weeks ago

Johannesburg, South Africa Positive Switch Full time

MINIMUM REQUIREMENTS

Education
- Honours Degree in Org/Industrial Psych or HR related field.
- Post graduate in Business management (advantage).

Experience and knowledge requirements
- Minimum of 3 years experience in HR PLUS 2 years in Organisational development.
- 3 years Management experience.
- 3 years Project Management.
- 5 years in Change Management.

Other (knowledge and skills), e.g. under-standing of relevant legislation; knowledge of relevant

company procedures
- Emotional Intelligence.
- MS Office (Advanced).
- SAP.
- Drivers License.
- Relevant legislation.
- Policies and Procedures relating to HCM and

organisational strategy.
- Project Management.

KEY PERFORMANCE AREAS (KPAS)

KPA 1 Business Planning and Financial Management

1.1. Collaborate with Senior Manager: OD and Transformation to develop long term strategic plans

for the department.

1.2. Participate in business planning sessions and identify mitigation of organisational risks relating

to OD Projects.

1.3. Collaborate with Senior Manager: OD and Transformation with the development of national

initiatives and develop project plans for implementing agreed decisions.

1.4. Prepare and submit required monthly, quarterly and annual reports.

KPA 2 Develop, Implement and Monitor Organisational Development Initiatives

2.1. Implement and facilitate (if required) the approved OD interventions and plans.

2.2. Develop ongoing communication for OD processes.

2.3. Provide support and guide managers and employees in the implementation of Change

Management and OD initiatives.

2.4. Review implementation progress and provide reports to respective stakeholders.

2.5. Coordinate the participation in annual surveys (e.g. Deloitte best company to work).

2.6. Ensure compliance to teambuilding guidelines by engaging with line managers and assisting with

recommendations of most appropriate teambuilding interventions.

2.7. Manage org design data capturing and integrity.

KPA 3 Ensure Succession planning and Performance Management Systems Is Organisationally

Implemented To Enhance Organisational Sustainability

3.1. Review and update Succession planning and Performance management procedures.

3.2. Monitor the organisational Succession and Performance Management system and processes

and ensure that the processes are consistently implemented across the organisation and aligned to

strategy.

3.3. Ensure that managers and employees are capacitated to use the Succession and Performance

management system and update relevant training material and communication.

3.4. Assist Senior Managers: OD and Transformation and Senior Manager: Remuneration and

Benefits with the alignment of performance ratings to salary increases and bonus allocations.

3.5. Manage the on-boarding process and liaise with HR and Line to ensure that Individual Induction

and Performance agreements are concluded.

3.6. Manage the talent and succession pipeline and associated policies.

KPA 4 Coordinate The Implementation Of Change Management and other Organisational

Transformation Initiatives

4.1. Develop Change Management methodologies for the organisation.

4.2. Provide Change Management stream lead support to strategic and operational projects.

4.3. Implement Diversity and Inclusion strategies, policies and procedures.

4.4. Develop divisional and departmental transformation plans and reports as per legislative

requirements.

4.5. Develop and implement required interventions to promote transformation.

4.6. Ensure quality control of transformation data and analysis per business unit by using Org

Structures and relevant analysis.

4.7. Provide monthly Stats to HRBP and Line Managers on related transformation aspects for

recruitment purposes.

4.8. Collaborate with BBBEE committee for people pillar inputs.

KPA 5 Stakeholder Relationships

5.1. Maintain Relationships with external service providers (e.g. Consultants).

5.2. Review centralised Talent Acquisition and Talent Management processes and make

recommendations to improve efficiencies.

5.3. Provide assessment report feedback to HRBP and line managers as delegated by the Senior

Manager: OD and Transformation.

5.4. Provide input into the overall HR communication plan.

KPA 6 Develop HR data Analysis Methodologies To Enhance Management Reporting

6.1. Provides management support to the Human Resources function in the area of people metrics,

reporting and predictive analytics.

6.2. Supports the Human Resources leadership team to identify business challenges and use data

analysis to help influence changes to the operations, process or programs.

6.3. Utilizes technology and analytical tools to develop and analyse enterprise-wide people and

other cross-function data as needed.

6.4. Communicates findings to senior management via formal presentations, standard management

reporting on periodic/quarterly/annual basis.

development, recruitment, HR operations) to improve overall strategic and operational performance

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