ANRML was incorporated in 2012 as part of African Industries Group’s plan to embark on Backward Integration for its Steel Production. ANRML started its foray into Mining with the acquisition of Mining Lease in Kaduna State. Subsequently ANRML has also acquired multiple Mining and Exploration licenses in various minerals in over 15 sites and exploration activities are being carried out.Job Summary
The Culture transformation & Organization Development head is responsible for defining, planning, and executing the overall cultural transformation strategy.
This role partners with leadership and employees at all levels to activate new values and behaviors, measure the health of the organizational culture, and manage the human aspect of large-scale change initiatives.
The ideal candidate is a strategic, empathetic, and data-driven leader who can drive sustainable change.
Key Responsibilities
Culture Strategy and Design:
Collaborate with senior leadership to define and evolve company values, translating them into observable, measurable behaviors.
Assess the existing organizational culture, identify gaps, and design a strategic roadmap for culture change that aligns with business objectives.
Develop a “culture operating system” that includes rituals, symbols, and practices to reinforce desired behaviors throughout the organization.
Change Management and Communication:
Apply a structured change management methodology to lead large-scale, people-centric initiatives, such as mergers, digital transformations, or new operational models or re-engineering
Conduct change impact assessments and readiness evaluations to identify key stakeholders and potential resistance points such as job evaluation, assessing employee capabilities, Job banding, employee career progression plan.
Design and execute multi-channel communication plans to clearly articulate the vision, purpose, and benefits of cultural changes to all employees
Create actionable deliverables, including communication plans, sponsor roadmaps, and resistance management plans.
Employee Engagement and development:
Create and implement programs that activate and reinforce company values, such as recognition systems or feedback mechanisms.
Provide coaching and direct support to managers to help them lead their teams through transitions and act as effective culture carriers.
Develop and deliver training programs and workshops to prepare employees and leaders for changes.
Build a network of “culture ambassadors” or “change champions” across the organization to influence and embed new behaviors.
Measurement and analysis:
Long term retention strategies, Manpower budgeting and optimization, succession planning
Establish culture metrics and key performance indicators (KPIs) to measure the effectiveness of change initiatives, including employee adoption rates and satisfaction.
Conduct culture assessments, surveys, and behavioral analytics to track the health of the culture and provide data-driven insights to leadership.
Monitor progress and report on the effectiveness of change efforts, adjusting strategies as needed for continuous improvement.
Competencies:
Exceptional communication and interpersonal skills:The ability to influence, coach, and articulate messages to diverse audiences, from frontline employees to C-level executives.
High emotional intelligence and empathy:The capacity to understand, manage, and respond to the concerns and emotions of employees during times of transition.
Strong analytical and problem-solving skills:The ability to identify root causes, develop strategic solutions, and leverage data to make informed decisions.
Resilience and adaptability:A flexible and tenacious approach, able to navigate ambiguity and persist in the face of setbacks.
Leadership and influence:The capability to inspire, motivate, and build strong, collaborative relationships across all levels of the organization
Well versed with HR software, MS Office and Other ERP tools.
Qualifications & Requirements
Master’s degree in business administration, Organizational Psychology, or a related field.
10 to 20 years’ proven experience in change management, organizational development, or a related field, preferably in a corporate environment.
Preferably in the Steel Industry in Nigeria