Capricorn Group Limited | View - Organizational Development (OD) Specialist (MT2)

Organizational Development (OD) Specialist (MT2) - Human Capital

Listing reference: capbw_003045

Listing status: Online

Apply by: 12 March 2026

Position summary

Industry: Banking

Job category: Banking, Finance, Insurance. Stockbroking

Location: Windhoek

Contract: Permanent

Remuneration: Market Related

EE position: No

Introduction

PRIMARY PURPOSE OF THIS POSITION Responsible for implementation and monitoring the effectiveness of the Bank’s organizational development initiatives, leadership capacity, and workforce engagement in collaboration with the Human Capital Business Partnering (HCBP) function and Group Human Capital (GHC) to provide leadership support on organizational culture, performance management, psychometric assessments, and talent management. In collaboration with the Business Transition (BT) function and HCBP, the role plays a crucial role in driving change and enhancing business effectiveness across the Bank. In collaboration with the People Development (PD) function, the incumbent ensures the management of the young talent development programs.

Job description

KEY PERFORMANCE AREAS:

1. Performance Management
· Collaborate with HCBP in implementing performance management framework/system that fosters a culture of

accountability, transparency, and continuous improvement.

· Partner with HCBPs to ensure that line management receives necessary up-skilling and training to embed

performance management principles and philosophy.

2. Organizational Design & Workforce Planning

· Partner with BT in leading organizational design, including restructuring, role profiling, and span of control

reviews to ensure improved productivity and efficiency.

· Conduct workforce planning in collaboration with relevant stakeholders to identify future workforce needs,

critical role risks, and succession gaps.

· Review existing structures in consultation with line leaders and make recommendations to ensure operational

resilience.

· Monitor industry and market trends to ensure the Bank’s organizational structures remain future-fit and

competitive.

· Facilitate job evaluations in conjunction with line leaders and relevant stakeholders.

· Ensure the review of and compliance to the job evaluation process, system and procedures.

· Review and update job specification framework (including functional and behavioral competencies) and align

job/role descriptions accordingly.

· Assist HRBPs and line managers in the development of new job descriptions and with the amendment of existing

job descriptions.

· Develop and maintain a repository of all Job Descriptions and Job Grade Evaluations

3. Employee Engagement & Culture Transformation

· Partner with HCBP in driving employee engagement frameworks to strengthen employee experience, morale,

and retention.

· Analyze employee perception/engagement surveys results and recommend initiatives aimed at improving

business efficiency and performance.

· Champion the Bank’s values and desired culture through change management initiatives and organizational

transformation programs.

· Partner with Marketing and Communication Services (MCCS) and HCBP to strengthen employer brand and

employee value proposition.

4. Psychometric Assessments

· Oversee the design and administration of psychometric and behavioral assessments for recruitment, talent

identification, succession planning, and leadership development.

· Provide insights from psychometric results to inform data-driven decision-making on talent fit, recruitment, and

career pathways.

· Ensure compliance with ethical, professional, and regulatory requirements in the use of psychometric tools across

the Bank.

· Manage and update the Behavioral Competency framework and in collaboration with the HCBP team design

Competency Based Interview Questions by building a questionnaire library

· Integrate assessment data into leadership development and succession strategies.

· Manage the relations and service levels agreements with the vendors.

5. Talent Development and Succession Planning

· Partner with HCBP in driving the talent management frameworks, principles and philosophy to strengthen

current and future leadership pipelines for the Bank.

· Drive the execution of executive coaching, mentoring, and leadership development programs tailored to the

Bank’s evolving needs.

· Drive succession planning processes for critical roles to ensure business continuity in partnership with HCBPs

· Partner with the HCBP team to identify critical roles and subsequently identify, develop, and retain high-potential

talent across the Bank.

6. Change Management & Transformation

· Partner with BT and HCBP to drive the implementation of change management frameworks that enable smooth

adoption of new technologies, processes, and structures across the Bank.

· Act as a change champion lead and partner with identified change champions across the Bank to align people,

processes, and systems during change and transformation initiatives.

· Equip HCBPs, leaders and managers with tools and techniques to manage resistance, sustain momentum, and

drive change and transformation.

7. Young Talent Development Programs

· Coordinate the various young talent development programs aligned with the business goals of the Bank,

· Collaborate with PD to coordinate the bursary scheme in line with the business goals of the Bank.

· Build trust relationships with various educational institutions in the country to ensure proactive talent attraction

for the Bank.

· Ensure the Bank’s visibility at Career Fairs in collaboration with various relevant internal stakeholders in the Bank

(i.e., MCCS, PD, HCBPs etc.).

8. Governance, Reporting & Compliance

· Deliver data-driven insights, dashboards, and reports to track organizational effectiveness, workforce

performance, and talent management and succession.

· Monitor and evaluate OD initiatives for impact, sustainability, and return on investment (ROI).

· Ensure compliance with banking regulations, labour laws, and ethical practices in all OD interventions.

· Maintain partnerships with professional associations to ensure best practice alignment.

9. People Management

· Provide leadership to direct report, defining objectives to be achieved by the departments.

· Manage performance of direct report ensuring agreement of annual goals, measuring performance against

agreed goals and dealing with non-performance accordingly.

· Develop, implement, facilitate and support on-going training related to direct report, leadership, coaching and

succession planning as well as compliance with labour legislation, policies, procedures, rules and regulations; and

· Ensure that the working environment contributes to improving staff morale and increasing productivity.

10. General

· Perform any other reasonable and lawful instructions/ tasks from designated supervisors and ensure that duties

are carried out on time and correctly.

11. Qualifications & Experience

· Degree in Industrial/Organizational Psychology, Human Resource Management, Business Administration, or

related field.

· Master’s degree will be an added advantage.

· Registration with a recognized professional body and psychometric accreditation will be an added advantage.

· Minimum 6 years’ experience in organizational development, human capital management, or related fields of

which 3 years should be on a management level.

· Proven expertise in leading large-scale organizational change, implementing performance management systems,

and driving employee engagement initiatives.

· Demonstrated experience in psychometric testing, organizational design, and talent development.

12. Key Competencies & Leadership Attributes

1. Communication: Exceptional skills in both written and verbal communication, crucial for facilitating training and

presentations.

2. Analytical Mindset: Capable of utilizing data to inform decisions and assess program effectiveness.

3. Collaboration: Strong ability to work across various departments and build consensus.

4. Change Leadership: Skilled in driving cultural transformation, change adoption, and organizational renewal.

5. Influencing & Partnership: Ability to build trust and establish collaborative partnerships across diverse

stakeholders.

6. Innovation: Capacity to facilitate the design and delivery of innovative OD interventions in response to digital

disruption and shifting workforce expectations.

7. Demonstrated ability to manage projects and meet deadlines.

8. Passion for fostering a collaborative and inclusive work environment

Minimum requirements

· Registration with a recognized professional body and psychometric accreditation will be an added advantage.

· Minimum 6 years’ experience in organizational development, human capital management, or related fields of which 3 years should be

on a management level.

· Proven expertise in leading large-scale organizational change, implementing performance management systems, and driving employee engagement initiatives.