Organisational Development Practitioner

Introduction:
The purpose of this role is to plan and execute Organisational Development strategies across the organisation by developing and providing interventions through implementation of change management, performance management, succession planning and related transformation processes.

Description:
**KPA 1 Business Planning and Financial Management**

1.1. Collaborate with Senior Manager: OD and Transformation to develop long term strategic plans for the department.

1.2. Participate in business planning sessions and identify mitigation of organisational risks relating to OD Projects.

1.3. Collaborate with Senior Manager: OD and Transformation with the development of national initiatives and develop project plans for implementing agreed decisions.

1.4. Prepare and submit required monthly, quarterly and annual reports.

**KPA 2 Develop, Implement and Monitor Organisational Development Initiatives**

2.1. Implement and facilitate (if required) the approved OD interventions and plans.

2.2. Develop ongoing communication for OD processes.

2.3. Provide support and guide managers and employees in the implementation of Change Management and OD initiatives.

2.4. Review implementation progress and provide reports to respective stakeholders.

2.5. Coordinate the participation in annual surveys (e.g. Deloitte best company to work).

2.6. Ensure compliance to teambuilding guidelines by engaging with line managers and assisting with recommendations of most appropriate teambuilding interventions.

2.7. Manage org design data capturing and integrity.

**KPA 3 Ensure Succession planning and Performance Management Systems Is Organisationally Implemented To Enhance Organisational Sustainability**

3.1. Review and update Succession planning and Performance management procedures.

3.2. Monitor the organisational Succession and Performance Management system and processes and ensure that the processes are consistently implemented across the organisation and aligned to SANBS strategy.

3.3. Ensure that managers and employees are capacitated to use the Succession and Performance management system and update relevant training material and communication.

3.4. Assist Senior Managers: OD and Transformation and Senior Manager: Remuneration and Benefits with the alignment of performance ratings to salary increases and bonus allocations.

3.5. Manage the on-boarding process and liaise with HR and Line to ensure that Individual Induction and Performance agreements are concluded.

3.6. Manage the talent and succession pipeline and associated policies.

**KPA 4 Coordinate The Implementation Of Change Management and other Organisational Transformation Initiatives**

4.1. Develop Change Management methodologies for the organisation.

4.2. Provide Change Management stream lead support to strategic and operational projects.

4.3. Implement Diversity and Inclusion strategies, policies and procedures.

4.4. Develop divisional and departmental transformation plans and reports as per legislative requirements.

4.5. Develop and implement required interventions to promote transformation.

4.6. Ensure quality control of transformation data and analysis per business unit by using Org Structures and relevant analysis.

4.7. Provide monthly Stats to HRBP and Line Managers on related transformation aspects for recruitment purposes.

4.8. Collaborate with BBBEE committee for people pillar inputs.

**KPA 5 Stakeholder Relationships**

5.1. Maintain Relationships with external service providers (e.g. Consultants).

5.2. Review centralised Talent Acquisition and Talent Management processes and make recommendations to improve efficiencies.

5.3. Provide assessment report feedback to HRBP and line managers as delegated by the Senior Manager: OD and Transformation.

5.4. Provide input into the overall HR communication plan.

**KPA 6 Develop HR data Analysis Methodologies To Enhance Management Reporting**

6.1. Provides management support to the Human Resources function in the area of people metrics, reporting and predictive analytics.

6.2. Supports the Human Resources leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs.

6.3. Utilizes technology and analytical tools to develop and analyse enterprise-wide people and other cross-function data as needed.

6.4. Communicates findings to senior management via formal presentations, standard management reporting on periodic/quarterly/annual basis.

6.6. Works as the key representative to the external benchmarks and key surveys supporting the HR function.

6.7. Lead the development of actionable, proactive metrics that drive forecasting capabilities and strategic insights as well as identification of ways to continuously improve quality and efficiency of HR reporting.

6.8. Assist with design of HR data integrations and strategic level reports.

**KPA 7 Talent Management and Employee Engagement**

7.1 Develop and communicate t