The CEO will lead a strategic and cultural transformation, with a strong focus on commercial revitalization and external market engagement. The CEO will leverage the organization’s deep technical expertise, and bring hands-on leadership in marketing, business development, client engagement, and partnership structuring.
Job Description
Key Accountabilities and Outcomes
Strategic Leadership
- Lead execution of a multi-year modernisation plan, aligning with the investor-backed transformation pillars of: market diversification, digital alignment, talent renewal, financial discipline, and governance.
- Translate strategic goals into annual operating plans, budgets, and departmental and individual performance for all operating entities.
Commercial and Growth Leadership
- Drive top-line growth by expanding broker productivity, cross-selling, corporate client acquisition, and market share in targeted segments.
- Personally, oversee strategic accounts and high-stakes client/partner negotiations.
- Build and mentor a business development function focused on institutional deals, intermediated channels, and regional partnerships.
- Lead marketing strategy and implementation across digital, content, events, and brand positioning, translating awareness into pipeline value.
- Guide new product development and innovation in response to customer feedback and market opportunities.
- Expand and deepen strategic partnerships across East and Southern Africa and with global partners.
Financial Stewardship
- Deliver financial KPIs and strategic milestones
- Ensure strict budget adherence, cash flow optimization, and performance-driven cost control.
- Drive rigorous, structured financial reviews to ensure the business stays aligned with its strategic objectives, controls costs, maximizes returns, and meets stakeholder expectations.
Operational Excellence
- Optimize claims and policy management workflows across all business units, subsidiaries and correspondent partners.
- Embed automation, data integrity, and cross-border consistency in client experience and internal service delivery.
- Oversee performance dashboards and quarterly reviews to drive broker and departmental accountability.
- Integrate marketing and sales performance into broker and departmental scorecards. Ensure CRM, campaign tracking, and lead conversion metrics are reported and acted upon.
People and Culture Transformation
- Build and develop a high-performance executive and broker leadership team aligned with strategic KPIs.
- Build a high-performance commercial team (marketing, business development, client experience) and embed market-driven thinking across all functions.
- Lead implementation of a performance culture linked to learning and development, incentives, and scorecards.
- Foster ethical leadership, values-based behaviour, and a culture of action, accountability and integrity in line with Board expectations.
Digital & Brand Modernization
- Oversee the modernization of the IT stack, CRM systems, digital client platforms, and marketing infrastructure.
- Elevate brand visibility across digital channels and partnership ecosystems.
Governance, Risk and Stakeholder Relations
- Represent the brokerage at board, investor, regulatory, and industry levels.
- Ensure full compliance with local insurance and financial regulations across all jurisdictions of operation.
- Maintain regular and transparent reporting to the board on financial, operational, and strategic metrics incorporating operational efficiency, financial discipline, technology and brand modernisation, market and product diversification, people, culture and talent renewal, governance and leadership
Performance Impact Metrics
- Revenue/new premium
- Cost management
- Margin protection
- Free cashflow
- Client growth/retention
- Lead conversion
- Client lifetime value
- Client satisfaction score
- Net promoters score
- Employee engagement
- Productivity
- Employee satisfaction Employee net promoters score
- Brand awareness / perception / loyalty
- Automation and digitisation
- System availability, uptime and utilisation
Qualifications
Ideal Candidate Profile
Professional Experience
- 15+ years of experience in insurance broking, financial services or risk advisory; 7+ years in C-suite or P&L leadership.
- Proven turnaround experience in medium-sized or PE/VC-backed environments.
- Experience operating across African markets and regulated multi-jurisdictional settings preferred.
- Track record of building and scaling marketing and BD functions in financial or insurance sectors.
- Hands-on experience in enterprise sales, B2B client engagement, or broker-channel growth.
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Job Description
The Human Resources Administrator is responsible for;
HR Leadership & Team Oversight
- Provide strategic HR leadership across departments, supporting a workforce of 40+ employees.
- Collaborate with the COO to align HR operations with our mission and values.
- Mentor junior HR staff and coordinate cross-functional HR support.
- Apply global HR best practices from prior experience with international companies or organizations.
HR Operations & Documentation
- Maintain accurate employee records including contracts, leave balances, performance evaluations, and updates.
- Monitor probation timelines and coordinate evaluations, confirmations, and exits.
- Organize and maintain structured digital and physical HR files, ensuring audit-readiness for both internal and external stakeholders.
- Prepare reports and presentations for the COO, tailored to meet both commercial performance standards and non-profit impact reporting needs.
Recruitment & Onboarding
- Coordinate hiring activities with outsourced HR agency, balancing speed and quality in a deadline-driven environment.
- Schedule and participate in interviews and hiring decisions.
- Manage onboarding logistics and ensure all documentation is complete and compliant.
- Conduct orientation check-ins and schedule induction meetings.
- Assess basic computer and AI skills during onboarding and coordinate training as needed.
- Ensure timely issuance of work tools, uniforms, and ID badges.
Policy Management & Compliance
- Deliver weekly HR sessions to familiarize employees with company policies and values.
- Collect, file, and track signed employee policy acknowledgments.
- Set reminders for policy follow-ups and documentation deadlines.
- Ensure clarity and completeness of all HR-related compliance records, with attention to the differing documentation standards expected in commercial audits versus donor-funded reviews.
OKR Administration
- Lead the administration and oversight of company-wide OKRs (Objectives & Key Results).
- Support teams in developing meaningful OKRs aligned with strategic goals.
- Track, communicate, and report OKR progress across departments.
- Maintain records and presentations of OKRs over time to assess impact and performance.
Calendar & Timeline Coordination
- Track employee contract start/end dates, probation periods, and renewal timelines.
- Schedule onboarding sessions, HR briefings, and internal meetings.
- Maintain a calendar of employee anniversaries, birthdays, and appreciation days.
- Plan and track external HR-related engagements (e.g., trainings, TOT sessions).
- Maintain proactive scheduling discipline to meet operational demands and reporting cycles.
Administrative Support
- Register new motorbikes and manage follow-up documentation.
- Track inventory for staff supplies and raise procurement requests.
- Ensure timely ordering and distribution of work clothes and ID badges.
- Respond to staff inquiries and requests with professionalism and timeliness, even under pressure.
Impact Dashboard Coordination
- Actively cooperate with partners in the design, development, and ongoing maintenance of real-time impact dashboard.
- Provide partners with all operational, financial, and impact-related data reasonably required to update and maintain the dashboard.
- Serve as the designated internal liaison responsible for coordinating timely data provision across departments.
- Ensure the dashboard remains publicly accessible to stakeholders and reflects accurate, up-to-date information.
- Understand and navigate the distinct reporting expectations of commercial partners (e.g., KPIs, ROI) and non-profit collaborators (e.g., community outcomes, equity metrics).
Qualifications
- Bachelor’s Degree or Diploma in Human Resources, Business Administration, or related field.
- Minimum 5 years of experience in a senior HR leadership role.
- Proven experience managing HR operations for teams of 40+ employees.
- Exposure to international companies or organizations with diverse reporting frameworks.
- Proficiency in Microsoft Office or Google Workspace (Docs, Sheets, Forms).
- Strong organizational and communication skills.
- High level of confidentiality, integrity, and emotional intelligence.
- Outstanding organizational and time-management abilities.
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