30 Organizational Leadership jobs in South Africa

The incumbent will be responsible and accountable for the facilitation, guiding, directing, consolidation, monitoring and status reporting of SANBS Strategic Workforce Planning (SWP) processes, initiatives, actions and implementation plans.

Key Performance Areas

KPA 1: Direct and facilitate, guide & drive SWP in SANBS

1. Provide specialists input by facilitating and directing, and driving all SWP processes and activities to ensure consistent application with optimal return for the business.
2. Manage the SWP process from start to finish and accept final responsibility of the organization-wide workforce plan.
3. Develop and implement the SWP policy, governance and frameworks.
4. Coordinate and schedule all SWP processes and activities ensuring alignment with the annual business cycle, leadership and reporting protocols.
5. Ensure all divisional SWP plans are timely submitted and comply with the SWP procedures and specifications.
6. Support divisions with SWP implementation and actions and proactively advise to ensure optimal return on investment.

KPA 2: Relationship Management

1. Strategic partner to the Executives, Senior Managers & Managers within SANBS to support SWP.
2. SWP stakeholder relationships management across the Departments and Divisions.
3. Support and enable a common SWP understanding in SANBS.
4. Ensure integration of all the functions in the SWP process and synergies and opportunities are fully exploited.
5. Close working relationship with Learning & Development to ensure the training matrix is active and supports all the SWP processes and actions.

KPA 3: Management of the SWP Annual Scenario Planning processes

1. Facilitate, direct and coordinate the annual SWP scenario planning process per department ensuring consistent application across SANBS.
2. Custodian of SWP templates and tools, ensuring templates and tools are reviewed when required to support efficiencies and effectiveness.
3. Ensure efficient scheduling and communication to support timely delivery.
4. Consolidate all divisional scenario plans in the SANBS plan, clearly articulating time, deliverables, actions and accountability.

KPA 4: Monitoring of SWP action plans, implementation

1. Proactively monitor the implementation and progress on all SWP action plans and identify potential opportunities to improve when required.
2. Interpret, provide input and revise (if necessary) divisional action plans, if no longer serving the organization.

KPA 5: Reporting

1. Consolidated SWP Reporting: Quarterly & Annually, ensuring accuracy and timely reporting.
2. Develop and submit reports detailing the link to business performance and quantify impact.
3. Develop reports associated with the 5-year strategic plan time horizon of the organization.

KPA 6: Up-to-date, accurate data and information management for SWP

1. Implement and ensure all information utilized on the SWP system and/or database/s is up-to-date and accurate.
2. Quality assurance checks and audits of information on a regular basis to ensure accuracy, relevancy and up-to-date information.
3. Ensure a procedure to maintain all information sources utilized effectively.
4. Develop appropriate and efficient systems to ensure accurate data management.
5. Interpret the SANBS workforce data and provide recommendations to senior leadership.

KPA 7: SWP Stakeholder Management

1. Support a consistent and common understanding of SWP across SANBS by developing communications for utilization by the Executives and Managers.
2. Draft SWP messaging and communication to support SWP implementation.
3. Drive change management to ensure strategic alignment with all relevant stakeholders in the process.

KPA 8: Risk Management

1. Identify potential early warning SWP risks and propose mitigating actions for approval and implementation.
2. Assist and support internal and external auditors by submitting correct data and reports.
3. Ensure organization-wide adherence to SWP policy and procedures.
4. Integrate SWP risks into the broader organizational strategic risk register.

KPA 9: Continuous Improvement and quality management

1. Identify opportunities to improve SWP and business processes at appropriate intervals.
2. Proactively identify opportunities and potential synergies across the business with skills planning and integration to talent mapping processes.
3. Incorporate SWP opportunities into the SANBS quality management system.
4. Track and monitor process improvements actions.

KPA 10: SWP Governance

1. Ensure SWP policies and procedures are up-to-date and support the business needs and requirements whilst adhering to labour laws and legislation.
2. Ensure SWP templates are reviewed timeously to support efficiencies and effectiveness of SWP operations.
3. Ensure a common understanding of SWP processes and procedures across SANBS.

