Manager: Leadership Development (Parktown) at Rand Mutual - RMA
Rand Mutual - RMA
October 23, 2026
Full-time
On-site
Description
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.
Requirements
WHAT YOU'LL BRING TO THE TABLE
NQF Level 8: Honours Degree in business, human resources, education, psychology, or related field
Masters/PhD in related discipline: Instructional Design, Education, Organizational Psychology, Business, e.tc.(Advantageous)
Certifications and/or experience delivering professional development courses(e.g Situational Leadership, DiSC, Strengths Finders) and familiarity with diagnostic-driven learning courses
7 - 10 years of experience in people-development program design and management with increasing levels of responsibility and scope
Minimum of 5 years of experience focused specifically on leadership/organisational development for an organization
Experience in program and project management
Background education design and delivery, focusing on adult learning and content; instructional design
Understanding of adult learning theory with a grasp of instructional design techniques
Experience in leadership, executive and corporate education
Experience designing leadership learning programs internally from the ground-up
Experience engaging and building relationships with 3rd party vendors
Experience facilitating workshops and programs (in-person and virtual) for audiences ranging from new/early career leaders through senior executives
Experience implementing a company-wide leadership development training program utilising e-learning, instructor-led training, and various other instructional design techniques
Strong diplomacy skills with the ability to build meaningful relationships with all levels of leadership and vendors
Able to maintain discretion and integrity of confidential information
Resourceful and able to work independently with initiative
Ability to focus on varied projects simultaneously
Ability to influence and guide processes with appropriate approach and execution
Proficiency and interest in applying new technologies and tools
Ability to adjust communication style appropriately to the audience
Understanding of leadership development approaches, adult learning and leadership theories, and phases of the learning experience design lifecycle
Demonstrated ability to be a big picture thinker, strategist, and long-term planner
Ability to coach others.
Closing date: 29th October 2026
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.
Requirements
WHAT YOU'LL BRING TO THE TABLE
NQF Level 8: Honours Degree in business, human resources, education, psychology, or related field
Masters/PhD in related discipline: Instructional Design, Education, Organizational Psychology, Business, e.tc.(Advantageous)
Certifications and/or experience delivering professional development courses(e.g Situational Leadership, DiSC, Strengths Finders) and familiarity with diagnostic-driven learning courses
7 - 10 years of experience in people-development program design and management with increasing levels of responsibility and scope
Minimum of 5 years of experience focused specifically on leadership/organisational development for an organization
Experience in program and project management
Background education design and delivery, focusing on adult learning and content; instructional design
Understanding of adult learning theory with a grasp of instructional design techniques
Experience in leadership, executive and corporate education
Experience designing leadership learning programs internally from the ground-up
Experience engaging and building relationships with 3rd party vendors
Experience facilitating workshops and programs (in-person and virtual) for audiences ranging from new/early career leaders through senior executives
Experience implementing a company-wide leadership development training program utilising e-learning, instructor-led training, and various other instructional design techniques
Strong diplomacy skills with the ability to build meaningful relationships with all levels of leadership and vendors
Able to maintain discretion and integrity of confidential information
Resourceful and able to work independently with initiative
Ability to focus on varied projects simultaneously
Ability to influence and guide processes with appropriate approach and execution
Proficiency and interest in applying new technologies and tools
Ability to adjust communication style appropriately to the audience
Understanding of leadership development approaches, adult learning and leadership theories, and phases of the learning experience design lifecycle
Demonstrated ability to be a big picture thinker, strategist, and long-term planner
Ability to coach others.
Closing date: 29th October 2026