| JOB NAME |
Lead Specialist: Organizational Development & Change Management [Midrand]
POSTED BY: Development Bank of Southern Africa
REF:DBSA 259
Date Published:Monday, October 24, 2022
Date of Expiration:Saturday, April 22, 2023 EXPIRED
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| LOCATION OF THIS JOB |
 South Africa | MIDRAND in South Africa |
| INDUSTRY |
| DEVELOPMENT FINANCE INSTITUTIONS
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| JOB TYPE |
| Full-Time |
| MAIN JOB DESCRIPTION |
Closing Date 2022/11/04
Reference Number DBS221014-1
Job Title Lead Specialist: Organizational Development & Change Management [Midrand]
Job Grade 17
Job Type Classification Permanent
Location - Town / City Midrand
Location - Province Gauteng
Location - Country South Africa
JOB DESCRIPTION
1. The Lead Specialist: Organisational Development & Change Management is accountable for developing and implementing organisational development and change management tools, processes and systems
2. In collaboration with the Group Executive: Human Capital, HC Management Team, Corporate Strategy and relevant Stakeholders accountable to
Organisation Development & Culture
1. Develop and implement an Organisational Development (OD) Strategy / Framework for the DBSA to foster a culture of collaboration, high performance, learning, and continuous improvement.
2. Translate the OD strategy content into tangible initiatives/processes in support of the organisation’s strategic objectives and goals.
3. Develop and implement culture and value alignment processes to improve cultural collaboration and the support of the DBSA mandate, strategy and goals.
4. Provide or develop diagnostic tools, e.g., employee survey, performance review, and HR metrics in the establishment of a prudent organisational development enabler
5. Use behavioural science to design and deliver change, workforce transitioning, focusing on culture, values, capability, behaviours, relationships and ways of working.
6. Leverage organisational diagnostic tools such as culture surveys, employee engagement surveys, etc. and develop a comprehensive plan to facilitate behavioural and other change to achieve corporate and individual objectives.
7. Identify trends in the culture and employee engagement surveys feedback and work with business leadership team to develop and implement action plans to drive the right culture and improve employee engagement.
8. Promote the collaboration and integration of organisational effectiveness and change management within business through education, awareness, partnership and consultation with stakeholders.
9. Initiate, support and facilitate endeavours to enhance a purpose driven culture through interventions based on effective application of performance management system, talent and succession management process and development plans.
Change Management
1. Develop and implement change management methodologies / frameworks to adopt a structured approach to change management of various corporate initiatives/projects in the organisation.
2. Formulate change management approach(es) to evaluate the impact of the change(s) in the organisation.
3. Facilitate the conducting of impact analyses and readiness assessments, change characteristics assessment, stakeholder analysis (including key stakeholder tracking) and develop a customised strategy and approach for identified bank-wide initiatives/projects.
4. Provide the appropriate change management diagnostic tools to business to deliver each change initiative for their areas of responsibility means to ensure that the change is fully embedded as intended.
5. Work with business to create broad-scale and targeted internal-based communications, training strategies and associated materials with the aim of conducting briefings and/or communicating new initiatives and systems and drive change management.
6. Work closely with project teams to develop stakeholder outreach and engagement efforts to ensure awareness, understanding, buy-in, and support.
Organisation Design
1. Work with external service providers, business and human capital to:
2. Develop fit-for-purpose operating models, structures, frameworks, systems and metrics that are best fit between the organisation and its context that will deliver maximum agility, flexibility and responsiveness, now and going into the future. Assist the organisation to understand their current state and work towards an imagined or desired future state, identifying issues/constraints, opportunities, implications and effectively supporting and facilitating people, teams and the organisation through change putting the organisation on a suitable strategic trajectory.
3. Translate the organisation’s strategic intent and business goals into focused work units (divisions, clusters or units); day-to-day workflows and modes of working and the requisite levels of work with well-defined work roles with clear distribution of responsibilities, accountabilities and authority.
4. Integrate activities seamlessly between organisational units, teams and individuals, resulting in an integrated strategic thrust and response by the organisation.
