Job Description

The Lead – Organizational Effectiveness and Change will partner with the EHOD – Reward & OE, HR Business Partners and business leaders to translate Safaricom Ethiopia’s strategic objectives into practical organization‑design, operating‑model, workforce and change solutions. This senior expert will diagnose effectiveness gaps, develop evidence‑based recommendations and steer implementation across internal and external change programs, ensuring simplicity, agility, accountability and sustainable performance throughout the enterprise

Responsibilities

At Safaricom Ethiopia, we are a purpose-led technology company dedicated to transforming lives through digital connectivity and inclusive financial services. In less than five years, we have grown to serve over 15 million 90 days active customers, with our network now reaching 60% of Ethiopia’s population; a testament to our bold vision and trusted partnerships.

Guided by our core values of Customer Obsession, Innovation, Integrity, and Get It Done Together, we are building a dynamic, inclusive, and empowering workplace. We believe our greatest strength lies in our people. That is why, for three consecutive years, we have proudly earned the Top Employer Award. In addition, we have received the African Top Employer recognition for the first time, reflecting our unwavering commitment to fostering a supportive, innovative, and inclusive work environment.

Join Safaricom Ethiopia and be part of a team shaping the digital future of Ethiopia. Here, your work has meaning, your voice matters, and your growth is our priority. Together, we are transforming lives for a digital future.

Role purpose: 

The Lead – Organizational Effectiveness and Change supports the delivery of Safaricom Ethiopia’s organizational effectiveness and change agenda by translating business strategy into practical organization design, operating model, workforce and change solutions. The role provides specialist advice and analysis across organization design, organizational health, workforce planning, job architecture, job evaluation and change management. Working closely with the EHOD – Reward and Organizational Effectiveness, HR Business Partners and business leaders, the role diagnoses effectiveness opportunities, develops evidence-based recommendations, and coordinates implementation to improve organizational simplicity, agility, accountability and sustainable performance.

Key accountabilities and decision ownership:

Organization Design and Operating Models

• Partner with HR Business Partners and business leaders to diagnose organization design needs and translate strategic priorities into fit-for-purpose structures, operating models, role accountabilities and ways of working.

• Conduct organization design analysis, including spans and layers, management ratios, role clarity, duplication, organizational sizing, headcount and employment-cost implications.

• Develop organization design options, impact assessments and evidence-based recommendations for review and approval through the appropriate governance forums.

• Coordinate implementation of approved organization changes, including role mapping, position alignment, transition planning and post-implementation effectiveness reviews.

• Monitor the health of operating models and recommend improvements that

• strengthen simplicity, agility, accountability and cross-functional collaboration.

  Organizational Health, Workforce Planning and Analytics

• Lead periodic organizational health-check analysis and maintain accurate OE dashboards, measures and management insights.

• Provide proactive diagnosis of structural and efficiency opportunities using workforce data, business context and agreed OE metrics.

• Partner with HR, Finance and business stakeholders on headcount and employment-cost planning, scenarios and workforce plans aligned with business priorities.

Track the implementation and sustained impact of agreed OE actions, escalating risks, dependencies and data-quality issues.

Job Architecture and Job Evaluation

• Support the consistent application of job architecture, including job families, career paths, role profiles, title standards, bands and organizational classification principles.

• Conduct and document job evaluations for new or changed roles in line with approved methodology and governance, ensuring internal consistency and defensible outcomes.

• Provide specialist guidance to HR Business Partners and managers on role design, job descriptions, career structures and job architecture mapping.

• Maintain accurate job architecture records, reports and decision documentation to support governance and workforce decisions.

Change Management and Transformation

• Develop fit-for-purpose change strategies and plans for organization transformation initiatives, covering stakeholder analysis, change impact, communication, engagement, capability and adoption.

• Provide change management support to business and HR transformation programs, ensuring the people implications of change are identified and managed from design through implementation.

• Facilitate stakeholder sessions, design workshops and change interventions that build understanding, alignment, ownership and readiness.

• Monitor change readiness, adoption and effectiveness; identify resistance and risks and recommend practical mitigation actions.

