Change Management Specialist
South African National Blood Service
Date: 2 weeks ago
City: Roodepoort, Gauteng
Contract type: Full time
Job Description
KEY PERFORMANCE AREAS (KPAS)
KPA 1:Business Planning and Financial Management
KPI
1.1. Collaborate with Senior Manager: OD and Transformation to develop long term strategic plans for the department.
1.2. Participate in business planning sessions and identify mitigation of organisational risks relating to Projects.
1.3. Collaborate with Senior Manager: OD and Transformation with the development of national initiatives and develop project plans for implementing agreed decisions.
1.4. Prepare and submit required monthly, quarterly and annual reports.
KPA 2:Develop, Implement and Monitor Organisational Development Initiatives
KPI
2.1. Implement and facilitate (if required) the approved OD interventions and plans.
2.2. Develop ongoing communication for OD processes.
2.3. Provide support and guide managers and employees in the implementation of Change Management and OD initiatives.
2.4. Review implementation progress and provide reports to respective stakeholders.
2.5. Coordinate the participation in annual surveys (e.g. DNA, Deloitte best company to work).
2.6. Ensure compliance to teambuilding guidelines by engaging with line managers and assisting with recommendations of most appropriate teambuilding interventions.
2.7. Manage change management data capturing and integrity.
KPA 3:Ensure OD and Change Management Systems Is Organisationally Implemented To Enhance Organisational Sustainability
KPI
3.1. Design and implement change management approach by interpreting the business strategies.
3.2. Formalise the Change management strategy and manage execution thereof together with the Snr Manager OD.
3.3. Deliver on agreed strategic and operational learning projects and manage their implementation across SANBS in line with service level agreements.
3.4. Engage with internal and external clients to determine and understand the change managements that will address business objectives and design relevant solutions.
3.5. Address business needs by translating business requirements into change and (learning) development requirements and by developing implementation plan/s.
3.6. Build relationships with key stakeholders including HR, line management and relevant HR resources and external parties.
3.7. Ensure the development solution address requirements and ensure delivery within agreed timelines by contracting and negotiating with vendor/s, addressing any deviations (as required).
3.8. Ensure the integration of change with other processes in the HR value chain to enhance the company employee value proposition.
3.9. 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
KPI
4.1. Develop Change Management methodologies for the organisation.
4.2. Provide Change Management stream lead support to strategic and operational projects.
4.3. Implement Diversity and Inclusion strategies, policies and procedures to embed Change Management.
4.4. Develop and implement required interventions to promote organisational transformation.
4.1. Deploy and monitor transition and resistance management plans.
4.2. Coach, consult, and support Transition Teams.
4.3. Act as sounding board for transition issues.
4.4. Build and sustain commitment from key stakeholders.
4.5. Facilitate and coordinate closing skill gaps through training and other learning activities.
4.6. Provide regular status updates to the Sponsor and Project Manager.
4.7. Identify change issues and facilitate their resolution through the Sponsor and Project Manager.
4.8. Communicate project-wide information.
4.9. Establish, measure, and communicate Project related change management metrics.
4.10. Advise leadership on CM issues.
KPA 5:Stakeholder Relationships
KPI
5.1. Maintain Relationships with external service providers (e.g. Consultants).
5.2. Manage risks and ensure alignment with regulatory requirements.
5.3. Contribute to a culture of transformation by participating in the company culture building initiatives, business strategy.
5.4. Stay abreast of developments in field of expertise, ensuring personal and professional growth.
5.5. Understand and embrace the company vision and values, leading by example.
5.6. Provide input into the overall HR communication plan.
KPA 6:Develop data Analysis Methodologies to Enhance Change Management Reporting
KPI
6.1. Provides management support to the Human Resources function in the area of people metrics, reporting and predictive analytics in relation to projects.
6.2. Supports the Human Resources leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs.
6.3. Utilizes technology and analytical tools to develop and analyse enterprise-wide people and other cross-function data as needed.
6.4. Communicates findings to senior management via formal presentations, standard management reporting on periodic/quarterly/annual basis.
6.5. Collaborates with subject matter experts across the business service areas to improve overall strategic and operational performance and insight.
6.6. Works as the key representative to the external benchmarks and key surveys supporting the broader HR function.
6.7. Assist with design of HR data integrations and strategic level reports.
Competencies
Cognitive
Education
KEY PERFORMANCE AREAS (KPAS)
KPA 1:Business Planning and Financial Management
KPI
1.1. Collaborate with Senior Manager: OD and Transformation to develop long term strategic plans for the department.
1.2. Participate in business planning sessions and identify mitigation of organisational risks relating to Projects.
1.3. Collaborate with Senior Manager: OD and Transformation with the development of national initiatives and develop project plans for implementing agreed decisions.