5. Create greater economies of scale and cost efficiencies through effective workforce planning
6. Enable optimal resource allocation and deployment.
7. Continuously review the organisational and divisional strategies, understand and provide guidance on the organisational/structural implications required to deliver the strategies.
8. Provide key advisory and support role to the Divisions/Units and Human Capital Team in the field of organisational diagnostics, organisational design and structures.
Projects & Reporting
1. Participate in the design and deployment of broader Human Capital Projects, amongst others, in the area of Organisational Design, Performance Management, HC Systems, Talent Management, Learning & Development, Recruitment, etc. in terms of the correlation / integration / development and alignment of Remuneration & Benefits.
2. Prepare management proposals, presentations and reports for Human Capital, Divisions, Executive Committees, Boards & Stakeholders.
3. Perform other Human Capital duties as assigned.
Key Measurements of Outputs
1. Approved and successful implementation of organisational development and culture frameworks/strategies.
2. Approved and successful implementation of organisational design and structures.
3. Approved and successful implementation of change management methodology and tools for the DBSA.
4. Embedded espoused culture of the DBSA in the organisation
5. Quality of documents, presentations and reports.
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| REQUIREMENTS FOR THIS JOB |
MINIMUM REQUIREMENTS
1. Relevant Master’s degree and psychologist designation
2. Professional membership with the Health Professional Council of South Africa (HPCSA)
3. Change management certification
4. Proven 7 - 10 years’ work experience as a Senior Organisational Development Specialist.
5. Generalist Human Capital experience at a senior management level.
6. Experience working with senior leadership in medium to large size companies.
7. Demonstrated experience of a similar role gained in a related industry preferably in the Banking/Financial Sector.
8. Demonstrated experience in leading change management initiatives in an organisation.
9. Proven experience in organisational design, job analysis, job evaluation and grading.
10. Demonstrated knowledge and use of project methodology.
11. Demonstrable ability to use of the Microsoft Office at an expert level (MS Projects, Excel, PowerPoint, Word & MS Outlook)
12. Good understanding of South African employment legislation.
13. Experience in preparing project/programme progress reports and presentations for various stakeholders (Units, Divisions, Steering Committees, Exco and Board)
Desirable
1. Experience as a Human Resources Executive
2. Ability to use HC SAP
EXPERTISE & TECHNICAL COMPETENCIES
BEHAVIOURAL
Customer Service Orientation
1. Tries to understand the underlying needs of customers and matches these needs to available or customized products and services.
2. Adapts processes and procedures to meet on-going customer needs.
3. Utilises the feedback received by customers, in order to develop new and/or improve existing services/ products that relate to their on-going needs.
4. Thinks of new ways to align offerings with future customer needs.
Self-Awareness and Self Control
1. Withholds effects of strong emotions in difficult situations.
2. Keeps functioning or responds constructively despite stress.
3. May apply special techniques or plan of time to manage emotions or stress.
Strategic and Innovative Thinking
1. Experiments with new approaches, tests scenarios, questions assumptions and challenges conventional thinking.
2. Creates new concepts that are not obvious to others, leveraging internal and external sources of information, to build incremental revenue and growth opportunities.
Driving Delivery of Results
1. Sets challenging goals that will have a significant impact on the business or support the organisational strategy.
2. Commits significant resources and/or time to ensure that challenging goals are achieved, while also taking action to mitigate risk.
Teamwork and Cooperation
1. Acts to promote a friendly climate and good morale and resolves conflicts.
2. Creates opportunities for cross-functional working.
3. Encourages others to network outside of their own team/department and learn from their experience.
TECHNICAL
Business Acumen
1. Reviews own actions against the organisation's strategic plan; includes the big picture when considering possible opportunities or projects or thinks about long-term applications of current activities.
2. Understands the projected direction of the industry and how changes might impact the organisation.
3. Deep understanding of commercial drivers and can take decisions based on an assessment of alternatives concerning complex business situations.
4. Deep understanding of DBSA economic priorities and how they can be implemented to meet DBSA's strategic objectives.
5. Deep understanding of DBSA's core sector role in achieving DBSA's strategic objectives.
6. Deep understanding of the need to coordinate efforts with many government entities, private sector, community groups and individuals to ensure effective implementation of new policies and regulations.
