468 Hr Strategies jobs in South Africa

ROLE PURPOSE

As HR Consulting Manager, you will translate business strategy into actionable HR solutions, balancing visionary leadership with hands-on operational excellence. You will manage a high-performing team, partner with clients as a trusted advisor, and drive growth through creative, future-focused HR interventions.

This role offers autonomy, strategic influence, and the opportunity to work with a versatile client base, both local and international, under the Digicall Group umbrella.

If you're ready to belong to an "open mindset" work culture that promotes continuous learning and improvement, prioritises service excellence, values individuals, and celebrates the people who light up our world, apply now and show us how you'll shine

QUALIFICATION

Minimum:

• Grade 12 or equivalent NQF level 4
• Degree in Human Resources or relevant industry/field

Advantageous:
Honours/Masters Degree in a relevant field/industry

EXPERIENCE

• A seasoned HR Professional/Consultant with 8–10 years' experience in client-facing environments
• A proven leader with 5+ years managing HR professionals
• Strong knowledge of South African labour legislation
• Proficient in Microsoft Office and data-driven decision-making
• A strategic operator who thrives in dynamic, multi-entity environments
• A creative problem-solver who designs tailored, best-practice HR solutions
• A confident communicator who builds trust and drives change

RESPONSIBILITIES:

Strategy:

• Align departmental structure, processes, and outputs with DigiForte's business strategy and growth objectives.
• Build and deepen executive-level relationships with existing and prospective clients, positioning DigiForte as a trusted HR partner.
• Translate client needs into tailored, forward-thinking HR solutions that drive measurable impact.
• Monitor market trends and regulatory shifts to ensure consulting offerings remain relevant, compliant, and competitive.

Governance:

• Abide by company policy, departmental procedures, and ISO Standards.
• Aligned to Digicall's core values (Bright, Agile and True).

Financial Management:

• Manage the annual departmental budget in collaboration with the CEO.
• Responsible for the cost-effective allocation and use of company resources.
• Implement, control, and manage departmental resources and procedures within approved budget guidelines.
• Compile and present budget reports regarding expenditures to keep the CEO appropriately informed of the department's budget position.

OPERATIONAL

Business Management:

• Consider strategic opportunities around HR consultancy and growing the company's consultancy business and brand.
• Delegate responsibilities and supervise the work of employees providing guidance and motivation to drive maximum performance.
• Manage specific HR services and clients directly.
• Liaise with top management to understand the DigiForte Business strategy and plan and understand the implications for the department.
• Liaise with the Sales team to drive the closing of new deals.
• Monitor the Sales Pipeline and proactively manage the growth thereof.
• Coordinate plans and activities amongst other DigiForte departments.
• Secure sufficient resources to execute the departmental business plan.
• Continue monitoring the external business environments for changing needs and forces and develop strategies to address these.
• Ensure all relevant operations policies are in place and complied with.
• To constantly work towards the achievement of departmental goals and targets.
• To establish common standards of practice within the department in line with DigiForte group standards and practices.
• To ensure the maintenance of accurate and up-to-date information concerning the department.
• To provide feedback on all financial, contractual, and other general information of the department.
• To analyse and evaluate, with the department, performance data provided and take appropriate action in response.
• Prepare reports by compiling summaries of the client status reports as well as client meetings.

HR Consulting:

• Provide input and guidance to the HR consulting team on the various HR service offerings, ranging from standard strategic HR input, HR Audits, and specialised HR solutions as per the client's need.
• Attend first client meetings with the HR consulting team to build rapport.
• Assist in identifying gaps and risks per client profile.
• Recommend possible solutions to Senior HR Consultants on how to manage identified risks/gaps per client.
• Inform clients of any major changes to applicable laws and regulations.
• Direct the HR Consulting team on required compliance submissions of legislation regulations.
• Ensure to apply best practice HR policies and procedures, as well as HR principles to ensure favourable solutions for all clients.
• Monitor all client projects and retainer services.
• Create a sense of innovation in the consulting team to ensure future-focused and best-practice HR solutions are created to stay abreast in the market.