Cognitive Skills

• Analytical thinking and attention to detail.
• Management Control.
• Project Management.
• Change Management.
• Holistic / Big Picture.
• Judgment and Decision making.
• Problem solving.
• Planning, Organizing and Monitoring.
• Knowledge of ER theory, concepts and best practice.

Personal Skills

• Ethical behaviour.
• Excellence Orientation.
• Resilience and stress management.
• Self-Management.
• Customer Service Orientation.
• Confidentiality.
• Resourceful.

Interpersonal Skills

• Communication.
• Conflict Management.
• Knowledge Sharing.
• Organizational Awareness.
• Relationship Building.
• Teamwork.

Professional Technical Skills

• Systems Competence.
• Business and Financial Acumen.
• Best Practice Thinking.
• SWP Practice.
• Business process understanding.
• Presentation and Business writing skills.

Leadership Skills

• Practical Execution Management.

Education

• Degree in Business, Strategic Management, Human Resources, Industrial Psychology or equivalent.
• Honors degree will be an advantage.

Experience and Knowledge Requirements

• 5 to 8 years relevant experience.
• Proven track record in the application of analytics in decision-making.
• Advanced Excel and data management skills.
• Understanding of the strategic management principles and processes.
• In-depth knowledge and understanding of strategic human resource management.
• Excellent understanding of operational business activities and relationship to manpower planning.
• Excellent understanding of skills development.
• In-depth knowledge and understanding of strategic workforce planning.
• The ability to translate business needs and requirements into practical people solutions.
• Knowledge of Labour Legislation.
• Advanced knowledge of information technology systems (SAP preferred).
• Up-to-date knowledge and understanding of new developments and strategies in Human Resources, transformation, high-performance cultures and change environments.
• Exposure and experience in/to a unionized environment.
• The ability to inspire, influence and create a positive work environment and atmosphere.
• The ability to understand, respect and work with all levels, different management styles, different personalities, work approaches, and cultures.

Scope of Work

• Responsible for supporting the Strategy Office, Executive Committee, Board, and Remunerations Committees at Group and Subsidiary Level through developing and maintaining the reward philosophy, strategy, and policy direction for Tongaat in support of business strategies and in a manner that enhances the Company’s employment status in the market.
• Responsible for enabling the business to make proactive decisions, mitigate workforce risks, and build a resilient, agile organisation prepared for both current and future challenges.
• Responsible for overseeing the Human Capital Shared Services Centres within the operations.
• Develop functional excellence and compliance in reward, strategic workforce planning, operational service delivery, and manpower cost management.
• Drive continuous improvement across reward, workforce planning, and shared services functions.
• Ensure compliance and risk management in all areas of responsibility
  
  

• Strategic Reward Leadership
• Partner with executives and remuneration committees to develop and translate reward strategy into action.
• Design standardized and cost-efficient pay structures, incentives, and reward frameworks aligned with business goals.
• Govern reward decisions through structured approval processes and ensure fair, competitive, and market-informed practices.
• Compensation & Benefits Management
• Oversee policies, procedures, and governance related to compensation and benefits.
• Manage pension schemes, propose annual adjustments, and ensure payroll accuracy through Shared Services.
• Collaborate with Group Talent for data-driven reporting and people analytics.
• Strategic Workforce Planning
• Forecast workforce needs and align structures with strategic, market, and operational priorities.
• Identify capability gaps and support talent strategies such as acquisition, development, and succession.
• Model people costs and embed governance into workforce planning processes.
• Continuous Improvement & Analytics
• Use AI, machine learning, and dashboards for predictive planning, workforce optimization, and tailored incentives.
• Benchmark practices, conduct audits, and lead compliance activities.
• Build communities of practice and feedback loops to continuously evolve reward programs.
• Shared Services Optimization
• Ensure operational excellence in HC Shared Services through automation, standardization, and SLA monitoring.
• Drive efficiency and quality across payroll, employee lifecycle processes, and compliance frameworks.
• AI & Automation Integration
• Identify and implement AI technologies to enhance strategic workforce planning and reward effectiveness.
• Lead collaboration between Human Capital, IT, and data science to deploy intelligent tools for decision-making.
  
