Qualification/s Requirements

• A Grade 12 is required coupled with a minimum National Diploma (equivalent to NQF level 6) or Bachelor’s degree (equivalent to NQF level 7) in the following disciplines: Human Resources Management or Organisational Development or Industrial Psychology or Operations Management or Human Resources Development or Strategy and Systems;
• A minimum 4 years’ experience is required of which 2 years should be on an Assistant Director level or equivalent obtained in an Organisational Development environment;
• Knowledge of systems interventions, strategic planning and facilitation;
• Knowledge of Organisational Development practices and other interventions;
• Knowledge Job Design and Job Evaluation principles, e.g. benchmarking, etc., and
• Knowledge of Change Management, Capability Assessment and related interventions.

Key Performance Areas

Facilitate organisational develop and change management interventions:

• Facilitate change and transition efforts throughout the organisation to ensure identified goals are achieved;
• Asses risks associated with various change initiatives and projects and recommend actions to manage any risks;
• Facilitate and implement customised change models, Initiate and facilitate transformation of leadership capacity towards world class benchmarks;
• Design and implement OD leadership programmes in line with industry;
• Maintain and update knowledge of change management theory, principles, and practices;
• Track and document prioritised change projects for the National Treasury;
• Provide organisation wide assessments about organisation health and effectiveness.

Organisational culture shaping and monitoring:

• Deliver diversity workshops and initiatives on change enablement plans for NT;
• Facilitate the identification of an appropriate culture model for the National Treasury;
• Initiate a platform for regular climate and dipstick surveys, including providing implementation reports, implementing/monitoring and evaluation thereof;
• Facilitate sensitivity training across National Treasury divisions;
• Leverage cultural differences and similarities to the benefit of National Treasury;
• Facilitate, support and consult on endeavours to engender organisational values in National Treasury;
• Translate the desired culture into specific desired leadership behaviours to be understood by different target groups;
• Conduct employee engagements through focus group sessions, including providing implementation reports, implementing/monitoring and evaluation.

Team Effectiveness:

• Conduct needs assessment, design processes and interventions to facilitate team building sessions and promote self-organising teams in NT;
• Develop and maintain an OD menu for team effectiveness interventions as component for business effectiveness;
• Collaborate across the HR functions to ensure convergence in purpose and execution of team effectiveness.

Promote OD services:

• Identify and establish resources for consistent OD deliverables for the National Treasury;
• Develop infrastructure for integration of OD and HR projects;
• Market OD services across the National Treasury;
• Evaluate OD services and the impact on organisational effectiveness and performance improvement whilst creating key OD learning communities.

OD Quality Assurance:

• Facilitate the formation of policies and procedures relating to organisational development and change management;
• Implement and monitor relevant OD policies and procedures;
• Keep abreast of developments in the field of organisational development and interpreting developments on research;
• Evaluate programs and techniques on HR practices;
• Evaluate the effectiveness and efficiency of service delivery and taking corrective measures for improvement.

Foster strategic partnerships:

• Provide shadow consulting for HR practitioners Identify and quantify OD skills;
• Define and implement OD capacity building initiatives for HR practitioners;
• Measure and link key outcomes of HR with overall organisational strategy, vision, mission and goals;
• Assist in resolving sensitive and complex matters on the inter-relatedness between OD and other HR disciplines;
• Design and implement processes to deliver best integration with other HR disciplines and prioritise key interventions.