OE Governance, Projects and Continuous Improvement

• Develop and improve OE tools, templates, policies, processes and governance standards in partnership with the EHOD – Reward and Organizational Effectiveness.

• Manage assigned OE and change projects by defining scope, deliverables, timelines, dependencies, resources, risks and expected business benefits.

• Prepare clear recommendations, decision papers, dashboards and presentations for senior stakeholders and governance forums.

• Scan Vodafone/Vodacom Group and external practices for relevant organization design, future-of-work and change approaches, adapting them to Safaricom Ethiopia’s context.

• Build trusted working relationships across HR, Finance and the business; share knowledge and coach stakeholders on OE and change practices.

• Act in line with legal, regulatory, professional, ethical and information-governance requirements.

Core competencies, knowledge and experience:

Business Competencies:

• Business acumen and strategic thinking

• Creativity, innovation and continuous improvement

• Working with change and ambiguity

• Stakeholder partnering, consulting and influencing

• Data-driven analysis and sound judgement

• Project and program management

• Clear written, verbal and presentation communication

• Collaboration, learning agility and knowledge sharing

Functional Competencies:

• Organization design and operating model development

• Organization sizing, spans and layers, and organizational health analytics

• Workforce planning, headcount and employment-cost analysis

• Job architecture, role profiling and job evaluation

• Change strategy, impact assessment, stakeholder engagement and adoption

• OE governance, dashboards, reporting and benefits tracking

• Facilitation, workshop design and problem solving

• Advanced analytical and presentation capability, including Excel and PowerPoint

Knowledge and experience:

• Sound knowledge of organization design methodologies, operating models and organizational effectiveness principles.

• Practical experience with workforce planning, organizational health metrics, job architecture and job evaluation.

• Experience supporting restructuring, transformation and people-change initiatives involving senior stakeholders.

• Ability to convert complex organizational and workforce data into clear insights and practical recommendations.

• Strong relationship-building and collaboration skills, with the confidence to constructively challenge and influence.

• Curiosity about emerging ways of working, digital transformation and future organization practices.

Key performance indicator:

• Quality and timely delivery of approved organization design and operating-model solutions.

• Organizational health metrics maintained within approved guidelines, with agreed corrective actions tracked to completion.

• Accuracy, consistency and turnaround time of job architecture mapping, role profiles and job-evaluation outputs.

• Delivery of workforce and headcount insights that support approved business and people-cost plans.

Qualifications

Must have technical / professional qualifications: 

• Bachelor’s degree in human resource management, Organizational Psychology, Business Administration, Management or a related field and 5 – 7 years of work experience or master’s degree with 4 – 6 years of work experience.

• Relevant professional experience in organizational effectiveness, organization design, workforce planning, job architecture, job evaluation and/or change management.

• Demonstrated experience supporting organization change, restructuring or transformation initiatives.

• Strong analytical, facilitation, project management and stakeholder-influencing capability.

• Proficiency in Microsoft Excel, PowerPoint and Word for analysis, decision support and executive communication.

Desired 

• Postgraduate qualification in Human Resources, Organizational Psychology, Business Administration, Change Management or a related field.

• Recognized certification or formal training in change management, organization design, job evaluation or project management.

• Experience working in a telecommunications, technology, financial services or similarly complex and rapidly changing environment.

   

How to Apply

If you feel that you are up to the challenge and possess the necessary qualification and experience, kindly proceed to create/ update your candidate profile on the recruitment portal and then Click on the apply button. Remember to attach your resume: THIS LINK

Job Requirements Safaricom Ethiopia is seeking a Lead – Organizational Effectiveness and Change to translate the company’s strategic goals into practical organization design, operating models, workforce planning and change solutions. This senior role partners with HR Business Partners and business leaders to diagnose gaps, develop evidence‑based recommendations, and steer implementation across internal and external change programs. The position requires a deep understanding of organizational effectiveness principles, experience in workforce analytics, job architecture and change management within complex, fast‑moving environments. How to Apply Click the apply button below