Lead Specialist: Organisational Development

**Location**:Johannesburg

**Purpose**:
Key Performance Areas

A. Organisation Development & Culture

1. Develop and implement an Organisational Development (OD) Strategy / Framework for the bank to foster a culture of collaboration, high performance, learning, and continuous improvement.
2. Translate the OD strategy content into tangible initiatives/processes in support of the organisation’s strategic objectives and goals.
3. Develop and implement culture and value alignment processes to improve cultural collaboration and the support of the business mandate, strategy and goals.
4. Provide or develop diagnostic tools, e.g., employee survey, performance review, and HR metrics in the establishment of a prudent organisational development enabler
5. Use behavioural science to design and deliver change, workforce transitioning, focusing on culture, values, capability, behaviours, relationships and ways of working.
6. Leverage organisational diagnostic tools such as culture surveys, employee engagement surveys, etc. and develop a comprehensive plan to facilitate behavioural and other change to achieve corporate and individual objectives.
7. Identify trends in the culture and employee engagement surveys feedback and work with business leadership team to develop and implement action plans to drive the right culture and improve employee engagement.
8. Promote the collaboration and integration of organisational effectiveness and change management within business through education, awareness, partnership and consultation with stakeholders.

B. Change Management

1. Develop and implement change management methodologies / frameworks to adopt a structured approach to change management of various corporate initiatives/projects in the organisation.
2. Formulate change management approach(es) to evaluate the impact of the change(s) in the organisation.
3. Facilitate the conducting of impact analyses and readiness assessments, change characteristics assessment, stakeholder analysis (including key stakeholder tracking) and develop a customised strategy and approach for identified bank-wide initiatives/projects.
4. Provide the appropriate change management diagnostic tools to business to deliver each change initiative for their areas of responsibility means to ensure that the change is fully embedded as intended.
5. Work with business to create broad-scale and targeted internal-based communications, training strategies and associated materials with the aim of conducting briefings and/or communicating new initiatives and systems and drive change management.
6. Work closely with project teams to develop stakeholder outreach and engagement efforts to ensure awareness, understanding, buy-in, and support.

C. Organisation Design
Work with external service providers, business and human capital to:
1. Develop fit-for-purpose operating models, structures, frameworks, systems and metrics that are best fit between the organisation and its context that will deliver maximum agility, flexibility and responsiveness, now and going into the future. Assist the organisation to understand their current state and work towards an imagined or desired future state, identifying issues/constraints, opportunities, implications and effectively supporting and facilitating people, teams and the organisation through change putting the organisation on a suitable strategic trajectory.
2. Translate the organisation’s strategic intent and business goals into focused work units (divisions, clusters or units); day-to-day workflows and modes of working and the requisite levels of work with well-defined work roles with clear distribution of responsibilities, accountabilities and authority.
3. Integrate activities seamlessly between organisational units, teams and individuals, resulting in an integrated strategic thrust and response by the organisation.
4. Create greater economies of scale and cost efficiencies through effective workforce planning
5. Enable optimal resource allocation and deployment.
6. Continuously review the organisational and divisional strategies, understand and provide guidance on the organisational/structural implications required to deliver the strategies.
7. Provide key advisory and support role to the Divisions/Units and Human Capital Team in the field of organisational diagnostics, organisational design and structures.

D. Projects & Reporting

1. Participate in the design and deployment of broader Human Capital Projects, amongst others, in the area of Organisational Design, Performance Management, HC Systems, Talent Management, Learning & Development, Recruitment, etc. in terms of the correlation / integration / development and alignment of Remuneration & Benefits.
2. Prepare management proposals, presentations and reports for Human Capital, Divisions, Executive Committees, Boards & Stakeholders.
3. Perform other Human Capital duties as assigned.
E. Key Measurements of Outputs

1. Approved and successful implementation of organisatio