Organisational Design and Performance Lead

-Introduction

Through our client-facing brands Metropolitan and Momentum, with Multiply (wellness and rewards programme), and our other specialist brands, including Guardrisk and Eris Property Group, the group enables business and people from all walks of life to achieve their financial goals and life aspirations. We help people grow their savings, protect what matters to them and invest for the future. We help companies and organisations care for and reward their employees and members. Through our own network of advisers or via independent brokers and utilising new platforms Momentum Metropolitan provides practical financial solutions for people, communities and businesses.
Role Purpose

Lead and mature the organisational design and performance practices, methodology and tools for the organisation providing thought leadership, consulting and solution design.
Requirements
- Post graduate degree in business, social or behavioural science
- Industrial Psychologist (preferred)
- 5-8 years’ experience in Human Capital
- 2-3 years’ experience in Organisational Design
- Exposure to the development and implementation of organisational effectiveness interventions
- Experience in the design and implementation of organisational design interventions
Duties & Responsibilities

**Organisational Design**
- Act as thought leader and custodian by developing and maturing the organisational design practice, methodology and tools for the organisation.
- Provide input and guide organisational design processes and interventions in the organisation.
- Partner with various stakeholders (Human Capital, Management and Senior leaders) to diagnose and solve issues related to organisational design including work design and way of work.
- Provide thought leadership and expert advice to contribute to holistic and integrated organisational effectiveness solutions.
- Act as key contact and advisor on Organisational Design matters and queries.
- Contribute to the establishment and evolution of the levelling methodology of the organisation through partnership with key stakeholders such as Compensation and Talent Management.
- Maintain and mature the organisations work architecture as key input to organisational design analysis and insight.
- Establish and maintain a role library which profiles generic role descriptions and competencies based on work architecture.
- Drive the articulation of meaningful work through a consistent and fit for purpose role profiling methodology.
- Contribute to the development of integrated people practices by intentionally designing the organisational design practice to link with Talent, Performance Management, Learning and Rewards.
- Enable and equip the HC Community with knowledge related to Organisational Design, Job analysis, Work architecture and Role Profiling as well as Position Management.
- Facilitate community of practice forums to contribute to a learning culture and establish a community of organisational design practitioners.

**Performance Management**
- Provide thought leadership of the Performance Management practice by keeping abreast of developments in the industry as well as feedback from the business.
- Continuously review and enhance the Performance Management practice inclusive of the system.
- Review and report on the success and effectiveness of the Performance Management cycle.
- Create and provide tools and materials that support employees, line managers and Human Capital.
- In collaboration with key stakeholders continuously review and enhance the Performance Management practice as well as the integration points with Remuneration and Business Performance and Strategy.
- Act as Product Owner for Performance Excellence in conceptualisation, development, and testing of the Performance Excellence system.
- Create and implement tools for line managers and Human Capital in support of the implementation of the Performance practice.
- Create and present reports as it relates to usage, completeness as well as business performance insights.
- Provide thought leadership and expert advice to contribute to holistic and integrated organisational effectiveness solutions.
- Position Performance Management as an enabler of the Human Capital value chain.
- Create and implement measures to determine and enhance the employee and manager experience for the performance management process and practice.
Competencies
- Business Acumen
- Stakeholder Engagement and Management
- Earns Trust through Results
- Influencing and Persuading
- Strategic Thinking
- Change Champion
- Growing Talent
- Analytical Thinking
- Digital Disruption
- Outside-in Thinking
- Policy

We are committed to Employment Equity, diversity and inclusion when recruiting internally and externally. All appointments are made in alignment to our Employment Equity goals and we encourage people with disabilities to apply.