Senior Manager Employee Experience and Change

PayInc is a purpose-driven payments provider building on over 50 years of trusted history in South Africas payments ecosystem. Our mission is to connect people businesses and economies through secure efficient and inclusive digital payments infrastructure and be a catalyst for financial inclusion and economic growth. From EFTs and cards to PayShap PayInc provides the backbone that enables money to move safely across the economy. At our core we exist to make great connections empowering participation enabling growth and ensuring no one is left behind.

PURPOSE

This role acts as a strategic advisor and catalyst for culture evolution leadership alignment employee experience and organisational readiness for change. The Senior Manager: People Experience and Change is responsible for shaping and embedding the organisations culture leading enterprise-wide change initiatives and driving organisational effectiveness in support of the companys strategic objectives. The role partners with executive leadership HC business partners and business leaders to strengthen engagement drive high performance embed company values through an employee experience strategy. It ensures that employees are informed connected inspired and supported throughout change journeys while building a culture that reflects the organisations values and enhances retention productivity and organisational effectiveness.

You will engage with the following external stakeholders
Internal:
- ExCo
- Heads
- Managers
- OD
- Talent
- L&D
- HCBPs
- Communications
- Strategy
- Project Office
-
External:
- Culture consultants
- Change specialists
- Experience vendors
- Survey providers
- Industry bodies

Your key responsibilities include:
Culture & Employee Experience
- Define and drive the organisations culture strategy aligned to company purpose values and business goals
- Develop initiatives that strengthen employee engagement diversity & inclusion accountability innovation and performance culture
- Lead employee listening strategies including engagement survey pulse surveys wellbeing surveys and drive the implementation of the respective action plans
- Monitor organisational culture indicators and recommend interventions to improve organization health
- Partner with leadership teams and ManCos to embed desired behaviours and cultural practices
- Own and partner with Human Capital Business Partners on a Wellbeing strategy and improve the moments that matter enhancing the lived experience of all employees
- Partner with the OD Talent and Learning & Development teams to ensure culture informs all HC processes (performance onboarding leadership development EVP).

Organisational Change Management
- Lead the enterprise change management framework and methodology across strategic people initiatives
- Support business transformation technology implementation restructuring and organizational redesign programmes
- Conduct change impact assessments and develop stakeholder engagement communication and adoption plans
- Build organizational capability in change leadership and change resilience
- Ensure effective transition management and sustainable adoption of change initiatives

Organisational Effectiveness
- Drive organizational effectiveness initiatives to improve collaboration accountability and ways of working
- Support operating model evolution and organizational design initiatives where required
- Facilitiate leadership alignment workshops team effectiveness interventions and culture session
- Identify organizational barriers impacting performance and recommend practical solutions

Communication & Engagement
- Partner with internal communications to ensure aligned impactful employee messaging
- Develop communication strategies that support transparency engagement and organizational alignment during periods of change
- Bring to life initiatives that enhance employee connection to PayIncs purpose and strategy
- Partner with Corporate Communications and Strategy for aligned messaging and storytelling.
- Integrate media channels for optimal impact reach and engagement of all stakeholders

Governance & Reporting
- Establish metrics and reporting dashboards relating to culture engagement and change effectiveness
- Track and hold leadership accountable for adoption behavioural shifts engagement outcomes and organizational readiness
- Provide regular insights and recommendations to the office of the CPO

QUALIFICATIONS / KNOWLEDGE
- Bachelors degree in Media Corporate Communication Cultural Studies Organisational Psychology Organisational Development or related field.
- Prosci Change Management Certification Coaching or Facilitation qualifications advantageous.

EXPERIENCE
- 510 years in Communications L&D Culture or Change roles.
- Experience managing enterprise-wide change and culture programmes especially during transformations
- Experience partnering with senior executives and leadership teams
- Demonstrated leadership of engagement or culture initiatives.
- Experience in leveraging Social Media as a channel

KEY COMPETENCIES
Behavioural Competencies:
- Strategic & Systems Thinking
- Ability to see the bigger picture anticipate trends and design integrated solutions.
- Facilitation & Communication Excellence
- Skilled in leading discussions simplifying complex ideas and driving alignment.
- Empathy Emotional Intelligence & Influence
- Building trust understanding diverse perspectives and inspiring positive change.
- Stakeholder Management & Relationship Building
- Navigating complex networks fostering collaboration and maintaining strong partnerships.
- Collaboration & Cross-functional Leadership
- Leading diverse teams and promoting synergy across departments.
- Resilience & Adaptability
- Thriving under pressure embracing change and maintaining composure in uncertainty.
- Innovation & Creative Problem Solving
- Generating fresh ideas and applying innovative approaches to challenges.

Technical Competencies:
- Facilitation and coaching
- Change management leadership
- Emotional Intelligence
- Communication and storytelling
- Systems Thinking
- Resilience and adaptability
- Culture Diagnostics & Behavioural Frameworks
- Assessing organisational culture and designing interventions for alignment.
- Employee engagement & user experience design
- Crafting strategies that enhance employee satisfaction and productivity.
- Leveraging data to inform decisions and measure impact.
- Project Management
- Hybrid work & experience design principles
- Designing inclusive flexible work models that optimise employee experience.

Key Deliverables for the First 12 Months
- Culture activation roadmap and value embedding initiatives.
- Organisational readiness and adoption plans for major change programmes.
- Re-designed employee experience journey with targeted improvements in moments that matter
- Engagement survey insights action plans and governance.
- Leadership toolkits for leading change and embedding culture.
- Experience and culture dashboards integrated into the People & Culture Scorecard.
- Improved adoption metrics engagement scores and leadership sentiment indicators.

KEY PERFORMANCE INDICATORS (KPIs)

- Improvement in employee engagement and experience metrics.
- Successful adoption of change initiatives (measured through OCM scorecards).
- Culture activation milestones achieved.
- Positive leadership sentiment trends.
- Improved belonging recognition and hybrid work experience indicators.
- Delivery of dashboards insights and governance structures.