Chief People Officer

Job Location: East Africa

Job Purpose:

The Chief People Officer (CPO) is responsible for leading the organization's people strategy, fostering a high-performance culture, and implementing talent development initiatives that align with the company's pan-African expansion goals. The CPO will champion diversity, employee engagement, and organizational culture, ensuring the organization attracts, retains, and develops top talent while building a resilient and adaptable workforce across all regions. The role also includes ensuring operational efficiency in HR functions and strict compliance with local and international labour regulations, maintaining high standards across all operations and practices.

KEY DUTIES AND RESPONSIBILITIES.

Core Responsibilities

1. Talent Acquisition and Retention

• Strategic Recruitment: Oversee recruitment strategies that attract high-calibre talent across African markets, aligning with the organization's growth goals.
• Retention Programs: Develop and implement initiatives to enhance employee satisfaction and retention, minimizing turnover and retaining top performers.
• Employer Branding: Build the organization 's reputation as an employer of choice through targeted employer branding and employee value proposition programs.

1. Organizational Development and Culture Building

• Culture and Values Alignment: Drive initiatives that promote and reinforce the organization's core values, fostering an inclusive, purpose-driven culture.
• Diversity, Equity, and Inclusion (DEI): Lead DEI programs that ensure a diverse and equitable work environment, reflecting the organization's commitment to inclusive growth across African markets.
• Employee Engagement: Design and implement engagement programs that foster a strong sense of belonging, collaboration, and accountability across teams.

3.     Performance Management

o  Goal Setting and Feedback: Develop and implement a comprehensive performance management process that emphasizes clear goal setting and continuous feedback on individual performance, fostering accountability and alignment with the organization's objectives.

o  Adaptation and Monitoring: Regularly monitor the effectiveness of the performance management process and make data-driven adjustments to ensure it evolves in line with the organization's maturity and market dynamics.

1. Learning and Development

• Leadership Development: Develop and implement leadership programs that prepare current and future leaders to support the organization's strategic goals and expansion, drive change and development.
• Development Programs: Establish training and development initiatives that enhance skills, drive performance, and support career growth at all levels.

5.     Compensation and Benefits

• Compensation Strategy: Oversee the design and implementation of competitive compensation structures, ensuring alignment with market standards and business goals. Align salary structures and incentive systems to reinforce company culture and drive long-term business objectives.
• Benefits and Wellness Programs: Develop benefits and wellness programs that support employee well-being and reinforce the organization's commitment to a healthy work environment.

1. HR Operations and Compliance

• HR Policies and Procedures: Establish and maintain effective HR policies that comply with local labour laws across all operating regions, ensuring best practices in employment standards.
• Employee Relations: Manage employee relations programs, ensuring open communication, fair treatment, and conflict resolution mechanisms.
• HR Metrics and Reporting: Use HR analytics to monitor key metrics (e.g., turnover, engagement) and make data-driven decisions to improve HR processes and performance.
• HR Technology: Oversee the implementation and management of advanced HR tools and systems to support efficient operations, data-driven decision-making, and enhanced employee experience. Ensure that technology solutions align with the company's strategic goals and enable seamless HR processes.

1. Strategic Workforce Planning

• Succession Planning: Develop succession plans for key roles, ensuring a steady pipeline of talent to support the organization's future growth.
• Workforce Optimization: Align workforce capabilities with strategic priorities, anticipating future needs and ensuring the right talent is in place across all regions.

8.     Change Management:

o   Strategic Implementation: Spearhead and oversee change management initiatives to drive seamless organizational transformations. Develop and execute structured plans that prepare the company for new processes and strategic shifts, ensuring alignment with the organization's long-term goals.

o   Employee Adaptation and Support: Lead efforts to guide employees through change, fostering resilience, and promoting a culture of adaptability. Provide clear communication and support tools to minimize disruptions and maintain productivity during transitions.

MANDATORY REQUIREMENTS

Qualifications

Education

• Bachelor’s Degree in Human Resources/Psychology or any other relevant Social Science Degree.
• Master's degree in Human Resources, Organizational Development, Business Administration, or a related field.

Experience

• 10+ years of progressive HR leadership experience, with a proven track record in talent strategy, culture building, and organizational development.
• At least 5 years experience as HR Executive or HR Director.
• Extensive experience in multi-regional or high-growth organizations, within emerging markets.