SENIOR ORGANIZATIONAL DEVELOPMENT SPECIALIST

 KOUGA MUNICIPALITY (EC 108)

EXTERNAL VACANCY

NOTICE NO: 146/2025

Kouga Municipality, is committed to the prescripts of the approved Employment Equity Plan and furthermore invites suitably qualified applicants to submit a detailed application for the following position:

SENIOR ORGANIZATIONAL DEVELOPMENT SPECIALIST

REQUIREMENTS:

• National Diploma NQF level 6 qualification in Human Resources;
• 4 Years’ relevant Experience;
• Excellent knowledge of legislation applicable to the post;
• Good communication skills;
• Good knowledge of Job Evaluation principles and related Collective Agreements;
• Sound knowledge of policies and procedures applicable to Organizational Development and Recruitment and selection;
• Good supervisory skills;
• Must be able to speak, read and write in at least two of the official languages in Kouga Municipality (Afrikaans, English, and Xhosa).

SPECIAL CONDITIONS:                                   Nil

 SALARY:                                                          R507 709.73 – R658 999.71

TASK:                                                                14

DUTIES:

• Developing objectives, activities, projects, milestones budget requirements of the section in line with SDBIP.
• Verifying details of post recorded on approved vacancy requisition forms and/ or referring to the job description to establish role boundaries and specifications for inclusion into advertisements.
• Verifying establishment details and the availability of budgets to accommodate the filling of the vacancy and/ or providing information to departmental head on specific aspects requiring Council approval.
• Preparing and seeking approval from departmental heads on the content of internal/ external advertisement prior to circulation and publication.
• Receiving and referencing applications from prospective candidates, checking and confirming references and related information and preparing short-list of candidates qualifying specific appointment criterions/standards.
• Scheduling and confirming the date of the interview and informing representatives and applicants accordingly.
• Preparing Job Descriptions and participating in the interview process for designated levels (general and specialist staffing) and/ or providing information to the interview panel on the requirements and application of specific Human Resources policies and procedures.
• Analyzing the implementation of recruitment and selection procedures, systems and controls related to the receiving, updating and recording of information and activities associated with the functionality (e.g. information storage and retrieval systems, etc.).
• Forwarding appointment letters to inform successful applicants of the terms and conditions of employment and, informing unsuccessful applicants telephonically and/or through regret letters.
• Applying specific statutory and procedural information update/registration sequences on engagement of the successful applicant (Unemployment Insurance Fund Registration, Income Tax, banking details, medical checks, etc.).
• Scheduling and presenting the induction program to new engagements, providing information on the functions of the organizations, benefits and rules and procedures.
• Conducting exit interviews with personnel leaving the organization using targeted questioning techniques to establish reasons.
• Defining/ adjusting the role boundaries, workflow processes and job design against laid down service delivery requirements.
• Conducting appraisals to measure performance against agreed objectives, counseling and consulting with personnel on short-term targets and standards.
• Analyzing statistical information pertaining to staff attendance, overtime, leave and addressing deviations or occurrences of abuse and/or workplace conflict through the implementation of corrective measures in accordance with Human Resources Policies and Procedures.
• Coordinating the start-up phase of the Organizational Work-study through the completion of the relevant System Questionnaire links; Analysis and Verification of information received and the conducting of site observations and interviews.
• Setting up of the Change Management Implementation Plan (CMIP) Committee; creating a budget for the CMIP; coordinating the implementation of the CMIP and reporting on non-compliances.
• Coordinating Work-scheduling assignments and reporting thereon to ensure that the correct number of employees are identified per post on the Organizational Structure.
• Allocating unique post numbers to approved structures identifying relevant departments.
• Delegating proposed changes to structures to be drawn on review and submitting for authorization.
• Maintaining approved structures by ensuring all changes are implemented and authorized.
• Discussing changes with Managers and provides guidance in areas of uncertainty.
• Verifying that all new posts advertised are on the approved structure.
• Analysing the organisation’s investment in its human capital strategy and preparing and consolidating estimates of requirements to support continuous improvement and personnel development for inclusion into the Organizational Design Budget.
• Providing advice for Structural Organisational changes to Senior Managers.
• Updating and maintaining the computerized system, implementing changes, creating new post numbers and employee details and downloading copies of salary/establishment for departments.