  

• Honours degree in Mathematics, Business, Finance or Economics.
• Global Remuneration Professional (GRP)
• Chartered Reward Specialist as endorsed by the South African Reward Association
• 10+ years of reward experience, of which at least 5 years should include management experience
• Fluent in the technical terms associated with the field and therefore able to interact effectively with external service providers and other reward specialists
• Strong Excel, numeric, analytical, and problem-solving skills
• Creativity in taking cutting-edge reward and workforce planning practices and adapting them where relevant to the organisation
• Good understanding of how remuneration can be leveraged to deliver sound business results
• Good understanding of how workforce planning can be leveraged to improve the delivery of strategic objectives and productivity
• Capacity to think conceptually, as well as to plan and implement operational requirements meticulously
• Ability to influence and interact confidently at Exco and Remco levels
• Ability to work effectively as a Specialist and as an integral part of the HC Services Management team
• Ensure that personal and professional integrity builds credibility
  
  

Looking to kick-start your career? Start big with iqbusiness.

At iqbusiness, Africa’s future-focused management and digital growth enabler, we believe in starting strong. With over 26 years of experience and led by some of the continent’s top thinkers and doers, our purpose is clear: to grow people, grow business, and grow Africa as one.

We offer unmatched scale and capabilities that unlock exponential value and global growth for our clients. Backed by our signature Geshido energy, we’re known for delivering meaningful, high-impact work. As a Level 1 B-BBEE contributor, and proudly B-Corp, Conscious Companies and Top Employer certified, we are committed to doing business the right way.

Our graduate programme is designed for passionate, analytical, and enthusiastic individuals ready to step into consulting. Through structured training and real-world exposure—both internally and on client projects—you’ll sharpen your skills and build experience that matters.

A Management Consultant plays a multifaceted role, requiring a core skill set coupled with a keen ability to pivot in response to evolving business landscapes. Business analysts adeptly leverage an array of tools and technologies to navigate even the most challenging environments. For interns aspiring to excel in this domain, growth can manifest across a spectrum of skill sets, including Business Analysis, Process Engineering, Solution Architecture and Systems analysis.

• BCom Management / Business Science
• BCom Economics / Econometrics
• BCom Information Systems
• BCom Business Analytics
• PDM; PDBA or PGDIP

• Leadership Roles: Participation in student organizations, clubs, or leadership positions that demonstrate initiative and organizational skills.
• Project Work: Experience in handling academic or extracurricular projects that involve teamwork and strategic thinking.
• Previous Internship or Work Experience: Prior experience in consulting, business analysis, or a related field would be advantageous.
• Ability to travel between iqbusiness and our clients, locally or outside of SA.

• Analytical Skills: Proficiency in analysing data, identifying trends, and making data-driven recommendations.
• Communication Skills: Strong written and verbal communication skills to effectively interact with clients and team members.
• Technical Skills: Familiarity with Microsoft Office Suite (especially Excel, PowerPoint, and Word) and basic knowledge of data analysis tools (e.g., SQL, Python, or R) is a plus.
• Research Skills: Ability to conduct thorough and accurate research to support project needs and client engagements.
• Problem-Solving Skills: Demonstrated ability to approach complex problems methodically and creatively.

iqbusiness is different, we walk differently, we talk differently, we even look different, but that’s what makes us unique. We’re our own kind of genuine and we expect to see how genuine you are.

If you become a part of iqbusiness and the Business Analysis Team, these are some of our expectations.

• iqbusiness is more than just a business and Business Analysis is more than just a profession. It’s about being disciplined and focused on identifying needs and determining solutions, in order to make a difference within iqbusiness and our clients.
• Be a part of the bigger picture, attend workshops and bootcamps, go the extra mile and join an initiative, put yourself out there to create a name for yourself.

