MANAGER, CULTURE TRANSFORMATION & EMBEDMENT LEAD

This role is responsible for driving and sustaining organization-wide behaviours, people practices, and ways of working aligned to Our Way Values and Principles, forming the foundation of work culture transformation. Working closely with mentors, secretaries, leaders, managers, and teams, the role ensures consistent behaviours are embedded across the entire organization to strengthen performance, accountability, and collaboration. The focus is on making culture transformation part of everyday work for everyone, rather than a leadership-only or one-off initiative.

JOB DESCRIPTION

Organization Performance & Culture Enablement

• Drive and sustain intended behaviours across the organization so people practices and ways of working directly support business strategy and daily operations.
• Lead Work Culture Transformation with the support of mentors by setting clear behavioural expectations and ensuring they are consistently practised at all levels of the organization.
• Ensure all culture-related initiatives and interventions are monitored, tracked, and reported to reinforce the desired behaviours and outcomes.
• Partner with appointed champions to cascade expectations, performance standards, and accountability from top leadership through managers to teams and individuals.
• Ensure behaviours aligned with VTEB values are consistently demonstrated and reinforced across roles and functions, not treated as standalone initiatives.
• Strengthen performance management practices through continuous feedback, coaching, and development-focused conversations across the organization, beyond annual review cycles.
• Identify behavioural, performance, and capability gaps across teams and functions—particularly within middle management and design practical solutions to address real operational challenges and frustrations.

People Development & Capability Building

• Enhance and deliver development programmes that build organization-wide capability in Embedding VTEB values, principles, and ways of working
• Driving performance through people and effective collaboration Leading and navigating change and uncertainty
• Empowering teams and strengthening accountability at all levels
• Ensure work culture transformation principles are integrated into people development initiatives so desired behaviours are practised in day-to-day work
• Embed culture and behavioural expectations into performance management, talent development, succession planning, and reward processes.

Culture & Change Enablement (Values & Principles)

• Ensure work culture transformation is sustained through clear governance, routines, and reinforcement mechanisms so it becomes “how we work,” not a programme.
• Act as a change partner for transformation initiatives by focusing on organization readiness, leadership alignment, and people adoption.
• Support leaders, managers, and teams in addressing resistance, improving engagement, and shifting mindsets through sustainable resilience practices.
• Assess culture adoption, behavioural impact, and readiness to ensure changes are effectively embedded and sustained.

Stakeholder Engagement & Communication

• Act as a trusted advisor to mentors, leaders, managers, and teams on culture and behaviour embedment.
• Partner closely with Learning & Development and Strategic Communications to ensure culture, capability building, coaching, and operational excellence initiatives are aligned and consistently communicated.
• Influence stakeholders across the organization to take ownership of work culture transformation within their respective teams and functions.

QUALIFICATIONS & EXPERIENCE

• Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field.
• 5–10 years of experience in organizational development, performance management, people development, or change management.
• Certification in Change Management (e.g. Prosci, Kotter, ADKAR) or Leadership Development is an added advantage.

CORE COMPETENCIES & SKILLS

• Strong communication, presentation, and articulation skills
• Strong stakeholder engagement and project management capability
• High level of initiative, ownership, and follow-through
• Strong people-centric and systems-thinking mindset
• High emotional intelligence
• Ability to influence behaviours and embed cultural habits across the entire organization, not limited to leadership levels