Culture Partner Dis-Chem Pharmacies Limited

Culture Partner – Midrand

Dis-Chem Pharmacies Limited – Midrand, Gauteng – Permanent – Closing Date 31 August 2026

Job Details

Division: HO Division

Minimum experience: Associate

Company primary industry: Human Resources

Job functional area: Human Resources

Job Description

Dis-Chem Pharmacies’ People and Culture Centre of Excellence in Midrand requires a Culture Partner to join their team. The role partners with a defined business segment to embed the Dis‑Chem culture by translating strategic priorities into practical, on‑the‑ground actions that strengthen enablers, remove barriers, and bring the Formula for Success to life daily. Acting as the critical link between strategy and execution, the Culture Partner builds strong stakeholder relationships, leads culture activation, equips Culture Champs, and ensures a consistent, measurable, and lived culture experience across sites.

Essential:

• Senior Certificate or equivalent, Degree in Social Sciences, or related field.
• 3–5 years of experience in culture transformation, HR services or a related role.
• Demonstrated experience in stakeholder engagement across multiple levels and environments.
• Experience in applying research methodology (quantitative and qualitative) to measure and track culture or engagement initiatives.

Advantageous:

• Postgraduate qualification or Honours in a related field or social sciences.
• Certification in Change Management methodology (e.g. Prosci, ADKAR, Kotter).
• Experience with in a retail, healthcare, or multi‑site operational environment.
• Experience leading or coordinating HR programmes or initiatives at site level.

Culture Strategy Delivery & Segment Ownership:

• Own end‑to‑end delivery of Culture Plans within the assigned segment(s) (Head Office, DC/Warehouse, or Stores), ensuring alignment to the Dis‑Chem Formula for Success and Micro Formula priorities.
• Translate strategic culture objectives into clear, segment‑specific action plans with defined timelines, accountability, and measurable outcomes.
• Drive targeted reduction of priority disablers and amplification of key enablers within the segment.
• Conduct ongoing culture diagnostics using Culture Index data, enabler/disabler insights, and High Priority Focus votes to identify hotspots and focus interventions.
• Track and monitor culture progress, providing data‑driven insights and actionable recommendations to the Culture Manager.
• Ensure all culture initiatives are practical, relevant, and tailored to the operational realities of each environment (stores, warehouse, dispensary, clinic, HO).

Leadership & Manager Enablement:

• Enable and coach middle managers to embed culture into daily leadership practices, including recognition, accountability, fair decision‑making, and visible role modelling.
• Equip managers with the Culture Playbook and build their capability to consistently demonstrate observable enabler behaviours.
• Facilitate practical, behaviour‑based capability sessions grounded in neuroscience and behavioural science.
• Identify and address leadership inconsistencies through coaching, structured interventions, or escalation where required.
• Support managers to interpret Culture Index results and translate insights into meaningful team‑level actions.

Culture Champs Activation & Support:

• Act as the primary interface between the Culture Team and Culture Champs, ensuring strong alignment and engagement.
• Equip and empower Culture Champs to confidently activate culture at site level.
• Drive consistent use of Micro Formula Boards to enable visibility, tracking, and team dialogue on enablers and disablers.
• Collect and synthesise monthly insights from Culture Champs, highlighting successes, risks, and intervention needs.
• Safeguard the effectiveness of the role by recognising contributions and maintaining clear boundaries between culture enablement and line management accountability.

Culture Activation & Embedding:

• Lead the rollout and embedding of culture programmes across the segment.
• Integrate culture into daily operations (meetings, huddles, handovers, recognition) to ensure it is consistently practised.
• Ensure effective deployment and sustained use of culture artefacts (Micro…