Project Management
1. Ability to plan, initiate, execute, control and close projects related to a relevant function as well as to track and manage resources, timelines, costs, deliverables and performance, and implement contingency plans if necessary, to ensure projects are successfully.
2. Defines, plans and manages large and/or strategic projects, including those with a high degree of technical complexity, with impacts across the organisation and/or with national implications.
3. Assembles and leads diverse and multi-disciplinary teams, ensuring maximum effective resource utilisation.
4. Successfully manages substantial project budgets and reports directly to senior managers on the progress and results of projects.
5. Identifies complex issues that need escalation and proposes appropriate corrective actions.
6. by maintaining a respected profile with relevant external organisations and the research community in general.
Strategic Planning
1. Ability to analyse business trends, implications and options to devise holistic and long-term strategic plans as well as execute the required change is essential to meet DBSA's objectives and future goals.
2. Develops long-term objectives, strategies, and goals. Orients to longer terms than day-to-day activities; determines long-term issues, problems or opportunities. Develops and establishes broad scale, longer-term objectives, goals, or special projects (e.g., affecting a department, several departments or DBSA).
3. Develops a business strategy; assesses and links short-term, day-to-day tasks in the context of long-term business strategies or a long-term perspective; considers whether short-term goals will meet long-term objectives.
4. Ability to analyse complex economic trends and their impact on organisational strategy.
Solutions Focused
1. Identifies complex problems based on a broad range of factors, many of which are ambiguous or difficult to define.
2. While remaining guided by organisational values, identifies optimal solutions, thinking first in terms of possible approaches and flexibilities in the system vs. blind adherence to rules or procedures.
3. Evaluates the effectiveness and efficiency of solutions after they have been implemented and identifies needed changes.
Planning and Organising
1. Coaches others on advanced planning and organising skills.
2. Plays a role in transferring advanced planning and organising skills and knowledge to others.
3. Identifies and acts on opportunities to partner with other units in the department to achieve desired results.
4. Develops partnership agreements that ensure win-win outcomes for all parties. Develops integrated plans for the work unit and others that interfaces with the function’s budget.
5. Uses effectively advance time management processes to deal with high workload and tight deadlines.
6. Organises, prioritises and schedules tasks so they can be performed within budget and with the efficient use of time and resources
REQUIRED PERSONAL ATTRIBUTES
Detailed Oriented
1. Quickly identifies relevant and irrelevant information to support accurate decision making.
2. Maps out all the logistics and details of a situation to ensure smooth and flawless implementation.
3. Consistently identifies all relevant details that are not obvious in complex situations.
4. Requires the highest standards for accuracy and quality for their work.
5. Establishes processes to ensure accuracy and quality of services delivered by the team.
Reporting & Communication
1. Designs, reviews and improves reporting processes and provides guidance.
2. Leads production of complex environment reports, takes an editorial role, determines content and level of detail, and ensures consistent messaging and branding.
3. Is relied on by others to help them write complex technical and non-technical documents and briefs.
4. Can determine which aspects of this knowledge area need to be transferred to others in order to achieve organisational goals.
5. Coaches others and transfers communication skills and knowledge to others.
6. Able to communicate complex problems or concepts, by making them simple and understandable for others.
7. Adapts language to the level of the audience in order to ensure that the message has a positive impact and is interesting to the audience.
8. Is articulate, demonstrates a wide range of vocabulary, and is confident when talking to large/high level audiences.
Presentation Skills
1. Knows how to deliver arguments persuasively by employing a range of advanced presentation techniques (e.g., the appropriate use of body language, how to close a presentation so that the audience continues to think about the subject matter etc.).
2. Has knowledge of various feedback mechanisms to check levels of audience understanding.
Computer Skills
1. Consistently uses relevant office software products such as Microsoft Word, Microsoft Projects, Excel, PowerPoint presentations and email packages to an acceptable standard for the job.
2. Has the ability to use standard and/or programme-specific the organisation databases, and merge / import data from one program to another.
3. Adapts method of working to accommodate changes in the technological developments.
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English 
FRENCH
