Senior Specialist: Organisational Design & Assessment (October) needed at ATNS

Job description

• Strategic Alignment  – Ensure alignment of all organisation design and development strategies, programmes and initiatives with the strategic objectives and business imperatives of ATNS;  Prioritise identified org design and development initiatives based on strategic importance, organisational benefits and impact value;  Present a compelling case for org design and/or development by highlighting the direct and indirect benefits to the organisation;  Develop integrated org design and development strategies and initiatives in collaboration with HC leadership and identified key stakeholders;  Establish multi-disciplinary collaborative platforms to ensure alignment, and track and report on pivotal org development projects and processes;  Mobilise organisational engagement through leadership support and sponsorship;  Identify the need for strategic interventions as may be directed by Exco and/or the Chief HC Officer from time to time;  Position organisation design and development in all its facets as a strategic enabler in enhancing organisational performance.
• Org Design – Employ enabling organisation design practices and sound enterprise architecture for delivering org structures geared to business purpose;  Lead and guide organisation and job design to establish a lean organisation, capable of effectively delivering strategic business targets and objectives;  Lead and embed the design of core rules, essential concepts, models and frameworks on business structuring and business development;  Conduct analysis of current structural design and related elements to develop an understanding of the business case and the rationale for organisational change;  Review the business strategy and operating model to define high-level functional capabilities required;  Review the current operating model and propose a revised service delivery model in collaboration with the Strategy division and key leaders;  Propose a design solution incorporating a revised structure, key indicators and required future capabilities;  Develop and implement organisational design standards, principles, processes and methodologies for application within ATNS;  Cascade and implement organisational design initiatives/projects to assist in establishing an efficient organisation, capable of effective delivery of strategic business targets and objectives;  Lead and guide the implementation of organisation structures focusing on purpose, accountabilities and key performance indicators.
• Talent Management – Develop and implement a broad range of integrated talent management solutions to support the organisation in attracting, retaining and developing talent to support the achievement of current and future strategic needs;  Lead the development and implementation of talent development and retention strategies, methodologies, tools and processes, namely:  Succession planning,  Pipeline development, Coaching, Career development, Career pathing;  Employ sound talent and succession management processes and methodologies to build the organisation’s collective leadership bench-strength which is fundamental to achieving strategic goals and objectives;  Provide expert consultation on all aspects of talent including assessment, succession planning, talent pipelines, high potential identification, executive coaching, selection processes, on-boarding and workforce planning;  Develop and establish a positive employment value proposition to enable the attraction and retention of the required talent and scarce skills;  Collaborate and build strategic relationships across other functional areas and key stakeholders to enable the effective implementation of Talent Management programmes and initiatives.
• Job Design and Evaluation – Develop and implement the job evaluation policy, processes, and governance rules to ensure fair and effective evaluation of jobs;  Source and implement a job evaluation system and methodology that is suitable for the organisation, and ensure the renewal of licenses annually;  Establish the ATNS Job Evaluation Committee for evaluation of all jobs within ATNS, and develop and implement the Committee’s mandate;  Ensure training of appointed members in the acquired job evaluation methodology;  Lead and guide the job evaluation process to ensure allocation of appropriate levels to jobs which will enable the delivery of required business performance at strategic, tactical and operational levels;  Maintain a resolutions register containing details of all jobs and their grade levels to date, to refer to, and to enable the management of internal grade level parity;  Identify benchmark jobs graded across the various operations and support disciplines in the organisation for comparative analysis to facilitate internal grade level parity;  Ensure effective job design by developing job descriptions based on business processes and with due cognisance of levels of work;  Ensure development and availability of accurate and updated job descriptions for all roles within the organization;  Ensure effective management of job evaluation processes in line with the policy and governance rules;  Ensure establishment and maintenance of a document management system for Job Evaluation source documents and records, and manage and maintain to ensure good governance for reference and audit purposes;  Provide job evaluation and job design expertise and guidance to the Committee and to leadership in ensuring the creation of enabling structures and value-adding jobs grounded in SST (Stratified Systems Theory of Work).
• Strategic Workforce Planning (SWP) – Establish and embed the strategic workforce planning methodology, system and processes within the organization;  Conduct the forecasting and planning of the workforce across ATNS to ensure that the required skills and capabilities are in place for supporting business performance presently and ensuring the sustainability of the organisation in the future;  Inform tactical and strategic long-term forecasting and planning with insights, trends and impactful analyses across all levels of the organization.
