Specialist Organisational Development

**Human Resources**
**JHB North**
***:
**JOB OUTLINE**

**SPECIALIST ORGANISATIONAL DEVELOPMENT**

**JOHANNESBURG NORTH**

**PERMANENT POSITION**

**SALARY - MARKET RELATED**

**Department **- Human Resource

**Reports to** - Manager: Organisational Development and Skills Development

**Overview**:
**Organisational Development and Skills Development**

The purpose of this role is to develop the organisational design infrastructure that serves as a base for integrated talent management processes. The incumbent will also be responsible for the development and implementation organisational development and change management tools, processes, and systems that ensure organisational effectiveness is achieved.

**Responsibilities**:
**KPA / MAIN OUTPUTS AND RESPONSIBILITIES FOR THIS POSITION DETAILED DESCRIPTION WEIGHING / TIME SPENT**

Organisational design
- Identify opportunities for continuous improvement of organisational design systems and processes.
- Conduct regular audits of the organisational structure and recommends changes to make the organisation more efficient.
- Develop and maintain job architecture including levels of authority and job families.
- Facilitate focus group sessions for input into job families.
- Facilitate the development of the job family competency framework and content.
- Compile new role profiles as required & training HRBPs on role profiling.
- Check the consistency of job profiles with internal policies and procedures.
- Lease on the evaluations of job positions and provide org design expertise input on assigning the correct optimum salary.
- Design and maintain the rules for the organisational structure creation (including a span of control in different functional areas).
- Conduct organisation design operating model reviews in accordance with policies and procedures.

30%

Change management
- Consult with the business on changes in the organisation.
- Formulate processes and plans to guide the organisation through change.
- Work with the relevant departments to support and embed change.
- Evaluate the impact of organisational change and provide relevant reporting.

Integrated Talent Management processes
- Develop strategic talent management initiatives in accordance with the commitments of the Human Resources Management Strategy.
- Conduct market benchmarking on talent trends and best practices to develop and/or enhance the talent management model/framework to support the organisation’s talent strategy.
- Guide management on succession planning.
- Develop and implement talent frameworks and tools including leadership development in line with the organization’s career path progression for all levels.
- Facilitate implementation of a career mobility programme in the organisation.
- Design best practice talent management programmes that enhance the organisation’s employee value proposition (EVP).
- Ensure effective and efficient implementation of all talent EXCO deliverables from end-to-end of talent management.
- Annual review and benchmarking of talent management policies, frameworks, and procedures.
- Facilitate the enhancement of the organisation’s performance management and development processes (individual and team-based performance processes) to ensure that they remain relevant and support the organisation to achieve its strategic goals.
- Champion strategic initiatives aimed at driving high-performing teams.
- Initiate and/or refine performance management programmes and processes to add value to the business

Organisational culture
- Develop and implement culture and value alignment processes to improve cultural collaboration and support of the company’s mandate, strategy, and goals.
- Provide or develop diagnostic tools, e.g., employee surveys, performance reviews, and HR metrics in the establishment of a prudent organisational development enabler.
- Use behavioural science to design and deliver change, and workforce transitioning, focusing on culture, values, capability, behaviours, relationships, and ways of working. to transformation/culture plans.
- Leverage organisational diagnostic tools such as culture surveys, employee engagement surveys, etc., and develop a comprehensive plan to facilitate behavioural and other changes to achieve corporate and individual objectives.

**Qualifications & Experience**:

- Relevant B degree in Human Resources/ Industrial Psychology/ Organisational Development
- 3 - 5 years of proven experience in organisational development, talent management, change management, leadership framework, performance & development management systems
- 3 - 5 years of proven experience in organisational design, job analysis, job evaluation, and grading
- Demonstrate knowledge and use of project methodology.
- Demonstrable ability to use of Microsoft Office at an expert level (MS Projects, Excel, PowerPoint, Word & MS Outlook)
- Experience in preparing project progress reports and presentations for various stakeholders

**DESIRABLE**

Postgraduate D