Organisational Development Manager – Botswana Power Corporation 868 views

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Job Purpose

​​​​​​To drive organisational design and employee effectiveness systems in order to build a winning organization through provision of an integrated resource planning, talent management, equitable remuneration and retention strategies, as well as development and implementation of relevant HR policies.​




Principal Accountabilities/Responsibilities

Talent and Performance Management

Assuming a leadership role in the organisational restructuring process to transform the Corporation to a quality organization

Serving as an internal consultant to assist business managers in their efforts to achieve organizational goals and/or organizational efficiency

Initiating the introduction of interventions to improve organisational effectiveness

Develop organizational design and job grading policies and guidelines



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Strengthen the effectiveness of the organization in the areas of alignment (people and structure), workforce planning, and building human capabilities using sound organizational development techniques.

Ensuring organisational strategy is cascaded through divisional, departmental plans and individual performance plans.

Contributing to the process of strategic management (performance improvement and change management initiatives) and policy making with appropriate data, research and analysis.

Manage, monitor and review the Corporation’s performance management system to enhance productivity, motivation and retention of competent staff

Monitor the effectiveness of training for managers, supervisors and all employees in the use of the system to develop performance based management processes and identification of out-put criteria.

Commission work and method studies and ensure completion within time and budget to ensure improvement in the organization productivity level.

Assessing manpower implications for new projects

Overseeing succession planning and ensure that it is aligned to the competencies and career path principles to assure an effective flow of high potential individuals.

Contributing to the formulation of business plans, operating plans and budgets for the business units, and managing unit performance in accordance with these plans.

Compensation and Benefits

Facilitate the development, review and manage the Corporation’s remuneration strategy to ensure that remuneration policies and practices enhance employee productivity and motivation and enable the Corporation to attract, retain, motivate and reward suitably qualified staff at all levels.

Initiates and makes recommendations for the adoption of performance related reward interventions to encourage productivity, employee morale and the development of a high performance culture.

Reviews and monitors remuneration levels and practices within the Corporation against the market and carries out detailed statistical analysis to identify the Corporation’s competitive position.

Monitor labour costs and makes recommendations for appropriate interventions to reduce and/or effectively manage costs to enhance return on labour costs.




Coordinate the administration of employee benefit schemes such as; pension and medical aid and represent the Corporation in consultations and negotiations to maximize benefits to employees.

Perform the functions of the Pension Principle Officer.

Others

Participating at the business unit’s management committee and other committees as directed by the business unit head.

Monitoring and managing performance of direct reports and ensuring performance management systems are systematically deployed in the business unit.

Liaise with the relevant Stakeholders and industry bodies in order to obtain best market practices.

Ensures that all safety and loss control standards (Safety Health and Environmental) contained in the Corporation’s standards are adhered to.

Undertake such other related duties as directed by the supervisor.

Qualifications

Degree in Social Sciences, Human Resources Management or related field.​

Experience

​Seven (7) years generalist HR experience, of the which at least three (3) yea​rs must be in an HR Organisational Development Specialist Position at Middle to Senior management level

Competencies

Competencies

TECHNICAL

HR Planning and Forecasts

Strategic Thinking

Compensation and Benefits

HR Budgets

HR and organizational development  organization

Information systems

Research Skills

Policy Development and Review

Monitoring and Evaluation

 

LEADERSHIP

Planning and Organisation Skills

Decision  Making

Change Management

Financial Acumen

Visionary Leadership

Creativity and Innovation

Coaching

Customer Service Orientation

Team Leadership and Motivation

Job Challenges

Position Organisation Development section  as a strategic business partner;

Promote the service and support  of the  function to all users;

Ensure a minimum level of HR Planning and Recruitment competency in  SBU and SCU managers;

Maintain optimal and fit for purpose structures across the Corporation

High performance Culture

Achieve a positive internal Customer Satisfaction Index.



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