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SOUTH AFRICAN SPECIAL RISK INSURANCE ASSOCIATION (SASRIA)
ORGANISATIONAL EFFECTIVENESS SPECIALIST
Details
Closing Date
2026/10/12
Reference Number
SAS260929-1
Job Title
Organisational Effectiveness Specialist
Job Type
Permanent
Division
People Management
Department
Centre of Excellence
EE Occupational Levels
Level 6: Specialists
Location - Town / City
Johannesburg
Location - Province
Gauteng
Location - Country
South Africa
Job Advert Summary
The Organisational Effectiveness Specialist leverages Organisational Development (OD) and Change Management expertise to design, lead and implement initiatives that strengthens organisational performance. The role is responsible for developing and executing OD and change strategies that enable successful adoption and sustained use of new processes, systems, and ways of working. A key objective is to maximise the value and impact of organisational change while minimising employee resistance and disruption to business performance.
In addition, the Specialist supports the delivery of approved organisational effectiveness interventions by conducting organisational assessments, analysing qualitative and quantitative data, and providing evidence-based insights and recommendations to improve structures, processes, systems, and workforce capabilities. This role plays a critical part in enabling a resilient, adaptive, and high performing organisation.
Minimum Requirements
Qualifications
• A bachelor’s degree in human resources, Industrial Psychology, Business Management or similar bachelor’s degree
• Postgraduate qualification in HR/ Industrial psychology or Business Managementpreferred
• Prosci Change Management Certification or other recognised Change Management Certification
Experience
• 7 years’ experience in Organisational Development and Change Management at Practitioner/ Specialist level.
• 3 years leading design and implementation of OD/ Organisational Effectiveness solutions and interventions.
Duties and Responsibilities
Change Management
• Apply a structured change management methodology (Prosci) to lead and support change initiatives across the organisation.
• Implement change management principles and best practices to maximise stakeholder adoption and minimise resistance to change.
• Conduct change impact assessments and readiness analyses and identify key stakeholders for assigned projects.
• Support the execution of stakeholder engagement strategies, including communication, training, and coaching programs.
• Collaborate with stakeholders to identify potential resistance points and performance gaps and develop appropriate mitigation and support plans.
• Design and deliver comprehensive change management strategies and actionable deliverables across change levers:
- Communication Plan
- Sponsor Roadmap
- Coaching Plan
- Training Plan
- Resistance Management Plan
• Ensure integration of change management activities into overall project plans and timelines, working closely with project managers and business leads.
• Define and evaluate success measures, track change progress, and manage the change portfolio load.
Organisational Development
• Lead the design, implementation, and analysis of climate surveys and organisational culture initiatives, including the development of actionable improvement plans.
• Consult with line and executive management to diagnose team effectiveness barriers and formulate co-create solutions to turn the situation around.
• Develop and deliver project-related communications to enhance awareness, transparency, and stakeholder engagement.
• Design, Coordinate and facilitate team effectiveness interventions to strengthen collaboration, trust, and performance.
• Partner with the Human Capital Business Partner team to plan and execute employee appreciation events and EVP (Employee Value Proposition) activities, reinforcing culture alignment, and enhancing the employer brand.
• Contribute to the planning and rollout of employee engagement initiatives that:
o Promote cross-functional collaboration and interdepartmental teamwork
o Encourage a culture of recognition and
reward, led by both leaders and peers
o Improve the overall employee experience
• Apply data analytics and insights to evaluate the impact of organisational development interventions on employee performance, morale, and satisfaction.
• Recommend cost-effective, practical solutions to address challenges identified within the Human Capital function and broader organisational development efforts.
Policies and Procedures
• Coordinate the compilation of compliance reports.
• Conduct desk research as requested from time to time.
• Provide input to operational reports.
• Review, socialise, implement and maintain requisite methodologies, procedures and processes.
Ad hoc duties
• Perform any reasonable task as and when required by the line manager.
• Make an effort to ensure such other responsibilities as directed by line management that will drive achievement of departmental objectives and sustainability are carried out.
• Take responsibility for one’s own performance.
Policy
We are committed to Employment Equity when recruiting internally and externally. It is company policy to promote from within wherever possible. Therefore, please be aware that internal candidates will be considered first before reviewing external applicants, provided that this supports achievement of our Employment Equity goals.
