Senior Specialist: Organisational Development N002746
Listing reference: nwu_002301
Listing status: Closed
Apply by: 26 January 2024
Position summary
Industry: Education & Training
Job category: University and Academy
Location: Potchefstroom
Contract: Permanent
Remuneration: The annual total remuneration package will be commensurate with the level of appointment as advertised and in line with the NWU policy guidelines.
Introduction
NORTH-WEST UNIVERSITY: (POTCHEFSTROOM CAMPUS)
DIVISION: NWU EXECUTIVE DIRECTOR: PEOPLE AND CULTURE
DEPARTMENT: TALENT MANAGEMENT AND ORGANISATIONAL DEVELOPMENT
POSITION NUMBER: N002746
POSITION NAME: SENIOR SPECIALIST: ORGANISATIONAL DEVELOPMENT
PEROMNES GRADE: P7
EMPLOYMENT TYPE: PERMANENT APPOINTMENT
Job description
PURPOSE OF THE POSITION
To facilitate and execute all org design processes, procedures and interventions as well as change management and diversity interventions. To facilitate organisational development interventions and solutions that increases the effectiveness of the organisation and enables employee engagement in order to empower the business to achieve its strategic objectives. Oversee other OD Specialists and co-ordinate all OD related Processes and Procedures
1. Strategy Implementation
- Contribute to the design, development and facilitation of the execution of the NWU organisational development strategy.
- Contribute to strategically positioning organisational initiatives in the organisation, in support of the achievement of strategic organisational development management and organisational objectives.
- Strategically position and position facilitate the marketing and promotion of the NWU organisational development and related service offerings to the organisation.
- Develop, review and maintain and disseminate policy and procedures related organisational development management.
- Deliver holistic organisational development solutions.
2. Organisational Design and Effectiveness
- Contribute to strategically positioning organisational initiatives in the organisation in support of the achievement of strategic, developmental, management and organisational objectives.
- Execute and take joint accountability for the implementation of an institutional operating model to drive NWU strategy realisation and transformation
- Research and design an architectural model in shaping the desired organisational model based on best practices
- Lead organisational, role and work design to achieve alignment and integration across NWU
- Ensure that NWU structures are fit for purpose through continuous improvement and evaluations using relevant methodologies
- Lead organisation effectiveness, team development, and restructuring interventions
- Maintain strategic relationships for purposes of expectation management, knowledge sharing and integration.
- Ensure monthly reporting on sign-off structures as and when changes occur
- Ensure that the position profile repository is complete and updated in line with the job description guidelines.
3. Job Evaluations
- Develop, Maintain the job evaluation policy and guidelines.
- Develop, review and maintain NWU job evaluation system and grade structure.
- Evaluate and grade all new jobs as per the system rules and approved processes and principles.
- Re-evaluate and grade all jobs where substantive functions are added or removed (approved changes / reorganising).
- Develop a NWU grade matrix / report and job structure reports.
- Supply job grades for benchmarking purposes of reward and recognition – joint accountability.
- Establish and manage the job matching and benchmarking committee to assist in the facilitation of the annual pay review process.
- Develop, update and maintain a Competency Framework (Digital, Technical and Behavioural).
- Ensure that all competencies are updated on job profiles.
4. Culture and Climate
- Facilitate the use of appropriate work cultures, designs and appropriate leadership models.
- Cultivate and enhance an ethical, inclusive, welcoming and values-driven culture.
- Execute the administrative process of all the climate and culture assessments.
- Interpret, analyse, model and report results.
- Assist with the implementation of corrective interventions to drive the transformation agenda.
- Facilitate organizational development interventions to effectively manage conflict, build teams, create change agility and build a culture that is aligned to business values.
5. Change Management
- Co-Develop and implement a change management strategy for NWU aligned to the People and Culture strategic pillars.
- Design a business change network in driving the transformation agenda
- To ensure that HR processes and policies aligns to the NWU evolving culture of innovation, healthy intellectual debate, professional growth, achievement and excellence within the NWU.