• Org Effectiveness – Establish organisation effectiveness and efficiency levels through the application of context-relevant models, measures and metrics to identify areas and opportunities for improvement;  Plan, develop, and implement solutions that will enhance org effectiveness and efficiency to enable the organisation to better meet current and future workforce and organisational needs;  Develop and/or source best practice methodologies, processes, and tools for enhancing organisational efficiency;  Identify and implement comprehensive initiatives to increase organisational effectiveness and efficiency;  Lead and drive strategies, processes and interventions designed to establish a work environment that is conducive to achieving strategic objectives and required performance;  Ensure effective communication and engagement to support transparency and understanding of business strategy and HC interventions at all levels of the organization.
• Competence Management -Develop and implement functional and leadership competency frameworks so that the development needs of the organisation are met and business performance is enhanced;  Assess and ensure that the organisation has the required competencies, skills, and capabilities for current and future performance sustainability;  Identify key competencies and capabilities to ensure development of those skills required to meet the current and future business needs of ATNS;  Guide the development of organisation skills, competences and capabilities required at each organisational level to ensure long-term sustainability of the business, setting the foundation for, and informing strategic workforce planning;  Advise and guide the organisation on competency modelling and validation;  Advise the business on current and future work specialisation and the jobs required to ensure long term business sustainability.
• Measurement, Monitoring and Reporting – Maintain operational and strategic tracking tools to enable reporting to relevant forums;  Obtain and interrogate business data analytics and information to gain insights and intelligence on the strategic impact and value-add of organisation effectiveness initiatives and interventions;  Measure organisational climate, employee engagement and other factors to determine organisational effectiveness and its ability to perform;  Utilise appropriate measuring tools to identify and inform the required org development initiatives for increasing organisation effectiveness;  Establish multi-disciplinary collaborative platforms to track and report on pivotal org development initiatives;  Derive insights relating to organisation development through the utilisation of  data analytics and appropriate metrics to inform decision making; Compile periodic reports to various stakeholders and governance structures as required;  Generate meaningful management reports to inform decisions on future spend and initiatives.
• Pre-employment and Developmental Assessments – Develop and implement an Assessment strategy and methodology;  Acquire assessment batteries for pre-employment selection and development;  Assess employees for cognition, complexity, personality, skills, leadership, emotional intelligence and integrity, and give feedback to managers and employees.
• Stakeholder Relations Management – Engage and liaise with all key stakeholders on an ongoing basis, establish sound relationships, and ensure that obligations are honoured;  Collaborate with, and build solid relationships with key stakeholders and functional areas to enable insight, understanding and effective functioning;  Monitor all key stakeholder continuously, engage consistently, establish mutually beneficial agreements and ensure that obligations are honoured;  Manage relationships in accordance with policies, procedures and legal requirements;  Participate in HC management meetings and other relevant strategic leadership forums;  Ensure integration of programmes, initiatives, services and activities to enhance the effective functioning and performance of Human Capital through ongoing engagement and communication with key stakeholders in the business.
• Financial Management – Manage delegated expenditure in line with business priorities and within set financial parameters, and report deviations;         Provide input into the development of the Organisational Development budget.

Minimum requirements

Minimum Formal Qualifications:

•  B-Degree in Industrial Psychology/HR Management/ Organisation Development/ Social Sciences/ or equivalent
• Honours degree in Industrial Psychology or related field is required
• Registration with the Health Professions Council of South Africa (HPCSA) is required
• Post graduate qualification in Business Management/Social Sciences/ Organisation Development or relevant field is an advantage
• Qualification in management or leadership is an advantage
• Experience in Lean Six Sigma is an advantage
• Experience in the assessment of job candidates as a psychometrist is essential

Minimum Years of Experience:

•  Seasoned professional is required with a minimum of 5 years’ experience in organisational design, development and talent management of which at least 3 years are at a management level
•  Experienced in utilising data analytics and HC metrics for reporting and decision making
•  Knowledge, insight and understanding of enhancing organisational performance through the implementation of organisation effectiveness measures and solutions
• Knowledgeable in all key HC processes including Performance Management, Learning and Development, Talent Management and Reward Management
•  Experienced in facilitating management teams and groups
•  Exceptional interpersonal skills and stakeholder relations management is required