49 Organizational Development jobs in South Africa

We are looking for an Organizational Development Specialist for a 3 Months Contract Must have: A Bachelor’s Degree in Social Sciences, Human Resources Management,Industrial or Organizational Design/Development qualification. At least eight years relevant experience in Organizational Design. Experience in working across sizeable and complex organizations, successfullyimplementing organization design / development projects, supporting significantbusiness change. Roads, engineering or Construction background Experience in the following is required:o Evaluating organizational structures,o Conducting Job Analysis,o Conducting job classifications,o Compiling job descriptions,o Conducting job matching,o Validating minimum qualification requirements Urgently forward CVs to #J-18808-Ljbffr

Our Client is looking to appoint a suitably qualified and competent Senior OD Business Partner. Duties & Responsibilities

• 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.

Desired Experience & Qualification

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.

Package & Remuneration

A market-related salary is on offer.

Interested?

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

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Our Client is looking to appoint a suitably qualified and competent Senior OD Business Partner. Duties & Responsibilities 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. Desired Experience & Qualification 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. Package & Remuneration A market-related salary is on offer. Interested? Should you be interested in this role, kindly apply to this Pnet advertisement ASAP. Only South African citizens will be considered for this role. #J-18808-Ljbffr

Our Client is looking to appoint a suitably qualified and competent Senior OD Business Partner. Duties & Responsibilities 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. Desired Experience & Qualification 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. Package & Remuneration A market-related salary is on offer. Interested? Should you be interested in this role, kindly apply to this Pnet advertisement ASAP. Only South African citizens will be considered for this role. #J-18808-Ljbffr

Overview

We are looking for candidates to fill an organizational change management position in Pretoria, South Africa, with a 3-month extended contract role. The salary ranges from 40,000 to 51,000 ZAR per month.

Responsibilities

• Develop Change Strategies: Design and implement structured change management plans that align with business goals and project timelines.
• Stakeholder Engagement: Identify key stakeholders, assess their influence and impact, and maintain open lines of communication throughout the change process.
• Impact Analysis: Conduct readiness assessments and impact analyses to understand how changes affect individuals, teams, and departments.
• Communication Planning: Create and execute communication strategies that clearly articulate the vision, benefits, and progress of the change.
• Training & Support: Collaborate with HR and training teams to develop and deliver training programs that equip employees with the skills and knowledge needed for the change.
• Resistance Management: Identify sources of resistance and develop targeted strategies to address concerns and foster buy-in.
• Performance Tracking: Establish metrics and feedback loops to monitor adoption, usage, and proficiency, and adjust strategies as needed.
• Collaboration: Work closely with project managers, business analysts, and leadership to integrate change management into broader project plans.
• Deliverables may include: Change impact assessments, Stakeholder maps and engagement plans, Communication and training plans, Resistance management strategies, Adoption and proficiency metrics, Post-implementation reviews.

Qualifications (implied)

• Relevant change management experience and ability to lead organizational change initiatives (implied by responsibilities).

Details

• Seniority level: Mid-Senior level
• Employment type: Contract
• Job function: Information Technology
• Industries: IT Services and IT Consulting

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The purpose of this role is to plan and execute Organisational Development strategies across the organisation by developing and providing interventions through implementation of change management, performance management, succession planning and related transformation processes.

KEY PERFORMANCE AREAS (KPAS)

KPA 1: Business Planning and Financial Management

1. Collaborate with Senior Manager: OD and Transformation to develop long term strategic plans for the department.
2. Participate in business planning sessions and identify mitigation of organisational risks relating to Projects.
3. Collaborate with Senior Manager: OD and Transformation with the development of national initiatives and develop project plans for implementing agreed decisions.
4. Prepare and submit required monthly, quarterly and annual reports.

