Managing Executive: Culture & Organisation… at Absa · South…

Managing Executive: Culture & Organisation Effectiveness Location: Sandton Empowering Africa’s tomorrow, together…one story at a time. With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group. Job Summary This role leads the enterprise effort to make culture, wellbeing, inclusion and team effectiveness work together as practical drivers of sustainable performance. It designs and governs enterprise‑wide frameworks, standards, diagnostics and metrics that translate organisational values and strategy into consistent leadership behaviours and ways of working. Using colleague insight and enterprise analytics, the role identifies systemic barriers to performance, strengthens executive and cross‑functional teaming, and ensures organisational effectiveness capabilities are embedded as core enablers of resilience and long‑term strategy execution. Job Description Key Focus Areas: Set enterprise strategy for organisational effectiveness as a core enabler for sustainable transformation of the organization culture and resultant organisation performance. Shape leadership, team effectiveness and ways of working aligned to long‑term strategic intent. Translate values into observable, measurable enterprise behaviours. Embed wellbeing, diversity and inclusion into leadership practice and organisational rhythms. Enable effective high-performance teaming through enterprise frameworks and standards. Strengthen executive and top‑team effectiveness as a model for the organisation. Diagnose systemic performance constraints using enterprise‑level insight and analytics. Ensure coherence across culture, wellbeing, D&I and team effectiveness agendas. Provide expert enterprise counsel to executives on organisational health and diversity. Build organisational resilience and future fitness through insight‑led stewardship. Enterprise-wide Team Effectiveness: Set and steward the enterprise Team Effectiveness strategy, aligning executive and cross‑functional teams around shared purpose, collective accountability and enterprise priorities. Strengthen executive and top‑team effectiveness by improving decision quality, operating discipline, modelling enterprise‑wide teaming. Design and deploy team effectiveness diagnostics, toolkits and metrics to enable high‑performing, inclusive and accountable teams. Diagnose and address systemic performance constraints using enterprise‑level insights and analytics, shifting focus from team‑level symptoms to effectiveness. Good Governance, Risk and Compliance: Establish enterprise frameworks across culture, wellbeing, D&I and team effectiveness. Ensure compliance with regulatory and ethical requirements related to organisational health. Monitor enterprise risks associated with culture, inclusion, leadership behaviour and sustainable performance. Stakeholder Management: Partner with Chief Human Capital Officers, leaders and Human Capital teams to enable adoption and execution of enterprise frameworks, without assuming line accountability for local implementation. Act as a trusted enterprise advisor to senior leaders and Executive Committee on organisational effectiveness priorities. Leverage digital platforms, analytics and innovative solutions to deliver scalable, insight‑led designs. Ensure alignment and coherence across stakeholders through shared principles, metrics and governance. Strategy Formulation and Execution: Define and steward enterprise strategy for culture, wellbeing, diversity and inclusion, and team effectiveness aligned to long‑term strategic intent. Establish the enterprise conditions and standards for execution, while accountability for delivery and implementation sits with business and functional leaders. Embed culture, team effectiveness and leadership practices into the enterprise ways of working that enable speed, clarity and execution at scale. Organisation Culture: Establish and steward enterprise culture frameworks, principles and practices. Translate organisational values into observable and measurable behaviours across geographies. Design and implement enterprise culture frameworks, toolkits and metrics to enable consistent adoption. Drive enterprise culture programmes informed by colleague listening, experience insights and performance outcomes. Holistic Employee Wellbeing: Define and implement a comprehensive enterprise Wellbeing Strategy, including policies, principles and good practices. Establish enterprise wellbeing standards, toolkits and metrics across physical, mental, social and financial wellbeing. Partner with leaders and Human Capital teams to embed wellbeing into everyday leadership practice and organisational rhythms. Monitor wellbeing outcomes using data‑driven insights to refine interventions and ensure market‑leading practice Diversity and Inclusion (D&I): Define and champion Diversity and Inclusion policy, principles and governance aligned to corporate values, regulatory requirements and social impact ambitions. Design and maintain D&I toolkits, metrics and reporting standards to track progress, identify systemic barriers and drive accountability. Embed diversity and inclusion considerations into business processes, talent management, succession planning and leadership decision‑making. Serve as a principal advisor to Executive Committee and senior leaders on workplace diversity and inclusion. Qualification, Experience & Competencies: Post Graduate Degree: Honours Degree, Post Graduate Diploma and Professional Qualifications 15+ years of experience in Financial Services, including at least 7 years in executive roles across strategy and/or transformation in large, complex enterprises related to Culture, business transformation and organisation effectiveness. Strategic and Systems thinking: Ability to design integrated strategic solutions that drive organization effectiveness across Africa and through multiple levels within the organization Culture Stewardship: Translate values into observable, measurable leadership, team and individual behaviours Change Management: Leading change and transformation in complex organisations with discipline, clear narratives, practical tools, and leader enablement. Outcome Solutions: Focused on delivering and measuring impactful results that enhance organizational culture and team effectiveness. Executive Influence & Collaboration: Skilled facilitator at building consensus, obtaining diverse perspectives, and building creative solutions Insight, analytics & diagnostics: Strong enterprise diagnostic capability both quantitative and qualitative that identify systemic performance constraints. Adaptability: Comfortable navigating complex, fast-changing environment across African markets. Innovation: Creative in designing forward-thinking people solutions that attract, motivate, engage, and retain talent. Education Postgraduate Degrees and Professional Qualifications: Industrial and Organisational Psychology, Postgraduate Degrees and Professional Qualifications: Strategic Management Absa Bank Limited is an equal opportunity, affirmative action employer. In compliance with the Employment Equity Act 55 of 1998, preference will be given to suitable candidates from designated groups whose appointments will contribute towards achievement of equitable demographic representation of our workforce profile and add to the diversity of the Bank. Absa Bank Limited reserves the right not to make an appointment to the post as advertised