Specialist: Organisational Development at North West University

JOB DESCRIPTION

KEY RESPONSIBILITIES:

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.
• Compile and 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 workstudy investigations for the staff-cost optimisations and facilitate the alignment of positions upon request.
• Partner with the HR team to facilitate staff cost Optimisation 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.

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 a 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 on request.

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.

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 identifies 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

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.
• Participate and contribute 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.

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 organizational needs and employee progress.
• Facilitate organisational, role and work design to achieve alignment and integration across NWU.

Strategy Implementation & 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

Minimum requirements

• A bachelor’s degree in human resource or related fields (Industrial Psychology) (NQF 7).
• Membership with the SABPP.
• A minimum of 5 years’ experience as an OD specialist/Practitioner in relevant industry / professional leadership.

ADDED ADVANTAGES:

• An Honours degree in Human Resources or related fields (Indistrial Psychology) (NQF 8).
• HPCSA Independent Psychometrist.

KEY FUNCTIONAL AND BEHAVIOURAL COMPETENCIES:

• In depth knowledge of organisational design 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.
• Ability to clearly articulate and explain complex ideas and information, as well as the institutional strategy to wider audiences.
• Strong interpersonal and visionary skills.
• The ability to work with people from a wide range of backgrounds.
• Formulating and Developing Strategies and concepts.
• Creating and managing change.
• Work well under pressure, agility, and adaptability.
• 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.