Head of Digital Transformation | Sandton

Job Purpose:

Responsible for developing and implementing the company’s digital transformation strategy to drive growth through the transformation of traditional operations using digital processes. The aim is to generate new business opportunities, revenue streams and enhance customer services and experience from the adoption of digital technologies.

Responsibilities:

Digital Vision and Strategy:

1. Define and set the digital strategy, working with both internal and external stakeholders to build and communicate the strategic importance of digital while aligning with broader organizational strategy.

Digital Transformation Execution:

1. Define a digital road map to transform the business, identifying the domains and activities that benefit from rapid digitization. Design the right operating model for digital and determine the best-fit suppliers to support execution.

Digital Culture Creation:

1. Lead and advocate for digital transformation, emphasizing the importance of culture in driving digital strategy and execution. Lead the development of maturity assessments, road maps, and strategy documents as part of the overall future state vision.

Digital Channels and Technology Management:

1. Design and develop multichannel distribution platforms across multiple brands. Responsible for marketing and adoption of new features, products, services.

Leadership and Direction:

1. Communicate the function’s strategy and its relationship to the organization’s mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these to achieve the organization’s business goals. Provide direction and guidance to UX/UI teams, product and channel owners regarding best practice standards and internal digital standards.

Digital Marketing Impact Assessment:

1. Understand and drive the commercialisation of digital capability (setting/tracking sales targets, measuring conversion, traffic, digital and interactive marketing spend ROI).

Digital Talent Development:

1. Define the value proposition for digital talent, engineering the digital component of the employee experience and working with the learning and development to embed digital skills and competences in the organization’s employee development strategy.

Performance Management:

1. Manage and report on business performance; hold direct reports accountable for the achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer-term delivery of stakeholder value.

Organizational Capability Building:

1. Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.

Board Relationship:

1. Develop relationships with executive members, identifying priorities, issues, strategic challenges and preparing them for discussion.

Stakeholder Engagement:

1. Collaborate with executive management on developing a streamlined approach for organizational growth and overall business strategy.

Budgeting and Costing:

1. Take responsibility for setting and managing area budgets so they align with organizational strategy.

Behavioral Competencies:

Strategic Mindset:

1. Sees ahead to future possibilities and translates them into breakthrough strategies. For example, keeps business strategies up to date to address evolving dynamics in the market and organization. Leverages key differentiators in the market. Aligns the strategies of different business units to address long-term opportunities.

Manages Ambiguity:

1. Operates effectively, even when things are not certain or the way forward is not clear. For example, remains calm and provides some direction to the organization. Looks for opportunities in ambiguous situations, manages the stress of change, and takes steps to help others manage organizational transitions.

Cultivates Innovation:

1. Creates new and better ways for the organization to be successful. For example, inspires people to generate and implement breakthrough ideas; takes smart risks to drive cutting-edge innovation. Builds and maintains a robust innovation portfolio and invests resources wisely to discover and capitalize on new opportunities.

Manages Complexity:

1. Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, considers future challenges for the organization and identifies alternative responses. Assembles many pieces of information into a cohesive and sophisticated understanding of complex issues.

Customer Focus:

1. Builds strong customer relationships and delivers customer-centric solutions. For example, champions the needs of customers; energizes people to provide outstanding service; provides resources for customer needs. Builds and cultivates deep partnerships or alliances with many new and existing customers.

Drives Results:

1. Consistently achieves results, even under tough circumstances. For example, fosters organization-wide enthusiasm to surmount obstacles; inspires people to achieve results, even when the path ahead is difficult. Champions a results-focused culture focused on meaningful tasks and energetic action.

Being Resilient:

1. Rebounds from setbacks and adversity when facing difficult situations. For example, exhibits great composure during crisis situations and helps foster resilience and determination throughout the organization. Is a role model for dealing with hardships, and helps the organization learn and grow from the experiences.

