Gauteng: Organizational Development Specialist posted by Phaki Personnel

• 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.

Change Management:

• 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.

Integrated Talent Management Processes:

• 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.

Organizational Culture:

• 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.

Skills and Capability Development:

• 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