Culture and Enablement Manager (2 year Contract)

We are seeking a dynamic Culture and Enablement Manager on a two-year contract to play a pivotal role in shaping and delivering behavioural systems, learning pathways, influence strategies, and cultural mechanisms across the organisation. The successful candidate will design and implement initiatives that drive positive behavioural change, reduce resistance to transformation, and build sustainable, long-term organisational capability. This role requires a strategic thinker who can translate business objectives into practical interventions, fostering an inclusive, high-performing culture and empowering employees at all levels to embrace new ways of working. Please note, this position will require travel to East and West Africa as part of its responsibilities.

Key Responsibilities

• Define the behavioural and learning strategy tied to OKRs and readiness insights: Develop a comprehensive behavioural and learning strategy that is directly aligned with the organisation’s Objectives and Key Results (OKRs) and informed by readiness assessments. Ensure that all initiatives support business priorities and address identified capability gaps.
• Identify critical behaviour shifts and embed influence systems: Pinpoint the key behavioural changes required to achieve strategic objectives. Design and implement influence systems—such as nudges, incentives, and feedback loops—to embed these behaviours into daily practice and sustain long-term change.
• Lead Capability Academies and design multi‑modal learning pathways: Oversee the development and delivery of Capability Academies, providing employees with access to a range of learning opportunities. Create multi-modal learning pathways that incorporate digital, in-person, and experiential learning to cater to diverse learning preferences and needs.
• Create reinforcement systems (role-modelling, recognition, rituals, defaults, social proof): Establish mechanisms to reinforce desired behaviours, including visible role-modelling by leaders, formal recognition programmes, regular rituals, default practices, and the use of social proof to normalise and encourage adoption.
• Build and activate Communities of Practice and champion networks: Develop and nurture Communities of Practice and networks of champions to facilitate knowledge sharing, peer support, and the spread of best practices across the organisation.
• Establish behavioural metrics, cultural signals, capability KPIs, and sentiment-based insights: Define and monitor key metrics to track behavioural change, cultural shifts, and capability development. Utilise both quantitative KPIs and qualitative sentiment-based insights to assess progress and inform ongoing strategy.
• Manage learning ecosystems, toolkits, SOPs, cadences, and support infrastructures: Oversee the management of the organisation’s learning ecosystem, including the development and maintenance of toolkits, standard operating procedures (SOPs), regular learning cadences, and the necessary support infrastructures to enable continuous development.