Head: Talent, Learning, Culture & Employee Experience

Telesure Investment Holdings (TIH); Gauteng; On-site; ZAR 1,400,000 - 2,100,000; Full time

Job summary

TIH in Gauteng seeks a Head: Talent, Learning, Culture & Employee Experience to lead talent management, succession, performance, culture and employee experience initiatives across the organisation.

You will partner with senior leaders to strengthen capability, leadership effectiveness and a high-performance culture, fostering inclusion and belonging while driving workforce capability and learning strategy.

Qualifications

• 10+ years' experience spanning leadership development, performance and talent management.
• Experience partnering with senior leaders and driving culture and engagement initiatives.
• Strong capability in measuring learning ROI and workforce capability.

Responsibilities

• Develop and implement the enterprise talent management strategy.
• Lead talent reviews, succession planning and leadership development.
• Oversee employee experience, engagement surveys and EVP initiatives.
• Drive culture transformation and inclusive leadership across TIH.
• Monitor workforce capability, DEI metrics and analytics dashboards.
• Partner with HRBPs and executives to align people strategy with business goals.

Skills

Talent management

Leadership development

Performance management

Culture transformation

Employee engagement

Learning & development

People analytics

Education

Master's degree in Industrial Psychology

Job description

Join TIH, home to some of South Africa's leading financial service providers, and grow your career while being part of an organisation with purpose.

Job Purpose

The Head: Talent, Learning, Culture & Employee Experience is responsible for developing and executing TIH's organisation's talent, leadership, culture and workforce capability strategy to build a high-performing, engaged and future-ready workforce.

The role leads talent management, succession planning, performance management, leadership development, learning and development, culture transformation, employee engagement and employee experience initiatives across the TIH. The incumbent partners with business leaders to strengthen capability, leadership effectiveness and employee engagement while fostering an inclusive, values-driven and high-performance culture, where employees feel they belong and can thrive.

Responsibilities

Key Accountabilities

Talent Management & Succession

• Develop and implement the enterprise talent management strategy.
• Lead annual talent review and succession planning processes.
• Build leadership and critical skills pipelines.
• Identify and develop high-potential talent.
• Drive internal mobility and career development frameworks.
• Oversee executive and senior leadership succession plans.
• Monitor talent retention within key and critical roles.
• Establish talent governance, policies and standards.

Learning, Leadership & Capability Development

• Develop and execute the learning and capability strategy.
• Create a culture of continuous learning and development.
• Lead leadership development programmes across all levels.
• Drive future skills development aligned to business strategy.
• Oversee learning technologies and external learning partnerships.
• Measure learning effectiveness and return on investment.
• Ensure compliance with skills development legislation and reporting requirements.

Performance Management

• Own and continuously improve the enterprise performance management framework.
• Drive a high-performance culture through goal setting, coaching and accountability.
• Facilitate TIH-wide performance reviews and calibration sessions.
• Align performance management with talent and succession outcomes.
• Build leadership capability in performance coaching and feedback conversations.
• Monitor quality and effectiveness of performance management practices.

Culture Transformation

• Develop and implement the culture strategy.
• Lead culture assessments and culture change initiatives.
• Embed TIH values and leadership behaviours.
• Support leadership teams in creating high-performing and inclusive cultures.
• Monitor organisational health and culture indicators.
• Drive initiatives that strengthen collaboration, innovation and accountability.

Employee Experience & Engagement

• Own the employee experience strategy across the employee lifecycle.
• Lead employee engagement surveys and listening programmes.
• Drive initiatives to improve engagement and employee sentiment.
• Partner with HRBPs and leaders to enhance the employee experience.
• Design and oversee employee recognition programmes.
• Design and support the articulation & activation of the Employee Value Proposition (EVP).

Workforce Planning & Capability

• Support strategic workforce planning activities.
• Identify capability gaps and future workforce requirements.
• Monitor succession readiness and critical skills risks.
• Support future-of-work and workforce transformation initiatives.
• Partner with HRBPs and the business to build sustainable workforce capability.

Diversity, Equity, Inclusion & Belonging

• Embed DE&I principles within talent, leadership and development processes.
• Monitor diversity within succession and talent pipelines.
• Support employment equity objectives through talent interventions.
• Build inclusive leadership capability across the organisation.

People Analytics & Insights

• Develop talent, learning and culture dashboards.
• Provides insights and recommendations for Exco and RemCo visibility.

Education

Post Graduate (Masters Degree): Industrial Psychology (Required)

Experience

10 or more years' diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organisational effectiveness, employee experience, learning and development, culture and engagement., Managerial Experience 6 or more years' experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.