Navigating a career shift from law to human resources is no small feat, yet Kedibone Letsika has made this transition with remarkable success. As the People and Culture Director at JTI South Africa, Kedibone’s journey reflects a blend of legal acumen and a deep passion for people management. This article delves into Kedibone’s professional evolution, her strategies in leading JTI South Africa’s People and Culture team, and her approach to overcoming challenges in a dynamic work environment.
A Legal Career That Paved the Way
Kedibone Letsika’s journey to becoming the People and Culture Director at JTI South Africa is marked by a successful legal career that laid the groundwork for her current role. “My legal professional career has been nothing short of amazing and insightful,” Kedibone reflects. Her extensive experience spans law firms, academia, and in-house legal roles, where she developed a robust understanding of commercial and labor laws.
Kedibone’s career in the legal field, particularly within multinational settings, provided her with valuable insights into both commercial and labor-related issues. This experience was instrumental when she decided to transition into People & Culture (Human Resources). “What fundamentally drew me to the role was the challenge of entering this function with the business entrusting me to carry our key strategic goals,” Kedibone explains. Her legal expertise and passion for people management naturally converged, making the move to People and Culture a fulfilling next step.
Integrating Legal Expertise with People Management
Kedibone’s legal background is a distinctive asset in her role at JTI South Africa. Her master’s degree in Contracts, with a dissertation focused on Restraint of Trades Clauses, enriches her approach to people management. Her academic credentials include an LL.B, an LL.M in Contracts (Cum Laude), a Postgraduate Diploma in Corporate Law, and the prestigious Senior Executive Program Africa from Harvard. These qualifications reflect her deep expertise in legal and corporate matters, contributing to her effective management and strategic decision-making at JTI South Africa. “The three areas—contract law, commercial law, and labor law—come together to create the unique professional that I am,” she asserts. This integration allows her to address complex HR issues with a comprehensive understanding of legal implications.
Her legal training also enhances her ability to drive JTI South Africa’s people agenda in a compliant and strategic manner. “My approach involves not just understanding the legal implications but also applying them in a way that supports business objectives,” Kedibone adds.
Strategic Human Resource Management in Southern Africa
As the People and Culture Director overseeing the Southern Africa region, Kedibone focuses on several key strategic elements to enhance JTI South Africa’s HR capabilities. Strengthening internal P&C capabilities, improving leadership skills, and building high-functioning teams are central to her strategy. “Improving our employee-facing pillars—rewards, talent attraction and retention, and Diversity, Equity, and Inclusion (DEI)—is essential,” Kedibone explains.
A major component of her strategy involves fostering a positive corporate culture aligned with JTI South Africa’s internal “Our Way” behaviors. “We strive to maintain our accolade as a Top Employer by putting our people and their development first,” she asserts. This commitment to creating an authentic and supportive work environment is integral to her role.
Aligning HR Strategy with Business Objectives
Kedibone Letsika emphasizes the critical role of aligning HR strategy with JTI South Africa’s overall business objectives and values. “Business cannot achieve its objectives without its people, and people cannot have job satisfaction without the achievement of business goals,” she explains. This alignment ensures that HR strategies effectively support JTI South Africa’s commercial and strategic goals.
Innovation and sustainability are key drivers within JTI South Africa, and Kedibone’s approach reflects their importance. “Innovation within the Tobacco industry is a key driver in propelling business sustainability,” she notes. By aligning HR strategies with these goals, Kedibone ensures that JTI South Africa remains competitive and forward-thinking.
Championing Diversity, Equity, and Inclusion
Diversity, Equity, and Inclusion (DEI) are integral to Kedibone’s approach to people management at JTI South Africa. “Embracing diversity is not just a moral imperative but a business necessity,” Kedibone asserts. DEI is deeply embedded in JTI South Africa’s culture and strategic initiatives, reflecting a commitment to creating an inclusive work environment.
