6 Team Leadership Positions jobs in Johannesburg

Mimecast Johannesburg, Gauteng, South AfricaJoin or sign in to find your next jobJoin to apply for the L&OD Director Leadership role at MimecastMimecast Johannesburg, Gauteng, South AfricaJoin to apply for the L&OD Director Leadership role at MimecastThe Mimecast HR team is looking for a Learning & Organizational Development (L&OD) Director to lead our Leadership & Manager development.

In this pivotal role, reporting to the Head of L&OD, you will play a crucial part in cultivating a Leader-Led culture by leading & executing the global Leadership & Management Strategy (Front Line leaders to Snr Director level).

You will be responsible for the design, development, and deployment of Leadership and Manager Training programs, focusing on building knowledge, skills and behaviours that enable a Leader-Led culture.Key ResponsibilitiesLeadership Development Strategy : Own the leadership development strategy for people managers.

Develop and deliver tailored, experiential learning solutions that enable leaders to motivate, develop, and lead teams effectively.Senior Leadership Program : Collaborate with the Head of L&OD to design and implement a leadership program for Mimecast's Senior Leadership Team.Facilitating Programmes and Ad-Hoc Training Sessions : design and deliver engaging training programmes and ad-hoc sessions tailored specifically for our Global People ManagersProgram Continuation and Iteration : Continue and refine established management programs.Develop and communicate the strategy to develop a Leader-Led culture ensuring alignment with Mimecast's Employee Value Proposition and strategic goals.Partnership & Stakeholder Management : Partner with HR Business Partners to design and deliver tailored learning solutions for leaders.

Collaborate with internal stakeholders and senior leaders to ensure alignment with business objectives.Voice of Customer : Facilitate discussions with management and business groups, to gather feedback and secure buy-in for leadership learning solutions.Leadership Behaviors and Expectations : Oversee the integration of leadership behaviors and core values into the performance appraisal system.Change Management : Facilitate change management initiatives by identifying and implementing effective methodologies for managing organizational change.Advocacy for Learning Initiatives : Advocate for learning initiatives and support broader Learning & Organizational Development (L&OD) efforts.Essential Skills And ExperienceGlobal Programmes and Facilitation : Extensive experience in designing, developing, and deploying global Leadership programmes in the technology space, with expertise in facilitating these programmes both virtually and in person.Leadership Development and Coaching : Demonstrated experience in coaching leaders and fostering employee growth through leadership development initiatives.Project Management and Program Development : Proven ability to manage learning initiatives within diverse, global teams and create engaging, effective learning programs tailored to the needs of globally diverse audiences.Stakeholder Engagement and Consultative Skills : Skilled in collaborating with and providing guidance to HR Business Partners, internal stakeholders, and senior leaders to achieve organizational goals.Learning Agility : Committed to continuous personal and professional development, with a focus on adapting to new challenges and opportunities.Change Management Expertise : Knowledgeable in strategies to manage and facilitate organizational change effectively, ensuring alignment with business objectives.Instructional Technologies : Proficient in leveraging instructional technologies, AI Innovations, Zoom technology, and survey development, to enhance learning experience & outcomes.Full Training Cycle Delivery : Experienced in delivering the full training cycle, including assessment, design, development, and demonstrating ROI of learning initiatives.Marketing and Engagement : Skilled in developing marketing campaigns to drive engagement in learning programs.Matrix Organizations and Collaboration : Familiarity with matrix organizations and cross-departmental collaboration to achieve shared goals.QualificationsRelevant professional qualification in Learning & Development and LeadershipCertifications in tools and frameworks such as feedback instruments, DiSC, GROW coaching, Agile Project Management, etc.DEI StatementCybersecurity is a community effort.

That's why we're committed to building an inclusive, diverse community that celebrates and welcomes everyone – unless they're a cybercriminal, of course.We're proud to be an Equal Opportunity and Affirmative Action Employer, and we'd encourage you to join us whatever your background.