People Leadership:

• Responsible for the management of the HR consulting department and team.
• Oversee the recruitment of resources for the department.
• Responsible for the development and training of direct reports.
• Responsible for the talent management and succession planning of direct reports.
• Initiate disciplinary action for departmental employees that is non-compliant with company objectives/policies and procedures.
• Ensure sound and productive employee relations, good morale, and productive work culture across departments.
• Ensure the company is compliant with all relevant statutory requirements.
• Ensure and enforce the adherence and execution of all company and group key strategic objectives.

Johannesburg

Published Date: 08 September 2025

Closing Date: 30 September 2025

Join to apply for the HR Consulting Manager - Digicall role at Trending Talent Solutions

Get AI-powered advice on this job and more exclusive features.

As HR Consulting Manager, you will translate business strategy into actionable HR solutions, balancing visionary leadership with hands-on operational excellence. You will manage a high-performing team, partner with clients as a trusted advisor, and drive growth through creative, future-focused HR interventions.

This role offers autonomy, strategic influence, and the opportunity to work with a versatile client base, both local and international, under the Digicall Group umbrella.

If you’re ready to belong to an “open mindset” work culture that promotes continuous learning and improvement, prioritises service excellence, values individuals, and celebrates the people who light up our world, apply now and show us how you’ll shine!

Minimum:

• Grade 12 or equivalent NQF level 4
• Degree in Human Resources or relevant industry/field

Advantageous: Honours/Masters Degree in a relevant field/industry

• A seasoned HR Professional/Consultant with 8–10 years’ experience in client-facing environments
• A proven leader with 5+ years managing HR professionals
• Strong knowledge of South African labour legislation
• Proficient in Microsoft Office and data-driven decision-making
• A strategic operator who thrives in dynamic, multi-entity environments
• A creative problem-solver who designs tailored, best-practice HR solutions
• A confident communicator who builds trust and drives change

• Align departmental structure, processes, and outputs with DigiForte’s business strategy and growth objectives.
• Build and deepen executive-level relationships with existing and prospective clients, positioning DigiForte as a trusted HR partner.
• Translate client needs into tailored, forward-thinking HR solutions that drive measurable impact.
• Monitor market trends and regulatory shifts to ensure consulting offerings remain relevant, compliant, and competitive.

• Abide by company policy, departmental procedures, and ISO Standards.
• Aligned to Digicall’s core values (Bright, Agile and True).
• Manage the annual departmental budget in collaboration with the CEO.
• Responsible for the cost-effective allocation and use of company resources.
• Implement, control, and manage departmental resources and procedures within approved budget guidelines.
• Compile and present budget reports regarding expenditures to keep the CEO appropriately informed of the department’s budget position.

• Consider strategic opportunities around HR consultancy and growing the company’s consultancy business and brand.
• Delegate responsibilities and supervise the work of employees providing guidance and motivation to drive maximum performance.
• Manage specific HR services and clients directly.
• Liaise with top management to understand the DigiForte Business strategy and plan and understand the implications for the department.
• Liaise with the Sales team to drive the closing of new deals.
• Monitor the Sales Pipeline and proactively manage the growth thereof.
• Coordinate plans and activities amongst other DigiForte departments.
• Secure sufficient resources to execute the departmental business plan.
• Continue monitoring the external business environments for changing needs and forces and develop strategies to address these.
• Ensure all relevant operations policies are in place and complied with.
• To constantly work towards the achievement of departmental goals and targets.
• To establish common standards of practice within the department in line with DigiForte group standards and practices.
• To ensure the maintenance of accurate and up-to-date information concerning the department.
• To provide feedback on all financial, contractual, and other general information of the department.
• To analyse and evaluate, with the department, performance data provided and take appropriate action in response.
• Prepare reports by compiling summaries of the client status reports as well as client meetings.