KPA 2: Develop, Implement and Monitor Organisational Development Initiatives

1. Implement and facilitate (if required) the approved OD interventions and plans.
2. Develop ongoing communication for OD processes.
3. Provide support and guide managers and employees in the implementation of Change Management and OD initiatives.
4. Review implementation progress and provide reports to respective stakeholders.
5. Coordinate the participation in annual surveys (e.g. DNA, Deloitte best company to work).
6. Ensure compliance to teambuilding guidelines by engaging with line managers and assisting with recommendations of most appropriate teambuilding interventions.
7. Manage change management data capturing and integrity.

KPA 3: Ensure OD and Change Management Systems Is Organisationally Implemented To Enhance Organisational Sustainability

1. Design and implement change management approach by interpreting the business strategies.
2. Formalise the Change management strategy and manage execution thereof together with the Snr Manager OD.
3. Deliver on agreed strategic and operational learning projects and manage their implementation across SANBS in line with service level agreements.
4. Engage with internal and external clients to determine and understand the change managements that will address business objectives and design relevant solutions.
5. Address business needs by translating business requirements into change and (learning) development requirements and by developing implementation plan/s.
6. Build relationships with key stakeholders including HR, line management and relevant HR resources and external parties.
7. Ensure the development solution address requirements and ensure delivery within agreed timelines by contracting and negotiating with vendor/s, addressing any deviations (as required).
8. Ensure the integration of change with other processes in the HR value chain to enhance the company employee value proposition.
9. Identify areas of resource inefficiencies and promote optimisation through multi-skilling and digitisation of processes.

KPA 4: Coordinate The Implementation Of Change Management and other Organisational Transformation Initiatives

1. Develop Change Management methodologies for the organisation.
2. Provide Change Management stream lead support to strategic and operational projects.
3. Implement Diversity and Inclusion strategies, policies and procedures to embed Change Management.
4. Develop and implement required interventions to promote organisational transformation.
5. Deploy and monitor transition and resistance management plans.
6. Coach, consult, and support Transition Teams.
7. Act as sounding board for transition issues.
8. Build and sustain commitment from key stakeholders.
9. Facilitate and coordinate closing skill gaps through training and other learning activities.
10. Provide regular status updates to the Sponsor and Project Manager.
11. Identify change issues and facilitate their resolution through the Sponsor and Project Manager.
12. Communicate project-wide information.
13. Establish, measure, and communicate Project related change management metrics.
14. Advise leadership on CM issues.

KPA 5: Stakeholder Relationships

1. Maintain Relationships with external service providers (e.g. Consultants).
2. Manage risks and ensure alignment with regulatory requirements.
3. Contribute to a culture of transformation by participating in the company culture building initiatives, business strategy.
4. Stay abreast of developments in field of expertise, ensuring personal and professional growth.
5. Understand and embrace the company vision and values, leading by example.
6. Provide input into the overall HR communication plan.

KPA 6: Develop data Analysis Methodologies to Enhance Change Management Reporting

1. Provides management support to the Human Resources function in the area of people metrics, reporting and predictive analytics in relation to projects.
2. Supports the Human Resources leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs.
3. Utilizes technology and analytical tools to develop and analyse enterprise-wide people and other cross-function data as needed.
4. Communicates findings to senior management via formal presentations, standard management reporting on periodic/quarterly/annual basis.
5. Collaborates with subject matter experts across the business service areas to improve overall strategic and operational performance and insight.
6. Works as the key representative to the external benchmarks and key surveys supporting the broader HR function.
7. Assist with design of HR data integrations and strategic level reports.

Cognitive

• Analytical thinking and attention to detail
• Change Management
• Holistic / Big Picture
• Judgement and Decision making
• Problem solving
• Planning, Organising

Personal

• Ethical behaviour
• Excellence Orientation
• Resilience and stress management
• Self-Management

Interpersonal

• Communication
• Conflict Management
• Knowledge Sharing
• Organisational Awareness
• Relationship Building
• Teamwork

Prof. technical

• Systems Competence
• Business and Financial Acumen
• Best Practice Thinking
• Accounting Practice
• Business process understanding

Leadership

• Practical Execution Management
• Strategic leadership

Education

• Honours Degree in Org/Industrial Psych or HR related field.
• Post graduate in Business management (advantage).

