Senior Manager: Organisational Effectiveness and Transformation at South African National Blood Service (SANBS)

Introduction

• The Incumbent will be responsible for leading design, development and execution of organization-wide Talent and Organization Effectiveness strategy programmes, frameworks and policies to support a continuous learning culture.
• Responsible for providing leadership to multiple and varied strategic organizational effectiveness (OE), organizational change management (OCM), team effectiveness (TE) and/or organizational design (OD) initiatives and occupational wellness and programs at an organization and business unit level.
• To initiate and source or facilitate change processes to build a performance culture aligned to SANBS values and strategy. Accountable for the SANBS wide strategic workforce planning

Job description

Key Performance Areas

KPA 1 Strategic Business planning and Strategic Strategic Worforce planning

• Develop relevant financial strategic objectives (incorporating medium to long term objectives) and business plans for the OD & Wellness departments in line with HR Strategy.
• Collaborate with Chief Human Capital Officer (CHCO) and senior HR management team to develop long term strategic workforce plans for the division. 
• Manage the SANBS workforice planning cycle.
• Participate in partner divisional business planning sessions and coordinate activities related to worforce planning.
• Communicate the worforce planning cycle to stakeholders and monitor implementation in divisions.
• Identify people risks on an enterprise and HCM divisional level and develop plans to mitigate and reduce risk.
• Assist the CHCO with the development of national initiatives for the division and develop project plans for implementing agreed decisions.
• Develop and manage budget for area of responsibility.
• Prepare department cost centre report monthly with explanation of variances and corrective action taken.
• Approve expenditure as per defined limits.

KPA 2 Enable And Ensure An Effective OD Strategy That Guides Employee Commitment 

Towards Organisational Values And Performance.

• Develop an OD strategy and policy that guides employee engagement and commitment in support of achieving organisational strategy and objectives.
• Ensure that the SANBS vision, values and strategies are meaningfully translated throughout all levels  of organisation into specific behaviours and practises that will reflect the desired organisational culture.
• Build the organisations capacity to embrace and capitalise on change by introducing interventions such as Change Management workshops, teambuilding, etc.
• Develop, review and update Performance management policies and procedures. 
• Continuously review and improve the organisational Performance Management system and processes and ensure that the performance management is consistently implemented across the organisation and aligned to SANBS strategy.
• Analyse Performance management results and provide feedback to Exco regarding progress and trends.
• Ensure that a moderation process is in place.
• Ensure that managers and employees are capacitated to use the Performance management system.
• Make recommendations to Exco and HR board sub committee regarding the alignment of performance ratings to annual remuneration reviews and discretionary bonus systems to enhance talent retention.
• Maintain performance management database and prepare and update various performance reports.

KPA 3 Design Interventions That Support The Implementation Of Organisational Development 

Strategy.

• Ensure that proposed OD and Change Management interventions are aligned with SANBS business strategy and design or source relevant solutions.
• Raise the capability of managers in understanding Organisational development issues by providing coaching, training and advise to them.
• Ensure that principles of organisational design process, policies and procedures are in place to optimise the in accordance to business requirements.
• Ensure that the Job Evaluation system remains consistent and relevant.
• Implement organisational design.
• Manage quality control of role profile development.
• Implement alignment of the individual performance to the organisational performance, business strategy appreciation and alignment.

KPA 4 Drive Organisational Transformation

• Ensure the Employment Equity strategies, policies and procedures remain relevant and facilitate organisational transformation.
• Ensure plans and reports are in place as per legislative requirements.
• Ensure the maintenance of the EE SD Committee and provide on-going advice and development
• Implement required interventions to promote transformation.

KPA 5 Management Oversight Of Employee Wellness Processes

• Ensure the Employee Wellness strategy policies and procedures remains relevant and promote good employee wellness practices by researching and reporting on these.
• Ensure the Employee Wellness and Occupational Health practices remain relevant taking into consideration appropriate legislation and develop and maintain high quality of organisational support.
• Manage relationships with relevant suppliers in a cost effective manner to ensure maximum return on investment to the organisation.
• Design and implement a system to ensure talent management and service delivery to internal stakeholders.
• Ensure agile occupational health and wellness programs to adapt to the business strategy.

KPA 6 People Managed To Achieve Operational Objectives

• Conduct performance management and monitor performance on ongoing basis through mentoring, coaching, and reviews according to agreed timeframes and take appropriate steps to correct problems.
• Track & drive individual development plans for all staff by identifying general training and staff development needs & ensuring that staff attend organised training programme.
• Deal with grievances, conflict and disciplinary issues and take appropriate corrective actions in accordance with SANBS Policy on matters related to misconduct & incapacity (performance & illhealth), with a view to improving productivity. 
• Ensure regular two-way communication with staff on all general staff matters such as Principles of Excellence, team building, SOP’s, policy changes, etc. to ensure understanding, required competency as well as compliance with SOP criteria and Good Laboratory Practice Guidelines.
• Monitor and control staff time-keeping records, general and specific absenteeism trends and overtime worked to ensure adherence to SANBS HR policy and relevant legislation and take appropriate corrective action where necessary.
• Implement the Broad Based Black Economic Empowerment strategy and targets.
• Attend information meetings and appropriate training sessions as required, to remain informed of current field-related developments, to promote knowledge sharing where relevant according to IPA specifications.
• Implement Integrated reporting for the division.

Cognitive

• Analytical Thinking and Attention to Detail.
• Change Management.
• Holistic / Big Picture. 
• udgement and Decision-making.
• Problem Solving.
• Planning, Organising and Monitoring.
• Emotional intelligence

Personal

• Assertiveness.
•  Strong Ethical behaviour.
• Excellence Orientation.
• Resilience and Stress Management
• Self-Management.

Interpersonal

• Communication 
• Conflict Management.
• Knowledge Sharing
• Organisational Awareness.
• Management Relationship Building
• Teamwork.
• Customer Service Orientation.

Prof. technical

• Systems Competence.
• Business and Financial Acumen.
• Best Practice Thinking.
• Accounting Practice.

Leadership

• Practical Execution Management.
• Strategic leadership
• Helicopter view and strategic alertness

Minimum requirements

• Degree in Org Psych. Or HR related field.
• An Honours degree or Post Graduate Diploma in Organisational Development will be an added advantage.
• MBA or related will be an advantage.

Experience and knowledge requirements

• Minimum of 10 years’ experience in HR plus 5 years in Organisational development and change management that has demonstrated impactful outcomes.
• 5_8 years’ Management experience.
• Experience in formulating and implementing change and organisational strategies essential.
• Extensive expertise and experience in designing and implementing leadership capability review and development  initiatives, competency frameworks, performance management, career development, talent management and succession processes.
• Ability to collaborate cross-functionally, build and manage relationships with key stakeholders, influence management and executives and ability to transfer knowledge to build capabilities in HR partners and others.

Other (knowledge and skills)

• Emotional hardiness as this role requires the handling of sensitive issues in that entrenched belief system will be challenged.
• MS Office (Advanced).
• SAP.
• Driver’s License.
• Employment Equity and related labor.
• Legislation.
• Occupational health and safety orientation
• Risk management.
• Business strategy experience.

Apply by: 15 July 2026