JOB DETAILS:
Position Overview
• Educate!, a high-growth and award-winning non-profit social enterprise, is seeking a dynamic people & talent leader to continue building a best-in-class people & talent function that drives organizational growth and impact.
• Educate! grew 20x in the 6 years before COVID, and over the next 3 years plans to grow 3-5x more. We believe that our people are at the core of our success and will be a critical lever for future growth. We aspire to be the social enterprise with the best talent in East Africa and the best known for developing talent, with a focus on developing African leaders – and we need the right talent leader to get us there.
• The right person for this role will have exceptional emotional intelligence and communication skills; enjoy taking a modern, flexible, creative, and strategic approach to all things people; and thrive in a high-growth environment. You’ll also need to love the entire process of building systems for scale, from identifying needs to completing roll-out of a solution. Varied experience working across multiple sectors and/or cultural contexts is preferred.
• About Educate!
• What if there was a way to measurably change the trajectory of the lives of youth across Africa? Since its launch in 2009, Educate! has worked to do just this, delivering outsized impacts at scale and at disproportionately low cost, through a product-led approach to youth development. As a disruptive, not-for-profit, social enterprise, our team leverages an obsession with evidence and entrepreneurial drive to tackle one our planet's greatest challenges - unlocking the potential of its youngest continent.
• Educate!’s core model combines training in key skills with access to practical experience starting a business and mentorship, a formula that has been validated by several independent evaluations. This model is distributed through products targeting two lead channels. First, Educate! works with governments to help reform education systems at scale through policy change, teacher behavior change and tech-enabled products targeting systems-level sustainability, while also working directly with select schools. Second, Educate! builds employment-focused bootcamps and business support services targeting out-of-school youth left out of the education system. To date, more than 200,000 youth have been meaningfully impacted by this model across Uganda, Rwanda and Kenya and along the way Educate! has become the largest youth skills provider in East Africa.
• Educate! is a team of over 160 largely African staff and 200 volunteer youth mentors. We prioritize building an engaging, fulfilling and growth oriented work environment. 50% of our top 30 leaders have been with us for over 5 years, 10+ alumni have started other organizations and 5 current or former team members were Acumen Fund East Africa fellows.
• We have been backed by top foundations and product leaders such as Imaginable Futures, Big Bang Philanthropy, Echoing Green, the 1st Google Employee’s foundation, the head of Google Search and Rippleworks Foundation. Educate! won a 2018 Klaus J. Jacobs Prize and a 2015 WISE Award, and has been highlighted by Bill Gates, in the World Bank’s S4YE's Impact Portfolio, an Al Jazeera documentary, BBC, and The Brookings Institution as one of 14 case studies in their global scaling education learning initiative. Educate! was also selected by the UN’s Generation Unlimited as 1 of 20 innovative youth solutions and by the Bill and Melinda Gates Foundation as a Goalkeepers Accelerator.
• Educate!'s long-term vision is to design solutions that measurably impact millions of youth across Africa each year. We grew 20x in the 6 years before COVID, and over the next 3 years plan to grow 3-5x towards this vision.
Core Responsibilities
Make sure that the people & talent function continues to act as a driver of Educate!’s growth and impact
As Global Director of People, you’ll own the function’s overall strategy and philosophies, organizational design and staffing; and performance measurement.
• Develop and regularly check into a three-year talent strategy, objectives, and activities aligned to organizational strategy.
• Create and/or update core philosophies of the people & talent function and sub-functions (eg compensation philosophy and benchmarking, performance management philosophy, DEI philosophy, cultural tenets) and make sure they are widely understood across the talent & HR teams, leadership team, and organization more broadly.
• Regularly check into the design of the function, ensuring that work is appropriately divided between global and country teams and the roles of each are clear.
• Ensure that the function has the right people in the right roles to support high performance.
• Develop metrics for assessing success of the talent function, and use them to continually improve the function’s performance.
Build, improve, and support implementation of org-wide talent management systems that will help drive Educate!’s strategy.
Educate! is growing, and our Global Director of People will make sure that our people processes, standards, and resources are customized for the organization’s needs as we scale.
• Regularly check in with leaders to understand what’s working and what’s not, and to prioritize builds/improvements that will have the greatest strategic impact.
