People & Culture Manager at Paradigm Initiative

Roles and Responsibilities

Strategic Leadership and Cross-Departmental Collaboration

• Work with Operations to align P&C strategies with operational needs, ensuring optimal workforce planning and resource allocation.
• Collaborate with the Finance Department to develop and manage the P&C budget, ensuring alignment with organisational financial goals.
• Partner with the  Administration Department to streamline HR processes and ensure efficient office operations.
• Support all PIN departments by identifying talent needs and developing strategies to attract and retain program-specific staff.
• Engage with the Partnerships and Engagements Department to ensure P&C initiatives support partnership goals and enhance stakeholder relationships.
• Develop and implement P&C strategies that support the organisation’s long-term goals and mission.
• Provide strategic guidance to senior leadership on workforce planning, organisational design, and change management.

Talent Acquisition, Onboarding and Offboarding

• Lead the end-to-end recruitment process, including sourcing, screening, interviewing, and selecting top talent to meet organisational needs.
• Develop and implement innovative recruitment strategies to attract and retain diverse and high-calibre candidates.
• Oversee onboarding programmes to ensure new hires are effectively integrated into the organisation.
• Conduct exit interviews and manage offboarding processes, including full and final settlements.

Performance Management

• Design and implement performance management systems to drive high performance and employee development.
• Establish and update key performance indicators (KPIs) for all functions and monitor organisational success against these metrics.
• Manage the appraisal process, ensuring timely and constructive feedback for all employees.
• Link performance outcomes to reward and recognition programmes.

Talent Development and Training

• Identify organisational training and development needs through skills gap analysis and consultation with team leads.
• Develop and deliver training programmes to enhance employee skills and competencies.
• Create career development frameworks to support employee growth and retention.

Compensation and Benefits

• Research, design, and implement competitive compensation and benefits programmes.
• Prepare and manage the annual P&C budget, including staffing and personnel costs.
• Conduct annual salary reviews and ensure alignment with market trends.
• Oversee payroll processes and ensure timely submission of monthly payslips.

Employee Engagement and Welfare

• Develop and implement initiatives to enhance employee engagement, satisfaction, and retention.
• Organise employee recognition programmes, team-building activities, and annual retreats.
• Address employee concerns and grievances in a timely and effective manner.
• Ensure compliance with health, safety, and welfare regulations, including medical insurance renewals.

HR Policies and Compliance

• Develop, update, and enforce P&C policies and procedures in compliance with local labour laws and best practices.
• Monitor adherence to statutory regulations and ensure timely reporting to governmental agencies.
• Maintain up-to-date knowledge of employment laws, regulations, and industry trends.

Administration and Reporting

• Oversee P&C administrative tasks, including document management, leave tracking, and compliance reporting.
• Prepare and submit quarterly P&C reports to senior management.
• Coordinate weekly team meetings and ensure follow-up on action items.

Key Result Areas 

• Overseeing the daily workflow process of the organisation’s units 
• Recruiting, interviewing, hiring, and training the staff of the organisation 
• Developing overall P&C strategies, systems, tactics and procedures across the organisation 
• Overseeing and managing a performance appraisal system that drives high performance. Providing constructive and timely performance evaluations 
• Developing, implementing and monitoring P&C strategies and initiatives aligned with Paradigm Initiative’s Best Place to Work initiative and Strategic Management Plan.

Education and Expérience

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field; Master’s degree preferred.
• 10-15 years of progressive HR management experience, focusing on strategic talent management.
• Experience working in multiple African regions (East Africa, Francophone Africa, Southern Africa, West Africa) is highly desirable.
• Previous experience in the development sector is an advantage.
• Professional certifications such as SHRM, HRCI, or equivalent are strongly preferred.