Requirement Overview<\/p>\n
\tThe purpose of this role is to ensure that projects (change initiatives) meet objectives on time and on budget by increasing employee adoption and usage. \u00a0The focus is on the people side of change, including changes to business processes, systems and technology, job roles and organisational structures.
\n\tThe incumbent of this role is responsible to create, implement and oversee change management strategies and plans that maximises employee adoption and usage and minimises resistance. \u00a0The Change Management Specialist will provide solutions to drive faster adoption, higher ultimate utilisation and greater proficiency of the changes that impact employees in the organisation to increase benefit realisation, value creation, ROI and the achievement of results and outcomes. \u00a0The role requires a solid foundation in change management principles and methodologies, exceptional communication and leadership abilities, and a demonstrated history of effectively executing changes within an organisational setting.<\/p>\n
Roles & Responsibilities<\/p>\n
Strategic Function<\/p>\n
\tCore orientation is to steward the navigation and implementation of organisational changes effectively by being a strategic change partner.
\n\tDevelop and implement strategies that drive the adoption of change and sustain the change within the organisation.
\n\tCollaborates with leadership, People portfolio Specialists and Generalists to define a clear, compelling vision and sustained commitment for the desired change.
\n\tWorks closely with People Partners, Shared Services to implement and refine the AGSA’s change strategy.
\n\tMonitors and assesses the effectiveness of existing organisational frameworks, practices and policies to enable the embedding of change initiatives and fosters a culture of change management agility.
\n\tEnsures that change practices are compliant with all relevant laws and AGSA policies. Develop and update People policies to reflect changes in employment regulations.
\n\tResponsible for AGSA capacitation on the AGSA change management framework.
\n\tBased on sound understanding of AGSA\u2019s business goals, business and operating models and core processes (business acumen), influence and align the People strategy into clear business unit people objectives and action plans to improve business efficiency and support the achievement of the overall AGSA objectives.
\n\tInputs towards and contributes to the development of the People Strategy, and the operational alignment and implementation thereof, to help achieve long-term objectives
\n\tProvides People Partners, Shared Services, and the CPO with relevant data and insights on change related variables and other People metrics, to assist in making strategic decisions and changes to the People Strategy.
\n\tRecommends, for approval, Key Performance Indicators (KPIs) and metrics to assess the progress of change initiatives.
\n\tProduct Management and Operations
\n\tConceptualizes and designs initiatives that impact the change capacity within the AGSA\u2019s staffing body. Is a change ambassador, sets an example and promotes capability throughout the AGSA organisation.<\/p>\n
Change Management:<\/p>\n
\tExecute comprehensive change management plans for various organisational initiatives, such as organisational restructuring, technology adoptions, or process improvements.
\n\tApplies a structured methodology and leads change management activities
\n\tApply Behavioural tools to assess the impact of change on the organisation and readiness for change.
\n\tDefine and facilitate the implementation of activities to support change and transition initiatives and projects.\u00a0
\n\tDevelop and execute change management strategies and plans.
\n\tActively facilitates the assessment of AGSA\u2019s readiness for change by evaluating the willingness and capacity of employees to adapt to new ways of working. Identify potential barriers and resistance to change.\u00a0
\n\tDevelops and facilitate the implementation of tactics and tools for change communication, resistance, risk mitigation, coaching, training, sponsorship roadmap and accountability that outlines how and when information about the change will be shared with employees.\u00a0
\n\tDefine and facilitate the implementation of activities to support change and transition initiatives and projects.
\n\tSupports communication efforts.
\n\tSupports training efforts.
\n\tSupport and engage senior leaders.
\n\tProvide coaching and\/or mentoring of team members and change sponsors.
\n\tSupport organisational design and definition of roles and responsibilities.
\n\tCoordinate efforts with other specialists.