We particularly welcome applicants from traditionally underrepresented groups.We consider everyone equally : your race, age, religion, sexual orientation, gender identity, ability, marital status, nationality, or any other protected characteristic won't affect your application.Due to certain obligations to our customers, an offer of employment will be subject to your successful completion of applicable background checks, conducted in accordance with local law.Seniority levelSeniority levelNot ApplicableEmployment typeEmployment typeFull-timeJob functionJob functionOtherIndustriesIT Services and IT Consulting, Software Development, and Computer and Network SecurityReferrals increase your chances of interviewing at Mimecast by 2xSign in to set job alerts for "Director" roles.Group Executive : Chief Operations OfficerCity of Johannesburg, Gauteng, South Africa 2 days agoKempton Park, Gauteng, South Africa 4 days agoJohannesburg, Gauteng, South Africa 4 days agoJohannesburg, Gauteng, South Africa 2 days agoJohannesburg, Gauteng, South Africa 3 days agoSenior Director, Product Data & AnalyticsJohannesburg, Gauteng, South Africa 1 week agoSandton, Gauteng, South Africa 2 days agoJohannesburg, Gauteng, South Africa 5 days agoAdmin Operations Manager - iStore JohannesburgSandton, Gauteng, South Africa 3 weeks agoJohannesburg, Gauteng, South Africa 5 days agoSandton, Gauteng, South Africa 3 weeks agoJohannesburg, Gauteng, South Africa 2 months agoJohannesburg, Gauteng, South Africa 1 day agoJohannesburg Metropolitan Area 1 week agoJohannesburg, Gauteng, South Africa 2 months agoCity of Johannesburg, Gauteng, South Africa 2 weeks agoCity of Johannesburg, Gauteng, South Africa 1 week agoJohannesburg, Gauteng, South Africa 6 days agoSandton, Gauteng, South Africa 6 days agoTechnical Service Manager Food & Beverages Southern AfricaCity of Johannesburg, Gauteng, South Africa 3 weeks agoHead of Strategic Business Unit (SBU) - CTSKempton Park, Gauteng, South Africa 2 weeks agoCity of Johannesburg, Gauteng, South Africa 2 days agoJohannesburg, Gauteng, South Africa 4 months agoJohannesburg, Gauteng, South Africa 6 days agoJohannesburg, Gauteng, South Africa 1 week agoJohannesburg, Gauteng, South Africa 3 days agoJohannesburg, Gauteng, South Africa 5 days agoJohannesburg Metropolitan Area 5 days agoWe're unlocking community knowledge in a new way.

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Standard Bank Group is a leading Africa-focused financial services group and an innovative player on the global stage, offering a variety of career-enhancing opportunities. Our clients range from individuals to large multinational corporates, and we are passionate about creating growth in Africa, delivering meaningful value to our clients and communities.

Design and implement initiatives as a member of the Leadership Practice team, including facilitation, research, design, implementation, coordination, communication, and monitoring of organisation-wide solutions. Maintain standards, policies, toolboxes, and procedures to support the delivery of the Group Leadership Practice's goals.

Minimum qualifications: Degree in Behavioural Science / Social Science.

• 7-8 years experience in a consulting environment or HR generalist role, with at least 3 years of direct client consultation or support of Organisational Development functions.
• 3-4 years Project Management experience is preferable.
• Experience in conducting research and developing solutions to promote behavioural change aligned with Leadership Effectiveness, Team Effectiveness, and Culture objectives.
• Proven ability to develop deployment plans, facilitate initiatives, and engage stakeholders effectively.
• Experience in monitoring progress and impact metrics, supporting data-led decision-making.
• Strong communication skills, including creating presentations and reports.
• Ability to update and maintain Leadership Practice toolboxes, policies, and frameworks.
• Knowledge of statutory and regulatory requirements, policies, and risk mitigation.
• Stay updated with emerging trends and best practices in Leadership Practice.

