Job Purpose

The Chief People Officer will provide strategic leadership of the People & Culture function, driving the organization’s human capital strategy to attract, develop, engage, and retain high-performing talent. The role ensures alignment of people strategies with business objectives while building a strong, innovative, and performance-driven organizational culture.

Key Responsibilities

1. Strategic People Leadership

• Develop and execute the overall People & Culture strategy aligned to business goals.
• Act as a key advisor to the CEO and executive team on all people-related matters.
• Lead organizational design, workforce planning, and transformation initiatives.

2. Talent Acquisition & Development

• Oversee recruitment strategies to attract top-tier talent.
• Lead succession planning and leadership development programs.
• Champion continuous learning, upskilling, and career development pathways.

3. Performance Management

• Design and implement effective performance management systems.
• Ensure departments have clear KPIs and accountability frameworks.
• Drive a culture of high performance and continuous improvement.

4. Employee Engagement & Culture

• Build and sustain a strong, values-driven organizational culture.
• Lead employee engagement initiatives and culture transformation programs.
• Promote diversity, equity, inclusion, and belonging across the organization.

5. Employee Relations & Compliance

• Ensure full compliance with labor laws and internal policies.
• Oversee disciplinary processes, grievance handling, and conflict resolution.
• Manage industrial relations and mitigate HR-related risks.

6. Compensation & Benefits

• Develop competitive and remuneration structures.
• Ensure internal equity and external market competitiveness.
• Oversee reward systems and employee benefits programs.

7. HR Digital Transformation & Analytics

• Drive adoption of HR technology and digital HR solutions.
• Use HR analytics to support strategic decision-making.
• Improve efficiency through automation of HR processes.

Qualifications & Experience

• Must possess a Master’s Degree or MBA in Human Resource Management, Business Administration, or related field.
• A Bachelor’s Degree in Human Resource Management, Business Administration, or related discipline is required.
• Professional HR certification (e.g., ZIHRM or equivalent) is an added advantage.
• Minimum of 8–12 years’ progressive HR experience, with at least 5 years in a senior leadership role.
• Experience working in Fintech or ICT environments is highly desirable.

Technical Skills

• Strong knowledge of HR Information Systems (HRIS) and digital HR transformation tools.
• Proficiency in performance management systems and HR analytics.
• Strong understanding of labor laws and HR compliance frameworks.
• Ability to leverage technology to improve HR efficiency and employee experience.

Key Competencies

• Strategic thinking and executive leadership
• Strong communication and stakeholder management skills
• High integrity and professionalism
• Change management and organizational development capability
• Strong business acumen and decision-making ability
• Problem-solving under complex organizational environments

Key Performance Indicators (KPIs)

• Employee retention and turnover rates
• Time-to-hire and quality of hire
• Employee engagement scores
• Performance management effectiveness
• Training and development impact
• Compliance and employee relations case resolution timelines