Human Resource Roles at FSD Africa

Job Summary

• The Assistant Manager, HR Operations is responsible for supporting the delivery of efficient, compliant, and high-quality HR operations across FSD Africa. The role ensures the effective implementation of HR processes, systems, and policies across key areas including compensation and benefits administration, HR policies and procedures, employee wellbeing, occupational health and safety, and HR data management, while maintaining strong operational controls and service standards. The role acts as the primary execution layer for HR operations, ensuring that processes run efficiently, records are accurate, and staff and managers are supported in day-to-day HR matters.

Job Details

KEY RESPONSIBILITIES AND ROLE REQUIREMENTS

HR Operations Delivery & Administration

• To ensure the consistent, accurate, and timely execution of HR operations processes, supporting efficient service delivery and adherence to organisational standards. Works under the direction of the Manager, HR Operations & Governance to ensure alignment with approved processes, standards, and service delivery expectations.
• Execute day-to-day HR operations processes, ensuring accuracy, timeliness, and compliance
• Support implementation of standardised HR procedures across the organisation
• Maintain high service levels in responding to staff and manager queries
• Track and monitor HR operational activities to ensure deadlines are met

Compensation, Benefits & Payroll Administration.

• To ensure the accurate and compliant administration of payroll and employee benefits, supporting staff experience and financial integrity. Implements processes under the supervision of the Manager, who retains accountability for policy, cost governance, and strategic decision-making.
• Support administration of salary reviews, payroll processing, and benefits schemes
• Ensure timely processing of payroll and statutory payments
• Liaise with benefits providers to ensure effective service delivery
• Maintain accurate benefits and payroll records and respond to staff queries

HR Risk, Policies, Procedures, Compliance & Controls

• To ensure strong operational control in supporting compliance, audit readiness, and risk mitigation. Operates within control frameworks defined by the Manager, escalating risks and ensuring issues are tracked and resolved. To ensure HR policies and procedures are properly implemented, communicated, and adhered to, maintaining compliance with legal and organisational requirements. Supports implementation under the Manager’s oversight, with escalations on policy interpretation, governance issues, and compliance risks.
• Support the rollout and communication of HR policies and procedures
• Maintain policy trackers and ensure documentation is current
• Monitor adherence to HR policies and flag compliance gaps
• Maintain accurate HR compliance trackers
• Monitor contract renewals, permits, and policy timelines
• Identify and escalate compliance issues and risks
• Support implementation of internal controls across HR processes

HR Systems, Data & Reporting

• To ensure accurate HR data management and effective use of HR systems, supporting reliable reporting and operational decision-making. Provides data and reports under the Manager’s guidance, who leads on analytics, insights, and reporting to senior leadership.
• Undertakes routing audits of the HRIS and employee data, ensuring accuracy and
  completeness
• Generate routine HR reports (headcount, demographics, gender pay gap, compliance metrics)
• Support data collation for HR analytics and reporting
• Ensure data confidentiality and compliance with data protection standards

Employee Wellbeing & Engagement Support

• To support the delivery of employee wellbeing initiatives that enhance staff experience, engagement, and productivity. Implements programmes designed by the Manager, providing feedback and operational insight to inform improvements.
• Coordinate implementation of wellbeing programmes and activities
• Support engagement initiatives and employee feedback mechanisms
• Track participation and gather feedback on initiatives
• Respond to staff queries related to wellbeing programmes
• Support the Employee Resource Groups (ERP) implement wellbeing aspects of their
  operational plans

Occupational Safety and Health (OSH), & Safeguarding

• To support the organisation in maintaining safe, compliant, and well-managed working environments, in line with OSH and safeguarding standards. Executes processes under the Manager’s supervision, who retains accountability for risk oversight and compliance assurance.
• Support implementation of OSH and safeguarding programmes in coordination with the
  Safeguarding Officers
• Maintain safety records, compliance documentation, and incident logs
• Coordinate audits and compliance checks
• Support awareness and training initiatives

Equity, Diversity & Inclusion (EDI) Support

• To support the embedding of equity, diversity, and inclusion practices in HR operations, ensuring fairness and consistency. Supports implementation of EDI and Staff Welfare priorities set by the Manager and broader HR strategy.
• Support data collection and reporting on diversity metrics
• Assist in coordination of Staff Welfare and EDI initiatives
• Facilitates the EDI data collection for reporting
• Support EDI champions implement EDI specific initiatives at pillar level
• Ensure HR processes reflect inclusive practices

