Requirements A relevant masters degree (e.g., industrial/organisational psychology, human resources, business administration, or behavioral science). Professional accreditation: Registration as an industrial psychologist (or equivalent) 15 years in human capital, organisational development, or business leadership, with at least 5-8 years in an executive-level role. Proven expertise in organisational psychology, leadership development, cultural transformation, and employee experience. Experience navigating complex, multi-stakeholder environments with high levels of influence and relationship management. Strong track record of leading change and transformation, embedding new ways of working, and aligning peoples strategy with business goals. Demonstrated ability to partner with senior executives, providing strategic guidance on leadership, culture, and people performance. Deep understanding of behavioral science, organisational dynamics, and systems thinking to drive sustainable impact. Previous experience in leading a Human Capital function within a federated operating model ecosystem would be an advantage. Duties & Responsibilities: Responsible for the formulation of the company Group Human Capital Strategy in partnership with the Group Executive Team and Business Unit HC Executives. Develop and apply an integrated, and systemic approach to deliver strategic people solutions which align with the business purpose and impact strategy, encompassing all aspects of the HC value chain. This will include the full employee lifecycle, from talent attraction, capability building, talent development to succession planning, total reward, organisational effectiveness, employee wellness, transformation, employee relations, recognition, performance management, and employee retention. Influence and lead the design and development of comprehensive Human Capital strategies, practices, policies, projects and interventions across the Group in a collaborative way, ensuring a holistic approach which considers organisational effectiveness, culture, and employee experience, while aligning with business priorities. Shape and embed a culture that enables everyone to live the organisational purpose and delivers on the Impact strategy. Foster strategic partnerships with senior business leaders and Business HC Executives to deeply understand their priorities and requirements, aligning Human Capital strategies accordingly to facilitate effective collaboration, shared understanding and excellent execution. Provide a clear and consistent Human Capital partnering value proposition that is aligned to and forms an integral part of the organisation’s strategic intent, emphasising the importance of Human Capital involvement and integration in achieving business goals. Collaborate closely with other key stakeholders like Finance, Risk & Compliance, Group Digital & Technology and Group Marketing to ensure holistic, fit for purpose HC solutions for the entire Group. Influence and drive the Employment Equity agenda at an executive level to achieve targets and the objective of authentic transformation. Ensure all group-related deliverables are executed within timelines and contribute to meeting business needs while also aligning with Broad-Based Black Economic Empowerment (BBBEE) goals to support the organisation’s BBBEE scorecard. Responsible for the crafting, in partnership with the Business HC Executives, the leadership architecture for the company Group including its various business units. Ensure the alignment of leadership programmes and interventions to create a shared leadership language and behaviors for the business. Advice and guidance on the development of leaders capable of steering the organisation through transformation driven by market shifts or technological advancements. Focus on resilience to disruption, driving innovation, and succession planning. Coaching and business consulting to senior leaders and colleagues to enable sustainable delivery of the business strategy. Create a future-ready workforce (Talent strategy). Prioritise capability building and development, future skills, and talent acquisition to ensure readiness for the future. Drive the implementation of innovative HC solutions aimed at managing organisational change, engaging employees, increasing organisational effectiveness and strategically managing talent. Provide insights and input into crafting and enhancing a competitive Employee Value Proposition (EVP) to ensure a holistic employee experience integrated into all practices, based on business priorities, feedback and people trends in the business areas. Continuously assess how global changes, like remote work, competition for talent, or political shifts impact the people strategy to ensure a forward-looking and competitive approach to employee experience and delivery of future fit HC solutions. Drive digital transformation within the HC function, in partnership with Group Digital & Technology, such as leveraging AI in different HC solutions, HC analytics and data, HC platforms, and automation of core HC processes. Guide, direct and influence all internal communication and interventions that impact culture, engagement, leadership excellence and employee experience driven from a Group level. Participate with impact in relevant committees and forums (i.e. Social, Ethics and Transformation Board sub-committee, Group Exco, Group HC Exco etc.) Drive data integrity standards for Human Capital data and ensure Human Capital governance practices are adhered to, establishing reliable and accurate Human Capital data for effective decision-making and reporting. Oversee the compilation of Human Capital scorecards, monthly reports, and other related metrics as required, providing insights into Human Capital performance and contributing to data-driven decision-making. Evaluate the return on investment of Human Capital solutions and drive the enhancement of solutions and service delivery, ensuring Human Capital initiatives deliver measurable value and are continuously improved for optimal impact. Drive and/or influence strategic business projects that impact efficiency such as cost optimisation (LEAN thinking), client experience, culture, organisational design and structure alignment. Client Focus Build strong, trust-based relationships with executives and stakeholders to align Human Capital strategies with business needs. Drive engagement and internal communication initiatives that enhance employee experience and translate into superior client service. Serve as a trusted advisor and coach to senior leaders and contribute to board-level discussions on people matters, ensuring compliance and relevance. Assess Human Capital service delivery through regular interactions with stakeholders, evaluating effectiveness, and identifying areas for improvement to enhance service delivery and stakeholder satisfaction. People (Team) Focus Master the human dynamics of change: guide the organisation and its leadership teams through transformation by balancing rational business needs with emotional and relational dynamics. Embed psychological safety and belonging to create an environment where employees feel valued, engaged, and empowered to do their best work. Select and recruit suitably qualified talent in line with the company Culture behaviors, building an authentically transformed and diverse workforce profile for the Group. Demonstrate exemplary leadership behavior, through personal involvement, commitment and dedication in support of the six culture behavior themes. Strengthen cross-functional relationships and influence organisational dynamics to drive high performance and alignment. Finance Focus Align Human Capital budgets with business strategy, ensuring efficient resource use and cost optimisation. Oversee expenditure, manage financial risks, and ensure compliance with financial policies and regulations. Identify cost-effective solutions, enhance operational efficiency, and monitor financial impact of HC initiatives. Competencies Commercial thinking & business acumen Business coaching and consulting Client/ stakeholder management Drive for results Strategic thinking and developing strategy Leads change and innovative thinking Leadership impact and influence Collaboration and partnership building Emotional maturity and self-awareness Empathy and active listening Service orientation Resilience, flexibility, and agility

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