• Provide input and guidance to the HR consulting team on the various HR service offerings, ranging from standard strategic HR input, HR Audits, and specialised HR solutions as per the client’s need.
• Attend first client meetings with the HR consulting team to build rapport.
• Assist in identifying gaps and risks per client profile.
• Recommend possible solutions to Senior HR Consultants on how to manage identified risks/gaps per client.
• Inform clients of any major changes to applicable laws and regulations.
• Direct the HR Consulting team on required compliance submissions of legislation regulations.
• Ensure to apply best practice HR policies and procedures, as well as HR principles to ensure favourable solutions for all clients.
• Monitor all client projects and retainer services.
• Create a sense of innovation in the consulting team to ensure future-focused and best-practice HR solutions are created to stay abreast in the market.
• Responsible for the management of the HR consulting department and team.
• Oversee the recruitment of resources for the department.
• Responsible for the development and training of direct reports.
• Responsible for the talent management and succession planning of direct reports.
• Initiate disciplinary action for departmental employees that is non-compliant with company objectives/policies and procedures.
• Ensure sound and productive employee relations, good morale, and productive work culture across departments.
• Ensure the company is compliant with all relevant statutory requirements.
• Ensure and enforce the adherence and execution of all company and group key strategic objectives.

Johannesburg

Published Date: 08 September 2025

Closing Date: 30 September 2025

Referrals increase your chances of interviewing at Trending Talent Solutions by 2x

Get notified about new Manager Human Resources Consulting jobs in City of Johannesburg, Gauteng, South Africa .

Johannesburg, Gauteng, South Africa 1 hour ago

Overview

ROLE PURPOSE
As HR Consulting Manager, you will translate business strategy into actionable HR solutions, balancing visionary leadership with hands-on operational excellence. You will manage a high-performing team, partner with clients as a trusted advisor, and drive growth through creative, future-focused HR interventions. This role offers autonomy, strategic influence, and the opportunity to work with a versatile client base, both local and international, under the Digicall Group umbrella. If you’re ready to belong to an “open mindset” work culture that promotes continuous learning and improvement, prioritises service excellence, values individuals, and celebrates the people who light up our world, apply now and show us how you’ll shine!

QUALIFICATION

Minimum

• Grade 12 or equivalent NQF level 4
• Degree in Human Resources or relevant industry/field

Advantageous: Honours/Masters Degree in a relevant field/industry

Experience

• A seasoned HR Professional/Consultant with 8–10 years’ experience in client-facing environments
• A proven leader with 5+ years managing HR professionals
• Strong knowledge of South African labour legislation
• Proficient in Microsoft Office and data-driven decision-making
• A strategic operator who thrives in dynamic, multi-entity environments
• A creative problem-solver who designs tailored, best-practice HR solutions
• A confident communicator who builds trust and drives change

Responsibilities

Strategy

• Align departmental structure, processes, and outputs with DigiForte’s business strategy and growth objectives.
• Build and deepen executive-level relationships with existing and prospective clients, positioning DigiForte as a trusted HR partner.
• Translate client needs into tailored, forward-thinking HR solutions that drive measurable impact.
• Monitor market trends and regulatory shifts to ensure consulting offerings remain relevant, compliant, and competitive.

Governance

• Abide by company policy, departmental procedures, and ISO Standards.
• Aligned to Digicall’s core values (Bright, Agile and True).

Financial Management

• Manage the annual departmental budget in collaboration with the CEO.
• Responsible for the cost-effective allocation and use of company resources.
• Implement, control, and manage departmental resources and procedures within approved budget guidelines.
• Compile and present budget reports regarding expenditures to keep the CEO appropriately informed of the department’s budget position.

OPERATIONAL

Business Management

• Consider strategic opportunities around HR consultancy and growing the company’s consultancy business and brand.
• Delegate responsibilities and supervise the work of employees providing guidance and motivation to drive maximum performance.
• Manage specific HR services and clients directly.
• Liaise with top management to understand the DigiForte Business strategy and plan and understand the implications for the department.
• Liaise with the Sales team to drive the closing of new deals.
• Monitor the Sales Pipeline and proactively manage the growth thereof.
• Coordinate plans and activities amongst other DigiForte departments.
• Secure sufficient resources to execute the departmental business plan.
• Continue monitoring the external business environments for changing needs and forces and develop strategies to address these.
• Ensure all relevant operations policies are in place and complied with.
• To constantly work towards the achievement of departmental goals and targets.
• To establish common standards of practice within the department in line with DigiForte group standards and practices.
• To ensure the maintenance of accurate and up-to-date information concerning the department.
• To provide feedback on all financial, contractual, and other general information of the department.
• To analyse and evaluate, with the department, performance data provided and take appropriate action in response.
• Prepare reports by compiling summaries of the client status reports as well as client meetings.

