Organisational Development Manager

2. QUALIFICATION & EXPERIENCE
Essential: Tertiary Qualification in Human Resources Industrial Psychology or a related field.
Advantage: Qualification in Organisational Development.
Essential: Minimum of 3 years’ OD and Managerial experience.
Advantage: Previous HR/OD experience in the Retail / FMCG industry.

4. OBJECTIVE/PURPOSE
Strategic implementation of organisational development activities through research design development and facilitation of OD interventions to optimise the alignment of the workforce and key business strategies and initiatives.

5. ROLES & RESPONSIBILITIES
Organisation Design:
• Strategic organisational design through understanding organisational structures and job specific requirements to contribute to the HR Strategy of the company.
• Conduct job analysis and evaluations and development of job profiling.
• Implement and maintain job grading system.
• Create competency model.

Performance Appraisals and – Management
• Identify performance targets and link with job profile.
• Develop methods of measuring if performance management aligns with organisational goals.
• Develop review and implement performance management policies and procedures.
• Guide management on performance appraisal and management principles.
• Assist management to create project timelines and deadlines.

Workforce and Succession Planning:
• Design and implementation of succession planning in line with company’s talent management framework.
• Guide management on succession and career development to ensure the sustainability of the business.
• Provide input into employee risk movement and develop strategic plan to ensure higher retention rate.
• Develop review and implement succession planning policies and procedures.
• Evaluate job satisfaction and corporate culture through climate surveys and develop and implementation action plan to prevent high employee turnover.
• Design and implement competency based assessment and analyses.
• Compile appropriate test batteries for different assessment purposes and according to competency requirements.
• Obtain quotes from suppliers when required and consider costing when suggesting assessments.
• Interpret results obtained from assessments and utilise information in an ethical manner.
• Provide feedback on assessment results to relevant members of the HR team Department Heads as well as respondents.
• Utilise the information obtained from assessments in order to suggest and implement relevant HR interventions.

Leadership Strategy: (Wellness)
• Facilitate team building group forming strategic planning and training sessions to ensue cohesive functioning of teams.
• Diagnose potential organisational problem areas and liaise with management to implement strategies counter concerns.
• Conflict Management within teams.
• Design and implement leadership strategies in line with business objectives.
• Develop and drive change management initiatives.

HR System Support:
• Respond to and assist any Stakeholder with any query related to the Learning Management System and Performance Management & Succession.
• Ensure Heat calls are closed within the Service Level Agreement timeframe.
• Assist with monthly regional and departmental reporting.

Reporting and Administration:
• Compile monthly training reports for Group Organisational Development Manager.
• Prepare and maintain budget reports to justify expenditures
• Ensure accurate and up to date data capturing and filing according to department standards.