\n\tIntegrate change management activities into project plan
\n\tEvaluate and ensure user readiness
\n\tCreates engaging and informative communication materials to keep all stakeholders informed and engaged throughout the change process.
\n\tObtains data to measure and analyse awareness, understanding, buy-in, support and adoption of organisation and business changes.
\n\tProvide change management advisory services to clients across the organisation. Monitors the Portfolio\/Business Units\u2019 ability to successfully implement culture and change programmes requiring change management.
\n\tDevelop change management capabilities across the organisation in support of the organisational strategy.
\n\tEstablishes a network of change champions or ambassadors within the AGSA. These individuals can help spread the message, provide peer support, and serves as role models for embracing the new culture and changes.
\n\tManages the Portfolio and change load<\/p>\n
Involved in and supports change management at the organisational level:<\/p>\n
\tEnterprise\/organisational Change Management
\n\tStays current with industry best practices, trends, and research related to change management.<\/p>\n
Data Literacy and Digital Agility<\/p>\n
\tCollects and analyses data to measure the impact of change initiatives. Uses data-driven insights to inform the development of change strategies and performance metrics.
\n\tCollects data, analyses it, and interprets the information to provide actionable people and business insights in delivering the people plans.
\n\tDraws insights from data and trends to streamline communication, collaboration and project management during the change process to facilitate a more efficient and seamless change implementation.
\n\tLeverages technology to increase efficiency and drive business results to improve the digital employee experience of change initiatives, which leads to increased benefit realisation, value creation, ROI, achievement of outcomes and positive employee experience.
\n\tAdapts to the evolving digital landscape, makes data driven decisions and effectively leads organisational change initiatives in a more efficient and effective manner<\/p>\n
Stakeholder Management<\/p>\n
\tIdentifies key stakeholders and co-develops tailored engagement strategies for each group. Builds strong relationships with influential stakeholders and secure their support for the change initiatives.
\n\tBuilds, manages and maintains positive value-adding relationships with internal and external stakeholders.
\n\tShares best practices and success stories related t change management within the AGSA. Encourages a culture of learning and knowledge exchange.
\n\tFosters open communication channels to gather feedback and address concerns, ensuring all voices are heard during the change process.
\n\tCollaborates within the People portfolio, audit, and non-audit portfolios, BUL\u2019s, and senior management to ensure that change management initiatives are aligned with the\u00a0AGSA’s strategic plan.
\n\tCollaborates with the People portfolio colleagues to ensure that change management strategies are integrated with People functions, including recruitment, training, and people experience management.
\n\tAssists People Partners in accordance with change plans regarding identified processes and products ensuring an enhanced employee lived experience.
\n\tCollaborates with line managers to ensure they understand the importance change management and their role in the change process.
\n\tManages relationships with external vendors and consultants who provide services related to change management, such as change management consultancies, facilitators, or training providers.<\/p>\n
People Management<\/p>\n
\tSupports the implementation of the activities outlined in the BU People Plan, transformation\/change plans. Align with People Portfolio initiatives and projects to ensure synergies.
\n\tCollaborates with the People team to create and execute relevant programmes to enhance employee skills and competencies, including those of the People Portfolio.
\n\tManages own performance to drive productivity and effectiveness.\u00a0<\/p>\n
Financial Management\u00a0<\/p>\n
\tCollaborates with People portfolio leadership to develop and manage the budget for change management initiatives.
\n\tEnsures that financial resources are allocated effectively to support change programmes.
\n\tGives input to the budget and contributes to the development of the BU budget, Portfolio budget, project budgets etc.
\n\tAnalyses the costs associated with change management programmes.
\n\tIdentifies opportunities for cost savings or process improvements while maintaining quality and effectiveness.
\n\tAssesses the return on investment (ROI) for various change management initiatives.