Multi-Jurisdiction & Employment Administration

• To support the administration of multi-country employment arrangements, ensuring documentation and processes are compliant and well managed. Supports execution under the Manager’s leadership, who oversees legal, cost, and governance aspects.
• Work with the Manager Operations and EORs to support contract management, novation,
  work permit applications, alternative work arrangements and onboarding employees to EOR
• Support management of multi-jurisdiction employment records and contracts
• Assist in coordinating processes with Employers of Record (EOR) providers
• Track deliverables, documentation, and service performance of EORs
• Maintain accurate records for staff across jurisdictions
• Trigger payroll actions for employees with EORs

Stakeholder Support & HR Advisory

• To provide responsive and professional HR operational support to staff and managers, ensuring clarity and smooth execution of HR processes. Escalates complex or sensitive matters to the Manager, who provides higher-level advisory and decision-making.
• Act as first point of contact for HR operational queries
• Provide guidance on HR processes, policies, and systems
• Support communication of HR updates and initiatives
• Collaborate with Finance, Procurement, and Corporate Services teams
• Handle confidential matters with discretion

Carry out any other duties or special assignments as assigned by the Management.

PERSON SPECIFICATIONS

Qualifications and Education

• A master’s degree with at least 3 years’ experience in Human Resources, or a bachelor’s degree with at least 4 years’ experience in Human Resources
• Either professional membership of Chartered Institute of Personnel & Development or other
  certificating body OR the degree is in Human Resource Management
• Excellent written and spoken English

Essential Experience, Knowledge, and Skills

• Strong understanding of HR operations processes, including payroll, benefits administration,employee records, and compliance requirements
• Working knowledge of labour laws and statutory obligations relevant to employee management
• Understanding of HR policies, procedures, and governance frameworks, and how they are applied in practice
• Familiarity with HR systems (HRIS) and data management principles
• Basic understanding of multi-jurisdiction employment arrangements and compliance considerations
• High attention to detail and accuracy in managing HR data related to the role e.g. for payroll
• Strong organisational and process management skills, with the ability to manage multiple activities simultaneously
• Analytical skills to compile, track, and interpret HR data and reports
• Effective communication and stakeholder support skills to respond to staff queries and coordinate across teams
• Ability to apply policies and procedures consistently and identify when to escalate issues
• Proficiency in HRIS, Excel, and reporting tools
• Experience supporting HR compliance, audits, and documentation control
• Experience working in a structured, process-driven environment (ideally multi-country or donor-funded)
• Exposure to HR systems and digital tools for managing employee data and reporting

Key Success Measures

Accuracy & Timeliness of HR Operations

• Payroll, benefits, contracts, and HR records are processed accurately and on time, with minimal errors
• Holds the HR Assistant to deliver HRIS data that is consistently complete, up to date, and reliable

Compliance & Audit Readiness

• All HR policies, and processes are fully compliant with legal and organisational requirements
• Audit requirements are met with minimal findings and timely closure of issues

Quality of HR Data & Reporting

• Regular HR reports (headcount, benefits, compliance trackers) are accurate, timely, and decision-useful
• HR data supports effective monitoring of workforce and operational risks

Service Delivery & Stakeholder Satisfaction

• Staff and managers receive responsive, reliable, and professional HR support
• Positive feedback on HR operations service (queries resolved quickly, processes clear and efficient

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Job Summary

• The Manager, HR Operations & Governance is responsible for leading the design, delivery, and continuous improvement of FSD Africa’s HR operations and governance framework.
• The role ensures that HR systems, policies, and processes are efficient, compliant, risk-aware, and data-driven, supporting the organisation’s strategic objectives in a complex, multi-donor and project-based environment.
• The role provides organisation-wide leadership across key HR operations programmes including compensation and benefits, HR policy and procedure governance, multijurisdictional contract management, employee wellbeing, occupational health and safety, and equity, diversity and inclusion (EDI) while embedding strong governance, compliance, and risk management practices.
• The role ensures that HR operations not only function effectively but actively contribute to organisational performance, cost stewardship, workforce productivity, and management-level assurance on people-related risks.

