Purpose of the Role

The Manager HR, Performance & Culture will lead the organization’s people agenda with a clear mandate: build a high-performing, accountable, and future-ready workforce. The role goes beyond administration to drive performance management, workforce analytics, digital HR systems, and progressive use of data and AI to improve productivity, retention, and organizational culture.

Key Responsibilities

1. People Operations & Workforce Governance

• Oversee end-to-end HR operations across the employee lifecycle, ensuring compliance with labor laws, donor requirements, and safeguarding standards.
• Ensure accurate, auditable HR records, contracts, attendance, leave, and payroll inputs through robust systems—not manual fixes.
• Streamline HR SOPs to reduce friction, delays, and managerial dependency.

2. Performance Management & Productivity

• Design, implement, and continuously improve a results-oriented performance management system (OKRs/KPIs, appraisals, PIPs).
• Enable managers to move from supervision to performance coaching and accountability.
• Track productivity indicators (attendance quality, output ratios, workload balance) and flag performance risks early.

3. HR Analytics, Digital Systems & AI Use

• Build and maintain HR dashboards covering headcount, turnover, absenteeism, performance distribution, learning uptake, and retention risk.
• Lead adoption of HRIS, digital attendance, and performance tools, ensuring data integrity and usability.
• Pilot AI-enabled tools for CV screening, learning recommendations, engagement surveys, and attrition risk analysis—ethically and responsibly.
• Translate HR data into clear management insights, not static reports.

4. Talent, Learning & Leadership Development

• Strengthen recruitment and onboarding to reduce time-to-productivity.
• Drive learning strategies linked directly to performance gaps, leadership needs, and succession planning.
• Track training ROI and behavioral change—not just participation.

5. Culture, Wellbeing & Engagement

• Actively shape a culture of ownership, professionalism, inclusion, and psychological safety.
• Lead staff engagement surveys and convert findings into visible management actions.
• Embed wellbeing and duty of care into systems, not ad-hoc activities.

6. Strategic HR Advisory

• Serve as a strategic partner to the CEO and senior management on workforce planning, structure, incentives, and change management.
• Anticipate people risks linked to growth, funding volatility, and operational scale.

Reporting Line - Reports to the Chief Executive Officer

Job Specification - Education & Experience

• Minimum 16 years of education in HR, Management, or related field; professional HR certification preferred.
• 3-5 years of progressive HR experience, with at least 3 years in a managerial role. Experience in development, humanitarian, or multi-project organizations strongly preferred.

Core Competencies

1. People friendly and energetic
2. Comfort experimenting with AI-assisted HR tools while managing ethical and data-privacy risks.
3. Performance-driven, systems-oriented, and comfortable challenging weak practices.
4. High integrity, discretion, and sound judgment.
5. Forward-looking, adaptive, and solution-focused—not process-bound.