PURPOSE OF THE POSITION

To facilitate and execute all organisation design processes, procedures, and interventions as well as change management and diversity interventions. Additionally, to drive organisational development interventions and solutions that increases the effectiveness of the institution and enables employee engagement in order to empower the business to achieve its strategic objectives.

KEY RESPONSIBILITIES:

1.           Organisational Design

•             Facilitate the design and implementation of the NWU competency framework and the maintenance thereof from an organisational development perspective.

•             Execute organisational design processes and stakeholder engagements to facilitate the implementation of the NWU operating model

and structure across campuses.

•             Maintain and implement position profiles aligned to NWU strategy, levels of work, competencies and NWU job structure and frameworks.

•             Facilitate org structure sign-off, publish and update and design processes to effectively manage this.

•             Continuous research on best practice organisation design from a system and design perspective.

•             Conduct work-study investigations for the staff-cost optimizations and facilitate the alignment of positions upon request.

•             Partner with the HR team to facilitate staff cost optimization interventions in both faculties and divisions.

•             Quality assures the documents received to make OE changes and make recommendations to the OE Committee.

•             Facilitate Organisational Entity meetings and implement OE changes together with HRIS.

•             Compile OE reports quarterly.

2.           Process Mapping

•             Facilitate the business process models fundamentals and encourage process reviews and mapping to enhance organisational efficiency from an organisational development perspective and achieve business improvement.

•             Partner with the HR team in initiating and improving the effective delivery of people and culture solutions such as process modelling and mapping while integrating and sharing best practices.

•             Engage with clients in process orientation and other organisational development initiatives in a client centric manner, providing

authoritative, expertise and advice to clients and stakeholders.

•             Develop Process Maps for clients upon request.

3.           Job Evaluation

•             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 / restructuring)

•             Develop a NWU grade matrix / report and job structure report.

•             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.

4.           Change Management

•             Ensures involvement in the change process.

•             Identifies stakeholders and possible effects of the change programmes on the

stakeholder’s interest.

•             Analyses changing business circumstances and identities and suggests interventions to address internal requirements and external changes.

•             Execute the administration processes around change interventions.

•             Coach, advise and provide tools to leaders to successfully lead change in their environment.

•             Effectively use diagnostic tools and monitor business results to determine the success of interventions and to design new interventions.

•             Encourage organisational innovation, change agility and collaboration within the team and organisation.

5.           Culture and climate

•             Facilitate the use of appropriate work cultures, designs, and appropriate leadership models.

•             Execute the administration of all climate and culture assessments.

•             Interpret, analyse, model and report results.

•             Assist with the implementation of corrective interventions to drive the transformation agenda.

•             Represent NWU at internal and external identified forums to influence the implementation of change in NWU’s transformation journey.

•             Facilitate organisational development interventions in order to effectively manage conflict, build teams, create change agility, and build culture that is aligned to business values.

•             Facilitate interventions that build a unified NWU culture grounded in the business values.

•             Participating in and contributing to a culture which builds rewarding relationships, facilitates feedback, and provides exceptional client service.

•             Facilitate the creation of a culture that guides and directs best practice, fostering an environment of continuous learning, improvement,

and cohesiveness.

6.           Talent Management and Succession Planning

•             Identifying key leadership positions that require succession planning within NWU.

•             Assess the skills, competencies, and potential of current employees.

•             Create individual development plans to address skill gaps and prepare employees for future leadership roles.

•             Provide mentoring, coaching, and training opportunities to develop leadership capabilities- joint accountability with Learning &

Development

•             Regularly reviewing and updating succession plans based on changing organisational needs and employee progress.

•             Facilitate organisational, role and work design to achieve alignment and integration across NWU.

7.           Strategy implementation and Leadership

•             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 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 to organisational development management.

•             Deliver holistic organisational development solutions

•             A bachelor’s degree (NQF level 7) in Human Resources or related fields (i.e. Industrial Psychology).

•             A minimum of five (5) years’ experience working as a Specialist in relevant industry.

ADDED ADVANTAGES & PREFERENCES:

•             An honors degree (NQF level 8) in Human Resources or related fields (i.e. Industrial Psychology).

•             Accreditations with HPCSA as an Independent Psychometrist.

•             Membership of SABPP, IPM SARA or other relevant professional bodies

KEY FUNCTIONAL/ TECHNICAL COMPETENCIES:

•             In depth knowledge of organisational development as it applies to the organisational context

•             Knowledge of organisational development principles, practices, philosophies, and procedures

•             Knowledge of general Human Resources principles, practices, and procedures

•             Strategic thinking

•             Analytical thinking

•             Excellent verbal and written communication skills

•             Ability to work with cross functional teams.

•             Ability to liaise effectively across all levels of responsibility in the organisation.

KEY BEHAVIOURAL COMPETENCIES:

•             Ability to clearly articulate and explain complex ideas and information, as well as the institutional strategy to wider audiences.

•             Strong interpersonal and visionary skills

•             Ability to work with people from a wide range of backgrounds.

•             Formulating and developing strategies and concepts

•             Demonstrated expertise in leading and managing change initiatives.

•             Ability to perform effectively under pressure, demonstrating agility, resilience, and adaptability.

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:          Dr Agnes Ndungu on 011 828 52407

ENQUIRIES REGARDING RECRUITMENT PROCESS MAY BE DIRECTED TO: Ms. Goitsemang Ntsoelengoe on 018 299 2752

CLOSING DATE:                                                                                                10 January 2025

PLANNED COMMENCEMENT OF DUTIES:                                                    1 March 2025

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.

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