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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

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)

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.

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.

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.

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.

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.

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.

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

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

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

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

• Practical Execution Management
• Strategic leadership

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

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

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

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Join to apply for the Change Management Consultant role at Sanlam

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Who are we?

Sanlam Developing Markets (SDM) (a wholly-owned subsidiary of Sanlam Life Limited) is one of the top financial services providers in the South African entry-level and emerging middle market. It aims to understand the unique requirements of clients and offers a wide range of simple and affordable financial solutions that cover needs such as funeral insurance, savings for education, life cover and personal accident plans. In terms of the Sanlam Group Governance Policy, SDM is managed by the SA Retail Mass cluster, which is part of the Sanlam Life and Savings cluster within the Sanlam Group. The cluster focusses on retail products, as well as group schemes.

Who are we?

Sanlam Developing Markets (SDM) (a wholly-owned subsidiary of Sanlam Life Limited) is one of the top financial services providers in the South African entry-level and emerging middle market. It aims to understand the unique requirements of clients and offers a wide range of simple and affordable financial solutions that cover needs such as funeral insurance, savings for education, life cover and personal accident plans. In terms of the Sanlam Group Governance Policy, SDM is managed by the SA Retail Mass cluster, which is part of the Sanlam Life and Savings cluster within the Sanlam Group. The cluster focusses on retail products, as well as group schemes.

What will you do?

• Develop change management plans for projects and/or change initiatives.
• Evaluate the impact of planned organisational change.
• Identify risks and developing risk mitigation tactics.
• Identify and managing anticipated resistance to change.
• Lead change management work streams with a structured methodology / process.
• Support development of communications relevant to change initiatives.
• Provide coaching and training to employees at all levels.
• Define success metrics and measuring performance against these.
• Provide reporting and other updates to management and project teams.
  
  

• Good understanding of change management principles, techniques & tools.
• Effective facilitation and influencing ability.
• Strong stakeholder management skills.
• Conflict resolution and negotiation skills.
• Good listening and communications skills.
• Strong business acumen.
• Analytical mindset and critical thinking.
  
  

• Degree in Psychology or Social Sciences/Organisational Effectiveness or Development/ BA Communication Science/Postgraduate Diploma in Management Practice
• Certifications in change management from a recognised body such as Prosci.
  
  

• Knowledge of Agile methodology and PPO tool.
• 5- 10 Years - Business Analysis and DesignComputer literacy – MS Office - well developed skills
• Knowledge and experience in SDLC
• MS Visio, Access and SQL will be advantageous
• Knowledge of in-house systems (FAFA en Cup) will be advantageous
• Well-developed verbal and written communication skills
  
  

• Attention to detail.
• Team player & able to collaborate with others.
• Confidence and decisiveness
• Pro-activity
• Persuading and influencing
• Creating and innovating
• Coping with pressures and setbacks
• Interpersonal sensitivity
• Planning and organising
  
  

• Seniority level Mid-Senior level

• Employment type Full-time

• Job function Business Development and Sales

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Johannesburg Metropolitan Area 6 days ago

Johannesburg, Gauteng, South Africa 1 week ago

Johannesburg, Gauteng, South Africa 2 months ago

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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.

Requirements

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

Johannesburg, South Africa | Posted on 08/26/2024

Centrax Systems is a provider of next-generation technology solutions and services that addresses customer challenges and empowers enterprises into the future and helping businesses stay ahead.

Develop and execute change management strategies to ensure smooth adoption of the ERP system. Conduct impact assessments and manage stakeholder communications. Provide training and support to users during and after the ERP implementation.

1. Bachelor’s degree in Organizational Development, Change Management, or related field.
2. 5+ years of experience in change management, with a focus on ERP implementations.
3. Certification in change management methodologies (e.g., PROSCI).
4. Strong communication and interpersonal skills.

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

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)

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.

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.

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.

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.

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.

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.

