Organisational Design Specialist at The Shoprite Group of Companies

Purpose of the Job

The purpose of the Organisational Design Specialist role is to leverage Group Organisational Change Management (OCM) assets and collateral, to enable aspects of the change management framework including methodologies and practices as relevant within the end-to-end project management context. With an employee-centric approach, this role identifies people-orientated change impacts andincluding changes to business processes, systems, technologies, job outputs, andor organisational structures. The role participates cross-functionally to create and implement change management strategies and operational plans that maximise employee adoption, minimize resistance, and mitigate any people risks within the project context. Given various cross-functional stakeholders, the role navigates stakeholder management strategies and influences the timing and selected course of action within the project scope, mandate and goals.The role designs and implements robust change impact assessments that enable business to better understand the required approach to reach adoption. The Change Manager builds change capacity and capability by supporting and guiding leaders and Project Managers through change management learning and alignment to frameworks, practices, policies, and processes.

Change Impact Management:

• Leverages the OCM Group framework, methodology, and practices, leverages and aligns relevant strategies and operational outputs, and leads change management activities within the project context.
• Assesses the change impact and completes the relevant change management assessments.
• Creates a project-specific change management strategy, based on the scope, mandate, goals, and context of the project and respective inputs derived from the respective change assessment tools and techniques.
• Identifies, analyses, and prepares risk mitigation tactics.
• Creates actionable deliverables for the five change management levers: communication plan, sponsor road map, coaching plan, training plan and resistance management plan.
• Integrates change management activities into the project plan.
• Defines key change success metrics and continuously links status check-ins and progress to performance (as established and measured against these metrics – as relevant at various stages of the project.

Stakeholder Management:

• Effectively identifies all direct and indirect project stakeholders.
• Defines stakeholders and creates specific stakeholder strategies where relevant within the project context.
• Supports communication and training efforts as defined within the project activities - consults with, and coaches project teams on relevant change topics – works with other functional experts to build content and position visual representations to enhance communications, change readiness and adoption.
• Supports and engages senior leaders, provides coaching to managers and supervisors builds capacity to ensure change readiness and adoption.
• Acquires strong leadership support for the change and positions their role within the change context – to drive change and build ambassadors from within the group of impacted stakeholders.

Collaborative People Solutions and Services:

• Identifies functional areas of expertise within the People team and proactively mobilises support and alignment of approaches, solutions, options and alternatives.
• Facilitates efforts with other functional expertise within the People Solutions and Services team – engages and includes selected functional representatives as stakeholders.
• Builds change ambassadors as relevant.

Adoption Tracking:

• Evaluates and ensures user readiness – devises additional inputs as required to reach acceptable user readiness capacity prior to embarking on changes.
• Manages stakeholders while tracking and reporting issues – gets to the bottom of pockets of resistance and introduces additional steps in the process or communication etc. to ensure successful long term outcomes.
• Defines and measures success metrics, and monitor change progress.

Qualifications

• Degree in Human Resources, Organisational Development or equivalent - (preferred).
• Change Management certification, Prosci certified (ADKAR model) or similar - (highly advantageous).

Experience

• 4+ years in a change management or equivalent role, managing change with large- or medium-scale organisational change efforts within a project context within Group orientated OCM frameworks, policies, procedures, and guidelines - (essential).
• Experience within the FMCG, retail sector, or similar - (preferred).

Knowledge and Skills

• Demonstrable knowledge of HR practices within the FMCG, retail sector, displaying an understanding of how Change can be optimised given the practicalities of the retail environment - (essential).