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Manager Organisational Effectiveness: Employee
2 weeks ago
**Manager Organisational Effectiveness: Employee Experience, R624k - R820k p/a, Pretoria.**
Our client is a public entity and they seek the services of the Manager Organisation Effectiveness: Employee Experience, to be based at their head office in Pretoria
The catch phrases are: Employee Wellness, Organisation Design, Employee Recognition and Employee Value Proposition
JOB PURPOSE:
Reporting to the Senior Manager: Organizational Development and Effectiveness, the incumbent will be required to manage the Employee Value Proposition programme in order to create a great employee experience; lead workplace wellness that is designed to enable a healthy workforce to perform optimally; to implement preventative and curative programs to address social, financial and emotional wellness; encourage work life balance. Manage employee recognition in the workplace by reinforcing particular behaviours, practices or activities that result in better performance and positive business results. Manage Organisational Design for shaping the way THE ORGANISATION operates to pursue strategic objectives and meet goals.
KEY PERFORMANCE AREAS
**Employee Wellness**: Develop Wellness and Employee Assistance Programme (EAP) strategies and framework that complements the overall Human Capital Management Strategy at THE ORGANISATION. 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 THE ORGANISATION’s programme, including providing awareness campaigns, training, professional counselling, testing and support through external vendors eg. Careways. Ensure that all wellness initiatives contribute towards the operationalising of the overall Employee Value Proposition (EVP). Participate in the Wellness Committees and Forums to facilitate the successful implementation of wellness initiatives and programmes. Develop policies and procedures to support the implementation of wellness initiatives. Provide monthly and quarterly report on wellness statistics and focus on analysis, comparison and trends.
Marketing of wellness events and educational information on health issues. Coordinate and promote wellness initiatives in partnership with other stakeholders. Responsible for trauma debriefing during trauma incidents. Cover whole spectrum of individual wellbeing components as defined by the World Health Organisation (WHO) or others, such as: Psycho-social, Physical / Health, Family and Financial. Conduct workshops on selected wellbeing issues and obtain feedback on existing programmes.
**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. Partner with provincial and cluster leaders to drive cost-effective process change initiatives and ensure effective execution of identified plans to institute organizational change. Create appropriate timelines of actionable steps that support lean staffing models and drive accountabilities to meet targets. Communicate and follow up on expense reductions and other targeted goals (e.g. headcount) through appropriate reporting. Foster and build collaborative relationships with provincial and cluster teams to improve efficiencies and garner positive results from initiatives. Maintain a strong knowledge of provincial and cluster processes to ensure that organizational design opportunities can be readily identified and addressed.
**Employee Recognition**: Continuously review Employee Recognition strategy for THE ORGANISATION. 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 w