Kedibone Letsika has been a dynamic force in promoting Diversity, Equity, and Inclusion (DEI) within her organization. A few of her notable achievements are the spearheading of Discovery Wellness Day, tailored uniquely for JTI South Africa employees. This event stands out due to its high level of engagement and the inclusion of team-building activities that foster a sense of unity and collaboration among participants. Kedibone has also involved JTI South Africa employees in community events such as 702 Walk the Talk in addition to internal initiatives to build stronger connections within both the workplace and outside the community while promoting health and wellness. Her efforts have not only enhanced the workplace culture but have also extended JTI South Africa’s positive impact beyond the office walls. “Our culture of openness empowers employees to ask questions and engage with leadership,” she explains. These initiatives foster a sense of community and well-being among employees, aligning with JTI South Africa’s core values.
Moreover, initiatives such as Whacky Wednesdays and Grati Tuesdays add a fun and appreciative element to the workplace. “These activities promote a sense of gratitude and collaboration,” Kedibone notes, emphasizing their role in enhancing employee morale and engagement.
Overcoming Challenges with Empathy and Strategy
One of the significant challenges Kedibone faced was managing a major organizational restructure. Initially focused on legal compliance, she soon recognized the need for empathy and effective communication. “My role required significant empathy and understanding to guide employees through a process that deeply impacted their lives,” Kedibone recounts.
By maintaining transparency and engaging openly with employees, Kedibone successfully navigated the restructure. Her approach ensured both legal compliance and a smooth transition for staff, demonstrating her ability to balance strategic and human-centric aspects of leadership.
Nurturing and Retaining Top Talent
Talent management and development are vital aspects of Kedibone’s role at JTI South Africa. “We offer unique opportunities for our talents, including short-term and international assignments,” she highlights. This approach helps to retain top talent and support career development within the organization.
Kedibone’s strategies include continuous learning opportunities, mentorship programs, and top talent acceleration programs. “Cross-functional moves and exposure are encouraged to help employees achieve their career goals,” she explains. These initiatives contribute to JTI South Africa’s low turnover rate and high employee satisfaction.
Implementing Impactful Changes
Since her appointment, Kedibone Letsika has introduced several impactful changes at JTI South Africa. Reigniting the company’s positive corporate culture post-Covid has been a major focus. “I have been intentional in motivating the organization to reconnect with the office environment,” she says.
Her efforts include creating platforms for employees to voice their challenges and ensuring that management initiatives align with employee feedback. “Encouraging excom to prioritize employee feedback has been crucial,” Kedibone asserts.
Measuring HR Effectiveness & Staying Updated with HR Trends
Effectiveness in human resources is measured through various metrics, including employee engagement surveys, feedback surveys, and analysis of headcount and turnover numbers. “We consider immediate feedback to gauge whether our initiatives resonate with employees,” Kedibone explains. This approach ensures that HR strategies are responsive and relevant.
To stay current with HR trends and best practices, she participates in a network of People and Culture Directors and subscribes to HR-related publications. “Regular meetings and conferences keep me updated with key learnings and insights,” she notes.
Advice for Aspiring HR Leaders
Kedibone offers valuable advice for aspiring leaders in human resources. “Show up as your most authentic self,” she says. Authenticity and a genuine passion for people are essential for creating meaningful connections and making an impact. “Maintain your integrity, lead with honesty, and professionally articulate yourself in difficult conversations,” she advises.
Kedibone’s role as People and Culture Director is marked by a busy and diverse schedule. “My day is busy, ensuring that all tasks align with our quarterly and annual strategic goals,” she describes. Balancing human resource management with broader business objectives requires constant engagement with her team and a focus on maintaining motivation and innovation.
Conclusion
Kedibone Letsika’s transition from a legal career to leading People and Culture at JTI South Africa highlights the powerful intersection of legal expertise and people management. Her unique background and strategic approach have significantly shaped JTI South Africa’s HR practices, driving innovation, sustainability, and a positive corporate culture. Through her efforts, Kedibone has not only reinforced the company’s commitment to employee development but has also fostered an environment where diverse skills are leveraged to achieve organizational success.
As the People and Culture Director, Kedibone exemplifies how a blend of legal knowledge, strategic vision, and a genuine passion for people development can lead to impactful leadership and drive the growth of an organization in a dynamic global landscape.
