ARMAMENTS CORPORATION OF SOUTH AFRICA (ARMSCOR) 

EXTERNAL ADVERTISEMENT

ORGANISATIONAL DEVELOPMENT, TALENT MANAGEMENT & TRANSFORMATION SPECIALIST

Department: Human Resource

Reference Number: 9993641

Job Grade: D4

Location: Armscor Head Office

ABOUT THE JOB:

To provide enterprise-wide Organisational Development, Talent Management, Performance Management, and Transformation services by designing, governing, and implementing strategic frameworks, programmes, and interventions that drive sustainable talent pipelines, high performance, organisational effectiveness, and long-term business sustainability.

QUALIFICATION 

• Grade 12.

• Bachelor’s Degree in HRM, Industrial Psychology, or Organisational Development.

• Postgraduate qualification in HRM, OD, or related discipline will be an advantage.

TECHNICAL /LEGAL CERTIFICATION / PROFESSIONAL REGISTRATION

• Registration at professional body is recommended.

EXPERIENCE

• Minimum 10 years’ experience in Human Resources, Organisational Development, Talent Management, Performance Management, or related fields.

• Experience in diagnosing organisational effectiveness gaps and implementing targeted interventions to improve performance, accountability, and workforce capability.

• Proven experience in establishing enterprise-wide HR policies, frameworks, and governance standards, ensuring compliance, audit-readiness, and sustainable adoption.

CRITICAL PERFORMANCE AREAS

Manage and lead the design, implementation, and continuous enhancement of organisation-wide talent develop and career pathing frameworks to ensure a sustainable pipeline of critical talent and leadership continuity aligned with Armscor’s strategic priorities.

• Develop, standardise, and institutionalise enterprise-wide talent development, succession planning and career pathing & management frameworks, strategies, policies, norms, and standards.

• Design and manage succession planning and talent review programmes identifying critical roles, readiness levels, high-potential employees, and succession risks.

• Develop structured career management interventions for identified successors and high-potential individuals, aligned to current and future capability requirements.

• Facilitate succession and career planning governance forums, translating outcomes into actionable development and deployment plans.

• Provide expert guidance to Human Resources Business Partners, managers and the executive to ensure consistent application of succession and career management practices.

Develop, manage, and implement organisation-wide development and design interventions and programmes to create a future-fit organisation with optimal structures, clear roles, and operating models that drive organisational effectiveness.

• Develop, manage and implement enterprise-wide organisational development and design frameworks, methodologies, and standards. 

• Lead and manage organisational design initiatives, including structure design, operating model alignment, and workforce configuration, ensuring future-fit and efficient structures that comply with strategic and regulatory requirements. 

• Diagnose organisational effectiveness challenges and implement targeted OD interventions to enhance accountability, collaboration, and performance. 

• Provide strategic guidance and expert advice to leadership on organisational effectiveness, structural, governance, and operating model decisions, ensuring effective execution and delivery of key initiatives.

• Develop, review, and implement policies related to job evaluation, salary structure design, grading, and remuneration to ensure consistency and alignment with organisational strategy.

• Lead job analysis and job evaluation, ensuring accurate role profiling, job documentation, and grading consistency.

Review and embed organisation-wide performance management practices that drive accountability, alignment, and a sustainable high-performance culture.

• Develop and continuously improve enterprise performance management processes, tools, and standards to drive organisational performance.

• Manage performance management cycles, including performance contracting, reviews, moderating, and performance reporting, ensuring alignment to organisational goals.

• Conduct annual performance contract audits to ensure compliance and recommend corrective actions where gaps are identified.

• Enable managers and HR Business Partners through training, coaching, and guidance to strengthen accountability and performance culture.

• Analyse performance data to identify trends, risks, and opportunities, providing actionable insights to leadership for informed decision-making.

• Integrate performance management with talent and succession planning to ensure a high-performing, future-ready workforce that supports strategic priorities.

Drive the strategic workforce planning and competency modelling processes, translating business needs into actionable talent intelligence and capability blueprints.

• Lead the development and continuous refinement of the enterprise strategic workforce plan, aligning talent forecasting with multi-year business objectives.

• Conduct sophisticated analysis of current workforce capacity, demographics, and skills inventories to diagnose critical gaps and surpluses.

• Model future talent needs based on scenario planning, market trends, and strategic initiatives, providing data-driven insights to executive leadership.

• Architect, standardize, and maintain a holistic library of role-based and level-based competency models that define success across the organisation.

• Ensure competency frameworks are dynamic, reflecting evolving business needs, future skills requirements, and industry benchmarks.

• Design and implement methodologies to assess organisational and individual skills and competencies against defined models.

Manage organisation-wide organisational culture, transformation, and employee engagement strategies and programmes to enable sustainable change, alignment, and long-term organisational effectiveness.

• Develop, standardise, and implement enterprise culture, transformation, and employee engagement frameworks, norms, and standards.

• Lead repeatable culture, transformation, and employee engagement programmes and interventions, ensuring measurable organisational impact.

• Facilitate periodic organisational culture and employee engagement assessments and develop targeted improvement interventions.

• Embed transformation, diversity, and sustainability principles into organisational systems, leadership behaviours, and ways of working.

• Ensure accurate, timeous reporting on culture, engagement, and transformation outcomes to governance and regulatory bodies.

KNOWLEDGE & FUNCTIONAL SKILLS: 

• In-depth knowledge of HR strategy, organisational development, talent management, succession planning, and performance management frameworks.

• Strong understanding of job analysis, job evaluation, grading systems, and role profiling.

• Expertise in organisational change management, culture transformation, and employee engagement interventions.

• Knowledge of labour legislation, regulatory compliance, and HR governance requirements.

• Expertise in designing, implementing, and governing enterprise-wide performance management systems.

• Expert in succession planning frameworks, talent reviews, and career development pathways to ensure a sustainable pipeline of critical talent.

• Experience in managing HR, OD, talent, and transformation projects, ensuring delivery within scope, schedule, and quality parameters.

• Ability to plan, coordinate, and monitor enterprise initiatives, mitigating risks and ensuring alignment with organisational priorities.

To apply, send your Curriculum Vitae to Vacancies@armscor.co.za

NB: All applicants must indicate reference number of the position they are applying for in the subject heading.

Short-listed candidates will be subjected to reference checking, verification of personal data and security clearance as part of the selection process.  In line with Armscor’s commitment to compliance with the Employment Equity Act, preference will be given to suitable candidates from designated groups.  People with disabilities are encouraged to apply.

The closing date for applications is 08 September 2026.  Late applications will not be considered.

Enquiries: Ms Dineo Bopape (012 428 2412)