• Build and/or improve standards, processes, and resources in all parts of the people and talent function including recruitment, onboarding, performance management, learning & development, engagement, culture, and retention.
• Ensure that processes, standards, and resources are user-friendly, aligned to Educate!’s strategy and values, rolled out effectively, and have internal feedback loops.
Provide strategic guidance and operational oversight for global & executive recruiting, centrally-run people operations, and org-wide internal communications.
Most of Educate!’s day-to-day HR functions are overseen by country (business unit) leaders with a dotted line to the regional Head of People Operations. As the Global Director of People, you’ll lead the teams that execute our most specialized people processes and support country HR teams.
• Manage and coach the Director of Talent Acquisition & Leadership Development to lead a best-in-class recruiting operation that can continue building a team of top talent with an emphasis on African leadership.
• Manage and coach the Head of People Operations for East Africa and maintain a dotted-line relationship with the US People & Ops Lead – ensuring that core people processes and policies run smoothly and are aligned to strategy.
• Coach and support the Head of People Ops for East Africa in his role as a leader, advisor, and capacity-builder for country HR teams.
• Work with country teams and global ops to ensure seamless global HR operations.
Be the strategic and operational business partner for Educate!’s senior leadership team.
You’ll work closely with senior leaders to support their key people needs like team cohesion, compensation management, and performance reviews; navigate through change management when needed; handle obstacles like performance challenges; and lead high-level strategic people initiatives.
• Lead major change management processes and build organizational capacity to manage change, including supporting other leaders to roll out smaller changes.
• Support senior leaders with strategic planning on the people side, including planning for workforce growth and development, pipeline/succession planning and organizational design
• Build talent management capacity across the org through developing institutional resources & expertise and providing coaching & resources to talent/HR teams
• Consult on talent management challenges across the org
• Lead and/or support selected internal communications, including global internal comms function and any sensitive global, country, or individual communications
• Be the HR and talent point person for the senior leadership team – supporting with onboarding, offboarding, talent reviews, and contract renewals.
• Manage compensation for senior team.
Qualifications and Requirements
o At least 10-15 years of work experience, with significant management and leadership experience
o Education or non-profit background NOT required, but excitement about working for a purpose-driven organization is
o Understanding of people and passion for developing people
o Experience in a high-growth and high-performance environment
o Experience working with distributed teams is a plus
o A good fit with our Five Cultural Tenets (see “What is Educate! About?” Below; learn more by looking at Educate!’s culture deck here)
o Meaningful time spent in the Global South and ideally East Africa is required.
• Candidates of African nationality or descent strongly encouraged to apply.
Location and Time Zones
• Candidates based in Africa are strongly preferred; willingness to travel to and within East Africa is a must.
• Candidates outside of Africa may be considered as long as they are able to travel and located in a time zone where it is easy to work majority of the East Africa work day (such as Europe or the UK).
Position Overview
• Educate!, a high-growth and award-winning non-profit social enterprise, is seeking a dynamic people & talent leader to continue building a best-in-class people & talent function that drives organizational growth and impact.
• Educate! grew 20x in the 6 years before COVID, and over the next 3 years plans to grow 3-5x more. We believe that our people are at the core of our success and will be a critical lever for future growth. We aspire to be the social enterprise with the best talent in East Africa and the best known for developing talent, with a focus on developing African leaders – and we need the right talent leader to get us there.
• The right person for this role will have exceptional emotional intelligence and communication skills; enjoy taking a modern, flexible, creative, and strategic approach to all things people; and thrive in a high-growth environment. You’ll also need to love the entire process of building systems for scale, from identifying needs to completing roll-out of a solution. Varied experience working across multiple sectors and/or cultural contexts is preferred.
• About Educate!
• What if there was a way to measurably change the trajectory of the lives of youth across Africa? Since its launch in 2009, Educate! has worked to do just this, delivering outsized impacts at scale and at disproportionately low cost, through a product-led approach to youth development. As a disruptive, not-for-profit, social enterprise, our team leverages an obsession with evidence and entrepreneurial drive to tackle one our planet's greatest challenges - unlocking the potential of its youngest continent.
