Specialist: Organisational and Job Design at The South African Revenue Service (SARS)

Job Purpose

• To provide organisational and job design expert advice and support in practice formulation and best practice improvement tactics, through the design and development of organisational structures and competency-based job profiles and drive internal collaboration, knowledge sharing and coordination with other HR functions, to achieve efficiency and alignment with SARS Business Strategy.

Education and Experience

Minimum Qualification & Experience Required

• Bachelor’s degree / Advanced Diploma (NQF 7), in Industrial and Organisational Psychology, Human Resource Management or related field AND 8 - 10 years’ experience in organisational design, job analysis, job design and job evaluation, of which 3-4 years at a Junior Specialist Level.

#Alternative

• Senior Certificate (NQF 4) AND 15 years related experience in organisational design, job analysis, job design and job evaluation, of which 3-4 years at a Junior Specialist Level.

Minimum Functional Requirements

• GOC Confidential - (a) sensitive information, the unlawful disclosure of which may be harmful to the security or national interest of the Republic or could prejudice the Republic in its international relations;(b) commercial information, the disclosure of which may cause financial loss to an entity or may prejudice an entity in its relations with its clients, competitors, contractors and suppliers. E.g. Taxpayer information
• Job Analysis and Design (Knowledge and Application) Job analysis involves the evaluation and analysis of a job, in terms of the tasks, responsibilities, skills, tools, knowledge and expertise required to fulfil the job requirements successfully. Job design dictates the manner in which work tasks are arranged to arrive at the maximum efficiency and optimal outcomes. Job design is about creating a job by arranging work outputs to arrive at the maximum efficiency and optimal outcomes, by taking into consideration the goals of the organisation, skills and capabilities needed to fulfil those goals. Job analysis is oftentimes used as input in the process of creating the job.

Job Outputs:

Process

• Act as business interface on all OD and Job Design initiatives, by engaging with key relevant stakeholders and ensure feedback loop, to achieve desired outcomes.
• Analyse and make recommendations about improvements to specialist systems, procedures and associated area's practice.
• Apply functional area policies to enhance unit's ability to advise business in complex field and or professional discipline.
• Conduct and report on OD policy compliance, structural audits and process reviews.
• Conduct research and benchmarking to stay abreast and ensure best practice application on all OD and Job Design initiatives.
• Contribute to the design and development an organisation wide OD strategy and policy that outlines governance processes, to ensure compliance to organisation design principles, minimum requirements and standards.
• Contribute to the optimum utilisation of org. resources, advising on effective planning and development of area of specialisation resource plans.
• Design, source, implement and manage organisational design systems and processes by translating business objectives and divisional strategies into functional organisational structures.
• Develop a single practice area in alignment with operational activity and procedural frameworks and ensure tactical implementation.
• Draw on own technical or professional expertise, knowledge and experience to identify and recommend tactical solutions to defined problems in practices.
• Facilitate and provide training to HR Practitioners and business, to ensure that OD and Job Design capability is built, understanding of competency-based profiling enhanced and entrenched throughout the organisation.
• Facilitate the development, implementation and maintenance of the job family’s framework and content to ensure that jobs are clearly defined and properly aligned across the organisation.
• Integrate business information, compare, analyse and produce reports to identify trends, discrepancies and inconsistencies for decision making purposes.
• Maintain the SARS HR Functional Architecture by continuously reviewing and updating the job catalogue, output and competency libraries, ensure and monitor compliance to the methodology and consistent application across the organisation.
• Optimise goal achievement through tactical strategy implementation and optimisation of practises, processes and systems across an internal value chain.
• Plan for value-added, continuous practice and system improvements to deliver on objectives to enhance tactical implementation and excellence.
• Proactively identify interconnected problems, determine its impact and use to develop best fit alternatives, best practice implementation solutions.
• Provide advice and support in the job design analysis process and implement job evaluation outcomes.
• Provide expert advice and ensure alignment with key HR activities such as Recruitment, Talent Management, Performance Management, Learning and Development, etc. to achieve full integration of services rendered.
• Recommend changes to optimise processes, systems, practice areas and associated procedures and execute the implementation of change and innovation.
• Research and support workable recommendations/solutions that meet business needs through information analysis.
• Review the effectiveness of related approaches and methodologies by conducting research, and best practice benchmarking initiatives.
• Successfully deliver projects, impactful improvements initiatives and business as usual enhancements, improve effectiveness, service and productivity.
• Translate top-down policy, apply modification in relation to own practice area and communicate impact to relevant stakeholders.
• Understand the interdependence between different delivery systems and processes in area of specialisation.

Governance

• Develop and /or align governance and compliance policies for own practice area to identify and manage risk exposure liability.

 People

• Integrate new knowledge and transfer skills attained through formal and informal learning opportunities in the execution of your job.
• Provide specialist know-how, support, advice and practice thought leadership in area of expertise.

Finance

• Implement and monitor financial control, management of costs and corporate governance in area of specialisation.

Client

• Develop and ensure implementation of a practice that builds service delivery excellence and encourages others to provide exceptional stakeholder service.
• Participate in the specialist practice community and contribute positively to organisation knowledge management.
• Provide authoritative, specialist expertise and advice to internal and external stakeholders.

Behavioural competencies

• Accountability
• Analytical thinking
• Attention to detail
• Commitment to continuous learning
• Conceptual ability
• Expertise in context
• Honesty and Integrity 
• Fairness and Transparency
• Organisational Awareness
• Problem Solving and Analysis
• Respect and Trust

Technical competencies

• Business Knowledge
• Customer Relationship Management
• Data Collection and Analysis
• Efficiency improvement
• Functional Policies and Procedures
• Human Resource Consulting
• Integrated Talent Management
• Job Evaluation
• Organisation Planning and Design
• Reporting
• Research and Information Gathering