Organisational Development Manager

SUMMARY:

 

The OD Manager will strategically implement organisational development activities through research, design, development and facilitation of OD interventions to optimise the alignment of the workforce and key business strategies and initiatives.

 

Organisation Design:

• Strategic organisational ...
  
  

  POSITION INFO:
  

   

  The OD Manager will strategically implement organisational development activities through research, design, development and facilitation of OD interventions to optimise the alignment of the workforce and key business strategies and initiatives.

   

  Organisation Design:

  • Strategic organisational design through understanding organisational structures and job specific requirements to contribute to the HR Strategy of the company.
  • Conduct job analysis and evaluations and development of job profiling.
  • Implement and maintain job grading system.
  • Create competency model.

  
  Performance Appraisals and – Management:

  • Identify performance targets and link with job profile.
  • Develop methods of measuring if performance management aligns withn organisational goals.
  • Develop, review and implement performance management policies and procedures.
  • Guide management on performance appraisal and management principles.
  • Assist management to create project timelines and deadlines.

  Workforce and Succession Planning:

  • Design and implementation of succession planning in line with company’s talent
    management framework.
  • Guide management on succession and career development to ensure the sustainability of the business.
  • Provide input into employee risk movement and develop strategic plan to ensure higher retention rate.
  • Develop, review and implement succession planning policies and procedures.
  • Evaluate job satisfaction and corporate culture through climate surveys and develop and implementation action plan to prevent high employee turnover.
  • Design and implement competency based assessment and analyses.
  • Compile appropriate test batteries for different assessment purposes and according to competency requirements.
  • Obtain quotes from suppliers when required and consider costing when suggesting assessments.
  • Interpret results obtained from assessments and utilise information in an ethical manner.
  • Provide feedback on assessment results to relevant members of the HR team, Department Heads as well as respondents.
  • Utilise the information obtained from assessments in order to suggest and implement relevant HR interventions.

  Leadership Strategy: (Wellness)

  • Facilitate team building, group forming, strategic planning, and training sessions to ensue cohesive functioning of teams.
  • Diagnose potential organisational problem areas and liaise with management to implement strategies counter concerns.
  • Conflict Management within teams.
  • Design and implement leadership strategies in line with business objectives.
  • Develop and drive change management initiatives.

  HR System Support:

  • Respond to and assist any company Stakeholder with any query related to the Learning Management.
  • System and Performance Management Succession.
  • Ensure Heat calls are closed within the Service Level Agreement timeframe.
  • Assist with monthly regional and departmental reporting.

  Reporting and Administration:

  • Compile monthly training reports for Group Organisational Development Manager.
  • Prepare and maintain budget reports to justify expenditures
  • Ensure accurate and up to date data capturing and filing according to department standards.

  General:

  • Adhere to company Policies and Standard Operating Procedures.
  • Adhere to Health and Safety rules and regulations.
  • Tertiary Qualification in Human Resources, Industrial Psychology or a related fields.
  • Qualification in Organisational Development is advantageous
  • Minimum of 3 years’ OD and Managerial experience.
  • Previous HR/OD experience in the Retail /FMCG industry
  • Knowledge: Organisation Development/HR Principles.
  • Cognitive Skills: Makes timely, informed decisions that take into account the facts, goals, constraints, and risks. Identifies, collects, and organises data for analysis and decision making.
  • Business Acumen: Presents a clear vision about what needs to be achieved. Understands and analyse current position and resources required to execute.
  • Communication Skills: Communicates in a confident and forceful manner in order to achieve the required goal without being aggressive.
  • Interpersonal Skills: Builds constructive working relationships characterised by a high level of acceptance, cooperation, and mutual respect.
  • Quality Orientation: Demonstrate an underlying drive to ensure that quality is not compromised. Corrects mistakes and takes action to ensure they do not re-occur.
  • Self-Management Skills: Adapts to changing business needs, conditions, and work responsibilities. Able to effectively deal with change and diverse people.
  • Leadership Skills: Enforces governmental laws, rules, and regulations, and initiates enforcement actions in a way that the public perceives as fair, objective, and reasonable.
  • Management: Manages staff in ways that improve their ability to succeed on the job.
  • Technical skills: Skills – Microsoft Office: Word, Excel, PowerPoint and Outlook, SucessFactor
  
  
  

   

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