People Change Partner

PayInc; Johannesburg; On-site; ZAR 850,000 - 1,150,000; Full time

Job summary

PayInc is seeking a People Change Partner to drive adoption of organisational, process, technology and culture change across the business. The role translates priorities into practical change strategies and balances 40% strategic contribution with 60% tactical execution, reporting on readiness and adoption.

You will engage with senior leaders, lead end-to-end change delivery, and develop communication and learning plans, ensuring governance and value realization across PayInc’s operations in

Qualifications

• Bachelor’s degree in HR, organisational psychology, organisational development, business or related field.
• Postgraduate qualification in change management preferred.
• Prosci accreditation or equivalent highly preferred.
• Advanced knowledge of change, stakeholder engagement, communication planning, and learning enablement.
• Experience with agile and waterfall delivery approaches.
• Proficiency with MS Office, surveys and reporting dashboards.

Responsibilities

• Strategically contribute to enterprise people-change roadmap and articulate integrated change approaches.
• Advise sponsors and leaders on change impacts, readiness, sequencing and actions.
• Shape change frameworks, sponsorship models, communication architecture and adoption metrics.
• Identify saturation and culture implications; recommend prioritisation or mitigation.
• Develop and improve change standards, toolkits, governance and reporting.
• Use insights to guide decisions and strengthen programme outcomes.
• Build change capability through coaching, enablement and networks.
• Lead end-to-end change delivery for programmes and projects.

Skills

Stakeholder engagement

Change management

Communication planning

Learning enablement

Culture and behaviour

Agile & waterfall

Education

Bachelor’s degree in HR / organisational psychology / organisational development / business / communication

Postgraduate qualification in change management

Prosci accreditation or equivalent

Tools

MS Office

Dashboard reporting

Survey tools

Collaboration platforms

Job description

Description

PayInc is a purpose-driven payments provider building on over 50 years of trusted history in South Africa’s payments ecosystem. Our mission is to connect people, businesses, and economies through secure, efficient and inclusive digital payments infrastructure and be a catalyst for financial inclusion and economic growth. From EFTs and cards to PayShap, PayInc provides the backbone that enables money to move safely across the economy. At our core, we exist to make great connections, empowering participation, enabling growth, and ensuring no one is left behind.

PayInc is a purpose-driven payments provider building on over 50 years of trusted history in South Africa’s payments ecosystem. Our mission is to connect people, businesses, and economies through secure, efficient and inclusive digital payments infrastructure and be a catalyst for financial inclusion and economic growth. From EFTs and cards to PayShap, PayInc provides the backbone that enables money to move safely across the economy. At our core, we exist to make great connections, empowering participation, enabling growth, and ensuring no one is left behind.

PURPOSE

The People Change Partner enables the successful adoption and sustained embedment of organisational, process, technology and culture change across PayInc. Operating at Paterson D3, the role translates enterprise and business priorities into practical people-change strategies and delivers the interventions required to prepare, equip and support leaders, managers and employees through change. The role balances 40% strategic contribution with 60% tactical execution and is accountable for change impact and readiness assessments, stakeholder mobilisation, communication, learning enablement, resistance management, adoption measurement and continuous improvement.

You will engage with the following stakeholders:

• Senior Manager: Employee Experience and Change and the Human Capital leadership team
• Executive sponsors, senior leaders, line managers and people managers
• HCBPs, Organisational Development, Learning, Talent, HC Operations and Internal Communication
• Strategy, EPMO, Technology, Operations, Risk, Compliance and business project teams
• Employees, change champions and employee representatives
• External change, communication, learning, survey and facilitation service providers

Your key responsibilities include:

Strategic contribution

• Contribute to the enterprise people-change roadmap and translate business strategy, transformation priorities and the people agenda into integrated change approaches.
• Advise sponsors, senior leaders and programme teams onpeople impacts, readiness, adoption risks, sequencing and leadership actions for complex cross-functional initiatives.
• Shape change strategies, stakeholder and sponsorship models, communication architecture, learning approaches and measurable adoption outcomes.
• Identify enterprise-wide change saturation, interdependencies and culture implications, and recommend prioritisation or mitigation actions.
• Develop and continuously improve change frameworks, standards, toolkits, governance and reporting aligned to PayInc’s operating environment.
• Use employee insights, culture and engagement data, readiness findings and adoption measures to guide decisions and strengthen programme outcomes.
• Build organisational change capability through sponsor coaching, manager enablement, change champion networks and targeted knowledge transfer.

Tactical delivery

• Lead end-to-end people-change delivery for assigned programmes, projects and continuous-improvement initiatives.
• Conduct stakeholder analysis, change impact assessments, readiness assessments and resistance analysis; maintain risks, issues, dependencies and action logs.
• Develop and execute detailed change, communication, engagement, learning, leader and manager enablement plans aligned to project milestones.
• Prepare practical change deliverables, including key messages, presentations, briefing packs, FAQs, toolkits, talking points, workshop materials and feedback instruments.
• Facilitate workshops, focus groups, readiness sessions, change champion forums, leadership engagements and post-implementation reviews.
• Coach sponsors and managers on visible sponsorship, consistent messaging, employee conversations, resistance handling and reinforcement.
• Establish baselines and track awareness, understanding, readiness, participation, adoption, proficiency and sustainability; report progress and recommend corrective action.
• Coordinate change activities with project, communication, learning, technology and business workstreams to ensure integrated, timely delivery.
• Manage change documentation, service providers and approved intervention costs while complying with governance, risk, policy and regulatory requirements.

Qualifications / Knowledge

• Bachelor’s degree in Human Resources, Organisational Psychology, Organisational Development, Business, Communication or a related field.
• Postgraduate qualification in change management, organisational development or a related discipline would be advantageous.
• Recognised change management accreditation, such as Prosci or an equivalent methodology, is strongly preferred.
• Advanced knowledge of organisational change, stakeholder engagement, communication planning, learning enablement, culture and behaviour change.
• Working knowledge of project and programme delivery approaches, including Agile and waterfall environments.
• Strong proficiency in Microsoft Office, collaboration platforms, survey tools, change trackers and dashboard reporting.

Experience

• Minimum 6–8 years’ relevant experience in organisational change management, organisational development, transformation, employee experience or a related people discipline.
• Demonstrated end-to-end delivery of complex change initiatives affecting multiple business areas.
• Experience conducting change impact and readiness assessments, managing resistance and measuring adoption and benefits realisation.
• Experience engaging and influencing senior leaders, project teams, people managers and employees in a matrix organisation.
• Strong facilitation, coaching, communication, analytical, report-writing and project coordination capability.
• Experience in financial services, payments, technology or another regulated environment would be advantageous.