Experience and knowledge requirements

• Minimum of 5 years’ experience in Business and HR.
• 3 years’ Management experience.
• 5 years’ Project Management.
• 5 years in Change Management.

Other (knowledge and skills)

• MS Office (Advanced).
• SAP.
• Driver’s License.
• Policies and Procedures relating to HCM and organisational strategy.

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We are looking for candidates to fill an organizational change management position in Pretoria, South Africa, with a 3-month extended contract role. The salary for this role ranges from 40,000 to 51,000 ZAR per month. Scope of Work: Change Manager Objective: To lead and support organizational change initiatives by ensuring smooth transitions, minimizing resistance, and maximizing employee adoption and engagement. Key Responsibilities: Develop Change Strategies: Design and implement structured change management plans that align with business goals and project timelines. Stakeholder Engagement: Identify key stakeholders, assess their influence and impact, and maintain open lines of communication throughout the change process. Impact Analysis: Conduct readiness assessments and impact analyses to understand how changes affect individuals, teams, and departments. Communication Planning: Create and execute communication strategies that clearly articulate the vision, benefits, and progress of the change. Training & Support: Collaborate with HR and training teams to develop and deliver training programs that equip employees with the skills and knowledge needed for the change. Resistance Management: Identify sources of resistance and develop targeted strategies to address concerns and foster buy-in. Performance Tracking: Establish metrics and feedback loops to monitor adoption, usage, and proficiency, and adjust strategies as needed. Collaboration: Work closely with project managers, business analysts, and leadership to integrate change management into broader project plans. Deliverables May Include: Change impact assessments Stakeholder maps and engagement plans Communication and training plans Resistance management strategies Adoption and proficiency metrics Post-implementation reviews #J-18808-Ljbffr

We are looking for candidates to fill an organizational change management position in Pretoria, South Africa, with a 3-month extended contract role. The salary for this role ranges from 40,000 to 51,000 ZAR per month. Scope of Work: Change Manager Objective: To lead and support organizational change initiatives by ensuring smooth transitions, minimizing resistance, and maximizing employee adoption and engagement. Key Responsibilities: Develop Change Strategies: Design and implement structured change management plans that align with business goals and project timelines. Stakeholder Engagement: Identify key stakeholders, assess their influence and impact, and maintain open lines of communication throughout the change process. Impact Analysis: Conduct readiness assessments and impact analyses to understand how changes affect individuals, teams, and departments. Communication Planning: Create and execute communication strategies that clearly articulate the vision, benefits, and progress of the change. Training & Support: Collaborate with HR and training teams to develop and deliver training programs that equip employees with the skills and knowledge needed for the change. Resistance Management: Identify sources of resistance and develop targeted strategies to address concerns and foster buy-in. Performance Tracking: Establish metrics and feedback loops to monitor adoption, usage, and proficiency, and adjust strategies as needed. Collaboration: Work closely with project managers, business analysts, and leadership to integrate change management into broader project plans. Deliverables May Include: Change impact assessments Stakeholder maps and engagement plans Communication and training plans Resistance management strategies Adoption and proficiency metrics Post-implementation reviews #J-18808-Ljbffr

