Independent Contractor – Organisational Development (OD) at South African National Parks (SANParks)

Requirements

• Postgraduate qualification in Organisational Development, Industrial Psychology, Human Resources Management, Public Administration, or Business Management.
• Minimum 8–10 years’ experience in organisational design, operating model development, or transformation within the public sector or state-owned entities.
• Demonstrated experience in leading HCM function reviews and transformations.
• Strong knowledge of public sector governance frameworks, compliance requirements, and organisational approval processes.
• Proven ability to manage multiple stakeholders, facilitate change, and deliver results within tight deadlines.

Responsibilities

Review and Redesign of Organisational Operating Model

• Conduct a diagnostic review of the existing operating model to assess strategic alignment, efficiency, and functional integration.
• Define and document a Business Operating Model (BOM) that articulates key value streams, delivery channels, and decision-making frameworks.
• Clarify relationships between governance structures, core business functions, and support services.
• Ensure the operating model reflects principles of accountability, transparency, and effective public service delivery.
• Align processes and functions to support strategic priorities, digital transformation, and performance improvement.

Organisational Structure Review and Design

• Analyse the current organisational structure for efficiency, duplication, and compliance with policy frameworks.
• Develop and propose a fit-for-purpose macro structure aligned to the operating model and legislative mandates.
• Design microstructures for key functions (COO, Corporate Services, and Human Capital Management) to enhance role clarity, integration, and delivery efficiency.
• Recommend structural refinements to support improved governance and operational coordination.

Review and Strengthening of the Human Capital Management (HCM) Function

• Conduct a full diagnostic review of the HCM function, including strategy, structure, capacity, systems, and service delivery model.
• Assess the effectiveness of HCM policies, processes, and practices (e.g., talent acquisition, performance management, learning and development, employee relations, and HR information systems).
• Recommend a revised HCM operating framework that strengthens the function’s role as a strategic business partner.
• Develop and implement an HCM functional improvement plan aligned with the overall organisational redesign.

Role Profiling and Capability Alignment

• Develop or update job profiles aligned to the revised structure and operating model.
• Review job levels and grading using recognised public sector job evaluation systems.
• Identify critical capabilities and workforce implications to inform workforce planning and talent management.

Governance, Compliance, and Approvals

• Prepare submissions, briefing notes, and documentation for internal approval and external oversight bodies.
• Provide technical advice to management and governance committees on structural implications and compliance requirements.
• Prepare and present Business Cases to the Board and its committees.

Change and Transition Management

• Develop a Change Management and Stakeholder Engagement Plan to guide the transition to the new structure.
• Facilitate consultation and engagement with management, employees, organised labour, and governance bodies, in collaboration with Head, HCM.
• Identify and manage transition risks, ensuring minimal disruption to business continuity.

Implementation Support and Monitoring

• Develop a detailed implementation roadmap outlining timelines, responsibilities, and success indicators.
• Support the Human Capital unit in executing approved changes, including communication, placement, and establishment updates.
• Monitor and report on progress, risks, and outcomes throughout the implementation period.

Project Governance and Reporting

• Establish and maintain a clear project governance framework to ensure accountability, transparency, and oversight throughout the project lifecycle.
• Report regularly to the CEO and HR & REMCO on progress, key decisions, risks, and dependencies.
• Ensure alignment with broader organisational governance structures and oversight requirements.
• Maintain a project reporting dashboard with measurable milestones and KPIs.
• Provide periodic written progress reports and a comprehensive final project close-out report, documenting outcomes, recommendations, and lessons learned.
• Ensure that project documentation and recommendations are formally signed off by the relevant governance bodies.

Closing Date

24 February 2026