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

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

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

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

• Practical Execution Management
• Strategic leadership

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

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

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

Regional Change Management Lead page is loadedRegional Change Management Lead Apply remote type On-site locations Johannesburg, ZAF time type Full time posted on Posted 9 Days Ago job requisition id REQ433776

JLL empowers you to shape a brighter way .

Our people at JLL and JLL Technologies are shaping the future of real estate for a better world by combining world class services, advisory and technology for our clients. We are committed to hiring the best, most talented people and empowering them to thrive, grow meaningful careers and to find a place where they belong. Whether you’ve got deep experience in commercial real estate, skilled trades or technology, or you’re looking to apply your relevant experience to a new industry, join our team as we help shape a brighter way forward.

Role Responsibilities

• Apply a structured change management approach and methodology for the people side change caused by the project and change efforts.

• Develop a change management strategy based on a situational awareness of the details of the change and the groups being impacted by the change.

• Conduct detailed impact analysis in relation to changes of procedures, systems and organizational structure.

• Identify potential business risks and anticipated points of resistance and develop specific plans to mitigate or address the concerns.

• Conduct readiness assessments, evaluate results and present findings in a logical and easy-to-understand manner.

• Develop a set of actionable and targeted change management plans – including communication plan, sponsor roadmap, coaching plan, training plan and resistance management plan.

• Support the execution of plans by managers and business leaders.

• Be an active and visible coach to executive leaders who are change sponsors.

• Create and manage measurement systems to track adoption, utilization and proficiency of individual changes.

• Identify resistance and performance gaps, and work to develop and implement corrective actions.

• Create and enable reinforcement mechanisms and reward systems for acknowledgement of success.

• Work with project teams to integrate change management activities into the overall project plan.

• Work with communication, training and HR professionals in the formulation of plans and activities to support project implementation.
• Work hand in hand with the project, operational or workplace strategy team
• Liaise with various JLL and CRES or other SCB stakeholders

.

Key Competencies

• Demonstrate leadership potential, communication skills and relationship management skills with other employees and clients; interact effectively and professionally with vendors, consultants, and clients.

• Understand and lead JLL’s behaviors and demonstrate ability to effectively deliver complex change management projects; deliver continuous improvement; build trust and credibility by delivering on commitments, operating with integrity, and delivering outstanding results.
• Problem Solving/Analysis, Executive presence and comfort interacting with individuals at all levels.
• Detail oriented, confident, dependable self-starter with exceptional organizational skills.
• Self-awareness, strong work ethic, and empathy Conflict management skills with ability to work under pressure, while acting in a calm manner
• Minimum of 5 years change management experience, preferably from a services firm background;

Location:

If this job description resonates with you, we encourage you to apply even if you don’t meet all of the requirements. We’re interested in getting to know you and what you bring to the table!

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At JLL, we give you the opportunity, knowledge and tools to own your success, because we value what makes each ofusunique. We help ourpeople thrive, grow meaningful careersand find a place where they belong.Together, we strive to be exceptional and shape a better world.

For over 200 years, JLL (NYSE: JLL), a leading global commercial real estate and investment management company, has helped clients buy, build, occupy, manage and invest in a variety of commercial, industrial, hotel, residential and retail properties. A Fortune 500company with operations in over 80 countries around the world, our employees bring the power of a global platform combined with local expertise. Driven by our purpose to shape the future of real estate for a better world, we help our clients, people and communities SEE A BRIGHTER WAYSM. JLL is the brand name, and a registered trademark, of Jones Lang LaSalle Incorporated. For further information, visitjll.com .

We are looking for a Change Management and Communication Specialist (6 Months Contract)

Must have the following:

• A Bachelors degree in Organizational Psychology, Human Resources / Social
  Sciences / Organizational Development or an equivalent qualification.
• At least eight years of job-related change management experience with large-scale organizational change
• Roads, engineering or construction background

Accreditations

• Prosci.
• The Association of Change Management Professional (ACMP).
• APMG and The Change Management Institute (CMI).

Urgently forward CVs to