About This Role
Defining and executing the people strategy for the Group is the core responsibility of the Chief People Officer, with a particular focus on leadership succession, talent management, and executive effectiveness. This role serves as a trusted advisor to the CEO and senior leadership team on all human capital strategy matters, ensuring leadership continuity across the Group's diverse portfolio of businesses.
Responsibilities
- Develop and oversee succession plans for critical leadership positions across the Group
- Ensure a robust pipeline of internal leadership talent capable of assuming progressively significant responsibilities across businesses and geographies
- Regularly assess leadership readiness at individual and cohort level, identify succession risks, and implement targeted development interventions to address identified gaps
- Present succession frameworks, risk assessments, and leadership pipeline updates to the CEO, Board, and relevant governance committees
- Design and conduct rigorous evaluations of leadership capability, potential, performance trajectory, and organisational fit across the senior leadership population
- Provide independent, evidence-based recommendations to the CEO and Board on appointments, promotions, lateral moves, and succession decisions
- Facilitate structured talent review processes across business units, bringing objectivity, consistency, and an enterprise-wide perspective to talent calibration
- Maintain the integrity and confidentiality of executive talent data and assessment outcomes
- Design and oversee the Group's executive development strategy, including individual coaching engagements, mentoring programmes, and cohort-based leadership effectiveness initiatives
- Partner with external development providers and executive coaches to deliver high-impact interventions for identified succession candidates and senior leaders
- Establish frameworks to evaluate the effectiveness and return on investment of leadership development programmes
- Partner closely with the CEO and business leaders to strategically deploy leadership talent across businesses, functions, and geographies in alignment with enterprise priorities
- Champion a culture of executive mobility, positioning enterprise-wide assignments as deliberate mechanisms for leadership development, capability building, and organisational effectiveness
- Manage transition planning associated with senior executive movements, ensuring continuity of leadership and operational effectiveness
- Support the identification, assessment, and attraction of external leadership talent for critical positions where internal pipelines require supplementation
- Oversee executive search and assessment processes for senior appointments, ensuring rigour, objectivity, and alignment with organisational requirements
