Specialist: Organizational Development and Change

Job DescriptionDEPARTMENT OF HUMAN RESOURCES

SPECIALIST: ORGANISATIONAL DEVELOPMENT AND CHANGE MANAGEMENT

PEROMNES POST LEVEL 6
- In pursuit of the ideals of excellence and diversity, the University of Pretoria wishes to invite suitably qualified applicants for the above vacancy._
- The University of Pretoria's commitment to quality makes us one of the top research Universities in the country and gives us a competitive advantage in international science and technology development._

PURPOSE OF THE JOB:
To contribute to the design and delivery of people and organisational development strategies and the management of change to business processes, systems and organisational culture in support of the University’s strategic and operational plans, providing information, advice and services as required.

The incumbent will be responsible to:

- Design, develop and implement programmes, policies strategies and plans tailored to meet Organisational Development (OD) needs and goals;
- Identify and recommend areas of improvement in organizational development activities, services and policies;
- Provide solutions to Faculties and Professional services departments, and take accountability for the interventions and activities thereof;
- Research, benchmark, identify, develop and implement best fit OD trends, strategies, methodologies, interventions, tools and processes;
- Design and coordinate employee surveys, facilitate focus groups and produce reports to summarize findings and offer recommendations of organizational development initiatives that support organizational performance improvement;
- Develop and design organizational development interventions in order to effectively manage conflict, build teams, create change agility and build culture that is aligned to the University’s strategic objectives;
- Determine measurement approaches, methodologies and metrics to assess the effectiveness and efficiency of OD interventions;
- Develop the case for change management initiatives in consultation with the stakeholders;
- Conduct organization change readiness assessments, evaluate results and present findings in a logical and easy-to-understand manner;
- Monitor and report on change management strategy implementation.
- Compile reports on change management interventions.
- Facilitate and advise on the change management process on request of or in co-operation with HR Partnership and Services;
- Assist HRBPs to support Faculties/Departments in the compilation of effective change plans.
- Identify and use instruments and surveys to analyse individual and group behaviour and recommend strategies to make needed changes.
- Provide advice and develop interventions to support university, faculty or departmental changes.
- Assess conflict and or potential conflict and implement required intervention.
- Follow diagnostic processes in order to understand the context of a conflict or potential conflict issue.
- Increase collective appreciation and insight of the variety of perspectives, forces and complexity of relating patterns.
- Develop strategies to embed new or changes in the organisational culture.
- Where necessary, develop the training / coaching strategy to support the new culture.
- Create and manage measurement systems to track adoption, utilization and proficiency of individual changes.
- Create and enable reinforcement mechanisms and celebrations of success.
- Conduct and administer all climate and culture assessments and surveys.
- Coordinate the OD unit’s psychometric assessments.
- Develop and implement guidelines with regard to psychometric assessments.
- Develop competency-based assessments and continuously update the assessment library in respect of research into new assessments in the market.
- Ensure that assessment practices are aligned with professional standards and in line with the Health Professions Council of South Africa (HPCSA) guidelines.
- Consult with clients on relevant assessment batteries and co-ordinate the implementation of relevant projects.
- Design and implement a workforce planning modelling and forecasting framework.
- Determine the optimal medium to long term staffing requirements of the University.
- Plan, manage and monitor the implementation of workforce planning activities and processes.
- Engage with faculties and departments to develop, test and implement applicable staffing / workforce models.
- Promote employee engagement through partnerships with the relevant stakeholders (line managers, employees, HR and external providers) in conducting programmes such as an annual Employee Engagement survey (design, implementation and driving the results process.
- Develop, implement and facilitate an Employee Engagement Improvement Plan for the University.
- Conduct an audience assessment in order to determine a communication strategy based on proper audience segmentation.
- Coordinate with management and project leaders to obtain messaging and content for communications.
- Develop and d