KEY RESPONSIBILITIES AND ROLE REQUIREMENTS

Strategy & Planning

• Work closely with the Director of HR & Talent Management to execute an HR strategy that supports the programmes strategic goals for growth, operational effectiveness, and impact.
• Lead the development and implementation of a robust HR operations and governance framework, ensuring alignment with organisational strategy and donor requirements
• Establish and maintain clear governance structures, controls, and accountability mechanisms
  across all HR operations processes
  Ensure HR operations are delivered through standardised, efficient, and scalable processes across the organisation
  Act as custodian of HR policies, procedures, and systems, ensuring they reflect current legal
  requirements and global good practice
  Provide strategic advice to leadership on HR operational risks, compliance issues, and governance priorities

Compensation, Benefits & HR Cost Governance

• The role works with the Director HR & Talent Management to ensure that FSD Africa’s compensation and benefits framework is competitive, equitable, and aligned to organisational needs, enabling attraction and retention of talent. It also provides strong governance and oversight of all workforce costs, ensuring financial discipline, compliance, and clear insight for leadership decision-making.
• Work with the Director HR & Talent Management to design and implementation of a total remuneration framework aligned to market competitiveness, internal equity, and affordability
• In collaboration with the Director HR & Talent Management implement salary reviews, benchmarking, and pay equity analysis (including gender equity and fairness reviews)
• In coordination with the Finance (Payroll) manage payroll cycles consistently and accurately
• Manage and optimise employee benefits (medical, pension, insurance), ensuring value for money and vendor accountability
• Strengthen governance over HR cost drivers including payroll, benefits, and leave liability
• Provide leadership with regular insights and reporting on HR costs and workforce trends to inform decision-making

HR Policies and Procedures, Compliance & Audit

• The role ensures that all HR policies and procedures are current, compliant with legal and organisational requirements, and consistently applied across the organisation, providing a strong governance framework. It also leads audit readiness and compliance oversight, ensuring risks are identified, controls are effective, and any audit findings are addressed promptly to maintain organisational integrity and accountability.
• With Director, HR & Talent Management, oversee the management and governance of multijurisdictional employment contracts, ensuring compliance with local labour laws, organisational policies, and donor requirements across all operating geographies
• Oversee relationships with and performance of Employers of Record (EOR) providers, ensuring contractual compliance, cost efficiency, and high-quality service delivery while mitigating legal, tax, and reputational risks
• Lead the development, routine review, socialization and governance of HR policies and procedures, ensuring alignment with statutory requirements and evolving organisational needs
• Maintain a structured policy review and approval cycle, ensuring timely updates and approvals
• Ensure effective communication and embedding of policies across the organisation
• Lead HR audit readiness, coordinating all documentation and ensuring timely closure of audit
  findings. Undertake desktop compliance reviews and conduct pillar audit readiness checks to mitigate against breaches in policy, procedure or compliance
• Ensure full compliance with local labour laws, donor requirements, and internal policies
• Ensure that all legal/statutory requirements associated with the employment of project staff are fulfilled (including immigration requirements and contracting)
• Prepare for and support audits; ensure that any corrective actions relating to HR management are closed out in a timely manner

HR Operations Excellence & Digital Systems Management

• The role ensures that HR operations are efficient, standardised, and supported by robust digital systems, enabling consistent and high-quality service delivery across the organisation. It also drives the use of HR data, systems, and analytics to improve decision-making, enhance operational efficiency, and provide reliable workforce insights to leadership.
• Work with the Assistant Manager, Operations and lead the continuous improvement of HR operations processes to ensure efficiency, consistency, and high-quality service delivery
• Drive effective utilisation and optimisation of HRIS and digital tools, enhancing automation and reducing manual processes
• Ensure data integrity, accuracy, and security of all HR systems and records
• Develop and maintain HR dashboards and reporting frameworks to support decision-making
• Establish a service-oriented HR operations model that supports managers and staff effectively

Employee Wellbeing & Organisational Climate

• The role ensures the design and delivery of a holistic employee wellbeing and organisational climate strategy that supports staff productivity, engagement, and retention. It also enables leadership to monitor and improve organisational culture through data, feedback, and targeted interventions, ensuring a positive and inclusive working environment.
• Work with Director HR & Talent Management to design and implement an organisation-wide employee wellbeing strategy addressing physical, mental, and financial wellbeing
• Monitor the effectiveness of wellbeing initiatives through data, feedback, and engagement metrics
• Lead employee consultation and feedback mechanisms to ensure staff voice is reflected in decision-making
• Support initiatives that strengthen organisational culture, engagement, and retention

Occupational Health, Safety & Safeguarding

• The role ensures that the organisation maintains safe, secure, and legally compliant working conditions, protecting staff through effective implementation of occupational health, safety, and safeguarding frameworks. It also provides proactive oversight of safety and safeguarding risks, ensuring timely identification, reporting, and mitigation to uphold duty of care and organisational integrity.
• Ensure full compliance with Occupational Health and Safety (OHS) policy and procedure
• Coordinate and support the Safeguarding Officers in the implementation of safeguarding policies and standards
• Lead the OSH Committee in the implementation and monitoring of safety protocols, audits, and compliance requirements
• Partner with Corporate Services and leadership to ensure staff safety, duty of care, and risk preparedness
• Maintain appropriate reporting and escalation mechanisms for safety and safeguarding risks