• There are many opportunities to get involved across projects and environments within iqbusiness. The more exposure one obtains, the better the journey of upskilling and understanding will be. Look for the below areas to advance.
• Client project – Learning and applying specific methods, tools and techniques to help deliver on a project to a client.
• Internal Project/Support – Engage internally with iqbusiness and learn how the business functions. Assist and add value to help in attaining the strategic goals. Support in the day-to-day by always being open to a learning experience.
• Cross Functional – Diversify your knowledge and skills by engaging and learning across environments and projects. Show adaptability and impetus by taking on different projects and be able to show resolve in finding a solution.

• We want you to be you! With the key values of iqbusiness in mind, we want each individual to pave their path and grow within iqbusiness.
• Collaborate, share and learn from one another and across the business. Show passion and curiosity to learn and develop new skills, but also hone older ones.
• Be caring and supportive by putting up a hand to lend a hand and understand that not all being done will change the world, but it may just help someone for that day.
• Be adaptable and resilient in smaller more monotonous pieces of work, knowing that as you develop, bigger and more exciting projects will come.

Executive Director: Leadership and Transformation (5 year fixed term)

• Executive Director: Leadership and Transformation (5 year fixed term)
• Type of engagement: Permanent appointment

The unitalentza website was launched out of necessity. It is a direct off-shoot of Academic Partners , the pre-eminent talent accessing and assessing service company within the South African Higher Education sector. A company that started 44 years ago in the commercial sector, but which in the last 26 years, has focused almost exclusively in the HE sector. Having founded the company, Jimmy Wayland took retirement in May 2022, but as a swansong objective, he undertook to develop Unitalentza website to uphold the same values, levels of confidentiality, trust and reliability as the founding company. Anything less and Jimmy would like to hear about it.

Unitalentza is a small devoted team of professionals who pledge to keep all registered candidate information secure and confidential and at a level which the registered candidate has the exclusive right to choose.

In his quest to achieve the best website possible, Jimmy is ready to receive comments and/or suggestions, negative or positive, on his personal email:

The University of South Africa (UNISA) is the largest comprehensive open distance e-learning (CODeL) institution in Africa and the longest complex standing dedicated distance education university in the world, nurturing aspirant leaders of tomorrow and motivating a future generation through knowledge development, research, engaged scholarship, research, and innovation. Unisa offers an unparalleled range of study choices in under-graduate and post-graduate degrees/research, and is inviting applications for the position of Executive Director: Leadership and Transformation.

Reporting to the Principal and Vice Chancellor: Provide leadership and strategic direction to the Leadership and Organisational Transformation function which includes to facilitate and drive transformation agenda and initiatives across the University and coordinate legislative reporting requirements involving transformation and employment equity in alignment with the University’s Open Distance and e-Learning (ODeL) model and the 2016-2030 strategy.

DIRECTORATE STRUCTURE

• Deputy Director: Employment Equity,
• Deputy Director: Culture Change,
• Deputy Director: Governance Leadership and Management,
• Director: Leadership Systems and Policies,
• Project Administrator,
• Personal Assistant,

ORGANISATIONAL LIAISON

Internal Interaction

• All Vice Principals,
• Business Partners,
• Specialists within the value chain,
• Executive Deans and Deputy Executive Deans of Colleges,
• Council and its Committees,

External Interaction

• Public / private external organisations,
• Professional bodies,
• Bodies where Unisa has Institutional membership,
• Professional Associations / Organisations,

KPA 1) Strategic Direction and Alignment

• Leading and developing the functional strategy and objectives in line with the Institutional ODeL 2016-2030 Strategy.
• Developing functional operational plans and KPI’s in support of the function’s strategy and the institution’s overall vision and strategy.
• Driving the implementation of the functional strategy, plans and procedures to compliment and support the ODeL 2016-2030 Strategy.
• Providing strategic leadership to the development of the annual performance review as is required by the Department of Higher Education Training (DHET).