HR Consulting

• Provide input and guidance to the HR consulting team on the various HR service offerings, ranging from standard strategic HR input, HR Audits, and specialised HR solutions as per the client’s need.
• Attend first client meetings with the HR consulting team to build rapport.
• Assist in identifying gaps and risks per client profile.
• Recommend possible solutions to Senior HR Consultants on how to manage identified risks/gaps per client.
• Inform clients of any major changes to applicable laws and regulations.
• Direct the HR Consulting team on required compliance submissions of legislation regulations.
• Ensure to apply best practice HR policies and procedures, as well as HR principles to ensure favourable solutions for all clients.
• Monitor all client projects and retainer services.
• Create a sense of innovation in the consulting team to ensure future-focused and best-practice HR solutions are created to stay abreast in the market.

People Leadership

• Responsible for the management of the HR consulting department and team.
• Oversee the recruitment of resources for the department.
• Responsible for the development and training of direct reports.
• Responsible for the talent management and succession planning of direct reports.
• Initiate disciplinary action for departmental employees that is non-compliant with company objectives/policies and procedures.
• Ensure sound and productive employee relations, good morale, and productive work culture across departments. Ensure the company is compliant with all relevant statutory requirements.
• Ensure and enforce the adherence and execution of all company and group key strategic objectives.

Job Category: HR Consulting Manager

Job Type: Full Time

Job Location: Johannesburg

Assistant Director: Organizational Development

REF NOHR4/25/09/01HO

Re-advert, applicants who previously applied must re-apply.

SALARY: R per annum

CENTRE: Head Office, Pretoria

REQUIREMENTS: An Undergraduate qualification at (NQF 6) as recognized by SAQA in

Management Services/ Industrial Engineering/ Operations/ Production Management/ Industrial Psychology/Human Resource Management. Four (4) years functional experience in Organisational Development/ Effectiveness/ Work Study services environment. Knowledge: Basic understanding of policies, regulations, prescripts and legislation, Understanding of efficiency promotion including the development of organisational structure, Job profile design and Job evaluation, Organisational behaviour, Business Process Management, Organisational Design, DPSA Resolutions and Guidelines, Labour Relations Act, Basic knowledge of Public Financial Management Act. Skills: Organizational and planning, Facilitation, Project Management, Computer, Good communication (verbal and written), Listening, Interviewing, Research, Analytical, Good interpersonal relation, Report writing, Innovative.

DUTIES: Manage and facilitate organizational development investigations. Manage and

facilitate the development and review of job profile in the Department. Facilitate and conduct Job Evaluation processes within the Department. Coordinate and Facilitate the development of Business Process Improvement. Conduct change management processes intervention and organizational client survey in the Department.

ENQUIRIES: Mr S Nkhabelane Tel No:

APPLICATIONS: Chief Director: Human Resources Management: Private Bag X117, Pretoria,

0001 or hand deliver at 215 Francis Baard Street. Email: Jobs-

FORATTENTION: Sub-directorate: Human Resources Operations, Head Office

CLOSINGDATE: 12 September 2025 at 16:00 (walk-in) and 00:00 (online)

NOTE: All attachments for online application must include an application form Z83 and

