Organizational Development Specialist

SUMMARY:
Overall, Purpose of the Job:

The purpose of this role is to develop and maintain the organizational design infrastructure that supports and enables integrated talent management processes. The incumbent is responsible for designing, implementing, and continuously improving organizational development, capability development, and change management tools, processes, and systems to enhance organizational effectiveness and ensure alignment with strategic objectives

Key Requirements:

• Bachelor’s degree in Human Resources/ Industrial Psychology/ Organizational Development,
• Postgraduate Diploma in Organizational Development / Change Management or equivalent NQF Level 8 qualification,
• Experience 5 Years in Organisational Development including Talent Management
• Change Management, Leadership framework, Performance & Development Management systems,
• Organisational design, job analysis, job evaluation, and grading experience would be an added advantage

POSITION INFO:
Organizational Design:

• Identify opportunities for continuous improvement of organizational design systems and processes.
• Conduct regular audits of the organizational structure and recommends changes to make the organization more efficient.
• Develop and maintain job architecture including levels of authority and job families.
• Facilitate focus group sessions for input into job families.
• Facilitate the development of the job family competency framework and content.
• Compile new role profiles as required & training HRBPs on role profiling.
• Check the consistency of job profiles with internal policies and procedures.
• Lease on the evaluations of job positions and provide org design expertise input on assigning the correct optimum salary.
• Design and maintain the rules for the organizational structure creation (including a span of control in different functional areas).
• Conduct organization design operating model reviews in accordance with policies and procedures.

• Consult with the business on changes in the organization.
• Formulate processes and plans to guide the organization through change.
• Work with the relevant departments to support and embed change.
• Evaluate the impact of organizational change and provide relevant reporting.

• Develop strategic talent management initiatives in accordance with the commitments of the Human Resources Management Strategy.
• Conduct market benchmarking on talent trends and best practices to develop and/or enhance the talent management model/framework to support the organization’s talent strategy.
• Guide management on succession planning.
• Develop and implement talent frameworks and tools including leadership development in line with the organizational career path progression for all levels.
• Facilitate implementation of a career mobility programmer in the organization.
• Design best practice talent management programmer that enhance the organization’s employee value proposition (EVP).
• Ensure effective and efficient implementation of all talent EXCO deliverables from end-to-end of talent management.
• Annual review and benchmarking of talent management policies, frameworks, and procedures.
• Facilitate the enhancement of the organization’s performance management and development processes (individual and team-based performance processes) to ensure that they remain relevant and support the organization to achieve its strategic goals.
• Champion strategic initiatives aimed at driving high-performing teams.
• Initiate and/or refine performance management programmer and processes to add value to the business.

• Develop and implement culture and value alignment processes to improve cultural collaboration and support of the organization mandate, strategy, and goals.
• Provide or develop diagnostic tools, e.g., employee surveys, performance reviews, and HR metrics in the establishment of a prudent organizational development enabler.
• Use behavioural science to design and deliver change, and workforce transitioning, focusing on culture, values, capability, behaviours, relationships, and ways of working. to transformation/culture plans.
• Leverage organizational diagnostic tools such as culture surveys, employee engagement surveys, etc., and develop a comprehensive plan to facilitate behavioural and other changes to achieve corporate and individual objectives.

• Facilitate competency assessments and support the development of competency frameworks.
• Implement programmer to address identified skills gaps and support career development.
• Develop and maintain learning pathways for technical, leadership, and functional roles