Organisational Development and Change Management Specialist at Technology Innovation Agency

Purpose of the Position:

• The Organisation Development and Change Management Specialist will be responsible to lead and support organisational development projects and change initiatives to enable the achievement of the TIA mandate. The role aims to foster organisational agility, capability growth, culture transformation, and employee engagement.

Term of Contract: Two Years Fixed Term Contract

Minimum Requirements    
Minimum Qualifications

• Honours Degree in Organisational/Industrial Psychology, HR, or related field.
• Master’s Degree in Organisational/Industrial Psychology, HR, or related field will be added advantage.

Certifications (ideal):

• Certified in Change Management (PROSCI, ACMP) – advantageous
• Coaching certification – advantageous

Minimum Experience

• 5+ years of experience in OD and Change Management
• Demonstrated experience in public sector change or innovation context

Technical Skills:

• Change Management Tools
• Diagnostic and Survey Tools
• Facilitation Tools
• Learning & Development Platforms
• Project Management Software
• Data Analysis & Reporting
• Communication & Collaboration Tools
• Presentation and Report Writing
• Change Communication

Duties and Responsibilities    
Internal Processes (Change Management)

• Design and implement change strategies aligned to TIA’s strategic plan
• Manage the impact assessments projects for systems, people, and processes with an implementation plan
• Create and manage a platform for change communication and training

(Organisational Development (OD) (Project Leadership)

• Design and deliver OD programmes (leadership, team effectiveness, culture)
• Lead and support OD and transformation projects

Stakeholder Relationship (Culture and Engagement)

• Drive culture renewal initiatives in line with the TIA’s values
• Initiate and Manage activities to inculcate and socialize the TIA Values
• Implement employee engagement action plans
• Coordinate with stakeholders to ensure change adoption and alignment

Financial Perspective

• Implement structured change management plans to avoid project overruns and adoption failures
• Drive engagement, inclusion, and internal mobility strategies
• Monitor and support long-term adoption of changes to avoid regressions

Learning and Growth

• Support the implementation of a skills gap analysis and competency dictionary in alignment with TIA’s Corporate Strategy
• Embed and maintain critical/ core role-based competency frameworks
• Support the implementation of talent management and succession planning frameworks

Deadline:17th November,2025