1.4. Prepare and submit required monthly, quarterly and annual reports.
KPA 2:Develop, Implement and Monitor Organisational Development Initiatives
KPI
2.1. Implement and facilitate (if required) the approved OD interventions and plans.
2.2. Develop ongoing communication for OD processes.
2.3. Provide support and guide managers and employees in the implementation of Change Management and OD initiatives.
2.4. Review implementation progress and provide reports to respective stakeholders.
2.5. Coordinate the participation in annual surveys (e.g. DNA, Deloitte best company to work).
2.6. Ensure compliance to teambuilding guidelines by engaging with line managers and assisting with recommendations of most appropriate teambuilding interventions.
2.7. Manage change management data capturing and integrity.
KPA 3:Ensure OD and Change Management Systems Is Organisationally Implemented To Enhance Organisational Sustainability
KPI
3.1. Design and implement change management approach by interpreting the business strategies.
3.2. Formalise the Change management strategy and manage execution thereof together with the Snr Manager OD.
3.3. Deliver on agreed strategic and operational learning projects and manage their implementation across SANBS in line with service level agreements.
3.4. Engage with internal and external clients to determine and understand the change managements that will address business objectives and design relevant solutions.
3.5. Address business needs by translating business requirements into change and (learning) development requirements and by developing implementation plan/s.
3.6. Build relationships with key stakeholders including HR, line management and relevant HR resources and external parties.
3.7. Ensure the development solution address requirements and ensure delivery within agreed timelines by contracting and negotiating with vendor/s, addressing any deviations (as required).
3.8. Ensure the integration of change with other processes in the HR value chain to enhance the company employee value proposition.
3.9. 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
KPI
4.1. Develop Change Management methodologies for the organisation.
4.2. Provide Change Management stream lead support to strategic and operational projects.
4.3. Implement Diversity and Inclusion strategies, policies and procedures to embed Change Management.
4.4. Develop and implement required interventions to promote organisational transformation.
4.1. Deploy and monitor transition and resistance management plans.
4.2. Coach, consult, and support Transition Teams.
4.3. Act as sounding board for transition issues.
4.4. Build and sustain commitment from key stakeholders.
4.5. Facilitate and coordinate closing skill gaps through training and other learning activities.
4.6. Provide regular status updates to the Sponsor and Project Manager.
4.7. Identify change issues and facilitate their resolution through the Sponsor and Project Manager.
4.8. Communicate project-wide information.
4.9. Establish, measure, and communicate Project related change management metrics.
4.10. Advise leadership on CM issues.
KPA 5:Stakeholder Relationships
KPI
5.1. Maintain Relationships with external service providers (e.g. Consultants).
5.2. Manage risks and ensure alignment with regulatory requirements.
5.3. Contribute to a culture of transformation by participating in the company culture building initiatives, business strategy.
5.4. Stay abreast of developments in field of expertise, ensuring personal and professional growth.
5.5. Understand and embrace the company vision and values, leading by example.
5.6. Provide input into the overall HR communication plan.
KPA 6:Develop data Analysis Methodologies to Enhance Change Management Reporting
KPI
6.1. Provides management support to the Human Resources function in the area of people metrics, reporting and predictive analytics in relation to projects.
6.2. Supports the Human Resources leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs.
6.3. Utilizes technology and analytical tools to develop and analyse enterprise-wide people and other cross-function data as needed.
6.4. Communicates findings to senior management via formal presentations, standard management reporting on periodic/quarterly/annual basis.
6.5. Collaborates with subject matter experts across the business service areas to improve overall strategic and operational performance and insight.
6.6. Works as the key representative to the external benchmarks and key surveys supporting the broader HR function.
6.7. Assist with design of HR data integrations and strategic level reports.
Competencies
Cognitive
- Analytical thinking and attention to detail
- Change Management
- Holistic / Big Picture
- Judgement and Decision making
- Problem solving
- Planning, Organising
- Assertiveness
- 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
- Deadline driven
- Business process understanding
- Practical Execution Management
- Strategic leadership
Education
- 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.
- Emotional Intelligence.
- MS Office (Advanced).
- SAP.
- Driver’s License.
- Relevant legislation.
- Policies and Procedures relating to HCM and organisational strategy.
- Project Management.
- Overtime as and when required.
- National travel and overnight stays.
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