Head of Talent & Culture - Midrand at Dis-Chem Pharmacies

Job Description

• Dis-Chem Pharmacies’ in Midrand has an opportunity available for a Head of Talent & Culture to join the team. The main purpose of this role will be to build an integrated and high-impact talent and culture function.
• The role exists to ensure that talent is effectively attracted, developed, engaged, and retained, while actively driving a values-based, inclusive culture that supports long-term business growth and transformation.
• This leader will harness data-driven insights, strategic partnerships, and innovative practices to position the organisation as an employer of choice and a magnet for high-impact talent. 

Minimum Requirements

Essential:

• Bachelor’s Degree in Human Resources, Industrial Psychology, Organisational Development, or related field 
• Minimum 10 years in Talent or OD roles 
• Proven success in driving enterprise-wide culture change and talent strategies in multi-site environments (retail, healthcare, or FMCG preferred) 
• Experience with digital talent platforms, workforce analytics, and succession planning tools 

Advantageous:

• Master’s degree or Executive Programme in Strategic HR, OD, or Business

Roles & Responsibilities

Talent Strategy & Workforce Planning:

• Lead the development of a group-wide talent strategy aligned to business growth, skills demand, and future work trends. 
• Partner with business units to design workforce plans that address critical role pipelines, capability gaps, and transformation targets. 
• Define frameworks and analytics to proactively manage workforce composition, mobility, and retention. 
• Design and lead future-fit recruitment strategies aligned to workforce needs, DEI, and growth ambitions. 
• Integrate workforce analytics to optimise sourcing, hiring timelines, quality-of-hire, and internal mobility. 
• Champion employer brand positioning in priority markets. 
• Define and deploy a talent data framework focused on predictive analytics, risk forecasting, and ROI on people interventions. 
• Integrate insights into decision-making around workforce planning, retention, DEI, and leadership pipeline health. 

Leadership Pipeline & Succession Management:

• Design and operationalise succession plans for all leadership and critical technical roles. 
• Establish talent reviews, 9-box calibration, and talent mapping mechanisms that inform readiness and development priorities. 
• Partner with the Head of Learning & Leadership to embed career architecture and internal mobility enablers. 

Culture Transformation & Employee Experience:

• Lead the design and implementation of Dis-Chem’s culture framework anchored in its “Formula for Success.” 
• Embed values, behaviours, and mindsets that enable innovation, service, agility, and inclusion. 
• Track and shift organisational culture through diagnostics (e.g., pulse surveys, culture index), storytelling, and leadership enablement. 
• Define and deliver a compelling, integrated Employee Value Proposition (EVP) that resonates across the entire Dis-Chem ecosystem. 
• Oversee employee listening programmes and feedback platforms that guide people strategy and action planning. 
• Partner with Employer Branding and Communications to activate purpose-driven people messaging and campaigns. 

Transformation, Inclusion & Belonging:

• Act as a key enabler of the organisational transformation agenda by aligning talent strategies with change and culture levers. 
• Lead initiatives that strengthen belonging, accessibility, and inclusive talent practices across the employee lifecycle. 
• Ensure talent strategy supports BBBEE and national transformation imperatives through targeted interventions. 
• Drive behavioural change frameworks and mindset shifts required to deliver strategic transformation outcomes. 

People Leadership:

• Establish a high-performing, collaborative, and accountable culture within the P&C retail team that reflects the organisation’s values and drives business impact. 
• Ensure the P&C team is equipped with the necessary skills, agility, and leadership capabilities to support a fast-paced and evolving retail environment. 
• Provide clear leadership and direction to the P&C team in delivering people priorities that enable retail operations and business performance. 
• Ensure the P&C team is structured and resourced effectively to meet the current and future needs of the retail business. 

Competencies

• Commercial Acumen
• Execution Orientation
• Strategic Influence
• Workforce Planning Acumen
• Inclusive Talent Practices
• Resilience & Agility
• Stakeholder Engagement
• People Leadership

Special conditions of employment

• South African citizen
• MIE, clear criminal and credit
• Driver’s license and/or own reliable transport
• Occasional traveling

Remuneration and benefits

• Market-related salary
• Medical aid
• Provident fund
• Staff account

Closing Date 13 February 2026