Director (P5) (Human Capital Management Division: Organisation Development)

**Advert reference**: uj_001795

**Advert status**: Online

**Position Summary**

**Industry**:Education & Training**Job category**:Education and Training**Campus**:Auckland Park Kingsway Campus**Contract**:Permanent**Remuneration**:Market Related**EE position**:EE**Level**:Senior**Introduction**

The University of Johannesburg (UJ) is a vibrant and cosmopolitan university, anchored in Africa and driven by a powerful strategy focused on attaining global excellence and stature (GES). With an emphasis on independent thinking, sustainable development, and strategic partnerships, UJ is an international university of choice. The University is guided by the Vice-Chancellor’s vision of “Positioning UJ in the Fourth Industrial Revolution (4IR) for societal impact in the context of the changing social, political, and economic fortunes of Africa”.

**Job description**
- To lead the design and delivery of people and Organizational Development and Learning and Development strategies, management of change in support of the Institution’s strategic and operational plans, provide information, advice and services as required as well as to ensure the effective deployment of recruitment/ resourcing strategies to ensure attraction of suitable resources for the Institution. Collaborate with teams across the Institution to support a continuous organisational performance improvement which helps the Institution achieve its ambition of becoming a high performing and learning organisation.**Responsibilities**:
**Organisational Development**:

- Lead the development and implementation of comprehensive organisational development strategies that enhance leadership, talent management, staff engagement, and performance.
- Collaborate with senior leaders and departments to ensure alignment of organisational development initiatives with institutional goals and priorities.
- Design and deliver professional development programs that promote leadership capabilities and foster a culture of continuous improvement and learning.
- Conduct needs assessments and organizational diagnostics to identify gaps and opportunities for improving organisational effectiveness and employee satisfaction.
- Provide guidance on performance management systems, coaching, and mentoring initiatives.
- Oversee talent management, succession planning, and leadership development programs to ensure a pipeline of future leaders within the university.
- Lead the creation of policies and frameworks that support the professional growth of staff members at all levels.
- Monitor and report on the effectiveness of organisational development strategies, ensuring continuous evaluation and improvement via the appropriate surveys.
- Ensure fit for purpose Position management and evaluation, including the job title and name convention framework development.
- Review best practices on terms of optimal design as and when required.
- Implement change management strategies to ensure that desired outcomes are achieved regrading cultural shifts and transformation.

**Stakeholder Management**:

- Forge key internal and external relationships with key stakeholders, internally and externally.
- Provide authoritative, expertise and advice to clients and stakeholders.
- Work with the Internal Marketing and Communications Manager to ensure effective communication and consultation processes and to build staff engagement.

**Talent Management**:

- Develop the institution’s strategic Talent management and framework, tools & solutions that meet the business needs.
- Develop an integrated set of processes, programmes, and technologies designed to Develop, Deploy, Connect and Award critical workforce segments (CWS) to the university priorities.
- Facilitate the university strategic workforce plan, developing a metric-based approach that articulates demands versus supply and conduct gap analysis.
- Develop the institutions capability and processes for strategic sourcing of talent.
- Engages with the university leaders and stay ahead of key talent market changes, university strategy and emerging patterns, and adapts/evolves the talent management approach accordingly.
- Develop coaching and mentoring schemes to support staff development and the achievement of Personal Development Plans.

**Change Management**:

- Network and engage with operating unit management teams and advisory support to design an appropriate change initiative
- Provide expert knowledge and understanding of change processes and its effect on the organisation to mitigate potential transformational risks.
- Proactively identify and advise on innovative change management initiatives and facilitate effective implementation thereof.
- Provide input into the development and revision of HR strategies and processes to ensure UJ’s changing needs are met.

**People Management**:

- Oversee the activities of the OD, L&D and recruitment team to ensure effective delivery of UJ outcomes.
- Determine and analyse development needs for the team and