19 hours ago
13
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. To partner 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.
Minimum Requirements:
Essential:
Senior Certificate or equivalent, Degree in Social Sciences, or related field.
Minimum 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 within a retail, healthcare, or multi-site operational environment. Experience leading or coordinating HR programmes or initiatives at site level
Job Specification:
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 Formula Boards, Culture Standards, Playbook, Culture in a Box).
Design and implement targeted interventions based on employee feedback and survey insights.
Partner with the Culture Coordinator to deliver seamless execution, communication, and follow-through on all initiatives.
Inclusive Culture & Fairness:
Embed inclusive behaviours grounded in fairness, belonging, voice, and respect moving beyond compliance to lived experience.
Proactively address identified EE barriers by partnering with managers and supporting Transformation initiatives.
Measurement, Reporting & Continuous Improvement:
Track and report Culture Index movement, enabler uplift, and disabler reduction across each measurement cycle.
Analyse segment data to identify trends, risks, and opportunities, translating insights into refined action plans.
Support additional feedback mechanisms (surveys, focus groups, engagements) to deepen understanding.
Apply a continuous improvement approach, stopping or redesigning ineffective interventions and scaling what works.
Communication & Stakeholder Engagement:
Serve as the culture voice within the segment, ensuring consistent messaging, language, and narrative.
Partner with the Culture Coordinator to deliver targeted, audience-appropriate communication (e.g., WhatsApp for frontline, email for HO, in-person for DC).
Build strong, trust-based relationships with key stakeholders (Regional, Store, DC Managers, and HO leaders).
Enable two-way communication by elevating employee feedback and ensuring visible, timely responses.
Support the Culture Manager in communicating progress, insights, and success stories to senior leadership.
Change Management Support:
Support segment-level change initiatives through impact assessments and tailored adoption strategies.
Coach leaders to effectively lead through change, reinforcing stability and clarity.
Position culture as a stabilising force during change by embedding it into daily routines.
Collaborate with L&D, HRBPs, and Operations to ensure alignment between culture and change initiatives.
General:
Adhere to Dis-Chem Policies and Standard Operating Procedures.
Adhere to Health and Safety rules and regulations.
Proactively lead, participate in, and deliver initiatives and projects that ensure culture priorities remain visible, reinforced, and actively embedded across Dis-Chem.
Competencies:
Essential:
Strong understanding of organisational culture and change management principles. Working knowledge of the Dis-Chem Formula for Success (enablers/disablers) and Culture Playbook. Foundational understanding of neuroscience, behavioural science, psychosocial, and organisational psychology as applied to workplace culture.
Data-driven thinker with the ability to interpret culture metrics (Index, trends, participation) and translate insights into targeted, practical actions. Skilled at pattern recognition, prioritisation, and adaptive planning.
Solid understanding of retail, warehouse, and multi-site operations. Able to link culture initiatives to business outcomes such as service delivery, team effectiveness, reduced friction, and retention. Positions culture as a driver of performance within commercial realities.
Clear, persuasive communicator across all levels, with the ability to tailor messaging to diverse audiences and channels (frontline, DC, HO). Strong facilitation and presentation skills. Ensures consistent upward alignment and visibility of culture initiatives to the Culture Manager.
Highly effective relationship builder with strong empathy and cultural sensitivity. Navigates challenging conversations with confidence and care. Provides practical coaching support to managers and Culture Champs.
Detail-oriented with a strong focus on execution excellence, accuracy, and follow-through. Committed to continuous improvement using data and feedback.
Self-driven and organised, able to manage multiple sites and priorities independently. Maintains momentum in a fast-paced, evolving environment and remains resilient under pressure and ambiguity.
Influences without authority, building credibility and buy-in across stakeholders. Confident in addressing culture disablers with professionalism, consistency, and courage.
Effective at planning, coordinating, and quality-assuring culture initiatives. Manages timelines, milestones, and deliverables at a segment level.
Proficient in data analysis and reporting tools, survey platforms, and digital communication tools. Strong working knowledge of Microsoft Office (Excel, PowerPoint, Word, Outlook).
Special conditions of employment:
South African citizen
MIE, clear criminal and credit record
Regular travel to assigned segment sites (stores, DCs, warehouses, clinics), with frequency aligned to segment size and geographic spread.
Flexibility required for occasional evening or weekend engagement to support culture events and shift-based activities
Remuneration and benefits:
Market-related salary
Medical aid
Provident fund
Staff account
ONLY SUCCESSFUL APPLICANTS WILL BE CONTACTED. IF YOU HAVEN`T BEEN CONTACTED WITHIN TWO WEEKS AFTER THE CLOSING DATE, PLEASE CONSIDER YOUR APPLICATION AS UNSUCCESSFUL.
Dis-Chem Pharmacies is an equal opportunity employer. Dis-Chem’s approved Employment Equity Plan and Targets will be considered as part of the recruitment process aligned to Dis-Chem’s Employment Equity & Transformation Strategy. Dis-Chem actively supports the recruitment of People with Disabilities.
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