KPA 2) Institutional Transformation

• Manage the following broader change Leadership and Transformation areas:

Employment Equity

Culture change and transformation

Governance, Leadership and Management transformation

Leadership Systems and Policies Transformation

• Facilitating and driving the strategic transformation and change agenda at the university by promoting debates on decolonisation, indigenisation, diversification/ differentiation and Africanisation of the university as well as its operations to ensure substantive social and cultural transformation.
• Assuming the responsibility for the coordination of all legislative and regulatory requirements in terms of the broader transformation agenda.
• Defining and articulating change and transformation.
• Catalyzing and galvanizing transformation.
• Advocacy and transformation.
• Facilitation and leading of dialogues and conversations on transformation discourse.
• Supporting and facilitating change and transformation initiatives.
• Doing research on transformation.
• Analysis of transformation trends.
• Documenting and reporting on transformation to internal and external stakeholders
• Developing a Transformation Plan that fosters a shared and inclusive understanding of transformation and employment equity (EE) aligned to the University's transformation agenda.
• Overseeing the integration of B-BBEE transformation, employment equity and diversity and inclusion across the University as part of a holistic transformation strategy.
• Facilitating the provision of equitable access to the University, facilitate social integration and student equity including sustainability initiatives.
• Facilitating the integration of organisational transformation aspects in functional strategies and plans.
• Developing Transformation Plan that engages a diverse student body of the University. Leading the capacity building and training activities to support Institutional transformation.
• Leading the capacity building and training activities to support Institutional transformation.
• Identifying risks relating to organisational transformation and develop mitigating strategies.

KPA 3) Forecasting, Budgeting and Financial Management

• Compiling and managing the functional budget in line with the portfolio and Institutional budget.
• Overseeing and monitoring functional expenditure within budgeted parameters and reporting on variances periodically.
• Directing and overseeing the funding of functional operations and budgeted activities.
• Managing the function's resources sustainable in accordance with financial principles.

KPA 4) People Management

• Managing performance which includes conducting annual performance reviews of staff in accordance with the performance management process, and monitor overall performance of the Institutional Advancement function on an ongoing basis.
• Coaching and mentoring staff as appropriate to improve performance.
• Directing implementation of training and development programmes for staff, including personal development plans (PDPs).
• Establishing a positive, healthy and safe work environment and culture ln accordance with the Transformation Charter and ODeL 2016-2030 strategy.
• Directing implementation of the human resources policies, procedures and practices.
• Determining staff requirements for the department which includes resourcing of programmes and initiatives.

KPA 5) Governance and Reporting

• Monitoring and report on progress against functional strategic initiatives.
• Monitoring and reporting on legislative and statutory compliance as defined by Government.
• Promoting sound institutional governance and participating in Institutional governance structures.
• Directing the development and implementation of policies and procedures of the function.

• Your doctoral degree in Social Sciences and Humanities or cognate disciplines is complemented by a minimum of 10years experience in the area of leadership and transformation, of which at least 5 years has been in a senior management role.
• A minimum of 10 years’ experience with at least 5 years in a senior management role.

• A detailed cover letter indicating your suitability for the position.
• Names and contact details for at least 3 referees.
• Certified copies of matric and degree certificates and Identity Document. Proof of SAQA verification of foreign qualifications, where relevant

The closing date for applications is 20 July 2025

Developed in collaboration with Higher Education South Africa - giving opportunity to South African institutions to reach South African Academics from anywhere on the globe.

Giving back to South African Higher Education through revenue sharing.

unitalentza Job Platform is an advanced job directory & listings application, made for South African Universities.

Details

Closing Date 2025/07/28

Reference Number WCG250611-3

Tracking Number DOI 85/2025

Job Title Assistant Director: Strategic Immovable Asset Management Planning, Ref No. DOI 85/2025

Department Department of Infrastructure

Salary level 9

Enquiries Mr G Meyer at (

Job Type Permanent

Location - Country South Africa

Location - Province Western Cape

Location - Town / City Cape Town

Job Purpose

The Department of Infrastructure, Western Cape Government has an opportunity for a suitably qualified and competent individual to assist with the development of portfolio and immovable asset management plans.

An appropriate 3-year National Diploma at NQF 6 (equivalent or higher qualification) in the Built environment or related field; A minimum of 3 years experience in an immovable asset management or related environment; A valid code B driving licence. NB: People with disabilities that restrict driving abilities, but who have reasonable access to transport, may also apply.

