HR Director: Organisational Development and Effectiveness at Stellenbosch University

Duties    

• As a senior member of the SU HR Directorate, the incumbent will lead the design, implementation, and review of ODE strategies, policies, and programmes across key areas:
• Talent Attraction, Retention, and Organisational Design: Developing and implementing strategies to attract and retain top talent, build a strong employer brand, and optimise recruitment and onboarding processes;
• Talent Management: Designing and executing talent management programmes, including succession planning, performance management, and leadership development, to foster a culture of continuous learning and excellence;
• Talent Inclusion and Engagement: Promoting diversity, equity, and inclusion within SU, ensuring employee engagement and well-being are at the forefront of organisational priorities;
• Stakeholder Relations Management: Building and maintaining effective relationships with internal and external stakeholders, integrating ODE best practices into client planning and operations;
• Staff Leadership and Service Management: Providing strategic leadership and management within the HR Division, ensuring the effective functioning and continuous improvement of the ODE section.

Qualifications:

• At least an honours degree in Human Resources, Industrial Psychology, Management, or a related field;
• A master's degree (NQF 9) in HR Management, Industrial Psychology, or a relevant discipline is highly desirable.

Experience:

• Candidates with an honours degree: At least ten years' experience in HR management, with at least five years in a senior managerial role within organisational development/effectiveness;
• Candidates with a master's degree: Between seven to ten years' experience in HR Management, with at least five years in a senior managerial role within organisational development/effectiveness;
• Expertise in developing and implementing ODE strategies, policies, and programmes;
• A track record of strategic leadership and the ability to lead organisational change and drive strategic initiatives;
• Experience in developing and leading change management initiatives and facilitating change in complex environments;
• Experienced in aligning HR strategies with organisational goals and driving long-term success;
• Expertise in guiding organisations through transitions and managing resistance;
• Experience in managing complex institutional projects;
• A sound track record of building partnerships and fostering collaborative relationships;
• Experience in solving complex problems and navigating and resolving complex issues.

Knowledge:

• Organisational Development (OD) Principles: Expertise in OD theories, change management, and organisational design;
• Talent Management: Knowledge of succession planning, performance management, and leadership development;
• Employee Relations and Engagement: Understanding strategies to enhance employee satisfaction, engagement, and well-being;
• Diversity, Equity, and Inclusion (DEI): Proficiency in embedding DEI principles into HR policies and practices;
• Labour Legislation and Compliance: Familiarity with relevant labour laws and ensuring compliance in HR strategies;
• HR Analytics: Skills in using data and metrics to inform decision-making and to measure HR strategy effectiveness;
• An in-depth understanding of relevant legislation and ODE best practices.