Organizational Development Specialist (Centurion) Jobs

Overall Purpose of the Job

• This role develops and maintains organizational design systems that support integrated talent management. The specialist designs, implements, and improves tools, processes, and systems for organizational development, capability building, and change management. The goal is to boost organizational effectiveness and align with strategic objectives.

Organizational Design

• Find ways to continuously improve organizational design systems and processes.
• Regularly audit the organizational structure and suggest changes to make it more efficient.
• Build and update job architecture, including levels of authority and job families.
• Lead focus group sessions to gather input on job families.
• Help develop competency frameworks and content for job families.
• Create new role profiles when needed and train HR business partners on role profiling.
• Ensure job profiles align with internal policies and procedures.
• Advise on job evaluations and recommend appropriate salary levels.
• Set rules for creating organizational structures, including spans of control in different areas.
• Review organizational design operating models based on policies and procedures.

Change Management

• Advise the business on organizational changes.
• Create processes and plans to guide the organization through change.
• Work with departments to support and embed changes.
• Assess the impact of changes and provide reports.

Integrated Talent Management Processes

• Develop talent management initiatives that match the Human Resources Management Strategy.
• Research market trends and best practices to improve the talent management model and support the organization’s strategy.
• Guide managers on succession planning.
• Create and apply talent frameworks and tools, including leadership development, aligned with SACAA career paths.
• Support career mobility programs across the organization.
• Design talent programs that strengthen the employee value proposition.
• Ensure smooth implementation of all talent-related executive deliverables.
• Review and benchmark talent management policies, frameworks, and procedures each year.
• Improve performance management and development processes to keep them relevant and support strategic goals.
• Lead initiatives to build high-performing teams.
• Start or refine performance management programs to add business value.

Organizational Culture

• Build and apply processes to align culture and values, improving collaboration and support for SACAA’s mandate, strategy, and goals.
• Provide or create diagnostic tools like employee surveys, performance reviews, and HR metrics to support organizational development.
• Use behavioral science to design change and workforce transitions, focusing on culture, values, capabilities, behaviors, relationships, and ways of working.
• Use tools like culture surveys and employee engagement surveys to create plans for behavioral changes that meet corporate and individual goals.

Skills and Capability Development

• Conduct competency assessments and help develop competency frameworks.
• Run programs to fill skills gaps and support career growth.
• Create and update learning pathways for technical, leadership, and functional roles.

Requirements

Minimum Requirements

• Bachelor’s degree in Human Resources, Industrial Psychology, Organizational Development, or equivalent qualification.

Ideal Qualification

• Postgraduate Diploma in Organizational Development, Change Management, or equivalent NQF Level 8 qualification.

Experience

• 5 years in Organizational Development, including Talent Management, Change Management, Leadership Frameworks, and Performance & Development Management systems.
• Experience in organizational design, job analysis, job evaluation, and grading is an advantage.

Closing Date: 05 January 2026