Group Head Employee Experience & Engagement - equity requirement - JHB

SUMMARY:
Group Head Employee Experience & Engagement - equity requirement - JHB

POSITION INFO:

Head Employee Experience & Engagement

Role Purpose:

To drive a strategic, proactive approach to employee experience and engagement, ensuring that people and culture are integral to the group’s business strategy. The aim is to enhance and elevate existing

EVP initiatives to impact holistic employee experience and engagement. This role shapes and leads the end-to-end employee journey—designing experiences that foster meaningful engagement, enable performance, and position the organisation as a purpose-led employer of choice.

Key Responsibilities:

• Strategic Leadership:

Align the employee experience strategy with the group’s business priorities in partnership with Human Capital Executives, ensuring people and culture drive sustainable performance.

Drive a strategic, proactive approach to employee experience to ensure people and culture are an integral part of the business and align with the strategic focus areas of Group.

Partner with the Executive Group Human Capital and the CEO Office to develop and implement a comprehensive employee engagement strategy aligned to the organisational purpose, Impact

strategy, and culture behaviours.

• Employee Experience Design:

Take ownership of the full employee lifecycle, from onboarding to exit, ensuring that each touchpoint is meaningful, seamless and consistent with our purpose and culture behaviours.

Lead the design, development and execution of initiatives that make organisational culture

practical and tangible in employees’ daily work environments.

• Employee Engagement & Internal Communication:

Develop and manage impactful employee engagement campaigns and initiatives across the

organisation.

Measure and report on engagement levels and use insights to inform future improvements.

Explore approaches to effectively communicate the various interventions and assess the impact of strategic communication on employee experience.

Continuously improve the effectiveness of campaigns and channels used to drive engagement.

• Branding & Employee Value Proposition (EVP):

Co-create with Brand & Marketing a compelling internal and external employer brand.

Position the business as a top employer and a great place to work through storytelling, recognition, and employee-led advocacy.

• Wellbeing & People Practices:

Champion holistic employee wellbeing by integrating proactive wellness initiatives into the fabric of the workplace.

Evaluate and enhance people practices (e.g., OHS, EAP, performance management) in partnership with key stakeholders to positively impact the employee experience and promote a culture that fosters inclusivity and engagement.

• Reporting:

Support the Group Human Capital Executive with governance reporting.

• Innovation:

Explore and implement multimedia and digital design tools to elevate the human capital function and build HC capabilities across the organisation.

Use technology and data-driven insights to evolve the employee experience strategy.

Ensure the business is keeping pace with new ways of enhancing employee experience and engagement to retain critical talent.

• Team/Organisation:

Demonstrate exemplary leadership behaviour through personal involvement, commitment and dedication in support of the six cultural behaviour themes.

Embed psychological safety and belonging in the team to create an environment where employees feel valued, engaged, and empowered to do their best work.

Continuously monitor turnaround times and quality standards and resolve issues speedily to enhance client service delivery

Create a high-trust, high-performance environment where excellence is the norm and aligned with business impact.

Key Competencies:

Commercial thinking & business acumen.

Strategic and systems thinking.

Emotional intelligence and cultural sensitivity.

Innovation and creativity.

Collaboration and partnership building.

Service orientation.

Resilience, flexibility, and agility.

Communication and storytelling excellence.

Analytical thinking and results orientation.

Qualifications and Experience Required:

Relevant Qualification in Human Capital or Employee Engagement.

10+ years in Human Capital or Employee Engagement roles, with at least 5 years in a strategic leadership role.R

Proven experience in employee experience design, internal communication and engagement.

Experience in EVP, occupational health & safety, and employee wellbeing programmes and the importance of this in the employee journey.

Strategic thinking in design tools and platforms to ensure a consistent approach to the look and feel of creative elements.

Strong analytical, planning and stakeholder management expertise and experience.

Salary - R1.2 - R1.5 mill pa

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