Manager Organizational Effectiveness: Employee

**QUALIFICATIONS AND EXPERIENCE**
- Relevant Bachelor’s Degree in HR;
- Post Graduate qualification will be an added advantage;
- Minimum of six (6) to eight (8) years’ experience in Organisation Development, Employee wellness, Facilitation,
- 5 years' experience providing change management strategy development and solutions;
- Proven experience in facilitating group disucssions
- Previous experience designing, implementing and managing reward, recognition, performance and/or motivational programs with proven results, strongly preferred
- Demonstrated success in managing expectations on major change initiatives;
- Understanding of the Human Resources Services Lifecycle;
- Valid Driver’s License
- Sound track record in effectively managing complex and sensitive stakeholder engagements at all levels.

**ROLE OVERVIEW**
- Reporting to the Senior Manager: Organizational Effectiveness, the incumbent will be required to manage the Employee Value Proposition programme in order to create a great employee experience; lead organisational development processes and practices or activities that result in better performance and positive business results. Manage Organisational Design for shaping the way Client operates to pursue strategic objectives and meet goals. Manage wellness and recognition to enhance employee experience.

**THE CANDIDATE PROFILE**
- Understanding of project management principles;
- Organizational Learning and Development;
- In depth strategic HR understanding;
- Business Acumen & Organizational Awareness
- Maintain high level confidentiality;
- High degree of self-management, pro-activeness and creativity;
- Results driven individual;
- Excellent communication skills (including liaison, report writing, feedback and presentation).
- Facilitator / coach

**KEY PORTFOLIO AND PERFORMANCE FOCUS AREAS**
- Organisational Development: Facilitate, OD, culture and engagement initiatives using a variety of learning methodologies. Pro-actively identify underlying team and organizational culture/ climate factors that may enhance or detract from the team’s group cohesion and engagement. Design and facilitate relevant organisational culture and engagement events to grow and build employee engagement. Provide support to the Human Capital Business partners with relevant processes. Compile and distribute communication collaboratively with the Internal Communications department to ensure effective communication of organisational culture and engagement processes in the organisation. Facilitate all organisation development engagements. Ensure that all OD initiatives contribute towards the operationalising of the overall Employee Value Proposition (EVP)
- Organisation Design: Lead teams in the planning, implementation tracking, and follow-up of organization optimization efforts. Identify structural needs to enable the organisational strategy with specific outlook on job design, clustering, span of control, chain of command and delegation. Maintain changes to structure and ensure role profiles are updated accordingly in collaboration with the HR Ops team. Identify opportunities within the organization to drive solutions and develop action plans that address areas where work processes or team structures lack efficiencies.
- Employee Wellness: Develop Wellness and Employee Assistance Programme (EAP) strategies and framework that complements the overall Human Capital Management Strategy at Client. Provide input into overall Human Capital Management value proposition as it relates to the wellness practice through the development of best practice, research, trends analysis and wellness initiatives. Analyse wellness trends and prepare high level reports to management as input to create an engaged workforce. Implement wellness interventions based upon identified needs/issues within the organisation. Build capacity in the organisation to drive and manage an employee wellness culture. Design, implement and drive Client’s programme, including providing awareness campaigns, training, professional counselling, testing and support through external vendors. Participate in the Wellness Committees and Forums to facilitate the successful implementation of wellness initiatives and programmes.
- Employee Recognition: Continuously review Employee Recognition strategy for Client. Conducts ongoing gap analyses which includes and evaluation of metrics and performance benchmarks as requested and proposes awards to match the needs assessment, including measurement of program effectiveness analysis. Implements integrated short and long-term plans to reinforce recognition strategy and keep programmes alive, energetic, and driving high usage. Acts as primary point of contact for employees regarding the programs. Performs project specialist duties related to increasing awareness or introducing new recognition components of varying complexity including planning, tracking deliverables and interfacing with creative teams such as the Communica