We are currently hiring an Organisational Development Specialist to join our HR team on a fixed-term contract for 12 months. On this role, you will be responsible for the formulation and implementation of organisational development strategies. In addition, be accountable for talent development and management as well as learning and development.

• Develop and implement organisational development strategies and initiatives that align with the organisation's goals and objectives. 
• Monitor and report on the effectiveness of organisational development initiatives, making adjustments as needed to ensure success. 
• Ensure the formulation of a detailed work force plan to address staffing requirements. 
• Lead and support organisational development initiatives such as succession planning, workforce planning, change management and building human capabilities using sound OD techniques within the NEF. 
• Review of all HR policies, processes and programmes to support objectives of the culture change. 
• Assess organisational culture, identify areas of improvement and implement strategies to create a positive and inclusive work environment. 
• Develop and implement OD and change initiatives, addressing team dynamics, culture and individual development. 
• Design and maintain job evaluation, profiling and analysis. 
• Develop and implement performance management programs that drive employee engagement and productivity. 
• Enable the improvement of performance management processes and tools that align with the organisation's goals and objectives. 
• Improve and monitor employee productivity and coach the line managers on people management. 
• Design and implement employee engagement initiatives to gather insights and measure employee engagement and effectiveness of various developmental programmes.
• Analyse and investigate business or people issues and trends within the organisation and recommend interventions that are aimed at improving employee engagement and business performance. 
• Conduct an organisation-wide review and assessment to guide the NEF in ensuring that it is fit-for-purpose. 
• Submit findings with recommendations for implementation with monitoring and review mechanisms.

• Collaborate with management to develop and implement talent management strategies to ensure the organisation has the necessary skills and capabilities for strategic objectives and cultural change. 
• Assist in monitoring and evaluate the implementation of the Talent Management Strategy. 
• Assist in implementing the Talent Management policies, practices, processes and systems. 
• Guide process of implementing Personal Development Plans. 
• Implement the mentoring and coaching of the talent pool and the workforce planning of the organization. 
• Monitor and support the leadership development programme and manage talent pipeline in the organisation. 
• Review and monitor succession planning to ensure alignment to the competencies and career paths for an effective flow of high potential individuals. 
• Design frameworks for the measurement of impact and return on investment of learning interventions and provide reporting and guidance in these. 
• Develop, implement and oversee Coaching and Mentorship development, Graduate Programmes and related programmes for the organisation to ensure availability of skilled individuals. 
• Enhance onboarding programmes to ensure effective integration of existing and new employees. 
• Support in the enhancement and delivery of Employee Value Proposition (EVP) and employer branding framework to position NEF as an employer of choice.

• Establish a centre of excellence for the NEF. 
• Implement and improve an effective learning strategy that supports the business needs, goals and supports in building a learning organisation. 
• Create a conducive environment for learning and development. 
• Conduct training needs analysis for learning interventions that are to be undertaken and oversee annual training budget. 
• Monitor and valuate training and development programmes and the impact. 
• Assist management in identifying departmental needs for training or team performance and intervening where low overall performance has been identified. 
• Ensure that all statutory reporting is done with the relevant SETA. 
• Manage and facilitate Skills Development and SETA activities (Internal Bursary, Graduate Programme). 
• Ensure that rebate claims are submitted timeously. 
• Report on all planned and implemented training activities on a quarterly basis.
• Implement employment equity requirements (skills development planning) in line with skills development. 
• Co-ordinate and provide input into the Workplace Skills Plan to ensure accurate and timely submission. 
• Providing input on the BBBEE Skills Development Element of the scorecard. 
• Develop and deliver various training programmes to enhance employee skills and performance.