\n\tEffectively applies knowledge and skills to compile, balance, monitor and report on People budgets they are responsible for.<\/p>\n
Other responsibilities<\/p>\n
\tPerforms and\/or manage other projects, tasks and assignments not stipulated on the Job description as and when required.<\/p>\n
Skills, Experience & Education<\/p>\n
\tMinimum relevant Bachelor\u2019s degree in Organisational and Industrial psychology\/Organisational Change Management\/Human Resource Management. Certification in Change Management from recognised body such as Prosci, ACMP<\/p>\n
Added Advantage:\u00a0<\/p>\n
\tPost-graduate qualification in Organisational and Industrial Psychology\/Organisational Change Management\/Human Resource Management\/ Economics\/Business Management.<\/p>\n
Experience<\/p>\n
\tMinimum of 8 years\u2019 proven experience in Change Management and organisational development in large organisations.\u00a0
\n\tAdded advantage: Change Management\/Organisation Development in the Financial Services or Professional services sectors, and the Public Sector as a Change\/OD Specialist.<\/p>\n
Closing date: 5 March 2026<\/p>\n
go to method of application \u00bb<\/p>\n
Apply via company website ( http:\/\/www.agsa.co.za ) or<\/p>\n
<\/p>\n","protected":false},"author":2,"featured_media":0,"template":"","meta":{"_promoted":"","_job_location":"","_application":"","_company_name":"Auditor-General of South Africa","_company_website":"http:\/\/www.agsa.co.za","_company_tagline":"The Auditor-General of South Africa (\"AGSA\") is established in terms of section 181(1) (e) of the Constitution of the Republic of South Africa, 1996 (Act No.108 of 1996) as a state institution supporting the constitutional democracy. The constitutional functions of the AGSA are set out in ... read moresection 188 of the Constitution and sections 4 of the Public Audit Act (Act No. 25 of 2004). Resolution A\/66\/209 adopted by the United Nations General Assembly further endorses the independence of Supreme Audit Institutions (SAIs). The AGSA annually produces audit reports on all government departments, public entities, municipalities and public institutions. Over and above these entity-specific reports, the audit outcomes are analysed in general reports that cover both the Public Finance Management Act (PFMA) and Municipal Finance Management Act (MFMA) cycles. In addition, reports on discretionary audits, performance audit, and other special audits are also produced. The Auditor-General tables reports to the legislature with a direct interest in the audit, namely Parliament, provincial legislature or municipal councils. These reports are then used in accordance with their own rules and procedures for oversight. 300 Middel Street, New Muckleneuk, Pretoria, SA","_company_twitter":"","_company_video":"","_filled":0,"_featured":0,"_remote_position":0,"_job_salary":"","_job_salary_currency":"","_job_salary_unit":""},"job_listing_region":[11],"job-types":[12],"class_list":["post-30893","job_listing","type-job_listing","status-expired","hentry","job_listing_region-gauteng","job-type-full-time"],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/jobs.dataaxisnode.com\/southafrica\/wp-json\/wp\/v2\/job-listings\/30893","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/jobs.dataaxisnode.com\/southafrica\/wp-json\/wp\/v2\/job-listings"}],"about":[{"href":"https:\/\/jobs.dataaxisnode.com\/southafrica\/wp-json\/wp\/v2\/types\/job_listing"}],"author":[{"embeddable":true,"href":"https:\/\/jobs.dataaxisnode.com\/southafrica\/wp-json\/wp\/v2\/users\/2"}],"wp:attachment":[{"href":"https:\/\/jobs.dataaxisnode.com\/southafrica\/wp-json\/wp\/v2\/media?parent=30893"}],"wp:term":[{"taxonomy":"job_listing_region","embeddable":true,"href":"https:\/\/jobs.dataaxisnode.com\/southafrica\/wp-json\/wp\/v2\/job_listing_region?post=30893"},{"taxonomy":"job_listing_type","embeddable":true,"href":"https:\/\/jobs.dataaxisnode.com\/southafrica\/wp-json\/wp\/v2\/job-types?post=30893"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}