Group Head of Talent & Learning

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 Group Talent and Learning Head provides enterprise-wide strategic leadership for talent management, career development, learning, and skills acceleration to ensure Old Mutual builds and sustains the capabilities required for current and future growth. This role is accountable for defining and executing an integrated talent, career, and learning strategy that strengthens leadership pipelines, enables effective succession, elevates workforce capability, and supports business transformation.

It oversees the full talent value chain—including talent acquisition for Risk and Governance roles, succession planning, career architecture, skills development, learning delivery, and the management of digital learning platforms—ensuring these components work cohesively to drive organisational performance.

The role also ensures regulatory learning compliance, optimises the Skills Development Scorecard, and embeds a culture of continuous learning and performance improvement. Through strong partnerships with senior leaders and HR, the Group Talent and Learning Head uses data‑driven insights to improve decision‑making, measure impact, and deliver integrated solutions that advance Old Mutual’s strategic objectives and culture aspirations.

• Talent Management – Design enterprise talent management strategies.
• Succession Planning – Lead the development and delivery of enterprise succession planning methods and processes to meet business needs. Provide guidance and personal coaching to the senior leadership team on implementation in their organizations and in applying these processes with their direct reports.
• Learning and Development (L&D) Program Design – Design and manage the development of enterprise learning and development (L&D) programs (e.g., leadership development) to meet individual and organizational learning needs within specified timescales and resources; identify and incorporate appropriate L&D methodologies and delivery channels; oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.
• Strategy Formation and Implementation – Develop enterprise talent and learning strategy, anticipating complex issues, challenges, and opportunities. Ensure the strategy is successfully implemented and meets medium‑term business needs.
• Leadership and Direction – Identify and communicate the actions needed to implement the enterprise Talent and Learning strategy; explaining the relationship to the broader organization's mission, vision, and values; motivate Human Capital team and group leaders to commit to these tenets and achieve business goals.
• Integrate Diverse Perspectives – Integrate talent, career, and learning priorities into a cohesive operating model that accelerates organisational capability and supports business growth. Drive the integration in these practices building commitment for the execution of decisions that consider and balance the needs of diverse stakeholders and managing conflicts that may arise.
• Organizational Capability Building – Evaluate the capabilities of staff within the department to identify gaps and prioritize development activities. Implement the organization's formal development frameworks within the area of responsibility. Coach and mentor others to support the development of the organization's talent pool.
• HR Data Analytics and Insights – Lead the development of HR insights at a national business level or international business unit level to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.
• Digital Culture Creation – Lead the execution of transformational projects intended to create a digital culture across the organization, championing collaboration and new and digital‑enabled ways of working.
• Stakeholder Engagement – Identify and manage stakeholders up to and including top management level, finding out their needs, issues, and concerns regarding Talent and Learning and reacting…