The Focus Group Sandton, South Africa 20 April 2026 Senior 1000 - 10000 Full Time Cost to Company 7 years - 12 years Skills Organization Strategies Change Management Insights Leadership Translation Design Industries Finance Banking Job Description
PURPOSE OF THE ENGAGEMENT
The consultant will support the Organizational Effectiveness (OE) portfolio .
The role focuses on translating employee, culture, and behavioral insights into practical, evidence?based interventions .
Interventions will enable:
Culture shift
Inclusion
Sustainable high performance
The role spans Group and cluster environments .
The consultant is expected to enable decision?ready insights , leadership action , and scalable behavior change .
WORKING APPROACH
Collaborative, co?creation?based engagement with:
Organizational Effectiveness
Human Resources
Business stakeholders
Evidence?based and insight?led (not opinion?driven).
Strong focus on:
Practical application
Decision support
Iterative delivery approach with:
Regular check?ins
Continuous refinement
SCOPE OF WORK WORKSTREAM 1: EMPLOYEE INSIGHTS (VOICE OF THE EMPLOYEE)
Create an integrated, decision?ready view of the employee voice.
Enable informed culture, leadership, and people decisions.
Consultant Responsibilities
Review existing employee data sources, including but not limited to:
Employee engagement surveys
Organizational Health Index (OHI)
Pulse surveys
Qualitative feedback
Open?ended employee comments
Lead the design and concept development of a single, integrated Voice of the Employee (VoE) dashboard .
Work in partnership with a data and analytics consultant , who will:
Build the dashboard
Provide guidance on data sources and data science
Ensure insights are:
Clearly prioritised
Easy for leaders to interpret
Explicitly linked to culture outcomes
Explicitly linked to leadership outcomes
Key Outputs
One integrated VoE insights dashboard:
Prototype or live version (depending on access)
Clear explanation for leaders covering:
What the data is telling them
Where action is required
How insights should be used in leadership and culture discussions
WORKSTREAM 2: DIVERSITY, EQUITY & INCLUSION (DEI) 2.1 ALLYSHIP AND INCLUSION CHANGE & COMMUNICATIONS
Enable practical, everyday allyship and inclusive behaviors .
Move DEI from awareness to action through focused change and communication.
Consultant Responsibilities
Translate the DEI strategy into:
Clear
Accessible
Practical allyship and inclusion messages
Design a change and communication approach that supports:
Leader behavior change
Employee understanding and buy?in
Develop practical DEI content that embeds inclusion in daily behaviors.
Key Outputs
Allyship and inclusion change narrative
Communication materials and/or talking points suitable for:
Leaders
Employees
Practical guidance on:
“What good looks like” in everyday behaviors
2.2 GENDER DIFFERENCES ACTION PLAN ROLLOUT
Support effective rollout of an existing gender differences action plan .
Consultant Responsibilities
Translate the action plan into:
Clear
Practical
Executable implementation steps
Support rollout by:
Clarifying roles and responsibilities
Identifying key milestones
Surfacing risks and dependencies
Support communication and engagement activities as required.
Key Outputs
Simplified rollout plan with:
Clear milestones
Defined responsibilities
Practical execution guidance for:
Leaders
HR partners
WORKSTREAM 3: CULTURE ENABLEMENT 3.1 ORGANIZATIONAL HEALTH INDEX (OHI) ENABLEMENT
The McKinsey Organizational Health Index (OHI) survey has been completed.
Objective
Turn OHI results into active, owned culture workstreams .
Drive measurable improvement , not just diagnostics.
Consultant Responsibilities
Analyse and interpret OHI results in collaboration with:
Internal stakeholders
OE and HR partners
Translate survey insights into:
Practical actions
Tangible initiatives
Support leaders in:
Bringing OHI to life across the organization
Key Outputs
Defined OHI?linked culture workstreams with:
Clear focus areas
Practical recommendations for embedding OHI into:
Leadership practices
Daily ways of working
3.2 ENABLING PRIORITY CULTURE SHIFTS Objective
Support enterprise?wide culture shifts focused on:
Sustainable high performance
Entrepreneurial energy
Collaboration
Consultant Responsibilities
Work closely with the following portfolios:
Wellbeing
Recognition
Performance Enablement
Leadership
Identify where existing initiatives can:
Be better aligned
Be amplified
Provide insight?based recommendations on:
Behavioral levers
Reinforcing mechanisms, including:
Recognition
Leadership practices
Ways of working
Key Outputs
Clear view of how existing portfolios:
Collectively enable target culture shifts
Recommendations to:
Strengthen alignment
Increase behavior change impact
3.3 OE FORUM PARTNERSHIP MODEL Objective
Strengthen collaboration between:
Group Organizational Effectiveness
Cluster Organizational Effectiveness Forum participants
Enable delivery of culture and leadership solutions in clusters.
Consultant Responsibilities
Design an enhanced OE Forum partnership model that clarifies:
Roles
Expectations
Ways of working
Contribution to Group culture and leadership priorities
Support embedding of the model through:
Practical guidance
Tools
Enablement resources
Key Outputs
Defined OE Forum partnership model
Practical guidance for:
Consistent application across clusters
WORKSTREAM 4: CULTURE BEHAVIORAL INSIGHTS UNIT (CBIU) Objective
Use behavioral science and evidence to enable:
Scalable
Measurable
Sustainable behavior change
Consultant Responsibilities
Partner closely with the Culture Behavioral Insights Unit to:
Identify priority behavior challenges linked to culture outcomes
Diagnose root causes using behavioral insights
Translate behavioral insights into:
Practical interventions
Scalable solutions
Ensure all recommendations are:
Evidence?based
Testable
Linked to measurable impact
Key Outputs
Behavioral insights aligned to priority culture challenges
Practical, scalable behavior change recommendations
Clear linkage between:
Insight
Intervention
Expected impact
WORKSTREAM 5: EMPLOYER BRAND Objective
Strengthen the internal employer brand by ensuring:
Lived employee experience
Leadership behaviors
Culture narrative
are consistently and credibly reflected internally and externally.
Support a credible internal influencer network that amplifies:
Authentic culture stories
Desired behaviors
Employee voice
Consultant Responsibilities
Translate culture priorities, VoE insights, and OHI themes into a:
Clear internal employer brand narrative
Support alignment between:
Culture priorities
Leadership behaviors
Employee Value Proposition (EVP)
Identify “moments that matter” where employer brand is shaped, including:
Leadership actions
Recognition
Development
Wellbeing
Ways of working
Provide insight?based recommendations to strengthen:
Authenticity
Consistency
Develop guidance, tools, and messaging playbooks for an internal influencer network to:
Share authentic stories
Reinforce culture shifts
Model desired leadership and employee behaviors
Support light?touch management of the influencer network to ensure:
Sustainability
Relevance
Credibility
Advise on mechanisms to measure:
Employer brand impact
Culture outcomes driven by the network
Key Outputs
Clear internal employer brand narrative aligned to:
Culture
Employee Value Proposition
Practical guidance on how leaders and employees:
Reinforce the employer brand through daily behaviors
Recommendations to strengthen alignment between:
Culture initiatives
Employer brand signals
Practical influencer content guidelines and playbooks
Recommendations for measuring:
Employer brand impact
Culture impact
DELIVERABLES SUMMARY
Integrated Voice of the Employee insights dashboard
DEI change and communication materials
Gender differences action plan rollout support
OHI?linked culture workstreams
Culture shift enablement recommendations
OE Forum partnership model
Behavioral insights and scalable behavior change interventions
Internal employer brand narrative aligned to culture and EVP
Internal influencer network design, enablement, and management guidance