• Articulating Information
• Checking Things
• Developing Expertise
• Documenting Facts
• Embracing Change
• Establishing Rapport
• Examining Information
• Following Procedures
• Interacting with People
• Interpreting Data
• Inviting Feedback
• Managing Tasks
• Meeting Timescales
• Producing Output
• Providing Insights
• Pursuing Goals
• Taking Action
• Team Working
• Thinking Positively
• Understanding People

• Business Administration Skills
• Business Insights
• Change Enablement
• Collaboration
• Conducting Research
• Data Analytics & Visualization
• Inclusive Facilitation
• Knowledge of P&C Policies & Procedures
• Operations Commercial Acumen
• Organisational Awareness
• People & Culture Consulting
• Project Management
• Quality Assurance
• Stakeholder Management
• Working in a Matrix Structure

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

We are on a mission to find brilliant young people. Our goal is to discover the brightest minds that possess the potential to transform the future of our continent.

We are not solely interested in students who excel academically; rather, we seek young individuals who possess the courage, initiative, and drive to make a positive impact on the world around them through their innovative ideas and forward-thinking initiatives.

The ALA admissions process is designed to assess each candidate's leadership potential and compatibility with our unique diploma program. Our approach is holistic, taking into account various factors such as intellectual readiness, courage, perseverance, ownership, and interdependence. We understand that diversity is a vital component of community strength, so we seek to build a class with students from various backgrounds, cultures, and perspectives.

At ALA, we do not expect uniformity; instead, we celebrate our differences and encourage our students to learn from one another. We assess each applicant individually, and no single factor, except age, will be used to exclude any candidate. For admission in 2026, applicants must have been born on or after September 1, 2006.

01

• ALA students demonstrate academic achievement through strong performance and consistent improvement in their secondary school. They are driven to learn and achieve, and they set high standards for themselves. Their academic performance gives confidence that they can thrive in the rigorous ALA curriculum.
• ALA students are intellectually curious . Their learning is not confined to a classroom. They seek to learn from every opportunity and challenge and aspire to be lifelong learners. They delight in learning when faced with an unfamiliar problem or new idea.
• ALA students demonstrate critical thinking and can break down complex problems in the classroom and beyond.

02

• ALA students have initiative . They have the courage to do hard things when they set their mind to something that feels important. They are not easily deterred.
• ALA students follow through . They persevere through challenges and are resilient, with the fortitude to push through failure.
• ALA students are self-driven . They do not wait for instructions or only act when told by others. They take ownership of their own learning and leadership journey.

03

• ALA students are ambitious . They dream big; they set the bar high and push themselves to meet those standards.
• ALA students have a commitment to positive change and aspire beyond success for themselves to lives of significance, in which they are remembered for their impact on others.
• ALA students show a passion for Africa and aspire to play a role in the continent’s advancement.

04

• ALA students are resourceful and seek help when needed. They are not afraid to seek help or activate their networks when they need support.
• ALA students are interested in engaging with those from different backgrounds and who have differing opinions. We believe that differences should be celebrated as a source of community strength. ALA students embrace differences of opinion, valuing respectful and productive dialogue as an avenue for individual and communal learning.
• ALA students foster relationships with others and value building meaningful relationships and partnerships with those in their community.
• ALA students practice gratitude , acknowledging, with humility, that their success builds upon the efforts of others.

July 15, 2025

Applications open for the class of 2026

October 15, 2025

January 15, 2026

January 2025

Early Decision results are released for the entry class of 2026

April 2026

Regular Decision results are released for the entry class of 2026

Submitting your application by the Early decision deadlines only guarantees earlier notice of your admissions decision.

If you know of an exceptional young person in your community, please nominate them for our two-year diploma program by filling in the form below.

Your Name (Required)

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Nominee's Phone Number United States +1 Please include country code

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Since its inception, ALA has been committed to making the diploma program accessible for all successful applicants. Everyone who applies and is then admitted to ALA, regardless of background or nationality, is eligible to receive significant financial assistance.