CV only, in PDF and as one (1) document or attachment, indicate the correct job title and the reference number of the post on the subject line of your email. Use the correct email address associated with the post. JPEG (picture/snapshot) application will not be accepted. Failure to do so, your application will be disqualified. Applications quoting the relevant reference number must be submitted on the new form Z83, obtainable from any Public Service Department or on the internet at Received applications using the incorrect application for employment (old Z83) will not be considered. Each post(s) advert must be accompanied by its own application form for employment and must be fully completed, initialled and signed by the applicant as instructed below. Failure to fully complete, initial and sign the Z83 form will lead to disqualification of the application during the selection process. All fields of Section A, B, C and D of the Z83 must be completed in full. Section E, F, G (Due to the limited space on the Z83 it is acceptable for applicants to indicate refer to CV or see attached. However, the question related to conditions that prevent re-appointment under Part "F" must be answered and declaration signed. Only an updated comprehensive CV (with detailed previous experience if any) and a completed and signed new Z83 application form is required. Only shortlisted candidates will be required to submit certified copies of qualifications and other related documents on or before the day of the interview following the communication from Human Resources and such qualification(s) and other related document(s) will be in line with the requirements of the advert. Non-RSA Citizens/Permanent Resident Permit holders in possession of foreign qualifications must be accompanied by an evaluation report issued by the South African Qualification Authority (SAQA) (only when shortlisted). The Department does not accept applications via fax. Applicants who do not comply with the abovementioned instructions/ requirements, as well as applications received late will not be considered. Failure to submit all the requested documents will result in the application not being considered. Correspondence will be limited to shortlisted candidates only. All shortlisted candidates shall undertake a pre-entry practical exercise as part of the assessment method to determine the candidate's suitability based on the post's technical and generic requirements. Suitable candidates will be subjected to a personnel suitability check (criminal record, citizenship, credit record checks, qualification verification and employment verification). Please note by responding to the advertisement, you consent to the collection, processing, and storing of your Personal Information in accordance with the Protection of Personal Information Act (POPIA). Your information will be used soley for the purpose of this promotion and will not be shared with third parties without prior consent unless required by law. If you have not been contacted within eight (8) weeks after the closing date of this advertisement, please accept that your application was unsuccessful. The Department reserves the right not to make any appointment(s) to the below advertised post(s). The successful candidate will be required to enter into an employment contract and a performance agreement. The Department is an equal opportunity affirmative action employer. The Employment Equity Plan of the Department shall inform the employment decision. It is the Department's intention to promote equity (race, gender and disability) through the filling of this post(s)

• Change Management: Lead and facilitate organizational change efforts. Collaborate with stakeholders to ensure smooth transitions during restructuring, process improvements, and cultural shifts;
• Leadership Development: Design and deliver leadership programs that empower managers and executives to lead effectively. Foster a growth mindset and promote continuous learning;
• Team Building: Create and facilitate team-building workshops to enhance collaboration, communication, and trust among teams;
• Culture Enhancement: Assess organizational culture, identify areas for improvement, and implement strategies to create a positive and inclusive work environment;
• Organizational Assessments: Conduct assessments to identify gaps and opportunities. Use data-driven insights to inform OD interventions;
• Strategic Planning: Align OD initiatives with Columbus Stainless’ strategic goals. Develop action plans and measure progress;
• Process Redesign: Collaborate with cross-functional teams to streamline processes and improve efficiency;
• Facilitate problem solving: Continuous improvement and process design workshops as and when required;
• HR Collaboration: Work closely with HR colleagues to integrate OD practices into talent management, performance reviews, and succession planning.

Degree in Business Psychology / Industrial Psychology or relevant;

A Honours degree will be an advantage;

Certificate: Organizational Development / Change Development / Leadership Development;

7 years' Organizational Development (OD) experience;

1 year HR Generalist experience;

1 year training experience;

Change Leadership: Ability to guide teams through complex transformations;

Data-Driven Approach: Proficient in using data and analytics to inform decision-making;

Facilitation Skills: Skilled in leading problem-solving workshops, focus groups, and training sessions;

Strategic Mindset: Understand the big picture and align OD efforts with business objectives;

Excellent Communication: Clear, concise, and persuasive communication skills;

Adaptability: Thrive in a dynamic environment and embrace ambiguity.

A market-related salary is on offer.

Should you be interested in this role, kindly apply to this Pnet advertisement ASAP. Only South African citizens will be considered for this role.

Overview

Position Title: Senior Manager, Organizational Development and Sports – Africa

Location: Africa Region

Department: SO Africa Region

Reports to: Director, Program Development and Sports SO Africa Region

Organization Summary: Founded in 1968, Special Olympics is a global movement to end discrimination against people with intellectual disabilities. We foster acceptance of all people through the power of sport and programming in education, health, and leadership. With nearly four million athletes and Unified Sports® partners and one million coaches and volunteers in more than 170 countries, Special Olympics delivers more than 30 Olympic-type sports and nearly 50,000 games and competitions every year. Learn more at SpecialOlympics.org.

