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 fair 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
