Senior Manager – Organisational Development

SUMMARY:
Drive Culture Transformation | Shape Organisational Effectiveness & Employee Experience

POSITION INFO:
Role: Senior Manager - Organisational Development Employment Type: Permanent Location: Johannesburg Remuneration: R1,4 mil per annum Working Arrangement: Hybrid 1. Job Overview The Senior Manager - Organisational Development will provide strategic and practical organisational development support aligned with the organisation''s business strategy, Target Operating Model and desired organizational culture. The incumbent will drive organisational development initiatives focusing on culture transformation, psychometric assessments, employee wellbeing, team dynamics and employee engagement. The role requires a strong Industrial Psychology background, with the ability to analyse and report on assessments, provide coaching and translate employee insights into practical organisational interventions. 2. Minimum Requirements Bachelor''s Degree in Industrial Psychology, Honours Degree in Industrial Psychology. Master''s Degree in Industrial Psychology (essential). Registration with the HPCSA as an Industrial Psychologist. Registration with the HPCSA as a Psychometrist. Minimum of 8 years'' relevant Organisational Development experience. Proven experience in organisational culture, psychometric assessments and assessment reporting. Experience in coaching, employee wellbeing and team dynamics. Experience managing employee listening mechanisms, including employee engagement surveys. Strong facilitation, analytical, reporting and stakeholder engagement skills. 3. Key Responsibilities Lead and implement organisational development initiatives aligned with business strategy and organisational culture. Drive culture transformation and team effectiveness interventions. Manage psychometric assessments, including analysis, interpretation and reporting. Provide assessment feedback and coaching to employees and management. Develop and implement employee wellbeing initiatives. Manage employee listening mechanisms, including engagement surveys, feedback sessions and action plans. Assess team dynamics and organisational effectiveness challenges and recommend appropriate interventions. Maintain competency frameworks to support career development and leadership growth. Provide organisational development advisory and consulting support to management and HR stakeholders.