Change Management Specialist

OVERALL PURPOSE OF THE JOB

The purpose of this role is to develop and implement change management strategies, frameworks, and tools that maximise employee adoption and usage of required changes. These responsibilities also include plans and efforts to anticipate and minimize resistant behaviours from employees and stakeholders who are impacted by the changes enabling SACAA to achieve organisational effectiveness

Strategy Development and Implementation

• Developing a Change Management strategy aligned to the Human Capital and organisational strategy.
• Create tailored change management plans and methodologies to align with Human Capital and organizational goals and metrics.
• Develop annual APP deliverables aligned to the HC Strategy.
• Monitor and implement the objectives and initiatives outlined in the strategy and APP.
• Provide support to the Executive: Human Capital in the delivery of key projects.

Organisational Development and Change Management

• Manage and lead the review and implementation of Organisational Change Management projects and other initiatives.
• Conduct organizational readiness assessments to identify challenges and opportunities for implementing change initiatives.
• Manage end-to-end Change Management interventions within the organisation
• Implement and monitor all change management training and development interventions.
• Conduct research and benchmark HC processes to ensure that the organisation is up to date with best practices and innovations in the change management environment.
• Develop and deliver training plans to prepare employees for new processes and systems.
• Use metrics to evaluate the success of change initiatives and refine strategies for continuous improvement.
• Guide executives and managers on effective change management principles and decision-making processes.
• Offer insights on effective change management principles to leaders and project managers

Manage Stakeholder Relations

• Work closely with stakeholders, including team members and executives, to drive alignment and support.
• Build a change ambassadors team
• Coach, mentor and develop change ambassadors to address deficits in performance and skills gaps.
• Manage vendor relationships and ensure adherence to SLAs.
• Participate in organisational committees to ensure that change management is represented in enterprise-wide projects.
• Develop and execute strategies to communicate effectively with employees and stakeholders.
• Address employee concerns and foster a culture of innovation and adaptability.
• Address resistance, resolve issues, and ensure smooth transitions during and after implementation

Project Management

• Manage and oversee change management projects from inception to completion, ensuring alignment with timelines and budgets.
• Participate in organisational committees to ensure that change management is represented in enterprise-wide projects.
• Track key performance indicators (KPIs) to measure the impact and success of change initiatives.

HR Budget

• Develop and manage the change management budget in line with annual HC deliverables and organisational strategy.
• Ensure compliance with policies and procedures of Supply Management, the PFMA and National Treasury regulations.

EDUCATION (FORMAL QUALIFICATION REQUIRED)

MINIMUM

• Degree/Postgraduate Diploma in Human Resource Management/ Industrial Psychology or relevant qualification

ADDED ADVANTAGE

• Master’s Degree in Human Resources Management or Industrial Psychology
• Certification in Project Management
• Certified Change Management Qualification e.g. Prosci

EXPERIENCE

• 7 to 10 years' experience in Organisational Change Management plus
• 5 years' experience in Project Management

ADDED ADVANTAGE

• 5 years' experience in Human Resources Management OR
• 5 years' experience in Organisational development, talent management, leadership framework, performance & development management systems

Closing Date: 21 July 2026

All SACAA appointments are subject to S98 of the Civil Aviation Act, 13 of 2009 and all successful candidates will be subjected to security vetting. Employment Equity candidates will be prioritised in line with Employment Equity Plan. If you have not heard from the SACAA 90 days after the closing date, consider your application unsuccessful.