Organisational Development and Systems Partner

General Description / Job Purpose:
The Organisational Development and Systems Partner in Red Rocket is key in enabling a culture of learning and growth while ensuring the integrity of HR systems, data, and compliance processes. This role partners with internal stakeholders to catalyse people‑centric growth and seamless cross‑team collaboration by leading administrative excellence, systems integration, and the ongoing review and governance of skills & development policies, it also serves as the custodian of HR policies and procedures, ensuring they are well-maintained, accessible, and aligned with current legislation and company standards. This role ensures that Red Rocket maintains up‑to‑date learning frameworks, compliant HR processes, and high‑quality data integrity supporting strategic objectives. The role is ideal for a proactive, detail-oriented HR professional who combines a passion for people development with a strong focus on systems and operational excellence.

**1.**Responsibilities**

Administrative Leadership
- Coordinate end‑to‑end training programs, workshops, and team‑building events, handling scheduling, logistics, enrolments, vendor liaison, and post‑event reporting.
- Maintain version‑controlled records of all HR and L&D policies, procedures, templates, and compliance documentation in SharePoint and the HRIS.
- Serve as primary administrative liaison for SETA, BBBEE, and internal/external audits, ensuring all submissions (e.g. WSP/ATR) are accurate and are on time.

Policy Review & Governance
- Conduct regular audits of existing L&D and skills‑development policies to ensure they align with current South African labor laws, SETA requirements, and organizational strategy
- Draft policy revisions, circulate for stakeholder feedback, and manage version control, ensuring clear communication of updates to managers and employees.
- Monitor legislative changes (EEA, SDA, LRA, BCEA) and adjust organisational policies accordingly, preparing briefing notes and training materials for line managers.

People‑Focused Engagement
- Act as a trusted advisor to employees and managers, fostering open dialogue around Personal Development Plans (PDPs), 360° reviews, and succession discussions.
- Promote a culture of continuous learning by identifying skill gaps, recommending development solutions, and driving participation through targeted communications.

Systems Integration & Data Management
- Configure, optimise, and troubleshoot the HRIS (e.g. BambooHR, SAGE) and integrate third‑party learning platforms to automate workflows and capture real‑time training and equity data.
- Ensure strict adherence to POPIA and internal privacy protocols.

Cross‑Team Synergy
- Convene and facilitate multi‑disciplinary working groups (HR, Operations, Finance, Projects) to align on People & Culture initiatives and resolve process hand‑offs.
- Lead stakeholder syncs and steering committees, preparing agendas, capturing minutes, and driving accountability for action items.

**2.**Accountabilities**
- Delivery of all L&D programs, policy reviews, and compliance submissions within agreed SLAs.
- Up‑to‑date, audit‑ready HR and skills‑development policies and records.
- High adoption rates and positive feedback for training and policy communications.
- Robust, integrated HRIS functionality with accurate, timely reporting.
- Improved cross‑functional process efficiency and stakeholder satisfaction.

**3.**Decision Making**
- Prioritise administrative tasks, select training vendors within budget, and flag urgent compliance gaps.
- Propose system enhancements, policy updates, and process improvements.
- Major compliance breaches, significant system outages, or material budget variances.

**4.**Knowledge and Skills**
- Diploma or Bachelor’s in HR, Industrial/Organisational Psychology, or related field.
- 3-5 years in HR generalist or L&D coordination, with demonstrated policy‑review expertise.
- Proficient in HRIS platforms (SAGE, BambooHR), MS Excel and document management.
- In‑depth knowledge of South African labor law, SETA, BBBEE, and Skills Development frameworks.

**Other Skills**
- Proven experience in HC skills development and training plan implementation.
- Strong interpersonal and communication skills across all levels.
- Business-savvy with understanding of performance drivers and strategy.
- Passionate about employee growth with a coaching mindset.
- Detail-oriented with strong data and analytical skills.
- Able to manage multiple deadlines under pressure.
- Self-driven with strong accountability and follow-through.
- Excellent problem-solving, organisation, and time management.
- Advanced proficiency in Excel, PowerPoint, Word, and Visio being preferred.
- Familiarity with the renewable energy sector is a plus.
- Clear communicator with a collaborative approach.

**5.**Communication**
- Upward: Clear status reports, risk assessments, and policy‑update briefs to Head of Human Capital & Change Management.
- Across: Engaging