Organisational Effectiveness Specialist

SUMMARY:
Change Management, Organisational design and effectiveness

POSITION INFO:

Purpose of Role

Responsible for leading and implementing the change management, organisational design and effectiveness agenda for the country.

Key Responsibilities

Change Management   

• Develop and execute comprehensive end-to-end change management plans, encompassing;

• Change Impact Assessment 
• Change Impact Action Plan
• Stakeholder Analysis and Mapping 
• Stakeholder Engagement Plans 
• Change Readiness surveys 
• Change Readiness monitoring metrics
• Change Resistance Plans

• Lead the implementation of country wide change and transformation initiatives.

• Develop and execute strategic change management initiatives that drive sustainable change. 

• Build change management capability with the Human Capital team, enabling them to effectively deliver change management at their site. 

• Build change leadership capability amongst leaders, line managers and supervisors, enabling them to effectively guide their teams, departments and sites though organisational transitions, changes and transformations. 

• Identify change and transformation initiatives and co-develop with Line Managers, Head of Human Capital, People Business Partner, CoE's implementation plans. 

• Build on the Tongaat Hulett change management framework, integrating other change management frameworks and methodologies accordingly. 

• Ensure that change management programmes are developed and delivered to the business in an agile and efficient manner, driving embedment and adoption. 

• Collaborate with peers across the organisation to align service offering, leveraging our scale, removing duplication of effort and creating efficiencies to deliver consistent and sustainable change management solutions. 

• Measure and track change readiness scores, implementing mitigation measures where there are areas of concern. 

• Develop and track performance metrics to measure the overall adoption and sustainability of change management initiatives. 

• Partner with the Communications Specialist to co-develop and implement engaging communication plans using various communication channels. 

• Partner with Talent & Learning Specialist to co-develop required training interventions and plans. 

• Mentor, train and coach Human Capital colleagues and line managers. 

Organisational Design 

• Ensure that organisational design initiatives are aligned with the company's and operations strategic goals and initiatives. 

• Define and lead country wide organisational design projects that involve restructuring at a higher level. 

• Lead the redesigning of the overall structure of the operation to better align to strategic objectives and requirements. 

• Review and analyse organisational structures, operating models and workforce processes, and provide recommendations for efficiencies and improvements where relevant. 

• Lead cross-functional teams to ensure successful implementation of organisational design initiatives. 

• Build capability with People Business Partners and People Specialists, enabling them to execute required organisational design initiatives at sites. 

• Engage with key stakeholders to gather input, build consensus, and ensure alignment with the organisation's goals.

• Develop and implement innovative solutions to optimize workforce processes. 

• Design new processes that improve workforce productivity and efficiency.

• Ensure that workforce structures align with the organisations mission, vision and values. 

• Leverage new technologies and tools to enhance organisational systems and processes. 

• Foster a culture of continuous improvement by regularly reviewing and refining workforce processes. 

• Collaborate with senior leaders to ensure that projects support the overall business objectives. 

• Develop and track performance metrics to measure the effectiveness and success of organisational design initiatives. 

Organisational Culture 

• Identify areas for cultural improvement and develop comprehensive plans to drive organisational culture transformation. 

• Lead culture transformation initiatives, ensuring they align with the organisation's strategic goals, mission, vision and values.

• Co-develop with the Head of Organisational Excellence behaviours and practices that support the organisations core principles. 

• Establish a change champion network and empower them with skills to advocate and lead change management and culture transformation efforts at various levels. 

• Responsible for the execution of the end-to-end employee experience survey.

• Review and analyse the employee experience survey results, building deep understanding of employee needs and areas of development. 

• Co-create strategies and initiatives with the Human Capital colleagues. 

• Implement strategie