Recommendation

Supervisory level experience.

Key Performance Areas

Manage asset and portfolio management matters in collaboration with relevant stakeholders, including: Determining and updating technical requirements for Facility Condition Assessments; Preparing, updating and submitting the Provincial Custodian Asset Management Plan; Assisting and providing training to user departments pertaining the drafting of their respective User Asset Management Plans; Providing input regarding Program Implementation and Integrated Development Plans; Assist with the preparation of inputs for portfolio asset management or infrastructure related plans; Assist with budget planning as well as with expenditure through responsible implementation of practices and in line with relevant requirements, including projecting budget requirements; Supervisory function.

Knowledge of the following: Public Sector Asset Management and Finance related legislation; Asset Management, Life-cycle planning and -management; Condition assessments; Immovable asset management systems and technologies (tools and application). Project Management; Public Management and Adminsitration. Following skills: Computer literacy (MS Excel); Proven written and verbal communication; Time management, planning, organising and networking; Budget planning and reporting; Problem solving and decision making; leadership; Supervisory.

Remuneration

R 468 459 - R 561 894 per annum (Salary level 9)

Note on remuneration in addition to service benefits or obligations for qualifying employees (medical assistance, housing assistance, pension-fund contributions, etc) are funded or co-funded in terms of the applicable prescripts or collective agreements.

Notes

Shortlisted candidates will be required to submit documentation for verification purposes and criminal record vetting. These candidates will be required to complete a practical assessment and attend interviews on a date and time determined by the department and may also be required to undergo competency assessments/proficiency tests. The selection process will be guided by the EE targets of the employing department.

By applying for this position, you are consenting to the Western Cape Government contacting your previous employers/managers for an employment reference. Reference checks will include enquiries relating to your disciplinary records and reasons for leaving.

Should you experience difficulties with your online application, technical support is available from Monday to Friday from 08:00 to 16.00. Contact the helpline at 0861 370 214. For all other queries relating to the position, kindly contact the enquiries person as indicated in the advert. Please ensure that you submit your application before the closing date as no late applications will be considered.

Policy

The Western Cape Government is guided by the principles of Employment Equity.

Disabled candidates are encouraged to apply and an indication in this regard would be appreciated.

Note: No payment of any kind is required when applying for any of the positions advertised by the Western Cape Government.

This project is an initiative of the Western Cape Government.

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Details

Closing Date 2025/07/28

Reference Number WCG250611-3

Tracking Number DOI 85/2025

Job Title Assistant Director: Strategic Immovable Asset Management Planning, Ref No. DOI 85/2025

Department Department of Infrastructure

Salary level 9

Enquiries Mr G Meyer at (

Job Type Permanent

Location - Country South Africa

Location - Province Western Cape

Location - Town / City Cape Town

Job Purpose

The Department of Infrastructure, Western Cape Government has an opportunity for a suitably qualified and competent individual to assist with the development of portfolio and immovable asset management plans.

An appropriate 3-year National Diploma at NQF 6 (equivalent or higher qualification) in the Built environment or related field; A minimum of 3 years experience in an immovable asset management or related environment; A valid code B driving licence. NB: People with disabilities that restrict driving abilities, but who have reasonable access to transport, may also apply.

Recommendation

Supervisory level experience.

Key Performance Areas

Manage asset and portfolio management matters in collaboration with relevant stakeholders, including: Determining and updating technical requirements for Facility Condition Assessments; Preparing, updating and submitting the Provincial Custodian Asset Management Plan; Assisting and providing training to user departments pertaining the drafting of their respective User Asset Management Plans; Providing input regarding Program Implementation and Integrated Development Plans; Assist with the preparation of inputs for portfolio asset management or infrastructure related plans; Assist with budget planning as well as with expenditure through responsible implementation of practices and in line with relevant requirements, including projecting budget requirements; Supervisory function.

