2 Leadership Development jobs in Gauteng

MAIN PURPOSE OF THE ROLE:

To design and deliver integrated leadership development strategies and culture-building interventions that are aligned to the bank’s business strategy, values, and talent agenda. Enable leaders at all levels to grow the capabilities required to lead in an evolving banking environment. In partnership with senior leadership of the Bank, design leadership development framework that outlines the required leadership behaviours/personas in line with best practice and strategic goals of the Bank. Responsible for supporting and shaping an inclusive, values-driven organisational culture by influencing leadership behaviour, supporting cultural diagnostics, and driving interventions that promote employee engagement, psychological safety, ethical conduct, and a unified organisational identity.

MINIMUM EDUCATION AND EXPERIENCE:

• Masters/ Post Graduate qualification in Human Resources/Organisational Development/ Industrial Psychology/ Business Administration or related field
• Minimum 8+ years management experience in leadership development, culture, or talent management roles, and designing and delivering development programmes at scale within the banking or financial services sector

ROLE RESPONSIBILITIES:

Treating customers fairly and compliance

• Create and maintain productive relationships with internal and external clients by providing advice and assistance
• Create understanding of the ‘real’ versus ‘perceived’ need through experience and expertise while complying with company policies, legislation and regulations
• Keep the client informed about progress through written communication, telephone communications, and/or face-to-face meetings
• Build a positive image by exceeding client expectations at all times
• Treat internal and external customers fairly at all times

Management of Resources

• Manage and develop subordinate(s): Performance management in terms of contracting, reviews and poor performers, Training and development, Employee relations
• Manage people efficiencies through leave management, headcount budget, fixed term contracts, staff movements, secondments, staff utilisation
• Take appropriate disciplinary measures as required
• Facilitate induction of new staff within one month of joining the organisation

Leadership Development

• Design and implement leadership development strategies and learning journeys for different leadership levels (e.g., emerging leaders, middle management, executive)
• Partner with Learning & Development, OD, and external providers to curate fit-for-purpose learning content
• Establish partnerships with various business units to tailor leadership development initiatives based on specific needs
• Provide thought leadership to design and develop processes, systems, policies, and tools to implement programs effectively
• Develop metrics and KPI’s to assess the effectiveness of leadership development programs and refine strategies based on results
• Collaborate with senior executives and HC to gather insights and perspectives on leadership requirements
• Adopt an agile and adaptive approach to leadership development, allowing for quick adjustments based on market dynamics
• Integrate assessment tools such as 360 degree feedback, personality assessments and leadership competency assessments to provide personalised development insights for leaders
• Align leadership development activities with succession planning efforts, ensuring a seamless transition of leadership within the bank
• Align all leadership development to the bank’s Leadership Compact

Culture Enablement

• Ensure the evaluation of the organizational culture through the review and enhancement (where necessary) of the Bank’s values and leadership behaviours
• Measure the engagement levels and adoption of organizational values and leadership behaviours though the use climate/people engagement survey and 360 leadership assessments
• Share and present the results at Exco and Manco’s to ensure understanding. Based on the results and in partnership with Business Partners, develop action plans that are monitored and reported on, on a quarterly basis
• Provide toolkits, talking points, and support for cascading leadership and values messaging to teams
• Work closely with HRBPs and business leaders to embed cultural initiatives into the employee experience
• Support culture transformation initiatives linked to organisational change, including mergers, digital transformation, or restructuring

Budget management and reporting

• Regularly report on the success and impact of leadership development and culture initiatives to senior management and demonstrating the return on investment
• Measure and report the effectiveness of leadership programs, including participant satisfaction, skill acquisition and behavioural changes observed in leaders
• Report on the utilisation of budget allocated for leadership development, ensuring accountability in financial management
• Track and report on the completion rates and participation levels in various leadership programs and assessing the engagement and commitment of leaders
• Report on the status of leadership pipeline, indicating the readiness and availability of leaders to step into key roles in the bank
• Submit monthly reports and ad hoc reports to senior management as required

Stakeholder Collaboration and engagement

• Build trusted advisory relationships with business unit heads, and senior managers to understand strategic priorities and tailor leadership or culture interventions accordingly
• Work with senior leaders, HRBPs, and Centre of Excellence (CoE) teams to ensure alignment of initiatives with strategy
• Equip HRBPs with tools, resources, and messaging to support embedding leadership and culture practices in the business
• Facilitate leadership forums, town halls, or roundtables as part of engagement efforts
• Source and manage partnerships with learning providers, facilitators, psychometric vendors, or culture consultants
• Encourage cross-functional teams to work together on initiatives that require input from multiple departments. Use regular meetings, shared goals, and integrated communication tools to foster collaboration
• Regularly measure stakeholder satisfaction through surveys, interviews, or feedback sessions
• Represent the bank at industry events and forums related to leadership development and culture