Organisational Development Manager

SUMMARY:
A leading global company operating in over 30 countries with major sites across Europe, North America, and Africa, is looking for an experienced Organisational Development Manager to join their team in Merebank, Durban.

POSITION INFO:
Requirements:

• Honours in Human Resource Management, Organisation Development, Industrial Organisation Psychology, or related qualification advantageous.
• 8-10 years in a similar role
• Experience in a manufacturing environment would be preferable.
• Certificate in Project Management or similar qualification. Registration as an industrial organisational psychologist/psychometrist would be advantageous
• Code 08 / EB license
• Registration with HPCSA, SIOPSA or SABPP advantageous
• Certification on psychometric assessments are advantageous
• Proven track record in building organizational capability through development practices.
• Previous experience as an organizational appointed skills development facilitator
• Seasoned in meeting requirements related to BBBEE/WSP/ATR/EE/SETA/Industry forums and DOL/internal audits.
• Clear history of being a development specialist within people development (coaching, curriculum design, leadership development and learning management on an organizational level).
• Experience in managing an organizational learning budget.
• Adept with leading and implementing programmatic change initiatives.
• Proven experience in Organisational Development and/or Design practice. Familiarity with agile methods advantageous.
• Highly collaborative and approachable team member with strong soft skill and ability to lead a team. Excellent stakeholder management.
• Experience in managing a senior managers is mandatory.
• High level of organization, attention to detail, professionalism, and reliability
• Ability to prioritise and manage work in a fast-paced environment across multiple projects and work streams with competing time/resource demands

• Contributes to the business strategy by identifying, prioritising and building people capabilities, behaviours and structures
• Lead the development of innovative OD and learning and development projects, programmes, and initiatives for the development of organisations culture and values, management of change, talent management, leadership capability and all employee development related initiatives.
• Provide direction and leadership in the development and implementation of change management processes, in partnership with HR and OD colleagues and senior managers.
• Lead the team to deliver a comprehensive service to wider business and the HRBP Teams through acting as an influential player, expert lead, and adviser to colleagues, ensuring business strategy and key deliverables are achieved.
• Develop, initiate and maintain effective programs for talent development, retention, promotion and succession planning.
• Develops, implements, and maintains customised leadership offerings.
• Identifies high potential employees across all levels (new and existing) within the business and ensures development is in place to drive business sustainability.
• Drives culture transformation interventions and practices that contribute to making the business an employer of choice.
• Leads the development of retention strategies for scarce skills.
• Develops a clear employer brand and ensures implementation in all HR processes
• Defines framework for career counselling, coaching and mentoring and ensure initiatives run smoothly.
• Establishes ways to measure the total effectiveness of all OD, learning and development programs.
• Monitors and reports training data and statistics with a view to improving employee abilities and strengthening the skill set of the company’s existing workforce.
• Ensure all professional development, consultation and/or other procedures are in conformity with current standards of scientific or professional knowledge.
• Acts as a change ambassador driving the business-specific change management, processes and interventions.
• Conduct research of physical work environments, organisational structures, communication systems, group interactions, morale, and motivation in order to assess business functioning and recommend improvements.
• Collaborate with external consultants and vendors as needed to support organizational development initiatives.
• A more flexible, adaptive organization
• Maintain a succession coverage of 50% across key roles
• Maintain an external bench strength 70% of critical skills.
• Vacancy rate of 5% maintained
• Decrease in turnover amongst engineering and forestry
• Employee Survey sustainable engagement >70%
• BBEEE level 1 retained
• WSP/ATR submissions
• Excellent stakeholder management.
• Adherance to best in class practices.
• Timeous data driven reporting on people development.
• Problems of complexity encountered, requiring a systemic perspective (thinks across departmental boundaries, understands the interdependent functioning of the division and the knock-on effect of issues, internally and externally) with both medium-term and longer-term (3 to 5 year) impact.