Worksite: Home-based office with approximately 60 to 70% travel to Special Olympics Programs and events in the Africa Region.

The Senior Manager, Organizational Development and Sports, Africa Region will have the responsibility to assess, advise, consult and assist in all aspects of organizational program development. He/she will identify needs and opportunities for Special Olympics initiatives and services and advise leadership on potential improvements, disseminate and collect best practices and develop and create new activities to support growth, as part of each Program’s strategic planning process. These activities may include but are not limited to recruitment/retention of coaches, athletes and volunteers, event management, all areas of fundraising and financial planning. He/she will provide leadership, training, service and support to insure a strong understanding and commitment by Programs to the Special Olympics General Rules, Strategic Plan and Priorities of the Special Olympics Movement. He/she will be the first line of authority and communication from the Director, Program Development and Sports SO Africa Region to assigned Programs to proactively solve the wide range of challenges that affect Programs and the Movement on a day to day basis. It is expected that the Senior Manager, Organizational Development and Sports will develop several areas of expertise that can be deployed anywhere in the Movement.

• Develop outstanding relationships with the Program CEOs and Board Chairs in the Region to ensure optimal engagement and a sense of partnership. Communicate with these individuals on a regular basis to insure that programs have a current understanding of Program issues, Program achievements and an understanding of regional trends.
• Seek additional counsel from both the President and Managing Director and SOI, the Director, Program Development and Sports SO Africa Region and Africa Region staff whenever necessary to proactively support the Program and help foster interaction across constituencies.
• Customize SOI curriculum, materials and templates to assist Programs with annual planning and evaluation.
• Support implementation and on-going utilization of the PQS (Program Quality Standards) to develop performance and accountability goals for initiatives, services, events and recruitment.
• Will help in the process of transitioning the PQS system to the new Program standards and provide training to Program leadership in understanding the purpose and use of Program standards.
• Support planning and facilitation of orientation and training of new CEOs and Board Chairs. Collaboratively develop a succession plan for staff and board.
• Develop and provide expertise in specific SOI areas including, but not limited to inclusion, governance, board development, outreach strategies, government relations and fundraising.
• Work with SOI Chief Legal Officer and Managing Director on resolving all compliance issues related to accreditation and the General Rules.
• Serve as a key resource for Programs to identify and apply for grants, collaborative fundraising opportunities and government funding.
• Monitor the progress and provide detailed reports on the Program Action Plans and Regional strategic plan and provide guidance to Program leaders in their planning process to conform with the Regional and Global strategic plan.
• Provide guidance and lead World Games application process, registration and will supervise Regional program leaders to during the Games.
• Will supervise and provide guidance to 2 Regional athlete leaders in areas of sports.

• Academic qualification that will meet the position and five to seven years of related experience with a non-profit organization or association with strong grass roots and/or constituent based relationship or focus on organizational development, public or social policy.
• Preferred extensive experience managing and leading teams.
• Preferred experience in one of the following: service on a non-profit board; board /staff management and leadership development; board/staff evaluation; creating, facilitating and managing strategic planning; or experience in developing and writing cases for support.
• Preferred: through knowledge and leadership experience with the Special Olympics Movement.

• Ability to be creative in designing programs and exacting in their execution.
• Excellent leadership, negotiating and consensus building skills.
• Proven ability to build and maintain trust with a wide array of clients and staff
• Appreciation and respect for diversity.
• Demonstrated ability to prioritize and meet multiple, competing responsibilities and to lead others
• Ability to work in a fast paced and changing environment
• Superior written, computer and oral communication skills
• Demonstrated ability to mobilize a team around shared goals. Ability to work in and lead teams that include SOA staff, volunteers, athletes and Program leadership.