• Determining approved establishment by monitoring council’s resolutions and gathering and processing data.
• Maintaining a record of all employees on the post establishment (incoming and outgoing), checking personnel advice received daily prior to submission to the pay office.
• Retrieving documentation/files for auditors on request, and file accordingly on receipt.
• Providing profiles and post requirements for advertising purposes.
• Undertaking meetings with Administration Personnel in departments to maintain consistency and check staff movements are recorded and actioned.
• Checking placement schedules according to approved structures
• Verifying compliance requirements with the Job Evaluation System guidelines and provisions of the relevant Collective Agreement/ Terms of Reference.
• Analyzing and evaluating the adequacy of Job Descriptions in terms of quality and analyzing the organizational structure/organogram and assessing commenting on the need for change and alignment to best practices.
• Advising/ informing the organization on non – compliance with a view to supporting arguments for change to Job Description.
• Identifying unique and generic posts on the organizational structure and verifying uniformity with specific key performance areas.
• Forwarding completed and authorized job descriptions to the relevant Job Evaluation Committee/ Consultant for evaluations during the maintenance phase.
• Liaising and assisting Departments in compiling complex job descriptions, including auditing of job descriptions.
• Compiling and distributing a Job Evaluation Results Circular upon receipt of the Final Outcomes Report.
• Formulating, updating and maintaining a data base for the Organization’s job descriptions and ensuring the proper control of data on the database through maintaining a ‘master file’ of records and amending or adding new information reflective of approved changes to job descriptions and ensuring daily back-up of data.
• Arranging communication strategies between the departmental heads, senior executives, trade unions (Local Labour Forums) and the South African Local Government Association.
• Mapping out current and future Job Evaluation requirements taking into consideration operational needs, quality of Job Descriptions and training needs as influential factors.
• Drafting immediate and short-term result indicators to address progress and recommend interventions in accordance with statutory legislation (e.g. Municipal Systems Act 2000; BCEA, Job Evaluation Collective Agreement, Employment Equity Act, etc.).
• Scheduling and confirming the date of the interview/s and informing committee representatives and applicants accordingly.
• Interacting with personnel with a view to consolidating, referring and responding to specific problems or clarifying procedural interpretation and understanding, and signing of new applicant’s files.
• Liaising with Payroll Software Service Provider, IMPSA, SALGA, SALGBC, LLF, Department of Labour and other departments on areas requiring legislative compliance of municipal personnel in related areas.
• Implementing communication strategies between the departmental heads, senior executives, trade unions (Local Labour Forums), SALGA and the South African Local Government Bargaining Council.
• Providing advice for Structural Organisational changes to departmental Directors.
• Evaluating and presenting reports to the Manager: Human Resources Management detailing the Branch’s performance against specific measures.
• Disseminating information through publications and presentations outlining Organizational Design interventions, scope, coverage and benefits.
• Participating in Trade Union and Human Resources Forums, Committees, etc. with a view to interacting and leading discussions on the implementation of Organizational Design strategies and constraints.
• Compiling monthly reports on work in progress to the relevant stakeholders.
• Communicating with the relevant Consultants on various job-related issues.

BENEFITS:                                                         As per standard conditions of service.

Applicants must submit a formal application form and a comprehensive CV, copies of qualifications, identity document and driver’s license. Applications must be submitted electronically as one PDF document to recruitment@kouga.gov.za. Application forms can be obtained from the Municipal website, www.kouga.gov.za and must reach the Human Resource Manager on or before Friday, 25 July 2025 at 12:00.

 For any enquiries contact Ms J Thomas: 042 2002 200.

 Disqualification:

 Please note that the following can lead to disqualification:

1. Canvassing of councillors.
2. Submission of fraudulent qualifications and/ or documents.

NB: Please note that shortlisted candidates will be subjected to a vetting and assessment process. By applying for this position, the candidates agree to background checks being performed.

The Municipality reserves the right not to make an appointment.

Preference will be given to applicants residing within the Kouga area of jurisdiction.

Should you not hear from us within 30 days of closing date, kindly regard your application as being unsuccessful.

MR C DU PLESSIS                                                                                  P. O. BOX 21

MUNICIPAL MANAGER                                                                         JEFFREYS BAY

                                                                                                                ­6330