Job Description

Provide Organisational Effectiveness (OE) expertise to diagnose, design and/or implement fit-for-purpose solutions and strategies to drive optimal organisational design, team effectiveness, and change management capability that support the achievement of business growth objectives.
Key Duties & ResponsibilitiesStrategic Organisational Development

• Design and develop short-to-medium term in-country strategic OE plans enable the achievement of the organisationxe2x80x99s long-term growth agenda.
• Effectively assess and classify the complexity of strategic change initiatives to determine capability resourcing requirements.
• Provide input into the design and development of tools and frameworks to enable the achievement of strategic business objectives.
• Provide specialist OE guidance to leaders to support strategic projects and imperatives.

Organisational Design

• Provide input into the development of frameworks which enable flexible ways of working, in collaboration with business leaders, to place workforce redesign and planning at the core of organisation transformation.
• Analyse and assess the health of organisational structures to identify opportunities which drive fit-for-purpose design to enable and support the functional service delivery models and strategy.
• Discern and articulate appropriate resourcing and capability against structures by performing in-depth job analysis and evaluation.
• Provide input into the identification and scoping of in country organisational capabilities (includes detailed design of processes, systems, skills, governance mechanisms and culture) to enable the business strategy over the short, medium and long term.
• Develop and implement metric reporting processes and utilise metrics (including surveys, benchmarking and collaboration tools) to develop insights and recommend appropriate actions.

Change Management

• Lead and drive the development and implementation of fit-for-purpose project change management strategies, using appropriate tools, to support in-country change processes.
• Share learnings and best practice to guide business decisions.
• Build and facilitate the entrenchment of change management capabilities aligned to the agreed in-country change management principles and plan.
• Track and monitor the progress of functional change initiatives to drive successful adoption of the change.
• Develop and implement metric reporting processes and utilise metrics (including surveys, benchmarking and collaboration tools) to develop insights and recommend appropriate actions.
• Develop transition and anchoring plans to support sustainment of in-country change initiatives.

Organisational Effectiveness

• Design, develop and implement solutions to improve and support the entrenchment of organisational effectiveness, performance and desired culture where dysfunctional aspects of workflow, processes or procedures, structures and systems have been identified.
• Evaluate implemented solutions to assess alignment to fit-for -purpose principles and business focus to achieve goals within current business realities.

Skills, Experience & Education

• A post graduate qualification in Human Resources, Business Management, Behavioural Sciences or equivalent.
• A professional registration as an Industrial and Organisational Psychologist would be advantageous.
• 8 to 10 years relevant experience which includes internal and external consulting, preferably within credible consulting companies and fast-changing industries, with a track record of managing and leading large and complex change initiatives.
• Experience applying Hay Methodology to conduct job analysis and evaluation.
• Prosci accreditation and/or experience using Prosci change management methodology would be advantageous.

GeneralDealing with ambiguityCan effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isnxe2x80x99t upset when things are up in the air; doesnxe2x80x99t have to finish things before moving on; can comfortably handle risk and uncertainty.Comfort Around Higher ManagementCan deal comfortably with more senior managers; can present to more senior managers without undue tension and nervousness; understands how senior managers think and work; can determine the best way to get things done with them by talking their language and responding to their needs; can craft approaches likely to be seen as appropriate and positive.Customer FocusIs dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.Interpersonal SavvyRelates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.Organisational AgilityKnowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organisations.PlanningAccurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results.PolicyAt Coca-Cola Beverages Africa we are proud to celebrate diversity and we strive to achieve an equal opportunity workplace by being cognisant of affirmative action requirements. It is our policy to be mindful and compliant with all our regional requirements and national laws for those regions. Employment at Coca-Cola Beverages Africa is based solely on an individualxe2x80x99s merit and qualifications directly related to their field of competence. We do not discriminate against an employee or potential employees because race, colour, religion, sex, national origin, sexual orientation, age, marital status, disability and gender identity.At the heart of our recruitment processes is the need to create a value driven experience for all applicants. To all recruitment agencies: Coca-Cola Beverages Africa does not accept agency resumes for roles that we post and make available. Please do not forward any resumes to any Coca-Cola Beverages Africa employees and Talent Teams as we are not responsible for any fees related to unsolicited resumes.

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