Organisation Development Specialist x4 at The South African Broadcasting Corporation (SABC)

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

• Designs, develops, directs, and manages organisation-wide processes of performance management, talent management (inclusive of succession management), key employee retention, organization design across the company including the development/recommendation of optimal enabling technologies for the management of performance.
• Directs a process of workforce planning that evaluates company structure, job design, and personnel forecasting throughout the company.
• Identifies and implements organization culture strategy and plan to support the attainment of the corporation’s goals and promotes employee satisfaction.
• Develop and implement Leadership competency framework and interventions to capacitate Leadership
• Develop and implement the company competency Framework in line with the organization’s vision and strategy
• Ensure that all leaders and future leaders have the necessary skills to succeed.
• Develop an approach to communicate and entrench organizational values
• Advise and ensure that an appropriate organizational structure is in place to meet organizational goals
• Executes engagement and organizational culture initiatives/events/programs for all employees to cultivate a positive company culture.
• 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.
• Analysis of organizational structures, responsibilities, team work, business and/or operating procedures, reporting relationships and work process to design efficient methods of accomplishing work.

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, talent 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 in agreement with HR Business Partners, 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.  
• 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 plus (5+) years Organisational Development/Effectiveness experience,
• Three (3) years generalist Human Resources experience,
• Three (3) years’ experience in a senior consulting capacity,
• Two (2) year’s experience in HR Management role, an added advantage.

KNOWLEDGE

• Sound Performance and Talent Management experience
• Results focused; a consultative leadership style that builds high-performing teams across multi-disciplined projects that consistently meet targets and realise organisational benefits
• Experience designing and implementing change management frameworks and initiatives
• Experience in Organisational Design
• Experience in building frameworks
• Experience developing and implementing Competency frameworks
• 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.