Everyone who applies and is then admitted to ALA, regardless of financial background or nationality, is eligible to receive significant financial assistance in the form of scholarships towards studying at ALA and accessing membership to our lifelong network. The cost of tuition at ALA is $30,900 per year. African Leadership Academy fees are all-inclusive, including tuition, accommodation, meals, and uniforms.

At ALA, the value of financial awards is determined after admissions decisions have been made. Fees charged to a given student will be based on a family’s financial means. We expect that every family will stretch themselves to finance the ALA education, just as we ask ALA’s network of supporters from around the world to stretch themselves to ensure that every admitted student is able to attend. Students from more financially disadvantaged backgrounds receive more significant financial assistance from ALA, and families with more resources are expected to contribute more to their child’s education at ALA.

02

At ALA, we recognize that young leaders can be found in all corners of society, and we are dedicated to finding them. That's why we have a nomination process that allows community members to bring outstanding young leaders to our attention.

If you know a high school student, as young as 13 years old, who has demonstrated leadership potential in your community, we encourage you to nominate them using the form below. By doing so, you give them the opportunity to join our diverse community of young leaders from across Africa and around the world. We will carefully review all nominations and reach out to the nominee to encourage them to apply.

03

We do not discriminate, and we are able to serve students from differing backgrounds and abilities who have demonstrated extraordinary leadership potential. The Academy is committed to basing judgments concerning the admission of individuals upon their qualifications and abilities. The Academy’s policy with respect to admissions is consistent with African Leadership Academy’s policy on non-discrimination. ALA does not discriminate on the basis of gender (identity or expression), race, religion, disability, sexual orientation, nationality, ethnicity (or tribal affiliation), wealth, or income.

Developing the next generation of African leaders

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Safeguarding Commitment: ALA upholds the highest standards of student safety and protection. All personnel are required to comply with our Child Protection Policy and pass relevant background checks. For more information, please refer to ALA’s Child Protection Policy, linked below under the Safeguarding section

Interim CFO Talent Pool - Women in Finance Leadership

Department: Finance

Employment Type: Contract / Temp

Location: Africa

Reporting To: TBD

Description

Allied Talent Partners is a talent marketplace, connecting experienced professionals with climate-related projects and businesses in Africa.

We are building a strategic talent pool of interim CFOs to support mission-aligned organizations in the climate, renewable energy, sustainability, infrastructure, and ESG-linked sectors. These roles will provide executive financial leadership to institutions operating across Africa, often in transitional, growth, or restructuring phases.

This initiative is part of our efforts to support companies in accessing diverse financial expertise aligned with impact and sustainability goals.

Role and Responsibilities

Key Deliverables:
1. Executive Financial Leadership
• Leading financial planning, analysis, and forecasting
• Strengthening internal controls, reporting systems, and compliance
• Overseeing audits, risk management, and financial restructuring
• Supporting fundraising, investor relations, and capital strategy
• Advising on financial implications of ESG integration and climate strategies

2. Strategic Support During Transition
• Bridging leadership gaps during CFO transitions or scale-ups
• Guiding financial transformation for startups and growth-stage ventures
• Supporting post-investment financial oversight for portfolio companies
• Advising on transaction readiness, capital deployment, and governance

Requirements

Who Should Apply
We're looking for experienced CFOs, Finance Directors, or senior finance consultants with:
• Experience in interim or executive finance leadership roles
• Sector knowledge in climate tech, renewable energy, infrastructure, or development finance
• A strong grasp of African business contexts and cross-border financial operations
• Expertise in capital raising, financial modeling, reporting standards, and investor engagement
• Ability to thrive in fast-paced, mission-driven, and impact-oriented environments

Here's why you might want to join our pool:
• Access to mission-aligned organizations at the forefront of climate, sustainability, and energy work across Africa
• Work on high-impact, meaningful financial leadership assignments
• Dedicated ATP support for invoicing, contracting, and payment so you can focus on delivering value
• Help shape financial resilience and gender-inclusive leadership in Africa's green transition