Position Title: Senior Manager, Organizational Development and Sports – Africa

Location: Africa Region

Department: SO Africa Region

Reports to: Director, Program Development and Sports SO Africa Region

Organization Summary:

Founded in 1968, Special Olympics is a global movement to end discrimination against people with intellectual disabilities. We foster acceptance of all people through the power of sport and programming in education, health, and leadership. With nearly four million athletes and Unified Sports partners and one million coaches and volunteers in more than 170 countries, Special Olympics delivers more than 30 Olympic-type sports and nearly 50,000 games and competitions every year. Learn more at

JOB DESCRIPTION

Worksite: Home-based office with approximately 60 to 70% travel to Special Olympics Programs and events in the Africa Region.

Position Summary :

The Senior Manager, Organizational Development and Sports, Africa Region will have the responsibility to assess, advise, consult and assist in all aspects of organizational program development. He/she will identify needs and opportunities for Special Olympics initiatives and services and advise leadership on potential improvements, disseminate and collect best practices and develop and create new activities to support growth, as part of each Program's strategic planning process. These activities may include but are not limited to recruitment/retention of coaches, athletes and volunteers, event management, all areas of fundraising and financial planning. He/she will provide leadership, training, service and support to insure a strong understanding and commitment by Programs to the Special Olympics General Rules, Strategic Plan and Priorities of the Special Olympics Movement. He/she will be the first line of authority and communication from the Director, Program Development and Sports SO Africa Region to assigned Programs to proactively solve the wide range of challenges that affect Programs and the Movement on a day to day basis. It is expected that the Senior Manager, Organizational Development and Sports will develop several areas of expertise that can be deployed anywhere in the Movement.

Primary Responsibilities:

• Develop outstanding relationships with the Program CEOs and Board Chairs in the Region to ensure optimal engagement and a sense of partnership. Communicate with these individuals on a regular basis to insure that programs have a current understanding of Program issues, Program achievements and an understanding of regional trends.

• Seek additional counsel from both the President and Managing Director and SOI, the Director, Program Development and Sports SO Africa Region and Africa Region staff whenever necessary to proactively support the Program and help foster interaction across constituencies.

• Customize SOI curriculum, materials and templates to assist Programs with annual planning and evaluation.

• Support implementation and on-going utilization of the PQS (Program Quality Standards) to develop performance and accountability goals for initiatives, services, events and recruitment.

• Will help in the process of transitioning the PQS system to the new Program standards and provide training to Program leadership in understanding the purpose and use of Program standards.

• Support planning and facilitation of orientation and training of new CEOs and Board Chairs. Collaboratively develop a succession plan for staff and board.

• Develop and provide expertise in specific SOI areas including, but not limited to inclusion, governance, board development, outreach strategies, government relations and fundraising.

• Work with SOI Chief Legal Officer and Managing Director on resolving all compliance issues related to accreditation and the General Rules.

• Serve as a key resource for Programs to identify and apply for grants, collaborative fundraising opportunities and government funding.

• Monitor the progress and provide detailed reports on the Program Action Plans and Regional strategic plan and provide guidance to Program leaders in their planning process to conform with the Regional and Global strategic plan.

• Provide guidance and lead World Games application process, registration and will supervise Regional program leaders to during the Games.

• Will supervise and provide guidance to 2 Regional athlete leaders in areas of sports.

Required Qualifications :

• Academic qualification that will meet the position and five to seven years of related experience with a non-profit organization or association with strong grass roots and/or constituent based relationship or focus on organizational development, public or social policy.

• Preferred extensive experience managing and leading teams.

• Preferred experience in one of the following: service on a non-profit board; board /staff management and leadership development; board/staff evaluation; creating, facilitating and managing strategic planning; or experience in developing and writing cases for support.

• Preferred: through knowledge and leadership experience with the Special Olympics Movement.

Desired Qualifications :

• Ability to be creative in designing programs and exacting in their execution.

• Excellent leadership, negotiating and consensus building skills.

• Proven ability to build and maintain trust with a wide array of clients and staff

• Appreciation and respect for diversity.

• Demonstrated ability to prioritize and meet multiple, competing responsibilities and to lead others

• Ability to work in a fast paced and changing environment

• Superior written, computer and oral communication skills

• Demonstrated ability to mobilize a team around shared goals. Ability to work in and lead teams that include SOA staff, volunteers, athletes and Program leadership.