Equity, Diversity & Inclusion

• The role ensures the organisation embeds equity, diversity, and inclusion (EDI) across all HR processes and the employee lifecycle, promoting a fair, inclusive, and representative workplace. It also enables leadership to monitor diversity outcomes and address gaps through data-driven insights and targeted interventions, strengthening organisational culture and performance.
• With the Director HR & Talent Management lead the EDI Committee and Employee Resource Group in the implementation of the organisation’s EDI strategy across organisation programmes, HR operations and employee lifecycle
• Monitor and report on diversity metrics and inclusion indicators
• Oversee the publication of relevant scheduled reports e.g. Gender Pay Gap reports, EDI reports
• Work with functional leads in HR and pillar level to respond to Soft Controls Audit feedback on EDI and embed inclusive practices across recruitment, rewards, policies, and organisational culture
• Provide insights and recommendations to leadership to address gaps and strengthen inclusion

HR Risk Management & Analytics

• The role ensures the organisation proactively identifies, monitors, and mitigates HR-related risks, safeguarding workforce stability, compliance, and operational performance. It also leverages HR data and analytics to generate actionable insights, enabling leadership to make informed decisions on workforce trends, risks, and strategic priorities.
• Identify, assess, and manage HR-related risks including workforce capacity, compliance exposure, and retention risks
• Develop and maintain HR risk dashboards and reports for senior management review
• Analyse workforce and HR data to identify trends and recommend targeted interventions
• Ensure alignment between HR operations data and overall organisational performance frameworks
• Manage HR project budget ensuring that finances are utilised in line with FSD Africa's policies and procedures; monitor carefully to ensure that anticipated business benefits are realised
• Ensure full understanding of HR-related risks and the risk management protocols that need to be in place
• Identify and assess HR risks across the project lifecycle, including staffing continuity, compliance with local labour laws, safeguarding, and reputational risks
• Implement all aspects of the Risk Management framework relating to HR Operations

Stakeholder Engagement & Advisory

• The role ensures effective engagement with stakeholders and delivery of trusted HR advice, supporting leaders to make informed decisions on people, governance, and operational matters. It also enables clear communication, alignment, and collaboration across the organisation, ensuring HR policies, processes, and initiatives are well understood and effectively implemented.
• Support organisational change initiatives, including restructuring, growth, and new programme implementation
• Ensure effective communication of HR processes, policies, and updates across the organisation
• Build strong relationships with internal and external stakeholders (vendors, auditors, regulators)
• Oversee internal communication efforts related to HR processes, policy rollouts, learning opportunities, and change management, ensuring clarity, transparency, and staff engagement throughout the project lifecycle
• Act as a communication bridge between HR pillar, project leadership, and staff, ensuring feedback loops on HR operations are maintained, concerns are addressed promptly, and updates are cascaded effectively
• Respond to routine staff queries on HR processes, policies, and entitlements; escalate complex issues as needed
• Coordinate initiatives that promote inclusion, staff wellbeing, and constructive feedback channels across the organisation
• Handle confidential matters with discretion

Carry out any other duties or special assignments as assigned by the Management.

PERSON SPECIFICATIONS

Qualifications and Education

• Master’s degree and 6 years of experience or bachelor’s degree and 8 -10 years of experience
• Professional qualification (e.g. CIPD or equivalent)
• Experience in managing end to end HR function in a multi-donor and multijurisdictional labour environment

Essential Experience, Knowledge, and Skills

• Proven experience in HR operations leadership, including compensation, benefits, and HR systems
• Strong experience in HR governance, compliance, and audit environments
• Demonstrated ability to use HR data and analytics to drive decision-making
• Experience working in a complex, multi-country or donor-funded environment is desirable
• Strong understanding of labour laws and HR compliance requirements
• High level of financial and analytical capability, particularly in HR cost management
• Excellent stakeholder management and influencing skills

Key Success Measures

•  Efficient and high-quality HR operations service delivery
• Strong compliance and audit outcomes (minimal or no major findings)
• Improved visibility and management of HR costs and workforce data
• Positive employee engagement and wellbeing indicators
• Effective identification and mitigation of HR risks
• High satisfaction from leadership on HR operational support