Manager: Organisational Development

• HR Strategy, Business Plan, and Organizational Transformation:
• Design, create and improve on core organisational development & talent strategies and processes including performance management, talent management, and employee engagement, organisational design, and culture, change and transformation management.
• Develop and implement OD strategies effectively, ensuring success measures are defined and applied consistently;
• Build and maintain effective business relationships with all key internal and external stakeholders by initiating and maintaining regular interactions with the aim of supporting and improving HC methodologies/practices;
• Report on all key risks and measures to mitigate the risks
• Talent Management Develop:
• implement and manage the Talent Management process for SAMSA and build the talent pipeline, continuously improving on the standards and methods in place
• Develop and implement talent retention strategies that support the achievement of the organisational strategy
• Serve as an internal consultant and expert on talent practices to the business and human capital consultants when needed
• In partnership with the HC team and line managers, identify performance gaps, determine learning and development needs to meet business needs now and, in the future
• Collaborate with the Training & Development Manager, in the development of leadership development and training programmes and processes which are aligned to strategic business needs and the overall Human Capital plan
• Serve as a specialist talent advisor to executive leadership for effective management of top talent, retention and succession planning
• Performance Management:
• Lead the development and implementation of performance and competency frameworks which will support the business transition and culture change
• Develop a performance management system by evaluating the business needs and designing a tool in line with organisational goals and objectives as required
• Together with HR Consultants, create organisational awareness on the performance management policy and practice, by communicating educating, and informing key stakeholders on related processes, tools and methodologies on an ongoing basis.
• Monitor the effectiveness of the performance management process by reviewing and evaluating the system annually
• Organisational Effectiveness:
• Perform organisational assessments and establish action plans to address issues in conjunction with Chief Human Capital Officer to improve employee engagement
• Design, implement and oversee programs that increase efficiency, strengthen and improve performance and maintain the overall health of the organization in partnership with the HC team
• Develop and oversee the organisation`s competency framework which forms the basis of employee development
• Design, develop and implement change management and culture strategies and practices for the company to ensure smooth implementation and transition during times of change and building a high-performance value driven culture contributing to delivery of business objectives
• Serve as advisor to human resources in the area of organisational development and effectiveness
• Identify overarching principles and behaviour to support achievement of organisational culture and overall strategic objectives, including but not limited to current vision and values and high-performance culture intent
• Organisational Design:
• Develop, manage and update the organisational structure as and when required
• Conduct 5-year capacity planning by determining skills requirements (demand and supply of skills) for SAMSA
• Develop a Workforce Planning Tool or Model based on other environmental scanning techniques to determine future skills supply and shortages and core, critical and scarce skills
• Facilitate the establishing of the number of job roles and the number of employees required per job role for the Organisation, Divisions/Centres taking into consideration the job roles and capabilities required. These include defining the level required per job
• Ensure job profiling, evaluation and grading approaches are fit for purpose and support organisational effectiveness
• Employment Equity & Transformation
• Develop and implement the Employment Equity (EE) Plan for SAMSA
• Ensure implementation of the EE Plan through the establishment and effective running of the EE Forum
• Develop and implement transformation and Employment Equity strategies
• Leadership:
• Provide leadership and direction to the OD team that is aligned with the SAMSA culture and values
• Manage the performance, productivity, development and wellbeing of the OD team
• Implement performance measures and incentives
• Facilitate synergy and co-ordination between the Training & Development, OD and HC Operations
• Financial Management:
• Manage all scoping and costing for OD related initiatives and ensure projects are delivered on time and within budget in a cost efficient and responsible manner
• Provide input in the Human Capital Management budget to ensure that projects ate delivered in a cost efficient and responsible manner
• Project Management
• Contract Management

• Postgraduate Qualification in Human Resources Management is essential (NQF 8)
• Postgraduate Qualification in Industrial Psychology is preferred (NQF 8)
• Registration with the SABPP or similar would be an advantage

• 5 to 10 years of relevant experience in HR, of which at least 3 should have been with specific focus on OD, culture and business transformation is essential
• 7 to 10 years of relevant experience in HR, of which at least 3 should have been with specific focus on OD, culture and business transformation is preferred.
• Demonstrated experience in partnering with business on solving business/operational issues through the application of progressive people practices

• HRM methodologies and practices HR related trends, services and products
• Human Resources legislation
• HR Policies and Processes
• HR Systems
• Technical Competence in Organisation Development, Performance Management, Talent Management and HR related ACTS
• Communication Skills (Verbal and Written)
• Consulting Skills
• Facilitation and Training Skills
• Influencing and Negotiation Skills
• Problem Solving and Analytical Skills
• Organisational Design and Planning
• Strategic Design
• Project Management Skills
• Research and Conceptualisation Skills
• Advanced Microsoft Office Skills

South African Maritime Safety Authority