Knowledge of the following: Public Sector Asset Management and Finance related legislation; Asset Management, Life-cycle planning and -management; Condition assessments; Immovable asset management systems and technologies (tools and application). Project Management; Public Management and Adminsitration. Following skills: Computer literacy (MS Excel); Proven written and verbal communication; Time management, planning, organising and networking; Budget planning and reporting; Problem solving and decision making; leadership; Supervisory.

Remuneration

R 468 459 - R 561 894 per annum (Salary level 9)

Note on remuneration in addition to service benefits or obligations for qualifying employees (medical assistance, housing assistance, pension-fund contributions, etc) are funded or co-funded in terms of the applicable prescripts or collective agreements.

Notes

Shortlisted candidates will be required to submit documentation for verification purposes and criminal record vetting. These candidates will be required to complete a practical assessment and attend interviews on a date and time determined by the department and may also be required to undergo competency assessments/proficiency tests. The selection process will be guided by the EE targets of the employing department.

By applying for this position, you are consenting to the Western Cape Government contacting your previous employers/managers for an employment reference. Reference checks will include enquiries relating to your disciplinary records and reasons for leaving.

Should you experience difficulties with your online application, technical support is available from Monday to Friday from 08:00 to 16.00. Contact the helpline at 0861 370 214. For all other queries relating to the position, kindly contact the enquiries person as indicated in the advert. Please ensure that you submit your application before the closing date as no late applications will be considered.

Policy

The Western Cape Government is guided by the principles of Employment Equity.

Disabled candidates are encouraged to apply and an indication in this regard would be appreciated.

Note: No payment of any kind is required when applying for any of the positions advertised by the Western Cape Government.

This project is an initiative of the Western Cape Government.

Cancel Request to Remove Personal Information?

Terms & Conditions

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We are looking for an Organizational Development Specialist for a 3Months 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, successfully
  implementing organization design / development projects, supporting significant
  business 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

• 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.

MAIN PURPOSE OF THE ROLE: To design and implement programs to cultivate and enhance leadership skills across various levels within the bank.

Oversee the delivery of mentorship initiatives aimed at fostering a strong leadership pipeline.

Strategically partner with internal and external subject matter experts, business partners, and vendors to create and design new content, tools, and learning solutions that meet the overall objectives of the bank.

• Master's degree in human resources / industrial psychology / leadership development / business administration or equivalent qualification
• Minimum 8+ years of experience in human resources with exposure to talent management and leadership development within the banking or similar industry
• Minimum 5+ years of management experience

• Create and maintain productive relationships with internal and external clients by providing advice and assistance
• Understand the 'real' versus 'perceived' need through experience and expertise, while complying with policies, legislation, and regulations
• Keep clients informed about progress through various communication channels
• Build a positive image by exceeding client expectations
• Treat internal and external customers fairly at all times

• Manage and develop subordinates, including performance management, training, and employee relations
• Manage resources efficiently, including leave, headcount, contracts, and staff movements
• Take disciplinary measures as required
• Facilitate induction of new staff within one month of joining

• Develop and execute a strategic vision for leadership development aligned with the bank's objectives
• Conduct assessments to identify development needs and benchmark against peers
• Develop long-term strategies considering future needs and organizational culture
• Explore innovative approaches and leverage technology to enhance programs

• Design and oversee leadership development programs using diverse methodologies
• Develop processes, systems, policies, and tools for effective implementation
• Establish metrics and KPIs to assess program effectiveness
• Collaborate with senior leadership to tailor programs to various leadership levels
• Utilize experiential learning and technology platforms for delivery
• Incorporate assessment tools for personalized development insights
• Align programs with succession planning and the bank's Leadership Compact

• Work with senior executives to understand organizational priorities
• Establish partnerships with business units for tailored initiatives
• Ensure activities comply with regulatory and industry standards
• Integrate development strategies into organizational change initiatives
• Communicate value and insights to leadership
• Adopt an agile approach to program management

• Select and negotiate with external training vendors
• Monitor quality and manage relationships with service providers
• Ensure compliance and alignment with policies
• Manage vendor performance and ROI

• Report on program success, ROI, and engagement levels
• Manage budget accountability
• Track leadership pipeline readiness
• Provide regular updates to senior management