Sane Ngidi

SIOPSA Past-President 2026/2027

Society for Industrial Organisational Psychology South Africa SIOPSA

Aug 2026 - Current (1 month)

The Role of Past-President is to ensure continuity and completion of the important strategic focus areas either taken over or started during their presidency. The past president offers ongoing guidance and knowledge transfer to the incoming president and administration office as required or alternatively planned. The Past-President is also responsible for heading external affairs for the Society. They act as an ambassador for the profession of IOP by establishing SIOPSA as the leading professional body on people matters in the workplace, establish positive, mutually beneficial relationships with key stakeholders and create sustainable partnerships with industries & business communities to forge symbiotic relationships of mutual benefit.

Advisory Board Member (Department of Industrial and Organisational Psychology)

University of South AfricaUniversiteit van SuidAfrika

Mar 2026 - Current (6 months)

Provide strategic advisory input to strengthen alignment between academic programmes and industry needs, support curriculum relevance and postgraduate training standards, contribute insights on emerging workplace trends and the future of work in South Africa, and promote collaboration between academia and the professional IOP community through participation in Advisory Board engagements.

External Examiner (Department of Industrial and Organisational Psychology)

University of South AfricaUniversiteit van SuidAfrika

Mar 2026 - Current (6 months)

External Examiner for Master’s degree programme at the School of Management Sciences, providing independent oversight and expert input to uphold academic standards, while ensuring excellence through the evaluation, moderation, and quality assurance of advanced assessments and research outputs.

Executive Head of People

Imagine Worldwide

Jan 2026 - Current (8 months)

The Executive Head of People leads Imagine’s global people strategy, partnering with the Co-CEO, executive team and Board to build a future-ready, high-performing, values-led organisation across multiple countries. The role drives workforce strategy, leadership capability, talent and performance systems, organisational design, and culture to ensure Imagine is structurally and culturally equipped to scale impact and deliver on its mission to enable every child, everywhere, to reach their full potential.

Founder

Ngisamila I Dr Sane Ngidi

Jan 2025 - Current (1 year 8 months)

Growth. Connection. Community. A platform for inspiring authentic leadership. Empowering people, ideas, and communities for meaningful change. ➡️Join us on this journey of growth and impact

THE IOP LENS Podcast Host

Society for Industrial Organisational Psychology South Africa SIOPSA

Aug 2025 - Jul 2026 (1 year)

I’m incredibly proud (and a little thrilled!) to be hosting Season 1 of THE IOP LENS Podcast, powered by SIOPSA, a bold platform exploring the ideas shaping the future of work. 🎧 Tune in, lean in, and experience the world of work through a new lens using the link below.

SIOPSA President 2025/2026

Society for Industrial Organisational Psychology South Africa SIOPSA

Aug 2025 - Jul 2026 (1 year)

SIOPSA is a member-based, non-profit organisation established to enhance the Industrial and Organisational Psychology profession in South Africa. The Role of the President is to take accountability for the strategic leadership of the society and to coordinate with the Executive Committee (EXCO) the implementation of the mandate given by our members at the Annual General Meeting. Furthermore, the president should actively engage with all stakeholders of the society to ensure continuous improvement and sustainability as well as the associated availability of resources. The role entails strategic leadership, operational accountability and member engagement. The President manages the SIOPSA office team and accountability for the societies fi

SIOPSA President-Elect 2024/2025

Society for Industrial Organisational Psychology South Africa SIOPSA

Aug 2024 - Jul 2025 (1 year)

The Role of the President-Elect is to ensure that all communication processes are conducted with the aim of understanding the society, its members and office administration in the context of the presidency. Furthermore, the role is to support the performance of each Executive Committee through planned feedback conversations.

Africa Human Resources Lead

Gates Foundation

Jan 2022 - Jan 2026 (4 years 1 month)

The Regional HR Lead, Africa provides HR leadership across the continent; specifically in our country offices in South Africa, Ethiopia, Nigeria, Kenya and Senegal, to ensure that the foundation has the right talent, culture, structure and HR processes to deliver on our mission. To that end this role partners with the Director: People & Business Enablement, Principal HR Business Partners across the foundation divisions, Africa Director and leadership team to translate business strategies and priorities into people and organization strategies and priorities for the regional portfolio. The role reports directly into the Director: People & Business Enablement and is a member of the Africa Directors Forum and Africa Leadership Team. The Region

Lecturer: Fundamental Industrial Psychology

University of Pretoria

Jan 2022 - Dec 2025 (4 years)

The specific focus of this Masters programme module is Industrial Psychology in Practice and the successful application in the workplace. The objective of the Fundamental Industrial Psychology module is to improve the quality of a prospective Industrial and Organisational Psychologist’s (IOP) outputs, thereby contributing towards improving their competence and skills as an IOP.

