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Job Purpose

The Strategic Change Lead is responsible for executing change initiatives, ensuring that the initiatives are delivered on time, aligned to planned objectives, and contribute successfully to organisational benefits and outcomes. This role applies and enforces enterprise-wide change management practices, ensuring consistency and excellence in delivery. Responsible for leading a team of
Change Managers and building capability within the change team, fostering growth, and embedding best practice methodologies that reflect and uphold the TIH culture. The Strategic Change Lead plays a pivotal role in driving strategic alignment, stakeholder engagement, and organisational readiness across portfolios.

Responsibilities

Enterprise Change Management
 
Manage the development and/or delivery of a significant element of an organisational change management initiative for a substantial department/area. Lead the application of enterprise-wide change management frameworks across strategic initiatives. Ensure consistent use of change tools, templates, and methodologies across portfolios. Monitor change readiness and adoption metrics to assess impact and effectiveness. Champion change capability building across the organisation.
 
Client & Customer Management (Internal)
 
Manage relationships with strategic internal customers and act as a business partner to them. Likely to involve using large account teams to ensure customer satisfaction. Build strong relationships with internal stakeholders to understand business needs and change impacts. Facilitate engagement sessions to ensure alignment and buy-in for change initiatives. Act as a trusted advisor to business units on change strategy and execution.
 
Data Collection, Analysis & Reporting
 
Oversee the collection of change-related data, including readiness assessments, feedback, and adoption metrics. Analyse data to identify trends, risks, and opportunities for improvement. Ensure data integrity and consistency across reporting platforms. Facilitate all relevant activities that will include change readiness assessments. Document the feedback from these assessments. Drive the Impact Assessment. Document operational issues identified by SME’s during the impact assessment. Obtain and document appropriate corrective action to address issues from SME’s. Conduct postimplementation reviews to validate the results of the change.
 
Insights and Reporting
 
Translate change data into actionable insights for leadership and project teams. Prepare and present strategic reports that highlight progress, risks, and outcomes. Support decision-making through evidence-based recommendations.
 
Document Management
 
Ensure proper documentation of change plans, stakeholder maps, communication strategies, and training materials. Maintain version control and secure storage of all change-related documents. Promote accessibility and clarity in documentation for all stakeholders.
 
Continuous Improvement
 
Identify opportunities to enhance Enterprise change management practices and tools. Lead retrospectives and feedback sessions to capture lessons learned. Implement improvements that drive efficiency, impact, and stakeholder satisfaction.
 
Performance Management
Manage and report on the performance of a substantial, diverse team; set appropriate performance objectives for direct reports or project / account team members and hold them accountable for achieving these; take appropriate corrective action where necessary to ensure the achievement of team / personal objectives.
 
Leadership and Direction
 
Provide direction and oversight to the change team. Communicate the actions needed to implement the function's strategy and business plan within the team; explain the relationship to the broader
organisation's mission, vision and values; motivate people to commit to these and to doing extraordinary things to achieve local business goals. Align change initiatives with organisational priorities and transformation goals. Represent the change function in governance forums and leadership engagements. Support the development of Change Managers through coaching, mentoring, and knowledge sharing. Foster a culture of learning and collaboration within the team.
Encourage innovation and ownership in change delivery.
 
Personal Capability Building
 
Stay abreast of emerging trends in change management, behavioural science, and organisational development. Pursue professional development opportunities to enhance strategic change leadership. Reflect on feedback and performance to continuously grow in the role.
 
Operational Compliance
 
Ensure change initiatives comply with governance standards and risk protocols. Collaborate with finance and risk teams to align change plans with budget and regulatory requirements. Monitor and mitigate change-related risks across portfolios.
 
Organisational Capability Building
Use the organisation's formal development framework to identify the change methodology improvement needs. Plan and implement actions to build capabilities. Provide training or coaching to others throughout the organisation in own area of expertise to enable others to improve performance and fulfil personal potential.
 
