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Country Lead: Talent Management
Closing Date
2026/06/16
Reference Number
CCB260609-21
Job Title Country Lead: Talent Management
Job Category People and Culture
Company Coca-Cola Beverages South Africa
Job Type Permanent
Location – Country South Africa
Location – Province Gauteng
Location – Town / City Midrand
Job Description
Coca-Cola Beverages Africa (CCBA) presents an exciting opportunity for a Country Lead: Talent Management, to join the People & Culture team at CCSBA.
CCBA is the 8th largest Coca-Cola authorised bottler in the world by revenue, and the largest on the continent. It accounts for over 40% of all Coca-Cola ready-to-drink beverages sold in Africa by volume. With over 14 000 employees in Africa, CCBA group services more than 800 000 customers with a host of international and local brands. CCBA group operates in 14 countries: South Africa, Kenya, Ethiopia, Uganda, Mozambique, Namibia, Tanzania, Botswana, Zambia, Eswatini, Lesotho, Malawi and the islands of Comoros and Mayotte.
Key Purpose
The Country Lead: Talent Management is the force behind a bold talent strategy that fuels growth and shapes the leaders of tomorrow. This role partners with senior leaders to spot, grow and retain top talent, building a powerful leadership pipeline and ensuring critical roles are always future-ready.
Key Duties & Responsibilities
Key Outputs and Accountabilities include, but not limited to:
Talent Strategy: Develop and implement an integrated talent management strategy aligned to business objectives, workforce requirements and future capability needs.
Leadership Continuity: Build and maintain robust succession plans for critical and leadership roles, ensuring readiness of future leaders and minimising organisational risk.
Accelerated Talent Development: Identify, assess and develop high-potential employees through structured acceleration programmes and career experiences.
Future Talent Pipeline: Design and manage graduate, internship, bursary and learnership programmes that create a sustainable pipeline of future talent.
Career Growth & Mobility: Facilitate talent reviews and career development initiatives that increase internal mobility, employee growth and organisational capability.
Leadership Capability Enhancement: Partner with Learning & Development to build leadership capabilities required for current and future business success.
Data-Driven Talent Decisions: Provide talent intelligence and workforce insights that inform succession, development and talent investment decisions.
Strategic Talent Advisory: Act as a trusted advisor to business leaders on succession, talent risks, workforce capability and leadership development.
Functional Capabilities
Talent Management Strategy
Succession Planning & Leadership Pipeline
High Potential (HiPo) Talent Management
Early Careers Development
Talent Reviews & Career Development
Leadership Development & Capability Building
Talent Analytics & Insights
Governance & Talent Practices
Stakeholder & Executive Partnership
Skills, Experience & Education
Education
Honours or Master’s Degree in Human Resources, Industrial Psychology, Organisational Psychology or related field.
Professional HR Accreditation advantageous.
Experience
10–15 years’ experience in Talent Management, Leadership Development or Organisational Effectiveness.
Extensive experience leading leadership pipeline development, including succession frameworks, bench strength planning and readiness acceleration for critical roles
Demonstrated success in building and scaling high-potential (HiPo) identification and development programmes with measurable business impact.
Strong experience in designing and managing early careers ecosystems, including graduate, internship, learnership and talent pipeline programmes.
Experience partnering with executive leadership teams.
Skills
Ability to develop and execute talent management strategies.
Proficiency in succession planning and leadership pipeline development.
Ability to identify and accelerate high-potential talent.
Expertise in early careers and emerging talent programmes.
Proficiency in facilitating talent reviews and calibration processes.
Ability to leverage talent analytics for decision-making.
Strong capability in leadership development and capability building.
Ability to influence and advise senior business leaders.
Proficiency in strategic workforce and talent planning.
Strong stakeholder engagement and change management skills.
Ability to lead complex talent programmes and initiatives
General
Closing date: 16 June 2026
The advert has minimum requirements listed. Management reserves the right to use additional or relevant information as criteria for short-listing. Only applications submitted through the e-recruitment portal will be accepted.
Click here to apply
Country Lead: Culture & Organisation Development
Closing Date
2026/06/16
Reference Number
CCB260609-15
Job Title Country Lead: Culture & Organisation Development
Job Category People and Culture
Company Coca-Cola Beverages South Africa
Job Type Permanent
Location – Country South Africa
Location – Province Gauteng
Location – Town / City Midrand
Job Description
Coca-Cola Beverages Africa (CCBA) presents an exciting opportunity for a Country Lead: Culture & Organisation Development, to join the People & Culture team at CCSBA.
