Organisation Development Specialist

at SABC
Location Auckland Park, Auckland Park, South Africa
Date Posted
Category Business Operations
Job Type FULL_TIME
Work Hours Day
Salary Units MONTH
Currency ZAR

Description

 

Main Purpose of the Position

 

Reporting to the Head: OE, the incumbent is responsible for diagnosing, researching, designing, coordinate, evaluating and facilitating the implementation of strategic Organisational Development methods, practices, programmes, policies and procedures at SABC. These programmes (organisational development) are directed toward enabling others to cultivate and support productive working relationships, as well as improving corporation’s performance.

 

DUTIES AND RESPONSIBILITIES

 

Diagnostic, Research, Design and Development

 

Champions continuous improvement management, organization and staff development training programs; supports the broader HR goal of enhancing the delivery of effective and efficient and support services by assuming a leadership role in the transformation to a quality organization.

Designs, develops, directs, and manages organisation-wide processes of organization development that addresses issues such as talent management (inclusive of succession planning), key employee retention, organization design, and change management.

Directs a process of workforce planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to management. To that, develop a talent and succession management strategy for the division.

Identifies and monitors the organization culture so that it supports the attainment of the corporation’s goals and promotes employee satisfaction and further engagement.

Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.

Manages the organisation-wide programmes such as, the health-index, training, performance management, relationship building and culture and communications committees.

Establish clear alignment between the performance management system and the Corporation’s remuneration strategy.

Ensure that the performance management and other retention policies including talent management, diversity, equity & inclusion, are legally compliant and conforms to best practice within the public broadcasting and media sector.

 

 

Facilitation, Capacity Transfer and Implementation

 

Conducts relationship building (mediation, conciliation and facilitation) sessions as needed.

Provide an Integrated OD Management Programmes to the Corporation.

Provide guidance, consultation, advice and referral to staff regarding Diversity, Equity & Inclusion (DE&I) and Organisational Development (OD).

Implement all generic organisational development programmes and provide guidance regarding statutory compliance.

Enable the HR Consultants to enter into mentor relationships to influence behaviour and attitude and integration into the organisation.  Transfers the accountability for self-development by empowering and encouraging ownership thereof and provide feedback to individuals.

 

 

Program Delivery and Management

 

Facilitate /Division’s Strategy Development and Performance Indexes sessions.

Institutionalise the culture of effective and non adversarial resolution of conflict and disputes.

Facilitation of Individual, Team and Organisational Development interventions within the organisation.

Delivers all project within the legislative framework governing human resource development in the country.

Champion Emotive, Behavioural and Leadership Development processes for different teams across the divisions.

To capacitate and transfer coaching, counselling and mentoring best practises, as well as methodologies to HR Business Partner.

To champion Relationship Building Processes (facilitation, mediation, arbitration of individual, team and unions) and institutionalise the culture of feedback.

Manages the effective implementation of an integrated talent management process (talent identification, talent development, performance management, and talent retention).

Pro-actively but always in agreement with responsible HR Business Partner Lead, researches, scopes and develops OD programmes for delivery, ensuring the roles of sponsors, change agents and those affected by the change are taken cognisance of. Personally manages or appoints project manager.

 

 

Stakeholder Management and Change Management

 

Mobilises support and enthusiasm for change programs by taking people through a behavioural change circle.  Provides training and support for dealing with change.

Ensures stakeholder involvement in the change process.  Identifies stakeholders and possible effects of the change programmes on the stakeholders’ interest.  Analyses changing business circumstances and identifies and suggests interventions to address internal requirements and external changes.

Challenges status quo by comparing it to an ideal or a visionary state.  Identifies and bring to bear innovative practices when managing change.

Acts as a change agency for the human resources, management team, and staff; supervises support staff; and performs all other related duties.

Manages employee communication and feedback through such avenues as meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.

 

 

Review, Monitoring and Evaluation

 

Review, and evaluate all OD interventions to ensure processes and practices are implemented efficiently and consistently; as well as Monitors projects against plans; manages priorities and is responsive to changes in requirements.

Align OD interventions implemented to Education, Training & Development Quality Standards (SAQA, NQF and Unit standards).

Conduct regular analysis / review to ensure strategy and interventions are continuously responsive to institutional strategic objectives and are in line with prevailing legislative demands affecting the Public Broadcasting/ Media sector.

Prepare periodic scheduled and ad hoc reports for sub-committees on progress, challenges and opportunities in areas of   responsibility.

Reviews project performance and identify opportunities for improvement. Makes effective use of individual and team capabilities and negotiates responsibility for delivering greater results.

Establishes systems to monitor progress against objectives and ensures that projects comply with regulatory and project financial requirements.

 

INHERENT/MINIMUM REQUIREMENTS

 

QUALIFICATIONS

 

A National Diploma (NQF6) and/or Degree in Human Resources and/or Industrial Psychology/or related field at (NQF 7).

Registration as an Industrial Psychologist  (Advantage)

Postgraduate qualification majoring in HRD/OD/ Industrial Psychology and/or other related area (Advantage)

 

 

EXPERIENCE

 

Five (5) years generalist Human Resources experience,

Three (3) years experience in a senior consulting capacity,

Two (2) years experience in HR Management role, an added advantage.

 

 

KNOWLEDGE

 

Demonstrates thorough understanding of OD theories and best practices regarding behavioural drivers for improving and sustaining working relationship; as well as business drivers and trends and environmental factors to influence and shape HR strategy.

Thorough understanding and capability in Individual, Team and Organisational Development processes.

Demonstrates thorough understanding of Emotive, Behavioural and Leadership Development processes.

Demonstrates thorough understanding of coaching, counselling and mentoring theories and best practices, as well as methodologies.

Demonstrates thorough understanding of Relationship Building Processes, (facilitation, mediation, arbitration of individual, team and unions) techniques and feedback.

 

Interested candidates can send their CV