Non-Executive Director & Remuneration Committee Chair

Christel House South Africa

Apr 2021 - Oct 2022 (1 year 7 months)

Christel House transforms the lives of impoverished children around the world—breaking the cycle of poverty and building self-sufficient, contributing members of society. Robust R–12 education and a strong character development program are supported by regular healthcare, nutritious meals, guidance counseling, career planning, family assistance and College & Careers support.

Principal: Heidrick Consulting

Heidrick Struggles

Sep 2019 - Jan 2022 (2 years 5 months)

We Help Our Clients Change the World, One Leadership Team at a Time® With expectations for performance intensifying, with disruption coming from all sides, the question for businesses today isn’t whether to transform. It’s how bold that transformation will be. At Heidrick Consulting, we help build the leaders, teams, organizations, and cultures our clients need to reinvent themselves to meet and exceed the highest expectations for performance—and fast. From assessing and developing leaders, to ensuring the effectiveness of teams and organizations, to giving clients the tools they need to shape productive, effective cultures, Heidrick Consulting is squarely focused on one thing: unlocking the power of leaders—and the teams and organization

Professional development

Career Break

May 2019 - Aug 2019 (4 months)

Completion of Doctor of Philosophy (PhD), Leadership in Performance and Change at the University of Johannesburg. Research: Perceptions held towards African Female Leaders. Women remain underrepresented in leadership globally, and in South Africa this challenge is compounded by the intersection of race, gender, and historical context. While legislative and organisational efforts have driven some progress, change remains slow; particularly in financial services and banking, where leadership continues to be largely Western and male-dominated. This doctoral research examines how African female leaders are perceived within this environment, highlighting their strong intrapersonal and interpersonal leadership capabilities alongside the persiste

Head of Human Capital: Global Markets Division

Rand Merchant Bank

Oct 2016 - Apr 2019 (2 years 7 months)

The Global Markets (GM) Head of Human Capital (HC) develops, drives and aligns the GM HC strategy to key business and HC priorities. As a member of both the HC executive team and GM executive team, they act as the first point of contact to leadership and employees in the provision of relevant people management strategies and interventions. Collaborates with Centres of Excellence and the broader HC team to ensure that People Attraction and On-Boarding, Development, Engagement and Retention Programmes and Interventions to meet the business needs. The GM business has over 600 GM’ers across Africa, London and India and this role is accountable for managing a team of HC Business Partners and Specialists. This portfolio includes the RMB Morgan St

Head of Human Resources: Wealth Management (Africa) Division

Nedbank

Oct 2012 - Sep 2016 (4 years)

To develop and lead the Human Resources strategy and to support the achievement of the strategic objectives of the division. Scope: End to end responsibility for the overall Human Resources function for the Wealth Management division which is composed of Nedgroup Trust, Nedbank Financial Planning, Nedbank Private Wealth and Nedbank Private Wealth Stockbrokers. The division has more than 1200 employees and this role is accountable for managing a team of Human Resources professionals across multiple regions. Member of both the Wealth Cluster Human Resources executive leadership team and Wealth Management Division executive committee.

Organisational Development Specialist

Nedbank

Dec 2010 - Oct 2012 (1 year 11 months)

To lead and manage organisational development by designing, developing, implementing and monitoring interventions aligned to key strategic initiatives to ensure that BU’s and Nedbank Wealth achieve their strategic and transformational objectives as well as have the ability to sustain themselves over the long term.

Human Resources Business Partner

MultiChoice

Jul 2010 - Dec 2010 (6 months)

Act as a business partner by embedding company HR strategy and by providing professional generalist HR guidance and support to client groups with the objective to add value to the business. Scope: Overseeing 9 business units; managing direct reports; combined divisional headcount approximately 600

Human Resources Consultant: Talent Management

MultiChoice

Nov 2007 - Jun 2010 (2 years 8 months)

Provide generalist HR support to several business units aligned to ensuring the achievement of strategic objectives. Responsible for execution of all people processes in the employment and business cycle, in line with policy and legislation including recruitment, induction, L&D, EE planning, retention, career management, rewards, performance management,succession management, talent management etc Additional focus: The delivery of organizational wide talent management initiatives with the talent management team.

Human Resources Officer

MultiChoice

Nov 2006 - Nov 2007 (1 year 1 month)

Partner with business and relevant stakeholders to provide comprehensive generalist HR service to support the achievement of strategic objectives and add value. e.g. contribute to strategy, recruitment, induction, L&D, EE planning, retention, career management, rewards, performance management etc

Industrial Psychology Intern

MultiChoice

Dec 2005 - Nov 2006 (1 year)

Industrial psychologists plan, develop and apply paradigms, theories, models, constructs and principles of psychology to issues related to the world of work in order to understand, modify and enhance individual, group and organisational behaviour, well-being and effectiveness. Interns need to be able to demonstrate an applied post-master’s degree competence and proficiency in the domain of industrial psychology. Such competencies are tangible and observable human behaviour-related diagnosis, design, intervention and assessment that are applied at the individual, group and organisational levels.

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