CCBA is the 8th largest Coca-Cola authorised bottler in the world by revenue, and the largest on the continent. It accounts for over 40% of all Coca-Cola ready-to-drink beverages sold in Africa by volume. With over 14 000 employees in Africa, CCBA group services more than 800 000 customers with a host of international and local brands. CCBA group operates in 14 countries: South Africa, Kenya, Ethiopia, Uganda, Mozambique, Namibia, Tanzania, Botswana, Zambia, Eswatini, Lesotho, Malawi and the islands of Comoros and Mayotte.
Key Purpose
The Country Lead: Culture & Organisation Development leads the design and delivery of culture and organisational development strategies that enhance employee experience, strengthen engagement, and build a high-performing, future-ready organisation.
Key Duties & Responsibilities
Key Outputs and Accountabilities include, but not limited to:
Culture Transformation & Employee Experience : Lead the deployment of the organisational culture framework and activate culture programs that strengthen employee experience, embed desired behaviours, and support organisational transformation across the business.
Storytelling, Communities & Engagement : Build strong people communities and drive storytelling initiatives that reinforce culture, strengthen engagement, and build organisational capability and connection.
Employee Listening & Insights : Lead employee listening practices through surveys, feedback mechanisms, and insight generation, transforming workforce data into meaningful, actionable people insights that improve organisational effectiveness and employee experience.
Change Management & Transformation: Co-drive enterprise and functional change initiatives by enabling change readiness, stakeholder adoption, and sustainable behavioural change aligned to business transformation priorities.
Performance & Employee Experience Frameworks : Strengthen employee experience practices through effective feedback cycles, onboarding, and offboarding programs that improve engagement, accountability, and employee outcomes.
Organisational Design & Governance : Provide organisation design advisory and governance expertise through organisational design projects, job architecture oversight, workforce diagnostics, and organisational effectiveness standards (LC; PM ratio; selling headcount) that support scalable and agile structures.
Team Effectiveness & Collaboration: Drive team effectiveness interventions that strengthen leadership alignment, collaboration, ways of working, and overall team performance to improve organisational outcomes.
OD Capability Building & Future Workforce Readiness : Build organisation development capability across People & Culture and business leadership teams while evolving organisational design approaches to support agility, flexibility, and emerging workforce trends.
Diversity, Equity, Inclusion & Wellbeing : Embed inclusive and wellbeing-focused practices into organisational culture and employee experience initiatives to strengthen belonging, workforce sustainability, and overall employee wellbeing.
People-driven data and insights : Transform people data into meaningful insights with culture and engagement at the core, connecting signals across multiple sources, while driving multi-layered reporting, dashboards, and automated insights to enable smarter, evidence-based decisions.
Functional Capabilities
Culture transformation
Employee experience
Change management and transformation
Employee engagement, listening and insights
Organisational design
Organisational development
Team effectiveness
Diversity, Equity & Inclusion (DEI)
Wellbeing
Skills, Experience & Education
Education
Bachelor’s degree in Human Resources, Organisational Psychology, Industrial Psychology, Business Management or related field
Postgraduate qualification in Organisation Development, Change Management, Human Resources or related discipline preferred
Change Management, OD or Culture certifications advantageous
Experience
10-15 years’ experience in Human Resources, Organisation Development, Culture, Employee Experience or related fields
Experience within a complex FMCG, manufacturing, retail or multi-site environment preferred
Proven experience leading culture transformation and change initiatives
Experience in employee engagement, listening strategies and people analytics
Demonstrated experience in organisation design and organisational effectiveness initiatives
Experience partnering with senior business leaders and cross-functional teams
Exposure to large-scale transformation and workforce change programs
Skills
Organisation design and workforce planning
Change management methodologies
Employee engagement and listening platforms
People analytics and dashboard reporting
Organisational diagnostics and effectiveness analysis
Culture transformation frameworks
Facilitation and workshop design
Project and stakeholder management
Strategic thinking and business acumen
Influencing and consulting capability
Strong communication and storytelling skills
Facilitation and coaching capability
Analytical and problem-solving skills
Relationship building and collaboration
Adaptability and resilience
Strong governance and execution discipline
General
Closing date: 16 June 2026
The advert has minimum requirements listed. Management reserves the right to use additional or relevant information as criteria for short-listing. Only applications submitted through the e-recruitment portal will be accepted.
Click here to apply
We wish you all the best with your applications
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