Collaborates:

1. Builds partnerships and works collaboratively with others to meet shared objectives. For example, takes initiative to build and promote a culture of collaboration and of open, fearless communication across the organization. Adeptly pursues and integrates a wide range of perspectives.

Communicates Effectively:

1. Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, has a strong, compelling impact on people at all levels, discusses major initiatives in a way that builds interest and commitment. Creates a culture of ongoing constructive dialogue.

Balances Stakeholders:

1. Anticipates and balances the needs of multiple stakeholders. For example, regularly evaluates organizational capabilities and infrastructures and identifies how they can be improved to meet the needs of multiple stakeholders. Creates, embodies, and enforces an organizational culture in which people at all levels show the highest possible ethics and deep cultural sensitivity in their dealings with stakeholders.

Business Insight:

1. Applies knowledge of business and the marketplace to advance the organization’s goals. For example, finds creative, industry-leading responses to changing market dynamics and new business information. Has incisive business insight; foresees emerging policies and external changes.

Interpersonal Savvy:

1. Relates openly and comfortably with diverse groups of people. For example, cultivates a culture in which interpersonal and group dynamics inside and outside the organization are as positive as possible. Demonstrates sensitivity in highly visible situations, representing the organization with poise and polish.

Manages Conflict:

1. Handles conflict situations effectively, with a minimum of noise. For example, fosters an environment where people talk openly about differences and work to draw innovative solutions from divergent opinions. Adroitly negotiates positive outcomes to disputes between organizational areas; keeps everyone focused on broader goals.

Situational Adaptability:

1. Adapts approach and demeanor in real time to match the shifting demands of different situations. For example, fosters flexibility in the organization; initiates change in response to external cues. Adapts leadership style for different situations and challenges. Builds the structures and culture that allow for some organizational flexibility.

Persuades:

1. Uses compelling arguments to gain the support and commitment of others. For example, creates enthusiasm by building a compelling case, sharing it often and energetically to secure wide support. Brings tough internal and external negotiations to successful closure, earning some valuable wins.

Directs Work:

1. Provides direction, delegating, and removing obstacles to get work done. For example, fosters a culture of empowerment and accountability; emphasizes the need to give major responsibilities to team members at each level. Gives others needed information, authority, and support to optimize organizational performance.

Nimble Learning:

1. Learns through experimentation when tackling new problems, using both successes and failures as learning fodder. For example, ensures that the organization gathers, shares, and benefits from lessons learned across the organization. Strongly champions and rewards exploration and learning and emphasizes their importance.

Skills:

Verbal Communication:

1. Acts with expertise as the organization’s authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.

Strategic Planning:

1. Applies comprehensive knowledge and/or skills to independently engage in strategic planning.

Managing Change:

1. Acts as the organizational authority and established expert on maintaining high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change.

Commercial Acumen:

1. Acts independently to apply comprehensive understanding of the business environment and objectives developing solutions while providing guidance and training to others.

Policy Development & Implementation:

1. Uses expertise to act as organizational authority on developing and implementing policies.

2. PROTECT DATA ACCURACY & PRIVACY: Solid background in data privacy and related fields is required.

Presentation Skills:

1. Uses comprehensive knowledge and skills to communicate with other people independently while providing guidance and training to others on speaking in a clear, concise and compelling manner.

Project Management:

1. Uses comprehensive knowledge and skills to work independently while guiding and training others on managing projects and/or programs within desired cost, time and quality parameters.

2. AGILE PROJECT METHODOLOGY

Negotiation:

1. Uses comprehensive knowledge and skills to negotiate independently while providing guidance and training to others on how to help the organization by obtaining consensus between two or more internal or external parties who may have different interests.

Education:

1. Postgraduate degree in Computer Science or Information Technology (Essential)

Experience:

1. Minimum 6 years business experience including experience in building digital platforms to enable the business strategy; programme and project management especially whilst deploying Agile working styles (Essential).

2. Minimum 3 years experience at a senior management level in digital transformation (Essential)