THE JOB AT A GLANCE
As the Manager: Leadership Development, you will be reporting to the Head: Learning and Development. You will collaborate and partner with management across RMA to define and build the leadership capabilities and behaviours required to deliver the organisation’s strategy and embed its target operating model. You will strengthen the leadership pipeline through development pathways for emerging, newly appointed and experienced leaders, aligned with succession priorities, assessment insights and performance needs. You will design, deliver and evaluate leadership programmes, coaching and continuous learning that translate development into improved leadership practice and measurable business outcomes.
WHAT YOU WILL DO
Leadership Programmes
- Design and implement leadership development programmes aligned with RMA’s strategy, target operating model and desired culture
- Evaluate and revise existing leadership development content to enhance the engagement, functionality and visual presentation
- Ensure the application of instructional design principles in designing, organising and delivering of leadership training programming
- Provide input and guidance into the development of leadership programmes procured externally and developed internally (as and when required)
- Develop and implement leadership development for both people managers and individual contributors (i.e., technical roles) that to will identify and develop the next generation of leaders from across the organisation, while supporting newly appointed and experienced leaders, aligned with succession priorities
- Develop and implement the coaching and mentoring framework and be the custodian of Executive coaching in the organisation
- Develop learning material to support leadership development programmes and address identified gaps in leadership training capability
- Oversee virtual and face to face leadership development program logistics and administration to include, but not limited to pilot tests, focus groups, learning summits and conferences, and classroom training
- Manage the leadership development programme budget and monitor service-provider quality and value.
Capability Building
- Conduct needs assessments to define training leadership development needs of the current manager population and emerging leaders, informed by assessment insights, performance needs and succession priorities.
- Collaborate with members of the Talent Acquisition, Human Resources, OE, L&D and Remuneration and Rewards to create and implement a framework through which the leadership competencies will be used to hire, train, assess, and reward leaders in the organisation.
- Collaborate with the broader OE team, L&D, HRBPs and senior leadership to define a standard set of leadership competencies and behaviours for the organisation, aligned with its strategy and desired culture.
- Build organisational capabilities by aligning strategy, culture, and behaviour, equipping leaders to lead change, manage performance and develop their teams.
Analysis Of Leadership Development Programmes
- Develop and implement a process to measure the effectiveness of the leadership development programmes and the application of learning and report findings and recommendations to key stakeholders across the organisation
- Assess business needs, incorporate the customer feedback data points participant, manager and stakeholder feedback, identify gaps, and design the right mix of learning experiences that balance speed, efficiency, and business impact
- Establish a comprehensive set of metrics to measure the impact of learning programmes including leadership capability, behaviour change and contribution to business outcomes
- Develop mechanisms to gather feedback and translate those findings into continuous improvement activities that strengthen programme relevance and effectiveness.
Project and Programme Management
- Provide frequent project management updates and communicate progress, risks and decisions required to key stakeholders
- Develop a communication and marketing engagement strategy that supports the implementation of leadership development programmes and secures leadership sponsorship and manager involvement
- Manage Leadership Development events to ensure consistency and with a continuous collaboration and collaborate across the organisation to manage execution from design to delivery and evaluation
- Coordinate leadership development plans with culture, talent, performance management initiatives to ensure alignment and manage dependencies.
WHAT YOU WILL GET IN RETURN
We offer great opportunities for personal and professional development in a stable company that’s 132 years strong. The role comes with a competitive salary package and various benefits. Flexible work arrangements (combination of remote and in the office). Furthermore, you will be a part of a dedicated group of colleagues who value teamwork and collaboration.
Turnaround time
The shortlisting process will only start once the application due date has been reached. The time taken to complete this process will depend on how far you progress and the availability of managers. Kindly note that should you not receive a response within 21 days please consider your application unsuccessful.
Closing date: 29th October 2026
Our Commitment to transformation:
In accordance with the employment equity plan of Rand Mutual Assurance and its employment equity goals and targets, preference may be given, but is not limited, to candidates from under-represented designated groups.