Introduction:

The Head: Organisational Effectiveness will be responsible for providing strategic direction on talent management and acquisition, learning and development, performance management and change management through strong and professional thought leadership across the RMA Group.

Description:

THE JOB AT A GLANCE

The Head: Organisational Effectiveness will be responsible for providing strategic direction on talent management and acquisition, learning and development, performance management and change management through strong and professional thought leadership across the RMA Group. The incumbent will be responsible for ensuring that the organisation attracts, retains and develops its talent and provides suitable development opportunities for employees, thereby building the talent and succession pipeline for future roles.

WHAT YOU WILL DO

Provide strategic direction and leadership

• Lead the development and implementation of the overall Organizational Effectiveness strategy and plan, managing implementation against agreed timeframes, budget and reporting against agreed performance measures


• Provide strategic direction and leadership on the development of appropriate Organisational Effectiveness Policies


• Develop guidelines, processes and procedures for assigned functional areas (i.e. Talent, L&D, Performance Management and Change Management).

Lead the Talent Acquisition function

• Lead and oversee the Talent Acquisition (TA) function by:


• Developing and aligning the Talent Acquisition Strategy to the business strategy and implement the execution plans


• Overseeing the development and implementation of professional recruiting capabilities in the businesses, e.g., Behavioural Interviewing, Competence Assessments, Selection Criteria, External Assessments, Diversity, etc.


• Collaborating with Divisional Heads to ensure adherence to the Groups stance and direction on Talent Acquisition


• Oversee sourcing and hiring procedures to ensure that high-potential employees are attracted and selected.

Lead the Talent Management and OD function:

• Lead and oversee the Organisational Development function (Talent Management, Succession Planning, Leadership Development and Performance Management) by:


• Designing and maintaining systems and processes that support organizational design such as job profile creation, job evaluation, organizational structure design and organizational change files


• Overseeing the development and execution of the job profiling and performance management process


• Ensuring that quarterly (and bi-annual where applicable) performance and development review processes with their direct reports takes place


• Ensuring that all business units develop and finalise their functional and individual scorecards aligned to the company’s balance score card on an annual basis. Assist with the refinement of the Company balance score card annually


• Designing, developing, implementing and overseeing the company’s talent management processes to ensure that talent management is integrated throughout the organisation


• Leading the construction of a talent pipeline that aligns with hiring needs and business objectives


• Shaping and implementing strategies that will help to develop and retain high-performing employees


• Supporting the development of retention programs and development programs for the talent pool, ensuring sustainability in order to avoid the costs of recruiting and on-boarding external hires into critical leadership roles


• Oversee the organization and facilitation of annual Talent review sessions


• Support in the development of succession plans for all critical roles across the business


• Ensure that clear development plans are in place for all identified successors


• Monitor implementation and progress tracking of the successor’s development to ensure readiness for next roles


• Overseeing the development and delivery of strategic leadership development programmes for all leaders, aligned to the strategic objectives of the organization


• Ensuring that robust development plans that meet succession and development needs are developed by providing leaders with coaching and support in this regard


• Overseeing and supporting the development of leadership and organisational capability solutions, appropriate for each division. Leverage best practice across divisions, while ensuring solutions are tailored to meet specific functional objectives


• Overseeing and supporting the development of line managers’ leadership and engagement knowledge, skills and behaviours/facilitation techniques as part of leadership development programmes


• Monitoring and evaluating the leadership and organisational capability proposition to ensure it remains appropriate for business needs and is regularly refreshed as divisional requirements evolve


• Measure the ongoing effectiveness of the proposition and drive forward a culture of continuous improvement


• In partnership with key business and HC stakeholders, ensure maximum value is derived for divisions from the implementation of leadership and organisational capability initiatives.

Lead the Learning and Development function

• Oversee the Learning and Development function by:


• Leading the development and ensuring the alignment of the L&D strategy to the business strategy and implement the execution plans across the Group


• Identifying organisation-wide and individual learning initiatives that are cost effective, focusing on employee development toward achievement of both business and personal career goals


• Reviewing and implementing end-to-end L&D processes to ensure best in class provision of services to the business


• Ensuring skills gap analyses are conducted to determine various development requirements across the organisation where required


• Realising efficiencies and modernisation, of the various learning interventions, including the digitisation and automation of processes


• Ensuring the provision on creative, innovative and agile learning interventions that meet the changing cultural and social needs of the business


• Ensuring an ongoing process exists which continuously enhances the knowledge and capability of key talent in order to enable managers to effectively lead the organization toward achievement of strategic initiatives


• Providing analytical and specialist knowledge and expertise to the Board and senior managers regarding excellence in leadership and people management in order to fully implement strategic plans for leadership and performance improvement at all levels in the organisation.

Lead the change management function

• Own the implementation of change management RMA


• Develop and implement a change management framework for RMA


• Embed change management practises across the organisation, building the case for change and assessing the readiness for change. Keep up to date with best practice:


• Conduct research in Organisational Effectiveness and Change to bring forth the latest scholarly works and best practices in the field to enable the best design of policies, procedures and practices


• Provide thought leadership, and consultation in:


• Talent Acquisition and Talent Management (including Succession Planning and Leadership Development)


• Assessment Center


• Employee Engagement


• Learning and Development


• 
  

  Change Management

  
  


• Provide specific professional expertise to support the improvement initiatives in the quality of talent and leadership development.

Oversee day-to-day operations

• Manage associated budgets and resources linked to functional areas in scope of responsibility


• Oversee service level agreements with service providers


• Develop high-impact presentations to inform and influence key stakeholders, including the Board and Exco.

WHAT YOU WILL GET IN RETURN

We offer great opportunities for personal and professional development in a stable company that is 132 years strong. The role comes with a competitive salary package and various benefits. Furthermore, you will be part of a dedicated group of colleagues who value teamwork and collaboration.

Turnaround time

The shortlisting process will only start once the advert due date has been reached. The time taken to complete this process will depend on how far you progress within the recruitment process and the availability of our managers. Kindly note that should you not receive a response within 21 days, please consider your application unsuccessful.

Closing date: 28th April 2026

Our Commitment to transformation:

In accordance with the employment equity plan of Rand Mutual Assurance and its employment equity goals and targets, preference may be given, but is not limited, to candidates from under-represented designated groups.

Requirements:

WHAT YOU'LL BRING TO THE TABLE

• NQF Level 8: Honours degree in Industrial Psychology or Human Resources or from a recognised Institution


• Master’s degree in Industrial Psychology or Human Resources (with relevant body registration – SABPP or HPCSA) would be preferred


• 10 years Human Resource experience in an Organisational Development / Organizational Effectiveness role working for a reputable organisation (preferably within the financial services sector) with at least 5 years in a Leadership role


• Experience with policy development and implementation


• Specialist knowledge in organizational learning and development


• Experience of OD Management and Strategy Implementation


• Ability to execute high-impact learning strategies that enhance people and business performance


• Sound Talent Management and Talent Acquisition experience


• Results focused; a consultative leadership style that builds high-performing teams across multi-disciplined projects that consistently meet targets and realise organisational benefits


• Ability to collaborate with Human Resources Business Partners and line managers across the African continent


• Sound experience in Performance management


• Experience designing and implementing change management frameworks and initiatives


• Experience in Organisational Design


• Knowledge of and experience in integrated talent management practices


• Experience in building frameworks


• Experience developing and implementing Competency frameworks


• Global mobility.