This purpose of this role is to:

• Support and develop increased organisational effectiveness through the alignment of performance, competence and organisational culture required to meet the vision and future needs of the organization
• Promote and strengthen an organisational culture of trust, inclusion and accountability to help the organisation to thrive in an environment of disruptive and rapid change

Key performance areas:
Organisational Development and Change Management:
• Integrate and align business and HR strategies via organisational development & change management services
• Lead a range of organisational development strategies, tools, solutions and frameworks for organisational behaviour management
• Develop strategies and solutions for organisational culture, values and employee commitment improvements
• Create leadership, culture and competency frameworks
• Build learning organisation capacity and utilise learning organisation capabilities for organisational change and culture transformation goals
• Integrate global learning and organisational development practices and trends with the organizations HR strategy and vision
• Develop and integrate employee communication processes and strategies for change management behaviour modification and employer branding

Learning & Performance Management:
• Provide strategies and solutions for a high performance culture with rewards aligned to incentivise performance at an organisational, team and individual level.
• Leads and monitor performance management and scorecards, report to exco as to trends and issues around performance management
• Develop the organizations organisational learning strategy and learning infrastructure requirements e.g.
• Ensure that the organizations employees have the required skills and competency levels in line with expected deliverables and compliance with Skills Development legislation
• Consult around general organisation capacity and capabilities for goal and performance management


Talent Management
• To ensure that the organization has the requisite talent to fulfil its mandate in the immediate, short term and long term future, taking into account trends in the future of organisations and talent.
• Lead the effective development and implementation of the the organizations leadership Talent Management strategy
• Develop and integrate the the organizations leadership brand with organisational development, leadership development and organisational learning strategies
• Provide executive leadership talent management systems and generate intelligence for NEC/MANCOM decision making
• Integrate learning organisation strategies and technologies for leadership development and organisational culture initiatives
• Create strategies for organisational learning and leadership development ROI measurement and business impact management


Job & Organisation design
• Defines main principles for the creation of new jobs, organizational structures and changes of the organizational structures.
• Lead strategies for job design and organisational structuring methodologies across the organisation
• Develop new and innovative organisational structures to address the needs of operations in the context of business strategies
• Define and organise the structures of the organisation, create job titles, and allocate resources (i.e. employees) in the right places to improve efficiency and increase productivity.

HR Information system
• Developing the business case for HR systems, deployment and management thereof
• Oversee and maintain internal database files, tables, codes, backup files, integrity, and security. Installs, implements, modifies, and upgrades software and applications to meet changing business and technology.
• Provides technical support, troubleshooting, and guidance to HR employees
• Support management on structural policy matters related to the HRIS.
• Maintain data integrity in systems by regularly analyzing data.
• Work alongside the IT department to perform regular assessments and improvements to the HRIS.
• Design user-friendly processes, guidelines, and documentation.
• Oversee all system upgrades and system additions in partnership with the Information Technology (IT) department.
• Ensure all HR-related systems are compliant with data protection laws.

Human Capital Analytics
• Mapping of Human Capital processes, process performance measurement and reporting, productivity metrics and continuous improvement
• Ensure processing of employee data, producing HR-related reports and compliance with relevant local and national regulations.
• HR analytics related to HR functions like recruitment, talent management, employee engagement, performance and retention to ensure better decision making in all these areas.
• Assist in the development of a data-driven HR in the organization.
• Conduct surveys, analyze the data and recommend ways for the leadership to improve employee relations, job satisfaction and morale

Qualification
• HR Related postgraduate Degree (preferably with a Masters’ Degree)
• A post graduate qualification with specialisation in Organisation Behaviour, Performance, Change Management preferred
• Valid Driver’s Licence

Experience:
• At least 10 years generalist HR experience, 5 of which include organisation development
• At least 5 years have been at an equivalent level within a medium to large sized organisation;
• Sound track-record in effectively managing complex and sensitive stakeholder engagements at all levels.
• A sound understanding of the Local Government Sector will be an advantage
• Prior external consulting experience within a range of diverse organisations and organisational development assignments would be an added advantage