Job Description

Human Resources



Reporting to a Head of Organisational Effectiveness

Facilitate mid-level change initiatives and optimize organisational structures within a dynamic, fast-paced environment. This role combines change management methodologies (e.g. ADKAR, Prosci, or Kotters 8-Step Model) with organisational design principles to align structures, roles, and processes with the companys strategic objectives. The officer also applies industrial psychology insights to enhance employee engagement, mitigate resistance, and foster a resilient workforce.

Implementation of operational frameworks, business models, organisational systems, structures, practices, processes, policies, procedures, and controls that support the organisations growth and capability strategy.



Job Purpose

The purpose of the role is to implement plans that support various functions in achieving the organisations overarching growth strategy. Responsible for driving and supporting organisational transformation initiatives by applying change management principles and organisational design strategies to enhance business performance, employee engagement, and operational efficiency. This role ensures that change initiatives, such as process optimizations, technology implementations, or structural redesigns, are executed smoothly, with minimal disruption and maximum adoption. Foster a culture of adaptability, aligns organisational structures with strategic goals, and builds workforce capability to sustain long-term growth and effectiveness. The role is therefore responsible for learning, organisational development, change management and employee wellness within BevCo.



Key Accountabilities and Outputs

Employee Engagement and Culture:

Apply industrial psychology principles to assess employee morale, engagement, and readiness for change, designing interventions to address gaps.

Promote a culture of adaptability, collaboration, and continuous improvement through targeted programs and initiatives.

Employee Wellness:

National coordination and management of employee wellness initiatives

Collaborate with regional human resources on regional wellness initiatives

Engage and collaborate with BevCos wellness partners to arrange events and activities

Manage national wellness budget



Organisational Development

Design organisational development programs to nurture and enhance organisational capability.

Contribute to Learning and Development recognition initiatives to acknowledge and celebrate employee achievements.

Assist in managing Skills Development programs to enhance employee skills and capabilities.

Support in compiling the Workplace Skills Plan and Annual Training Report, ensuring compliance with organisational and regulatory requirements.



Change Management

Develop and implement change management plans, including communication, training, and stakeholder engagement strategies, to support organisational initiatives.

Conduct impact assessments to identify risks, resistance, and opportunities associated with change initiatives.

Monitor and measure adoption rates, employee readiness, and project outcomes, providing actionable insights to leadership.



Project Management

Provide project status updates and executive summaries

Track key performance indicators (KPIs) related to change adoption, organisational effectiveness, and employee engagement.

Provide regular reports and recommendations to leadership on the progress and impact of change and design initiatives.

Risk Mitigation and Problem Solving:

Identify potential barriers to change, such as resistance or misalignment, and develop mitigation strategies.

Resolve conflicts and challenges that arise during change implementation, ensuring minimal disruption to operations.



Qualifications and Experience

Honours degree in Industrial Psychology or equivalent postgraduate qualification.

Masters Degree preferential.

5+ years of experience in change management, organisational design, organisational effectiveness, or a related field (e.g., HR consulting, project management).

Proven experience applying change management methodologies (e.g., ADKAR, Prosci, or Kotters 8-Step Model).

Hands-on experience in organisational design, including role profiling, workforce planning, or process optimisation.

Experience working with cross-functional teams and managing stakeholder relationships in a dynamic environment.

Prosci Change Management Certification, Kotters Change Management Certification, or equivalent advantageous.



Key Qualities

Analytical Thinking:

Ability to assess complex organisational challenges, analyze data, and develop evidence-based solutions for change and design initiatives.

Communication Skills:

Exceptional verbal and written communication skills to articulate change visions, engage stakeholders, and facilitate training or workshops.

Emotional Intelligence:

Strong interpersonal skills, with the ability to understand employee needs, manage resistance, and foster a positive change culture.

Adaptability:

Comfortable navigating ambiguity and adjusting strategies in response to evolving business needs or project requirements.

Collaboration:

Team-oriented, with the ability to build trust and work effectively with diverse stakeholders, including senior leadership and frontline employees.

Industrial Psychology Expertise:

Deep understanding of human behavior in organisational contexts, enabling effective employee engagement and change adoption strategies.

Project Management:

Strong organisational skills to manage multiple initiatives, prioritize tasks, and deliver results within deadlines.



Behavioural Competencies

Analytical Thinking

Able to take a complex task and breaking it down into manageable parts in a logical, detailed way.

Able to logically generate an evaluate a number of approaches to solving a problem by seeing relationships between various facts, figures or other inform

Thinks of multiple explanations or alternatives to a problem

Able to identify the information needed to solve a problem effectively

Performs tasks accurately and thoroughly, making adjustments to ensure needs are met

Considers business priorities when making decisions or analysing the costs and benefits of various alternative solutions.



Innovation

Uses several information sources to generate new solutions.

Forecasts the potential value an innovative idea, while considering risks and opportunities.

Able to think ""outside the box".

Use technology as an enabler of innovation.



Decision Making

Ability to quickly analyse and apply critical thinking to complex organisation issues and/ or opportunities, justify the need for change and recommend organisational solutions to deliver targeted organisational outcomes and measurable improvements

Demonstrates high level analytical and problem solving skills, including the ability to develop compelling organisation cases

Organises information to make it easier to analyse and deduce trends and insights

Anticipates consequences and formulates alternatives.

Establishes clear decision criteria for making informed choices

Seeks relevant information to better understand situations and problems

Conducts appropriate analysis; neither makes snap decisions or over-analyses