Culture and Enablement Manager (2 year Contract) at Deloitte

Johannesburg, Gauteng, South Africa -

Full Time

Start Date

Immediate

Expiry Date

07 Jun, 26

Salary

0.0

Posted On

09 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Behavioural Strategy, Learning Pathways, Influence Strategies, Cultural Mechanisms, Behavioural Change, Organisational Capability, OKRs Alignment, Readiness Assessments, Influence Systems, Capability Academies, Multi-modal Learning, Reinforcement Systems, Communities of Practice, Behavioural Metrics, Learning Ecosystems, Human-Centred Design

Industry

Business Consulting and Services

Description

Company Description At Deloitte, our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek. Harnessing the talent of 450,000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems. Deloitte offers career opportunities across Audit & Assurance (A&A), Tax & Legal (T&L) and our Consulting services business, which is made up of Strategy, Risk & Transactions Advisory (SR&T) and Technology & Transformation (T&T). Are you ready to apply your knowledge and background to exciting new challenges? From learning to leadership, this is your chance to take your career to the next level. Job Description We are seeking a dynamic Culture and Enablement Manager on a two-year contract to play a pivotal role in shaping and delivering behavioural systems, learning pathways, influence strategies, and cultural mechanisms across the organisation. The successful candidate will design and implement initiatives that drive positive behavioural change, reduce resistance to transformation, and build sustainable, long-term organisational capability. This role requires a strategic thinker who can translate business objectives into practical interventions, fostering an inclusive, high-performing culture and empowering employees at all levels to embrace new ways of working. Please note, this position will require travel to East and West Africa as part of its responsibilities. Key Responsibilities Define the behavioural and learning strategy tied to OKRs and readiness insights: Develop a comprehensive behavioural and learning strategy that is directly aligned with the organisation’s Objectives and Key Results (OKRs) and informed by readiness assessments. Ensure that all initiatives support business priorities and address identified capability gaps. Identify critical behaviour shifts and embed influence systems: Pinpoint the key behavioural changes required to achieve strategic objectives. Design and implement influence systems—such as nudges, incentives, and feedback loops—to embed these behaviours into daily practice and sustain long-term change. Lead Capability Academies and design multi‑modal learning pathways: Oversee the development and delivery of Capability Academies, providing employees with access to a range of learning opportunities. Create multi-modal learning pathways that incorporate digital, in-person, and experiential learning to cater to diverse learning preferences and needs. Create reinforcement systems (role-modelling, recognition, rituals, defaults, social proof): Establish mechanisms to reinforce desired behaviours, including visible role-modelling by leaders, formal recognition programmes, regular rituals, default practices, and the use of social proof to normalise and encourage adoption. Build and activate Communities of Practice and champion networks: Develop and nurture Communities of Practice and networks of champions to facilitate knowledge sharing, peer support, and the spread of best practices across the organisation. Establish behavioural metrics, cultural signals, capability KPIs, and sentiment-based insights: Define and monitor key metrics to track behavioural change, cultural shifts, and capability development. Utilise both quantitative KPIs and qualitative sentiment-based insights to assess progress and inform ongoing strategy. Manage learning ecosystems, toolkits, SOPs, cadences, and support infrastructures: Oversee the management of the organisation’s learning ecosystem, including the development and maintenance of toolkits, standard operating procedures (SOPs), regular learning cadences, and the necessary support infrastructures to enable continuous development. Qualifications Degree in Organisational Psychology, Learning & Development, Behavioural Science, or related field. Certifications in behavioural design or coaching beneficial. Experience Required: 5–8 years’ experience in organisational development, culture transformation, learning and development, behavioural science, or a related field. Deep behavioural insight: Possesses a thorough understanding of the drivers behind individual and group behaviour within organisations. Uses evidence-based approaches to identify behavioural patterns, anticipate resistance, and design interventions that effectively influence and sustain positive change. Human-centred design mindset: Approaches challenges with empathy and a focus on the needs, motivations, and experiences of people. Designs solutions that are intuitive, inclusive, and tailored to the realities of diverse stakeholders, ensuring that initiatives are both impactful and well-adopted. Strong coaching orientation: Demonstrates a commitment to developing others by providing guidance, feedback, and support. Empowers individuals and teams to reach their full potential, fostering a culture of continuous learning, growth, and self-improvement. Innovative and systems-oriented: Brings creativity and fresh thinking to problem-solving, while also considering the broader organisational context. Designs and implements solutions that are scalable, sustainable, and integrated with existing systems and processes, ensuring long-term effectiveness and alignment with strategic goals. These additional competencies are essential for the incumbent to successfully drive behavioural change, capability development, and cultural transformation within the organisation: Behavioural influence system design: Expertise in creating and implementing frameworks, processes, and interventions that effectively shape and reinforce desired behaviours across the organisation. Utilises behavioural science principles to design systems—such as nudges, incentives, and feedback mechanisms—that drive engagement and support sustainable change. Learning pathway design & capability development: Skilled in developing structured, multi-modal learning journeys that address diverse development needs and build critical capabilities. Designs and delivers programmes, academies, and resources that enable employees to acquire new skills, adapt to change, and achieve organisational objectives. Cultural transformation and habit-shaping: Experienced in leading initiatives that shift organisational culture and embed new habits. Applies change management and behavioural science techniques to influence mindsets, align values, and foster an environment where positive behaviours are consistently demonstrated and recognised. Community building & large-scale enablement: Adept at establishing and nurturing Communities of Practice, champion networks, and peer support structures. Facilitates large-scale engagement and collaboration, empowering employees to share knowledge, drive best practices, and collectively enable organisational transformation. Metrics-based behavioural evaluation: Proficient in defining, tracking, and analysing behavioural metrics, cultural indicators, and capability KPIs. Uses data-driven insights and feedback to evaluate the effectiveness of interventions, inform decision-making, and continuously optimise strategies for maximum impact. Additional Information Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive. Deloitte may ask the employee to carry out additional duties or responsibilities, which may fall reasonably within the ambit of the role profile, depending on operational requirements. Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters, employers, recruitment consultants or job placement firms, advertising false job opportunities through email, text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information. To help you look out for potential recruitment scams, here are some Red Flags: Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks, job training, or supplies. Requests for Personal Information: Be wary if you are asked for sensitive personal information, especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g., government issued numbers or identity documents, passports or passport numbers, bank account statements or numbers, parent’s data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process. Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand. If you're unsure, make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email. At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day. We aim to create a workplace where everyone is treated fairly and with respect, including reasonable accommodation for persons with disabilities. We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups. We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring, and we are committed to creating an environment where everyone can thrive. If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process, please let us know. We are happy to make adjustments to suit your individual needs.

Responsibilities

The manager will shape and deliver behavioural systems, learning pathways, influence strategies, and cultural mechanisms across the organization to drive positive change and build sustainable capability. Key duties include defining behavioural strategy tied to OKRs, designing influence systems, leading Capability Academies, and establishing metrics to track cultural and capability progress.