The University of Johannesburg (UJ) is a vibrant and cosmopolitan university, anchored in Africa and driven by a powerful strategy focused on attaining global excellence and stature (GES). With an emphasis on independent thinking, sustainable development, and strategic partnerships, UJ is an international university of choice. The University is guided by the Vice-Chancellor’s vision of “Positioning UJ in the Fourth Industrial Revolution (4IR) for societal impact in the context of the changing social, political, and economic fortunes of Africa”.

• Lead the development and implementation of comprehensive organisational development strategies that enhance leadership, talent management, staff engagement, and performance.
• Collaborate with senior leaders and departments to ensure alignment of organisational development initiatives with institutional goals and priorities.
• Design and deliver professional development programs that promote leadership capabilities and foster a culture of continuous improvement and learning.
• Conduct needs assessments and organizational diagnostics to identify gaps and opportunities for improving organisational effectiveness and employee satisfaction.
• Provide guidance on performance management systems, coaching, and mentoring initiatives.
• Oversee talent management, succession planning, and leadership development programs to ensure a pipeline of future leaders within the university.
• Lead the creation of policies and frameworks that support the professional growth of staff members at all levels.
• Monitor and report on the effectiveness of organisational development strategies, ensuring continuous evaluation and improvement via the appropriate surveys.
• Ensure fit for purpose Position management and evaluation, including the job title and name convention framework development.
• Review best practices on terms of optimal design as and when required.
• Implement change management strategies to ensure that desired outcomes are achieved regrading cultural shifts and transformation.

• Forge key internal and external relationships with key stakeholders, internally and externally.
• Provide authoritative, expertise and advice to clients and stakeholders.
• Work with the Internal Marketing and Communications Manager to ensure effective communication and consultation processes and to build staff engagement.

• Develop the institution’s strategic Talent management and framework, tools & solutions that meet the business needs.
• Develop an integrated set of processes, programmes, and technologies designed to Develop, Deploy, Connect and Award critical workforce segments (CWS) to the university priorities.
• Facilitate the university strategic workforce plan, developing a metric-based approach that articulates demands versus supply and conduct gap analysis.
• Develop the institutions capability and processes for strategic sourcing of talent.
• Engages with the university leaders and stay ahead of key talent market changes, university strategy and emerging patterns, and adapts/evolves the talent management approach accordingly.
• Develop coaching and mentoring schemes to support staff development and the achievement of Personal Development Plans.

• Network and engage with operating unit management teams and advisory support to design an appropriate change initiative
• Provide expert knowledge and understanding of change processes and its effect on the organisation to mitigate potential transformational risks.
• Proactively identify and advise on innovative change management initiatives and facilitate effective implementation thereof.
• Provide input into the development and revision of HR strategies and processes to ensure UJ’s changing needs are met.

• Oversee the activities of the OD, L&D and recruitment team to ensure effective delivery of UJ outcomes.
• Determine and analyse development needs for the team and ensure that identified training requirements are budgeted for and executed.
• Create effective workforce and recruitment demand plans to ensure that current and future UJ requirements can be met.
• When required, initiate disciplinary processes for team members calling on support from Human Capital when required.
• Resolve grievances raised by team members and escalate only if required.
• Address poor performance of any team member through the formal Performance improvement programme and ensure that continued poor performance is appropriately dealt with.
• Motivate team members and ensure that their efforts are recognised.

• Design organizational governance and architecture, which provides the framework through which the university will realize its core qualities as specified in its vision statement.
• Build the university job design matrix and capability, including job title frameworks and position budgeting and evaluation.
• Review and update competency requirements of jobs while developing career path framework and ensuring that career paths and ladders within job families are defined.

• Design and align the HRD strategy to the HR strategic objectives in support of the university talent development.
• Manage the corporate induction program.
• Oversee compliance in the skills development environment in including the enhancement of the Skills Development Skills Pillar regarding BBBEE objectives.

• Develop the institution’s strategic Performance Management frameworks, tools & solutions that meet the business needs.
• Develop Performance Management Strategy yearly, and ensure it is integrated with all HR Programs and tied to individual and faculty/ divisional performance. Business objectives cascade down to individual objectives. Supervisors are well trained on how to complete performance management process.
• Improve Performance Management Process whilst warranting its alignment to competency model and ensuring that Competency Model is accurately defining the performance criteria for each level.
• Ensure Performance management policies, procedures are all derived from the HR strategy and objectives.
• Ensure the Performance Management system is effectively supporting the performance management process with clear performance management cycle, which includes employee self-assessment linking individual goals with division/faculty objectives.
• Lead the process ensuring that organizational goals and the performance process/evaluation criteria are regularly, and consistently communicated, and individual goals are routinely linked to them.
• Support specific performance improvement initiatives, e.g. through the implementation of a behavioural and leadership competency framework and 360-degree feedback process.

• Relevant Postgraduate qualification OR professional certification at (NQF Level 8)
• At least 8 years' concurrent experience in Human Resources of which 5 years should be within the OD and 3 years at Senior/ Executive level management level.
• Proven knowledge of training and development.
• Proven experience in Project Management.
• Proven knowledge of data management.
• Proven knowledge and experience in all Human Resources disciplines and new trends.
• Proven knowledge of organisational design principles & techniques, and knowledge of organisational development.

• Advanced communication.
• Analytical thinking.
• Problem solving.
• Planning.
• Transformative abilities.
• Conflict handling.
• Conceptualization Leadership and lead by example.
• Proven ability to function at senior management level.
• Proven ability and track record to work with Executive stakeholder.

• At least 5 years’ experience in Higher Education is highly recommended.
• Experience and knowledge of other process areas (other than Human Resources) is recommended