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POSITION INFO:
Job Title: Organisational Design Senior Specialist Team: Human Capital Reports to: Senior Rewards & Organisational Design Manager Location: Cape Town Job type: Full Time General Description \/ Job Purpose: The Organisational Design Senior Specialist supports the Senior Rewards & Organisational Design Manager in the design, implementation and ongoing maintenance of the company's organisational design practices. The role leads the day-to-day organisational design analysis and delivery for the company and assists in ensuring the proper application and implementation of the LAUNCH framework. Together with the Senior Rewards & Organisational Design Manager, the role partners with and assists Directors and Heads of Teams with the organisational design of their teams in line with company strategy. The role provides specialist advice and insight on organisational structures, role clarity, accountabilities, workforce requirements and organisational effectiveness to support the effective delivery of company strategy. The role serves as a member of the Job Evaluation Committee, alongside the Head of Human Capital & Change Management and the Senior Rewards & Organisational Design Manager, where it provides specialist organisational design input to inform the committee's decisions on promotions, grade changes and scarce premium range salary offers with company people strategy and future direction, including the intended future shape and structure of the teams involved. The role does not perform job evaluations, grading or remuneration-related work and is not responsible for the committee. The Senior Rewards & Organisational Design Manager oversees and remains accountable for the outcomes of this work, while the Organisational Design Senior Specialist is responsible for the analysis, recommendations and delivery of agreed organisational design interventions. Key Responsibilities & Accountabilities, but not limited to: Organisational Design & Workforce Optimisation: Conduct job sizing, spans of control analysis, role rationalisation and future-state target operating model analysis and provide recommendations for consideration by the Senior Rewards & Organisational Design Manager. Partner with Directors\/Heads of Teams with the organisational design of their teams in line with the strategy of organisation, working together with the Senior Rewards & Organisational Design Manager. Support Organisational Design initiatives for major transformations, shared services design, restructure and integration through analysis, design recommendations, documentation and implementation support. Maintain accurate organisational structures, role data and organograms for all teams. Work with consulting houses, as delegated, on the creation, removal and consolidation of job levels. Provide analysis for redeployment options, cost analysis and scenario models. Support workforce planning and workforce modelling by assessing future workforce requirements, organisational capacity and capability needs against business strategy. Assess role clarity, accountabilities, decision rights, overlaps and gaps between roles and teams and recommend opportunities to improve organisational effectiveness. Conduct post-implementation reviews of organisational changes to assess whether the intended structure, accountabilities and intended organisational outcomes have been achieved. Identify opportunities to improve organisational efficiency, effectiveness and scalability through changes to organisational structure, roles and workforce deployment. Job Evaluation Committee Membership: Serve as a member of the Job Evaluation Committee, together with the Head of Human Capital & Change Management and the Senior Rewards & Organisational Design Manager. Responsibility for the committee sits with the Senior Rewards & Organisational Design Manager. Provide organisational design input that aligns the committee's decisions on promotions, grade changes and scarce premium range salary offers with company's people strategy and future direction. Provide a specialist view of the intended future team structure, capability and workforce requirements, demonstrating how each case fits the intended future shape and structure of the team concerned. Flag decisions that would create structural risks, such as unnecessary layers, duplicated roles or unsustainable spans of control. Provide secretariat and administrative support to the Job Evaluation Committee by preparing the case packs and data annexures for its meetings, recording its decisions and maintaining the register of outcomes. The Rewards Analyst supports the committee but is not a member of it. LAUNCH Framework: Assist the company in ensuring the proper application and implementation of the LAUNCH framework across all teams. Guide Human Capital colleagues and line managers on applying the LAUNCH framework to new roles, promotions and regrading requests. Monitor the consistency of LAUNCH framework application across teams and escalate deviations to the Senior Rewards & Organisational Design Manager. Keep LAUNCH framework documentation and role mapping up to date as the organisational structure changes. Provide quality assurance on the application of the LAUNCH framework and identify opportunities to improve the framework, methodology, tools and supporting guidance based on organisational requirements and lessons learned. Act as a specialist resource on the organisational design application of the LAUNCH framework and provide guidance to stakeholders on complex or non-standard cases. Analysis & Reporting: Assist the Senior Rewards & Organisational Design Manager with the preparation of the Organisational Design report, for which the Senior Rewards & Organisational Design Manager is responsible. Maintain organisational design analytics, including spans of control, organisational layers, headcount and cost dashboards. Conduct analysis of organisational and role data to identify trends, gaps and opportunities for improvement. Translate organisational design data and analysis into insights, recommendations and scenarios to support strategic workforce and organisational decisions. Policy & Compliance: Apply organisational design policies and procedures consistently across the organisation. Support the maintenance of internal policies and procedures related to organisational design. Stay updated on legislation and practice affecting organisational design. Identify and escalate organisational design risks, inconsistencies or potential compliance concerns to the Senior Rewards & Organisational Design Manager. Communication\/Consultation Accountabilities: Upward: Report to the Senior Rewards & Organisational Design Manager and present organisational design analysis, recommendations and strategic team design insights to the Job Evaluation Committee. Lateral: Work with Human Capital peers, the Talent team, the Organisational Development and Systems Partner and Finance on organisational design matters. Day-to-day: Act as the first point of contact for Directors\/Heads of Teams on team design queries. Stakeholder: Facilitate organisational design discussions and workshops with senior stakeholders, providing specialist advice and constructively challenging proposed design solutions where appropriate. Infuence: Build credibility with senior stakeholders and support organisational design decisions through evidence-based analysis, commercial understanding and sound organisational design principles. Minimum Educational Qualifications: Bachelor's Degree or 3-year diploma (NQF 6 or NQF 7) Certification in organisational design or organisational development would be an added advantage Relevant certification or formal training in organisational design, operating model design, workforce planning or organisational effectiveness would be advantageous. Minimum Previous Experience: 6+ years relevant experience in organisational design. 2 of these years should be spent performing in a specialist role related to organisational design work. Experience supporting organisational design work, including operating models, spans of control analysis and capability mapping. Experience contributing to organisational restructures, operating model changes, organisational effectiveness or transformation programmes would be advantageous. Experience in workforce planning. Workforce modelling or organisational effectiveness analysis would be advantageous. Familiarity with HC systems (HRIS) featuring organisational management functionalities. Knowledge of local labour laws and regulations impacting organisational design and restructuring. Experience engaging with and influencing senior stakeholders on organisational design matters. Other Skills: Strong analytical skills with a working knowledge of organisational design principles and methodology. Strong commercial and strategic thinking, with the ability to understand business strategy and translate it into organisational design implications and recommendations. High attention to detail and accuracy, particularly when managing sensitive organisational data. Ability to handle confidential information with discretion. Excellent communication and interpersonal skills, with the ability to explain organisational design concepts to a wide audience. Works well under pressure and meets tight deadlines. Ability to demonstrate Red Rocket values by showing care, creativeness and collaborativeness. Ability to work collaboratively across teams and build credibility with senior stakeholders. Ability to influence and constructively challenge senior stakeholders using sound organisational design principles, data and evidence-based recommendations. Sound coordination and project support skills with the ability to manage multiple priorities. Highly proficient in Software & Systems (HRIS) and Microsoft Office Suite, especially MS Excel and MS PowerPoint. Ability to interpret complex organisational and workforce data and translate it into clear, practical recommendations for senior stakeholders. Languages: English (read, write & speak). Any other South African languages would be an advantage.
