Organisation Design and Change Management Specialist - Cape Town at NSFAS

POSITION OVERVIEW:

• The Organisation Design and Change Management Specialist is responsible to ensure organisation effectiveness through the implementation of various methodologies aimed at culture assessments and diagnostics, implementation of values-based behaviours, aligning jobs and grades to ensure a future-fit structure while applying relevant change management and communication strategies to ensure buy-in and stakeholder engagement.

RESPONSIBILITIES:

• Develop and drive the Change Management Strategy
•  Using a structured methodology, develop a change management strategy to define, lead and support the implementation of required organisational change management activities.
•  Define and implement process of identifying change readiness and assessing the impact of proposed and implemented changes.
•  Complete change management assessments

 Develop actionable deliverables for five change management levers:

• Communication plans
• Sponsor roadmap
• Coaching plan
• Training plan

Resistance management plan

•  Coordinate efforts with other specialists around change implementation.
•  Integrate change management activities into project plan.
•  Evaluate and ensure user readiness.
•  Track and report issues.
•  Define and measure success metrics and monitor change progress.
• Manage change resistance.
•  Identify and manage anticipated resistance to change actions.
•  Effectively engage on matters surrounding change resistance.
•  Communicate change effectively to those resisting the change.
• Develop and drive OD interventions.
•  Develop a process for socialising and embedding values in the organisation
•  Conduct employee engagement surveys through utilisation of various tools
•  Conduct focus-group sessions to establish priorities from engagement surveys
•  Conduct culture assessments and support leadership with initiatives to drive and maintain suitable behaviours.
•  Support senior managers with alignment of departmental structures to ensure future-fit teams that perform optimally.
•  Update and maintain the primary organisation structure in collaboration with Human Resources
• Business Partners
•  Facilitate job profiling and job grading sessions
•  Update and maintain the jobs library and ensure each role has a job description
•  Support the job evaluation process by providing job profiles and grade required
•  Support talent acquisition and career development teams with interpretation of psychometric assessments
•  Support the performance management team with facilitation of 360-degree feedback as well as management of data.
•  Enable the human resources team with required frameworks and toolkits aligned to chosen methodologies.
•  Design, develop and support with the implementation of leadership development programmes
•  Collaborate with teams to create systems and structures that support goals and transformational change.
•  Leads and/or consults on highly complex projects that are typically transformational in nature and have significant departmental or functional impact.
•  Engages in employee review and organizational investigations that require sensitivity, political deftness, and a high degree of discretion and professional judgment
•  Provides thought leadership in the design and development of key organizational design and development projects, including acquisitions/integrations.
• Support change team
•  Influence line managers and employees to increase understanding of organisation development topics.
•  Support project teams to integrate change management activities into their project plans.
•  Consult and coach project teams and individual employees where appropriate.
•  Develop reinforcing communication campaign after each project.
• Management of stakeholder relations
•  Keep abreast with applicable legislation changes to inform policy updates and implementations.
•  Manage relationships with stakeholders.
•  Drive the development, approval and implementation of communication & involvement initiatives to facilitate stakeholder and end-user understanding and buy-in proposed changes.
•  Support and engage senior leaders.
•  Support and facilitate training efforts to embed stakeholder and user understanding, engagement and adoption of organisational changes.
•  Provide regular project status feedback to stakeholders based on developed plans, change management assessments.
•  Define and measure success metrics and monitor change progress.
•  Conduct post implementation support.
•  Design develop and complete lessons learnt document for project owners and transfer ownership of the -to-project owner for ensure sustainability.

DESIRED SKILLS AND EXPERIENCE
Minimum requirements:

•  Bachelor’s degree in human resources, Industrial Psychology, Organisational Development, or other related qualification
•  Change Management Certification (ADKAR or Prosci)
•  At least 7 years’ experience in Change Management and Organisational Development, including years in a Specialist/Senior Consultant role.
•  Sound knowledge of change management methodology and tools deployment
•  Experience leading complex and/or large-scale organisational effectiveness projects
•  End-to-end project exposure across private and public sector environments
• Preferred
•  Post graduate degree in Human Resources, Industrial Psychology, Organisational Development or other related qualification.
•  Project Management Certification
•  Over 8 years ‘experience in Change Management and Organisational Development
•  Advanced working knowledge of Project Management methodology and approaches
•  Advanced knowledge of job profiling and job grading

Skills and Competencies:

•  Ability to understand and interpret strategy.
•  Oral and written communication skills
•  Facilitation and Coaching skills
•  Emotional Intelligence
•  Managing Complexity
•  Collaboration
•  Flexible and adaptable
•  Resilient and tenacious
•  Persuasiveness
•  Follow up and follow through.
•  Critical analytical thinking
•  Business acumen
•  Strategic thinking