Specialist: Organisational Development and Change - D1

KEY PERFORMANCE AREAS

Organisational Development

• Conduct organisational diagnostics and assessments to identify organisational, structural, cultural, capability and performance gaps.
• Support the development and implementation of organisational development strategies, frameworks, policies and interventions aligned with the organisational strategy.
• Facilitate organisational development interventions to improve collaboration, role clarity, leadership effectiveness, employee engagement and organisational performance.
• Monitor and evaluate the effectiveness of organisational development initiatives and recommend corrective actions.

Change Management and Transformation

• Develop and implement change management plans for organisational reviews, restructuring, process redesign and other transformation initiatives.
• Conduct change impact assessments to determine the implications of proposed changes for employees, roles, structures, processes, systems and ways of working.
• Conduct change readiness assessments and stakeholder analyses to identify risks, concerns, resistance and support requirements.
• Develop and implement change interventions to support employee awareness, understanding, acceptance and adoption of organisational changes.
• Facilitate change workshops, information sessions, leadership engagements and employee consultation processes.
• Monitor change implementation progress, adoption levels and emerging risks, escalating issues and recommending mitigation measures.
• Support the development of change sustainability plans to embed new structures, processes, behaviours and ways of working.

Stakeholder Engagement and Communication

• Develop and coordinate stakeholder engagement plans for organisational development and change initiatives.
• Support engagement with executives, managers, employees, organised labour and other relevant stakeholders.
• Develop change communication materials, presentations, frequently asked questions, briefing documents and progress reports in collaboration with Corporate Communications and relevant stakeholders.
• Facilitate feedback mechanisms to understand stakeholder concerns and inform change interventions.
• Maintain stakeholder engagement records, change issue logs and action registers to support effective project governance.

Organisational Review Implementation Support

• Support the implementation of the organisational review project plan, change management workstream and associated deliverables.
• Facilitate the assessment of the people and organisational implications of proposed operating models, structures, roles and business processes.
• Support leadership alignment sessions to clarify the rationale for change, implementation requirements, accountabilities and expected outcomes.
• Assist in developing change impact matrices, stakeholder maps, readiness reports, risk registers and change implementation plans.
• Track the implementation of approved change interventions and report on progress, dependencies, risks and outstanding actions.
• Collaborate with Organisational Design, Human Capital, business units and the appointed service provider to ensure coordinated implementation of organisational changes.

Organisational Culture and Employee Engagement

• Support organisational culture initiatives that reinforce organisational values, leadership behaviours, accountability and performance excellence.
• Analyse employee engagement feedback and organisational diagnostic findings to identify barriers to organisational effectiveness.
• Assist in developing and implementing employee engagement improvement plans and targeted interventions.
• Facilitate focus groups, workshops and feedback sessions to understand employee experiences and inform organisational improvement initiatives.
• Monitor the impact of culture and engagement interventions and recommend improvements.

Learning, Capability Building and Change Adoption

• Identify change-related learning and capability requirements arising from organisational transformation initiatives.
• Collaborate with Learning and Development, Talent Management and business units to develop targeted interventions supporting new roles, processes, systems and ways of working.
• Equip managers and change champions with tools and guidance to communicate change, manage resistance and support their teams.
• Develop change management guides, toolkits and knowledge-sharing materials.
• Monitor employee understanding, capability and adoption of implemented changes and identify additional support requirements

Monitoring, Evaluation and Reporting

• Establish and monitor change management indicators, milestones and adoption measures.
• Collect and analyse qualitative and quantitative data to assess change readiness, stakeholder sentiment and intervention effectiveness.
• Prepare regular progress reports, dashboards, presentations and recommendations for management and project governance structures.
• Maintain accurate records of change activities, stakeholder feedback, risks, lessons learnt and corrective actions.

QUALIFICATIONS

• Bachelor’s degree in Organisational Development, Industrial and Organisational Psychology, Human Resource Management, Business Management or a related field (NQF Level 7)
• Postgraduate qualification in Organisational Development, Industrial and Organisational Psychology, Human Resource Management, Business Management or a related field (NQF Level 8) would be added advantage
• Certificate in Change Management

EXPERIENCE

• Seven (7) years’ relevant experience in Organisational Development, Change Management, Organisational Transformation or a related field.
• Demonstrated experience in developing and implementing change management plans, conducting change impact assessments and facilitating stakeholder engagements.
• Experience supporting organisational reviews, restructuring, operating model changes or business process improvement initiatives.
• Experience in organisational diagnostics, employee engagement interventions, change readiness assessments and monitoring change adoption.
• Experience preparing management reports, presentations and change management documentation.

FUNCTIONAL KNOWLEDE AND SKILLS

• Organisational development principles, frameworks and methodologies.
• Change management methodologies and implementation tools.
• Change impact and readiness assessment techniques.
• Stakeholder analysis, engagement and communication planning.
• Organisational culture and employee engagement interventions.
• Facilitation, workshop design and group dynamics.
• Project management principles and change implementation tracking.
• Technical Competence in Organisation Development, Performance Management, Talent Management and HR related ACTS
• Communication Skills (Verbal and Written)
• Consulting Skills
• Facilitation and Training Skills
• Influencing and Negotiation Skills
• Problem Solving and Analytical Skills
• Organisational Design and Planning
• Project Management Skills

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TERM OF APPOINTMENT

The Specialist: Organisational Development and Change shall be appointed for a fixed term of two (2) years, subject to the terms and conditions of appointment as determined by the South African Maritime Safety Authority (SAMSA). 

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As we are committed to Employment Equity in our employment practices, it is our intention to appoint individuals with the aim of meeting our Equity objectives. Preference will be given to African Males, Indian Males, African Females, Coloured Females and persons living with disability to achieve the objectives of Employment Equity.

CLOSING DATE: 26 NOVEMBER 2026

For any related queries regarding this position, please contact Ms Zanele Zwane at 012 366 2600.

Please note: SAMSA reserves the right not to make an appointment to any advertised position. No late applications will be considered. Psychometric and other assessments may be used as part of the selection process and all shortlisted candidates will be required to be available for the tests. If you have not been contacted within 3 months of the closing date as mentioned above, kindly deem your application unsuccessful.