Closing Date of Advert 9/3/2022
Job Title Senior Specialist OD and Change [GP ZA (Primary)]
Organizational Unit Industrial Development Corporation Ltd -> Human Capital -> Talent Management & Organisational Effectiveness
Job Type Full-time
Category Human Resources
Education Level Honours Degree
Location GP ZA (Primary)
JOB DESCRIPTION
A permanent position exists within the Talent Management and Organisational Effectiveness Department for a Senior Specialist OD and Change at our Head Office in Sandton, reporting to the Head: Talent Management and Organisational Effectiveness.
JOB PURPOSE
1. To provide thought leadership on organisational development, effectiveness concepts and their applicability to organisational performance.
2. To provide research, analysis, and process support to organisational initiatives relating to organisational culture, employee engagement and change.
3. To create a compelling EVP that creates competitive advantage and appeals to talent acquisition and retention.
4. To strategically align the needs and priorities of IDC’s human capital with those of its business direction through broader organisational design and workforce planning, thereby ensuring customer service, production requirements and organisational objectives are met.
OBJECTIVES
Drive Change and Organisational Development.
Develop and ensure implementation of IDC change management methodology and blueprint.
1. Design Change Management Strategy to be people and customer orientated.
2. Incorporate Change Management Strategy in all Human Capital projects & initiatives
3. Facilitate strategic change management sessions in the business as required.
4. Drive the implementation of change management initiatives designed to build a culture of high performance and innovation.
5. Provide expertise on all matters relating to Change Management, advising on the impact of change initiatives and the engagement of employees on change processes.
6. Develop, capacitate HCBPs and ensure implementation of organisational development strategies and initiatives that drive effectiveness and efficiency in the business, including areas of customer service
7. Provides organisational development and effectiveness support to HC and business leadership
8. Identify HR strategic partnerships (through Business Partners) and OD requirements in the business
9. Advise HR Business Partners on OD interventions to support business strategies and issues
10. Report on all interventions initiated and progress thereof (includes outside providers)
11. Challenge and develop innovative approaches to people management to deliver a workforce of effective talented people
Design and implementation of measurement tools in terms of OD and Change
1. Design and ensure implementation of measuring tools to enable the required change of behaviour within the business
2. Develop operational and strategic tracking tools to enable reporting for the relevant forums
3. Track progress against set targets
HC Process Alignment
1. Facilitate the alignment and integration of HR processes to one another
2. Provide OD/Change Management support in terms of HC roll-out (policies, processes and procedures)
3. Provide support to HR Process Owners in terms of implementing all HR Processes, i.e. Performance Management, Talent Management, Training and Development, IR, EWB, Recruitment, Compensation, Skills Audits etc
Organisational Design
1. Work with business and functional leaders through HC Business Partners to assess business/function specific organization design projects and processes to enhance both operating effectiveness and productivity.
2. Lead and/or support organizational development and design projects that improve people processes, structures, measures, and accountabilities with the ultimate goal to optimize the deployment of internal resources to achieve superior business results
3. Develops an Organizational Impact and Risk Assessment with detailed plans for mitigation of risks.
Workforce Planning (Strategic and/or Operational)
1. Design the workforce planning model, process and tool aligned to the organisation’s Talent Acquisition Strategy.
2. Develop research-based guidelines for HCBPs to use in order to compile a workforce plan.
3. Capacitate HC Business Partners on the utilisation of the workforce planning tool.
4. Support the HC Business Partners in determining future business workforce needs, identifying the gap between the present and the future, and implementing solutions so the organisation can accomplish its mission, goals, and objectives.
Employee Value Proposition (EVP)
1. Develop an EVP strategy that aligns to the culture of the organisation and meet the needs of both the employees and the organisation.
2. Analyse what the employees expect and value in the employment relationship.
3. Communicate the EVP in a way that resonates with both existing and potential employees.
4. Integrate the EVP as a “business as usual” concept that’s regularly reflected upon by leaders and employees.
5. Utilize workforce analytics to drive change and enhance employee engagement.
6. Measure and improve the EVP as part of your ongoing strategic cycle.
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