Senior Human Capital Business Partner - OMAR

Let's Write Africa's Story Together!

Old Mutual is a firm believer in the African opportunity and our diverse talent reflects this.

Job Description

The Opportunity
Help shape the leadership, capabilities and organisation required to deliver Old Mutual Africa Regions’ ambitions across a diverse portfolio of African markets.
As a Senior Human Capital Business Partner, you will work at the intersection of business strategy, organisational capability and transformation. You will advise OMAR executives, connect enterprise priorities with country realities and lead focused people and organisational responses to the business’s most important opportunities and risks.

You will report to the OMAR Human Capital Executive and join a small central team supporting the Africa Regions Holding Company and partnering with country businesses. This is an individual-contributor role with significant scope to influence, coach and guide leaders, as well as provide practice leadership in selected Human Capital areas.

This is a high-impact opportunity for a commercially minded Human Capital leader who can combine strategic insight with practical delivery, influence senior stakeholders and navigate a complex, matrixed and multicultural environment.

Role Purpose
Translate OMAR’s business and people strategies into integrated workforce, capability and organisational plans that strengthen performance, leadership effectiveness, organisational health and future readiness.

Key Accountabilities
1. Shape the People and Organisation Agenda
• Build trusted relationships with executives and translate business priorities into integrated workforce, capability and organisational plans.
• Bring evidence, external perspective and constructive challenge into strategic decisions.
• Identify material people and organisational risks early and mobilise the right expertise to address them.

2. Build Future-Fit Capability
• Lead OMAR’s capability, future-skills and learning agenda.
• Translate strategy and changes in work into clear capability requirements, learning pathways and targeted development interventions.
• Assess how AI, automation and new ways of working will reshape roles, skills and workforce needs.
• Measure the business value of major capability investments and embed

continuous learning and knowledge sharing.

3. Strengthen Organisation Effectiveness
• Diagnose priority organisational challenges using business and workforce

insight.
• Lead organisation design, operating model, role-clarity and effectiveness

interventions across designated portfolios.
• Support workforce redesign in response to shifts in strategy, technology,

customer needs and operating models.

4. Enable Change, Culture and Leadership
• Shape people-centred change strategies for priority business transformations and track readiness, adoption and sustainability.
• Coach leaders to lead change with clarity, consistency and empathy.
• Use employee listening and organisational insight to strengthen culture, trust, accountability, collaboration and execution.

5. Accelerate Talent and Succession
• Facilitate robust talent reviews, calibration and succession discussions with leaders and specialist portfolio owners.
• Convert insights on succession depth, readiness and risk into clear

development, deployment and retention actions.
• Accelerate high-potential and successor talent and promote mobility across OMAR.

6. Connect Centre and Countries Through Insight and Governance
• Partner with Country Human Capital leaders to implement common strategies and standards with appropriate local flexibility.
• Convert workforce data into clear options and recommendations for

executives and governance forums.
• Target support and escalation according to materiality and risk, while sharing effective practices across markets.
• Track the impact of material Human Capital interventions and strengthen workforce planning, data quality and insight.
• Ensure alignment with Group frameworks, governance standards and

applicable legislation.

The Impact You Will Make
• Business and people priorities are clearly connected through credible, value-adding executive partnership.
• Critical skills, succession risks and future workforce requirements are visible and actively managed.
• Capability, organisational and change interventions deliver measurable

business value.
• Leadership effectiveness and collaboration strengthen across the OMAR Human Capital community.
• Workforce evidence informs better executive decisions and improves

organisational readiness and execution.

What You Will Bring
• A postgraduate degree in Human Resources, Industrial or Organisational Psychology, Business Administration or a related field.
• 8–10 years’ progressive Human Capital experience, including substantial

experience partnering with senior executives.
• A strong track record of translating business strategy into integrated people and organisational interventions.
• Deep experience across several of these areas: organisation effectiveness and design; capability and learning; talent and succession; workforce planning and transformation; leadership development; and change management.
• Experience leading complex, cross-functional initiatives in matrixed and multicultural organisations.
• Strong analytical capability, commercial judgement and the ability to influence without formal authority.
• Advantageous: A relevant professional accreditation; experience in financial services, a pan-African or multinational environment; and exposure to AI-enabled workforce transformation or enterprise capability frameworks.

How You Will Work
• Strategic and commercial judgement: Connect people and organisational

decisions to business outcomes.
• Executive presence and influence: Build credibility and challenge constructively.
• Systems thinking and diagnosis: Connect strategy, structure, capability, culture and workforce, and address root causes.
• Cultural intelligence and collaboration: Work effectively across markets and mobilise diverse stakeholders.
• Analytical judgement and execution: Convert evidence and strategic intent into focused, measurable action.
• Courage, integrity and empathy: Handle sensitive matters with discretion,

fairness and sound judgement.

Why Join OLD MUTUAL AFRICA REGIONS?
You will influence the people and organisational agenda of a diverse,

multi-market business at an important point in its evolution. The role offers

direct exposure to senior decision-makers, complex transformation priorities and the opportunity to shape capability, leadership and new ways of working across the African markets.

Ready to Make an Enterprise-Wide Impact?
If you bring commercial insight, Human Capital and organisational expertise, and a practical approach to delivery and, most importantly, a passion for the work, we invite you to apply.
 

 

Skills

Competencies

Balances Stakeholders

Business Insight

Drives Engagement

Ensures Accountability

Manages Complexity

Manages Conflict

Optimizes Work Processes

Education

Closing Date

21 September 2026 , 23:59

The appointment will be made from the designated group in line with the Employment Equity Plan of Old Mutual South Africa and the specific business unit in question.

The Old Mutual Story!