Senior Manager: Organisation Design, Talent and Change Management Global Grade 14

Core purpose of the role

The Senior Manager: Organisational (Org) Design, Talent and Change Management will lead this function by partnering with Divisional Business Human Capital, Learning, and Human Capital Operations to develop and implement Organisational Design, Talent and Change Management strategic frameworks, policies, change management initiatives and programmes. This includes the co-creation to set the talent strategy and priorities and craft solutions for talent problems critical to business performance and growth, design workforce planning solutions and initiatives that meet business imperatives.

Key deliverables and outputs

• Lead and manage Barloworld Equipment Org Design, Talent and Change Management activities and initiatives aligned to business objectives.
• Develop and drive the implementation of Barloworld Equipment Org Design, Talent and Change Management strategies, policies, processes, practices and frameworks that support a high performing culture, ensuring alignment with Barloworld Equipment Human Capital and business strategic imperatives.
• Compile and monitor Barloworld Equipment Org Design, Talent and Change Management budget within prescribed guidelines and governances, ensuring expenditure is within approved budget.
• Partner closely with Divisional Business Human Capital, Learning, Wellness and Human Capital Operations to manage and coordinate the delivery of Org Design, Talent, and Change Management projects, plans and initiatives.
• Utilise existing communication platforms to effectively promote Org Design, Talent, and Change Management processes to create better knowledge and familiarity to the business.
• Provide advice, guidance, insight, training, and expertise to internal stakeholders, ensuring adherence to Org Design, Talent and Change Management policies and processes.
• Utilising existing communication platforms to effectively promote Talent, Change Management and Employee Engagement practices to create better knowledge and familiarity to business.
• Drive management understanding and utilisation of the IEVM tool set through focus articles, communication, etc to have IEVM become a live manifestation in Barloworld Equipment.
• Provide clear direction and decisive leadership to direct report/s, ensuring all are aligned to the goals and have a clear purpose.
• Set clearly defined performance standards/targets for direct report/s, holding them accountable to achieve these and providing support and guidance where needed.
• Design workforce planning solutions and initiatives that meet business imperatives.
• Oversee and manage all activities related to Barloworld Equipment Performance Optimisation Cycle as per agreed timelines. Manages all communication, sensitisation, and monitoring of the process to ensure its effectiveness and relevance to the business.
• Oversee and manage all activities related to Barloworld Equipment Intellectual Capital Review and Succession Planning processes. Manages all communication, sensitisation, and monitoring of the process to ensure its effectiveness and relevance to the business.
• Compile Key Development areas identified in Barloworld Equipment Intellectual Capital Review and Succession Planning process to translate into training interventions.
• Liaise with relevant key stakeholders to plan, conduct, and execute on key development areas identified.
• Manage audits for respective responsible functions.
• Manage relationships with psychometric assessment providers.
• Plan and ensure effective implementation of Barloworld Equipment Talent Reviews/Forums to build bench-strength aligned with overall business strategy.
• Conduct accurate analysis on any Org Design, Talent and Change Management related data and statistics gathered, providing detailed and relevant feedback to business stakeholders, and enabling them to make better talent decisions.
• Manage the Psychometric Assessments and 360 Leadership Assessments through external service providers.
• Conduct Employee Engagement and Pulse Surveys through platform.
• Oversee and manage all activities, communication, and execution of Employee Survey
• Conduct analysis of Survey results
• Track and monitor regional actions and progress and inform business of implemented activities.
• Track and monitor online exit interview trends and report accordingly.
• Lead the execution of Org Design, Talent and Change Management projects and create a positive worker experience that inspires productivity and timeous high quality project delivery.
• Conduct research to develop suitable Org Design, Talent and Change Management interventions and solutions to meet business requirements.
• Build strong trusting relationships with all levels of employees and management to achieve business objectives.
  
  

Qualification, Experience And Competencies

Minimum Required Qualifications

Essential

• Post-graduate degree in HR/Psychology.
  
  

Advantageous

• Registration with the South African Board of Personnel Practice (SABPP) would be an advantage.
  
  

Minimum Experience

• Minimum of Five years Org Design, Talent, and Change Management experience.
• Minimum of Three years specialist experience in Psychometric Assessments.
• Minimum of Three years Human Capital Generalist experience.
• Minimum of Three years management/leadership experience.
  
  

Minimum Required Competencies

• Verbal and written communication.
• Attention to detail.
• Drive, energy, and initiative (results-focus).
• Taking ownership.
• Conceptual thinking.
• Analytical and problem-solving.
• Strategic leadership.
• Challenging ideas.
• Dependable.
• Agile.
• Taking ownership.
• Professional.
• Articulating information.
• Organisational awareness.
• Building engaging relationships.
• Customer responsiveness.
• Influencing and persuading.
• Planning and organizing.
• Interpreting data rationally.
• Practical execution management.
• Continuous improvement.
• Project management.
• Integrity.