- Oversee change management including re-organisation, culture and values.
- Identify key performance areas for change agents in NWU
- Integrate change management principles across the institution
- Represent the NWU at internal and External identified forums, to facilitate change in NWU’s transformation journey.
- Monitor the change barometer and propose mitigating interventions
6. Talent Management and Organisational Development
- Tasks that may be delegated due to unexpected situations.
- Implement innovative talent management processes, practices and systems in line with the NWU talent strategy to identify, develop, motivate and retain talent.
- Develop and maintain the succession planning guidelines and procedures.
- Develop and assist in maintenance of succession planning for all faculties and divisions and ensure training interventions are developed to assist with the PDP of the High-Performance staff members and mitigate the risk of talent gaps due to attrition.
- Develop and maintain career paths for the Support environment.
- Develop, maintain and update competency framework – including digital, behavioural and cultural competencies for all positions within NWU
- Assist with team effectiveness though analysis and diagnoses and develop intervention to address the issues.
7. Management and Leadership Results Areas
- Team composition, effectiveness and efficiency.
- Stakeholder relationship development and effectiveness.
- Corporate governance conformance, reporting and risk management.
- Budgeting, cost management and cost-effectiveness.
- Unit processes and systems design, utilisation, effectiveness and efficiency.
- Personal effectiveness, wholeness and development.
- Values-based behaviour leadership and personal compliance.
Minimum requirements
- An honours degree (NQF level 8) in Human Resources or other related disciplines.
- A minimum of five (5) years’ average specialist experience in a relevant industry / professional leadership.
- A minimum of five (5) years’ experience in operational OD processes in a relevant industry / professional leadership.
ADDED ADVANTAGES:
- A master’s degree (NQF level 9) in Human Resources or other related disciplines.
- A minimum of three (3) years’ experience in higher education.
- HPCSA Registration as a Psychometrist.
- SABPP Membership.
- SARA Membership.
KEY FUNCTIONAL/ TECHNICAL COMPETENCIES:
- High level of integrity and dependability with a strong sense of urgency and results-orientation Strong problem solving, analytical and abstract reasoning skills.
- Knowledge of Organisational Design, Development, Diagnoses and talent interventions.
- Data Analysis.
- Skills to mentor and coach employees and relevant stakeholders.
- Talent Management: professionals manage the recruitment process for new employees, record and manage employee performance and monitor their contributions to the company.
- Strategic management of the division and budget.
KEY BEHAVIOURAL COMPETENCIES:
- Relating and networking.
- Work well under pressure, creating and managing change.
- Leading and Supervising.
- Agility and adaptability.
- Excellent writing and communication skills.
- Excellent problem solving, analytical and abstract reasoning skills.
- Corporate Intrapreneurship.
- Excellent problem solving, analytical and abstract reasoning skills.
- Teamwork oriented.
- Corporate Intrapreneurship.
REMUNERATION
The annual total remuneration package will be commensurate with the level of appointment as advertised and in line with the NWU policy guidelines.
ENQUIRIES REGARDING JOB CONTENT MAY BE DIRECTED TO: Mrs Helen Lekalakala on 018 299 4601
ENQUIRIES REGARDING RECRUITMENT PROCESS MAY BE DIRECTED TO: Ms Goitsemang Ntsoelengoe on 018 299 2752
CLOSING DATE: 26 January 2024
PLANNED COMMENCEMENT OF DUTIES: As soon as possible
Kindly take note: applications must be submitted online through the official NWU vacancy website.
Incomplete applications and those submitted through any other platform will not be considered.
The University subscribes to and applies the principles of Employment Equity (EE) Act and is committed to transformation. Preference will be given to candidates from the designated groups, in accordance with the principles of the EE Act and NWU Employment Equity Plan.
The University reserves the right not to make an appointment. Communication will be limited to shortlisted candidates only.
If you are not contacted within two months from the closing date of this advertisement, please accept that your application was unsuccessful.
