Specialist: Organisational Development and Change Management - Department of Human Resources at University of Pretoria/Universiteit van Pretoria

The incumbent will be responsible to:

Design, develop and implement programmes, policies strategies and plans tailored to meet Organisational Development (OD) needs and goals;
Identify and recommend areas of improvement in organizational development activities, services and policies;
Provide solutions to Faculties and Professional services departments, and take accountability for the interventions and activities thereof;
Research, benchmark, identify, develop and implement best fit OD trends, strategies, methodologies, interventions, tools and processes;
Design and coordinate employee surveys, facilitate focus groups and produce reports to summarize findings and offer recommendations of organizational development initiatives that support organizational performance improvement;
Develop and design organizational development interventions in order to effectively manage conflict, build teams, create change agility and build culture that is aligned to the University’s strategic objectives;
Determine measurement approaches, methodologies and metrics to assess the effectiveness and efficiency of OD interventions;
Develop the case for change management initiatives in consultation with the stakeholders;
Conduct organization change readiness assessments, evaluate results and present findings in a logical and easy-to-understand manner;
Monitor and report on change management strategy implementation;
Compile reports on change management interventions;
Facilitate and advise on the change management process on request of or in co-operation with HR Partnership and Services;
Assist HRBPs to support Faculties/Departments in the compilation of effective change plans;
Identify and use instruments and surveys to analyse individual and group behaviour and recommend strategies to make needed changes;
Provide advice and develop interventions to support university, faculty or departmental changes;
Assess conflict and or potential conflict and implement required intervention;
Follow diagnostic processes in order to understand the context of a conflict or potential conflict issue;
Increase collective appreciation and insight of the variety of perspectives, forces and complexity of relating patterns;
Develop strategies to embed new or changes in the organisational culture;
Where necessary, develop the training / coaching strategy to support the new culture;
Create and manage measurement systems to track adoption, utilization and proficiency of individual changes;
Create and enable reinforcement mechanisms and celebrations of success;
Conduct and administer all climate and culture assessments and surveys;
Coordinate the OD unit’s psychometric assessments;
Develop and implement guidelines with regard to psychometric assessments;
Develop competency-based assessments and continuously update the assessment library in respect of research into new assessments in the market;
Ensure that assessment practices are aligned with professional standards and in line with the Health Professions Council of South Africa (HPCSA) guidelines;
Consult with clients on relevant assessment batteries and co-ordinate the implementation of relevant projects;
Design and implement a workforce planning modelling and forecasting framework;
Determine the optimal medium to long term staffing requirements of the University;
Plan, manage and monitor the implementation of workforce planning activities and processes;
Engage with faculties and departments to develop, test and implement applicable staffing / workforce models;
Promote employee engagement through partnerships with the relevant stakeholders (line managers, employees, HR and external providers) in conducting programmes such as an annual Employee Engagement survey (design, implementation and driving the results process;
Develop, implement and facilitate an Employee Engagement Improvement Plan for the University;
Conduct an audience assessment in order to determine a communication strategy based on proper audience segmentation;
Coordinate with management and project leaders to obtain messaging and content for communications;
Develop and disseminate communications to all relevant key stakeholders throughout the Institution, where necessary in coordination with relevant departments, e.g. Department of Institutional Advancement, HR and Finance;
Facilitate strategic planning sessions for Departments and Faculties to enable them to clarify, communicate and act upon the vision and goals of their department / faculty within the context of the University’s mission, vision and values;
Provide support to HRBPs to co-facilitate strategic planning sessions;
Develop effective solutions to meet business challenges and mitigate business risks.
 

MINIMUM REQUIREMENTS:

• Honour’s degree in Industrial/ Organisational Psychology or relevant field within Human Resources;
• A total of six years’ experience in Organizational development, change management, climate and culture assessments, Psychometric assessments, strategic planning and workforce planning;
• Experience in assessment and identification of underlying antecedents of conflict in applying:
• Different models for assessing organizational effectiveness;
• Models of relationships analysis for individuals and groups;
• Individual assessment techniques.

REQUIRED COMPETENCIES (SKILLS, KNOWLEDGE AND BEHAVIOURAL ATTRIBUTES):

• Understanding and knowledge of HR principles and practices;
• Knowledge of the relevant legislation e.g. Employment Equity, Labour Relations Act, Skills Development Act;
• Culture and diversity management;
• Change management methodologies and models;
• Knowledge of organisational development principles and techniques;
• Data analysis and statistical information;
• Workforce planning;
• Knowledge of management of data;
• Knowledge of project management principles;

Technical Competencies;

• Organizational and planning skills;
• Presentation skills;
• Diagnostic skills;
• Facilitation skills;
• Assessment skills;
• Reporting and writing skills;

Behavioural Competencies;

• Interpersonal skills;
• Decision-making skills;
• Analytical and Problem-solving skills;
• Coaching and mentoring skills;
• Consultation and facilitation skills;
• People management skills;
• Strategic thinking;
• Conflict Management;
• Decision making;
• Communication (oral/ written);
• Networking;
• Ability to challenge behaviours and influence others positively.

ADDED ADVANTAGES AND PREFERENCES:

• Master’s degree in Industrial Psychology or organisational Psychology or relevant field within Human Resources;
• Experience within a higher education environment;
• A valid driver’s license;
• Registration as a Psychometrist (Independent Practice) with the Health Professions Council of South Africa (HPCSA) – essential;
• Registration as a Psychologist with the Health Professions Council of South Africa (HPCSA) – desirable.