BEHAVIORAL COMPETENCIES
 
Directs Work
 
Provides direction, delegating, and removing obstacles to get work done. For example, delegates tasks, providing generally clear expectations to staff. Coordinates and integrates the team's work, reducing duplication. Measures team progress using the right indicators; recognizes when problems or shortfalls occur.
 
Situational Adaptability
 
Adapts approach and demeanor in real time to match the shifting demands of different situations. For example, serves as an example of adaptability and provides guidance and support to help others adapt to new situations. Considers the needs of clients, constituents, and the organization; shifts priorities appropriately.
 
Collaborates
 
Builds partnerships and works collaboratively with others to meet shared objectives. For example, encourages coworkers and external partners to work together as a team, and makes sure they get credit for doing so. Encourages people to share their honest views, responds in a non-defensive way when they do.
 
Communicates Effectively
 
Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, tailors communication content and style to the needs of others. Pays attention to others' input and perspectives, asks questions, and summarizes to confirm
understanding.
 
Being Resilient
 
Rebounds from setbacks and adversity when facing difficult situations. For example, deals effectively with crises and volatile situations. Puts people's failures in perspective and helps them move forward. Maintains calm in adversity; stays objective. Uses hardships and difficult experiences as an
opportunity for personal and team growth.
 
Manages Complexity
 
Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, asks questions to encourage others to think differently and enrich their  analyses of complex situations. Accurately defines the key elements of complex, ambiguous situations.
 
Ensures Accountability
 
Holds self and others accountable to meet commitments. For example, measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures.
 
Cultivates Innovation
 
Creates new and better ways for the organization to be successful. For example, motivates others to find new and better ways to address challenges; provides support and resources for promising ideas. Encourages people to incorporate varied perspectives to strengthen the innovation process.
 
Strategic Mindset
 
Sees ahead to future possibilities and translates them into breakthrough strategies. For example, provides a clear picture of the organization's vision and strategy and what the team needs to do to realize them. Develops longer-term strategies that capitalize on the organization's distinct capabilities and emerging trends in the market.
 
SKILLS
 
Managing Change
 
Use comprehensive knowledge and skills and guide and train others to maintain high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change.
 
Planning and Organising
 
Plan, organise, prioritise and oversee activities to efficiently meet business objectives.
 
Action Planning
 
Develop appropriate plans or perform necessary actions based on recommendations and requirements.
 
Verbal and Written Communication
 
Use clear and effective verbal and written communication skills to express ideas, request actions and formulate plans or policies.
 
Data Collection and analysis
 
Analyse data trends for use in reports to help guide decision making.
 
Reporting
 
Provide technical guidance when required to create relevant, lucid and effective reports.
 
Project Management
 
Provide technical guidance when required to manage projects and/or programs within desired time and quality parameters.
 
Computer skills
 
Support business processes to understand and effectively use standard office equipment and standard software packages. Proficient in MS Office.
 
Numerical Skills
 
Use an understanding of numerical concepts to perform mathematical operations such as report analysis.
 
Policy and procedures
 
Provide technical guidance when required to develop, monitor, interpret and understand policies and procedures, while making sure they match organisational strategies and objectives.
 
Presentation creation
 
Apply concepts of knowledge / skill and able to provide technical guidance when required.
 
Presentation skills
 
Communicate with other people by speaking in a clear, concise and compelling
manner.
 
Behavioural Economics
 
Applies concepts of knowledge / skill without requiring supervision; also able to provide technical guidance when required Apply behavioural insights to design change interventions that influence mindset and behaviour. Change psychology, Industrial Psychology

Education

Grade 12/ SAQA Accredited Equivalent (Essential); Relevant business degree or Degree in Industrial Psychology (Essential); Certifications in Change Management/Project Management (CAPM, PRINCE2) (Advantageous)

Experience

5 years or more of change/project management experience (Essential); Demonstrated agile experience and enterprise change management projects in the financial sector (Advantageous); 1 years demonstrated experience managing a team.

Think you have what it takes to be part of an unstoppable team who constantly finds better ways to give peace of mind? Don't wait, apply now.