Senior Specialist ASP Change Management - 5348 at Auditor-General of South Africa

Requirement Overview

• The purpose of this role is to ensure that projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage.  The focus is on the people side of change, including changes to business processes, systems and technology, job roles and organisational structures.
• The incumbent of this role is responsible to create, implement and oversee change management strategies and plans that maximises employee adoption and usage and minimises resistance.  The Change Management Specialist will provide solutions to drive faster adoption, higher ultimate utilisation and greater proficiency of the changes that impact employees in the organisation to increase benefit realisation, value creation, ROI and the achievement of results and outcomes.  The role requires a solid foundation in change management principles and methodologies, exceptional communication and leadership abilities, and a demonstrated history of effectively executing changes within an organisational setting.

Roles & Responsibilities

Strategic Function

• Core orientation is to steward the navigation and implementation of organisational changes effectively by being a strategic change partner.
• Develop and implement strategies that drive the adoption of change and sustain the change within the organisation.
• Collaborates with leadership, People portfolio Specialists and Generalists to define a clear, compelling vision and sustained commitment for the desired change.
• Works closely with People Partners, Shared Services to implement and refine the AGSA's change strategy.
• Monitors and assesses the effectiveness of existing organisational frameworks, practices and policies to enable the embedding of change initiatives and fosters a culture of change management agility.
• Ensures that change practices are compliant with all relevant laws and AGSA policies. Develop and update People policies to reflect changes in employment regulations.
• Responsible for AGSA capacitation on the AGSA change management framework.
• Based on sound understanding of AGSA’s business goals, business and operating models and core processes (business acumen), influence and align the People strategy into clear business unit people objectives and action plans to improve business efficiency and support the achievement of the overall AGSA objectives.
• Inputs towards and contributes to the development of the People Strategy, and the operational alignment and implementation thereof, to help achieve long-term objectives
• Provides People Partners, Shared Services, and the CPO with relevant data and insights on change related variables and other People metrics, to assist in making strategic decisions and changes to the People Strategy.
• Recommends, for approval, Key Performance Indicators (KPIs) and metrics to assess the progress of change initiatives.
• Product Management and Operations
• Conceptualizes and designs initiatives that impact the change capacity within the AGSA’s staffing body. Is a change ambassador, sets an example and promotes capability throughout the AGSA organisation.

Change Management:

• Execute comprehensive change management plans for various organisational initiatives, such as organisational restructuring, technology adoptions, or process improvements.
• Applies a structured methodology and leads change management activities
• Apply Behavioural tools to assess the impact of change on the organisation and readiness for change.
• Define and facilitate the implementation of activities to support change and transition initiatives and projects. 
• Develop and execute change management strategies and plans.
• Actively facilitates the assessment of AGSA’s readiness for change by evaluating the willingness and capacity of employees to adapt to new ways of working. Identify potential barriers and resistance to change. 
• Develops and facilitate the implementation of tactics and tools for change communication, resistance, risk mitigation, coaching, training, sponsorship roadmap and accountability that outlines how and when information about the change will be shared with employees. 
• Define and facilitate the implementation of activities to support change and transition initiatives and projects.
• Supports communication efforts.
• Supports training efforts.
• Support and engage senior leaders.
• Provide coaching and/or mentoring of team members and change sponsors.
• Support organisational design and definition of roles and responsibilities.
• Coordinate efforts with other specialists.
• Integrate change management activities into project plan
• Evaluate and ensure user readiness
• Creates engaging and informative communication materials to keep all stakeholders informed and engaged throughout the change process.
• Obtains data to measure and analyse awareness, understanding, buy-in, support and adoption of organisation and business changes.
• Provide change management advisory services to clients across the organisation. Monitors the Portfolio/Business Units’ ability to successfully implement culture and change programmes requiring change management.
• Develop change management capabilities across the organisation in support of the organisational strategy.
• Establishes a network of change champions or ambassadors within the AGSA. These individuals can help spread the message, provide peer support, and serves as role models for embracing the new culture and changes.
• Manages the Portfolio and change load

Involved in and supports change management at the organisational level:

• Enterprise/organisational Change Management
• Stays current with industry best practices, trends, and research related to change management.

Data Literacy and Digital Agility

• Collects and analyses data to measure the impact of change initiatives. Uses data-driven insights to inform the development of change strategies and performance metrics.
• Collects data, analyses it, and interprets the information to provide actionable people and business insights in delivering the people plans.
• Draws insights from data and trends to streamline communication, collaboration and project management during the change process to facilitate a more efficient and seamless change implementation.
• Leverages technology to increase efficiency and drive business results to improve the digital employee experience of change initiatives, which leads to increased benefit realisation, value creation, ROI, achievement of outcomes and positive employee experience.
• Adapts to the evolving digital landscape, makes data driven decisions and effectively leads organisational change initiatives in a more efficient and effective manner

Stakeholder Management

• Identifies key stakeholders and co-develops tailored engagement strategies for each group. Builds strong relationships with influential stakeholders and secure their support for the change initiatives.
• Builds, manages and maintains positive value-adding relationships with internal and external stakeholders.
• Shares best practices and success stories related t change management within the AGSA. Encourages a culture of learning and knowledge exchange.
• Fosters open communication channels to gather feedback and address concerns, ensuring all voices are heard during the change process.
• Collaborates within the People portfolio, audit, and non-audit portfolios, BUL’s, and senior management to ensure that change management initiatives are aligned with the AGSA's strategic plan.
• Collaborates with the People portfolio colleagues to ensure that change management strategies are integrated with People functions, including recruitment, training, and people experience management.
• Assists People Partners in accordance with change plans regarding identified processes and products ensuring an enhanced employee lived experience.
• Collaborates with line managers to ensure they understand the importance change management and their role in the change process.
• Manages relationships with external vendors and consultants who provide services related to change management, such as change management consultancies, facilitators, or training providers.

People Management

• Supports the implementation of the activities outlined in the BU People Plan, transformation/change plans. Align with People Portfolio initiatives and projects to ensure synergies.
• Collaborates with the People team to create and execute relevant programmes to enhance employee skills and competencies, including those of the People Portfolio.
• Manages own performance to drive productivity and effectiveness. 

Financial Management 

• Collaborates with People portfolio leadership to develop and manage the budget for change management initiatives.
• Ensures that financial resources are allocated effectively to support change programmes.
• Gives input to the budget and contributes to the development of the BU budget, Portfolio budget, project budgets etc.
• Analyses the costs associated with change management programmes.
• Identifies opportunities for cost savings or process improvements while maintaining quality and effectiveness.
• Assesses the return on investment (ROI) for various change management initiatives.
• Effectively applies knowledge and skills to compile, balance, monitor and report on People budgets they are responsible for.

Other responsibilities

• Performs and/or manage other projects, tasks and assignments not stipulated on the Job description as and when required.

Skills, Experience & Education

• Minimum relevant Bachelor’s degree in Organisational and Industrial psychology/Organisational Change Management/Human Resource Management. Certification in Change Management from recognised body such as Prosci, ACMP

Added Advantage: 

• Post-graduate qualification in Organisational and Industrial Psychology/Organisational Change Management/Human Resource Management/ Economics/Business Management.

Experience

• Minimum of 8 years’ proven experience in Change Management and organisational development in large organisations. 
• Added advantage: Change Management/Organisation Development in the Financial Services or Professional services sectors, and the Public Sector as a Change/OD Specialist.

Closing date: 5 March 2026