Senior Manager (P6) (Human Capital Management Division: Organisational Development) (Re-advert)
Position Summary
Introduction
The University of Johannesburg (UJ) is a vibrant and cosmopolitan institution, guided by its bold UJ Strategy 2035, which emphasises Societal Impact and Sustainability, Global Footprint and Partnerships, and Technology for the Future. Committed to transformative change, UJ’s mission is “To transform and serve humanity through innovation and the collective and collaborative pursuit of knowledge.” The University is guided by the vision of building “An international university of choice, anchored in Africa and the global south, dynamically shaping a sustainable future".
Job description
“Please note that the University is obligated, in terms of recent amendments to the Criminal Law (Sexual Offences and Related Matters) Amendment Act 2021 (Act 13 of 2021), to assess all prospective employees (including applicants) against the National Register for Sex Offenders (NRSO). The outcome of such an assessment may have an impact upon possible employment with the University.
Job Description:
The Human Capital Management Division within the University plays a crucial role in the University’s people management philosophy and processes, leadership development, instilling a culture of organisational citizenship behaviour, management of institutional culture and the implementation of strategies to optimally manage compensation expenditure.
The Senior Manager: Organisational Development will drive strategic organisational development initiatives that enable the institution to achieve its long-term strategic objectives. The role focuses on building an agile, high-performing, and future-fit organisation through effective organisational design, performance management, talent management, change management, job evaluation, reward and recognition, and a compelling employee value proposition (EVP).
- Lead the review and redesign and optimisation of organisational structures to enhance efficiency, effectiveness, and accountability.
- Provide expert advice to executive and senior leadership on operating models and organisational effectiveness.
- Oversee the design, implementation, and continuous improvement of the performance management framework.
- Ensure alignment between individual, team, and organisational performance goals.
- Enable and promote a high-performance culture through effective goal setting, feedback, and development processes.
- Develop and implement integrated talent management strategies, including succession planning, leadership development, and talent reviews.
- Identify critical roles and capabilities and ensure robust talent pipelines.
- Partner with stakeholders to strengthen leadership and management capability across the university.
- Lead and embed structured change management approaches for organisational transformation initiatives.
- Support leaders and managers in navigating complex change and building change readiness.
- Monitor, assess and manage the people impact of change initiatives to ensure successful adoption and sustainability.
- Manage job evaluation processes to ensure internal equity, consistency, and compliance with relevant frameworks and legislation.
- Provide expert advice on role profiling, grading, and job architecture.
- Maintain governance and quality assurance of job evaluation outcomes.
- Contribute to the development and implementation of reward and recognition strategies aligned to organisational goals and affordability.
- Develop and continuously refine the university’s EVP to enhance employer brand and employee experience.
- Build strong partnerships with executive leadership, line management, organised labour, and HCM colleagues.
- Ensure compliance with relevant legislation, policies, and governance frameworks.
- Provide regular reports, insights, and recommendations to senior leadership.
Minimum requirements
- Postgraduate qualification in Industrial Psychology/Human Resources Management or equivalent (NQF Level 8)
- Five (5) to eight (8) years’ experience in Organisational Design, Change Management, Talent and Performance Management
- At least 3 years in a senior management role
- Demonstrated facilitation and stakeholder engagement at executive level
- Demonstrated capability in project management
Competencies and Behavioural Attributes:
- Strategic and analytical thinker
- Strong business and organisational acumen
- Influential communicator and facilitator
- High resilience and ability to operate in complex environments
- Sound judgement and decision-making
- Excellent reporting and presentation skills
Recommendations:
- Master’s degree in Industrial Psychology or Human Resources Management.
- Professional registration with SABPP or relevant professional body.
Your application, comprising of a detailed Curriculum Vitae as well as the names and full contact details (including telephone numbers and e-mail addresses) of at least three traceable and credible referees must be uploaded before or on the closing date of the advertised post. Please also attach the following: a copy of your highest academic qualification, proof of registration with professional bodies you might belong to and if applying for an academic position, a list of accredited research output and/ or a portfolio of your creative output.
If you require technical support / assistance on the UJ e-recruitment website, please contact our service provider PNET on the following contact details: 0861 227337/010 140 3099 or email ujsupport@pnet.co.za.
Candidates may be subjected to appropriate psychometric testing and other selection instruments.
In conjunction to merit on the basis of qualifications, experience and proven achievements the University of Johannesburg is committed to providing equal employment opportunities for persons with disabilities and those individuals from the historically disadvantaged groups. As necessitated by operational requirements the University reserves the right not to make an appointment to positions advertised. If you have not received a response from the University within 8 weeks of the closing date, you should assume that your application has been unsuccessful.
Please note that the University is obligated, in terms of recent amendments to the Criminal Law (Sexual Offences and Related Matters) Amendment Act 2021 (Act 13 of 2021), to assess all prospective employees (including applicants) against the National Register for Sex Offenders (NRSO). The outcome of such an assessment may have an impact upon possible employment with the University.