The purpose of this role is to plan and execute Organisational Development strategies across the organisation by developing and providing interventions through implementation of change management, performance management, succession planning and related transformation processes. KEY PERFORMANCE AREAS (KPAS) KPA 1: Business Planning and Financial Management Collaborate with Senior Manager: OD and Transformation to develop long term strategic plans for the department. Participate in business planning sessions and identify mitigation of organisational risks relating to Projects. Collaborate with Senior Manager: OD and Transformation with the development of national initiatives and develop project plans for implementing agreed decisions. Prepare and submit required monthly, quarterly and annual reports. KPA 2: Develop, Implement and Monitor Organisational Development Initiatives Implement and facilitate (if required) the approved OD interventions and plans. Develop ongoing communication for OD processes. Provide support and guide managers and employees in the implementation of Change Management and OD initiatives. Review implementation progress and provide reports to respective stakeholders. Coordinate the participation in annual surveys (e.g. DNA, Deloitte best company to work). Ensure compliance to teambuilding guidelines by engaging with line managers and assisting with recommendations of most appropriate teambuilding interventions. Manage change management data capturing and integrity. KPA 3: Ensure OD and Change Management Systems Is Organisationally Implemented To Enhance Organisational Sustainability Design and implement change management approach by interpreting the business strategies. Formalise the Change management strategy and manage execution thereof together with the Snr Manager OD. Deliver on agreed strategic and operational learning projects and manage their implementation across SANBS in line with service level agreements. Engage with internal and external clients to determine and understand the change managements that will address business objectives and design relevant solutions. Address business needs by translating business requirements into change and (learning) development requirements and by developing implementation plan/s. Build relationships with key stakeholders including HR, line management and relevant HR resources and external parties. Ensure the development solution address requirements and ensure delivery within agreed timelines by contracting and negotiating with vendor/s, addressing any deviations (as required). Ensure the integration of change with other processes in the HR value chain to enhance the company employee value proposition. Identify areas of resource inefficiencies and promote optimisation through multi-skilling and digitisation of processes. KPA 4: Coordinate The Implementation Of Change Management and other Organisational Transformation Initiatives Develop Change Management methodologies for the organisation. Provide Change Management stream lead support to strategic and operational projects. Implement Diversity and Inclusion strategies, policies and procedures to embed Change Management. Develop and implement required interventions to promote organisational transformation. Deploy and monitor transition and resistance management plans. Coach, consult, and support Transition Teams. Act as sounding board for transition issues. Build and sustain commitment from key stakeholders. Facilitate and coordinate closing skill gaps through training and other learning activities. Provide regular status updates to the Sponsor and Project Manager. Identify change issues and facilitate their resolution through the Sponsor and Project Manager. Communicate project-wide information. Establish, measure, and communicate Project related change management metrics. Advise leadership on CM issues. KPA 5: Stakeholder Relationships Maintain Relationships with external service providers (e.g. Consultants). Manage risks and ensure alignment with regulatory requirements. Contribute to a culture of transformation by participating in the company culture building initiatives, business strategy. Stay abreast of developments in field of expertise, ensuring personal and professional growth. Understand and embrace the company vision and values, leading by example. Provide input into the overall HR communication plan. KPA 6: Develop data Analysis Methodologies to Enhance Change Management Reporting Provides management support to the Human Resources function in the area of people metrics, reporting and predictive analytics in relation to projects. Supports the Human Resources leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs. Utilizes technology and analytical tools to develop and analyse enterprise-wide people and other cross-function data as needed. Communicates findings to senior management via formal presentations, standard management reporting on periodic/quarterly/annual basis. Collaborates with subject matter experts across the business service areas to improve overall strategic and operational performance and insight. Works as the key representative to the external benchmarks and key surveys supporting the broader HR function. Assist with design of HR data integrations and strategic level reports. Cognitive Analytical thinking and attention to detail Change Management Holistic / Big Picture Judgement and Decision making Problem solving Planning, Organising Personal Ethical behaviour Excellence Orientation Resilience and stress management Self-Management Interpersonal Communication Conflict Management Knowledge Sharing Organisational Awareness Relationship Building Teamwork Prof. technical Systems Competence Business and Financial Acumen Best Practice Thinking Accounting Practice Business process understanding Leadership Practical Execution Management Strategic leadership Education Honours Degree in Org/Industrial Psych or HR related field. Post graduate in Business management (advantage). Experience and knowledge requirements Minimum of 5 years’ experience in Business and HR. 3 years’ Management experience. 5 years’ Project Management. 5 years in Change Management. Other (knowledge and skills) MS Office (Advanced). SAP. Driver’s License. Policies and Procedures relating to HCM and organisational strategy. #J-18808-Ljbffr