Manager Organizational Effectiveness: Employee Experience


Manager Organizational Effectiveness: Employee ExperienceManager Organizational Effectiveness: Employee Experience Pretoria Permanent Salary betweenR .05 and R .09 paRole OverviewReporting to the Senior Manager: Organizational Development and Effectiveness, the incumbent will be required to manage the Employee Value Proposition programme in order to create a great employee experience; lead workplace wellness that is designed to enable a healthy workforce to perform optimally; to implement preventative and curative programs to address social, financial and emotional wellness; encourage work life balance. Manage employee recognition in the workplace by reinforcing particular behaviours, practices or activities that result in better performance and positive business results. Manage Organisational Design for shaping the way the company operates to pursue strategic objectives and meet goals. The Candidate ProfileUnderstanding of project management principles. Organizational Learning and Development. Business Acumen & Organizational Awareness Maintain high level confidentiality. High degree of self-management, pro-activeness, and creativity. Excellent communication skills (including liaison, report writing, feedback and presentation). Qualifications and ExperienceRelevant Bachelors Degree in HR. Post Graduate qualification will be an added advantage. Minimum of six to eight years experience in Employee Assistance Programme / Wellness of which three years must be the managing of an Employee Assistance Programme (EAP) / Wellness function. 5 years experience providing change management strategy development and solutions. Previous experience designing, implementing, and managing reward, recognition, performance and/or motivational programs with proven results, strongly preferred Demonstrated success in managing expectations on major change initiatives. Understanding of the Human Resources Services Lifecycle. Valid Drivers License Soundtrack record in effectively managing complex and sensitive stakeholder engagements at all levels. Key Portfolio and Performance Focus AreasEmployee Wellness:Develop Wellness and Employee Assistance Programme (EAP) strategies and framework that complements the overall Human Capital Management Strategy. Provide input into overall Human Capital Management value proposition as it relates to the wellness practice through the development of best practice, research, trends analysis and wellness initiatives. Analyse wellness trends and prepare high level reports to management as input to create an engaged workforce. Implement wellness interventions based upon identified needs/issues within the organisation. Build capacity in the organisation to drive and manage an employee wellness culture. Design, implement and drive the organizations programme, including providing awareness campaigns, training, professional counselling, testing and support through external vendors e.g., Careway. Ensure that all wellness initiatives contribute towards the operationalising of the overall Employee Value Proposition (EVP). Participate in the Wellness Committees and Forums to facilitate the successful implementation of wellness initiatives and programmes. Develop policies and procedures to support the implementation of wellness initiatives. Provide monthly and quarterly report on wellness statistics and focus on analysis, comparison, and trends Marketing of wellness events and educational information on health issues. Coordinate and promote wellness initiatives in partnership with other stakeholders. Cover whole spectrum of individual wellbeing components as defined by the World Health Organisation (WHO) or others, such as: Psycho-social, Physical / Health, Family and Financial. Conduct workshops on selected wellbeing issues and obtain feedback on existing programmes Organisation Design:Lead teams in the planning, implementation tracking, and follow-up of organization optimization efforts. Identify structural needs to enable the organisational strategy with specific outlook on job design, clustering, span of control, chain of command and delegation. Maintain changes to structure and ensure role profiles are updated accordingly in collaboration with the HR Ops team. Identify opportunities within the organization to drive solutions and develop action plans that address areas where work processes or team structures lack efficiencies. Partner with provincial and cluster leaders to drive cost-effective process change initiatives and ensure effective execution of identified plans to institute organizational change. Create appropriate timelines of actionable steps that support lean staffing models and drive accountabilities to meet targets. Communicate and follow up on expense reductions and other targeted goals (e.g., headcount) through appropriate reporting. Foster and build collaborative relationships with provincial and cluster teams to improve efficiencies and garner positive results from initiatives. Maintain a strong knowledge of provincial and cluster processes to ensure that organizational design opportunities can be readily identified and addressed Employee Recognition:Continuously review Employee Recognition strategy for the organization. Conducts ongoing gap analyses which includes, and evaluation of metrics and performance benchmarks as requested and proposes awards to match the needs assessment, including measurement of program effectiveness analysis. Implements integrated short and long-term plans to reinforce recognition strategy and keep programmes alive, energetic, and driving high usage. Acts as primary point of contact for employees regarding the programs. Performs project specialist duties related to increasing awareness or introducing new recognition components of varying complexity including planning, tracking deliverables and interfacing with creative teams such as the Communications team for production. May contribute to developing policies and procedures to standardize practices. Coordinates the communication of programs, deployments, and ongoing updates to include management briefings. Manage the Programme budget effectively and efficiently Coordinates with outside vendors in developing and maintaining effective and easy to use recognition platforms for programs Employee Value Proposition:Develop and implement an Employee Value Proposition for the organization. Conduct ongoing gap analyses and propose awards to match the needs assessment, including measurement of EVP effectiveness analysis. Evaluates metrics and performance benchmarks for EVP initiatives including evaluation of the current program against those of large organizations and other industries. Implements integrated short and long-term plans to reinforce all pillars of the EVP and continuously engage employees to illicit feedback. Acts as primary point of contact for employees regarding the EVP pillars. Performs project specialist duties related to increasing awareness or introducing new EVP components of varying complexity including planning, tracking deliverables and interfacing with creative teams such as the Communications team. May contribute to developing policies and procedures to standardize practices. Coordinates the communication of programmes, deployments, and ongoing updates to include management briefings. Ensure provision of support to the Human Capital team on the development of effective solutions to address challenges relating to the employee experience within the organization. Identify opportunities for improvements across the HR value chain to ensure that employees are motivated and engaged. Ensure effective and efficient communication on all relevant EVP pillars. Ensure proper follow-up to all meetings, communiqu, directives, and any other EVP initiatives. Project manage EVP implementation within the reporting cycles determined by the organisation. Prepare and submit regular progress reports on programmes and projects of the Unit as and when required. Attend and ensure that the clusters interests are properly represented at all relevant meetings, working groups, committees, forums, or departments as and when required Generic Support:The incumbent will be required to carry out extra projects as and when required. The incumbent will be a key team member of the Organisational Effectiveness management team. The incumbent will be a trusted advisor on all employee experience matters. The incumbent will be required to support and contribute to the OE function and reporting IF YOU HAVE NOT HEARD FROM US IN 14 DAYS, PLEASE CONSIDER YOUR APPLICATION UNSUCCESFUL
Posted
05/05/2022
Location
Johannesburg, GT, ZA