• Educate!’s core model combines training in key skills with access to practical experience starting a business and mentorship, a formula that has been validated by several independent evaluations. This model is distributed through products targeting two lead channels. First, Educate! works with governments to help reform education systems at scale through policy change, teacher behavior change and tech-enabled products targeting systems-level sustainability, while also working directly with select schools. Second, Educate! builds employment-focused bootcamps and business support services targeting out-of-school youth left out of the education system. To date, more than 200,000 youth have been meaningfully impacted by this model across Uganda, Rwanda and Kenya and along the way Educate! has become the largest youth skills provider in East Africa.
• Educate! is a team of over 160 largely African staff and 200 volunteer youth mentors. We prioritize building an engaging, fulfilling and growth oriented work environment. 50% of our top 30 leaders have been with us for over 5 years, 10+ alumni have started other organizations and 5 current or former team members were Acumen Fund East Africa fellows.
• We have been backed by top foundations and product leaders such as Imaginable Futures, Big Bang Philanthropy, Echoing Green, the 1st Google Employee’s foundation, the head of Google Search and Rippleworks Foundation. Educate! won a 2018 Klaus J. Jacobs Prize and a 2015 WISE Award, and has been highlighted by Bill Gates, in the World Bank’s S4YE's Impact Portfolio, an Al Jazeera documentary, BBC, and The Brookings Institution as one of 14 case studies in their global scaling education learning initiative. Educate! was also selected by the UN’s Generation Unlimited as 1 of 20 innovative youth solutions and by the Bill and Melinda Gates Foundation as a Goalkeepers Accelerator.
• Educate!'s long-term vision is to design solutions that measurably impact millions of youth across Africa each year. We grew 20x in the 6 years before COVID, and over the next 3 years plan to grow 3-5x towards this vision.
Core Responsibilities
Make sure that the people & talent function continues to act as a driver of Educate!’s growth and impact
As Global Director of People, you’ll own the function’s overall strategy and philosophies, organizational design and staffing; and performance measurement.
• Develop and regularly check into a three-year talent strategy, objectives, and activities aligned to organizational strategy.
• Create and/or update core philosophies of the people & talent function and sub-functions (eg compensation philosophy and benchmarking, performance management philosophy, DEI philosophy, cultural tenets) and make sure they are widely understood across the talent & HR teams, leadership team, and organization more broadly.
• Regularly check into the design of the function, ensuring that work is appropriately divided between global and country teams and the roles of each are clear.
• Ensure that the function has the right people in the right roles to support high performance.
• Develop metrics for assessing success of the talent function, and use them to continually improve the function’s performance.
Build, improve, and support implementation of org-wide talent management systems that will help drive Educate!’s strategy.
Educate! is growing, and our Global Director of People will make sure that our people processes, standards, and resources are customized for the organization’s needs as we scale.
• Regularly check in with leaders to understand what’s working and what’s not, and to prioritize builds/improvements that will have the greatest strategic impact.
• Build and/or improve standards, processes, and resources in all parts of the people and talent function including recruitment, onboarding, performance management, learning & development, engagement, culture, and retention.
• Ensure that processes, standards, and resources are user-friendly, aligned to Educate!’s strategy and values, rolled out effectively, and have internal feedback loops.
Provide strategic guidance and operational oversight for global & executive recruiting, centrally-run people operations, and org-wide internal communications.
Most of Educate!’s day-to-day HR functions are overseen by country (business unit) leaders with a dotted line to the regional Head of People Operations. As the Global Director of People, you’ll lead the teams that execute our most specialized people processes and support country HR teams.
• Manage and coach the Director of Talent Acquisition & Leadership Development to lead a best-in-class recruiting operation that can continue building a team of top talent with an emphasis on African leadership.
• Manage and coach the Head of People Operations for East Africa and maintain a dotted-line relationship with the US People & Ops Lead – ensuring that core people processes and policies run smoothly and are aligned to strategy.
• Coach and support the Head of People Ops for East Africa in his role as a leader, advisor, and capacity-builder for country HR teams.
• Work with country teams and global ops to ensure seamless global HR operations.
Be the strategic and operational business partner for Educate!’s senior leadership team.
You’ll work closely with senior leaders to support their key people needs like team cohesion, compensation management, and performance reviews; navigate through change management when needed; handle obstacles like performance challenges; and lead high-level strategic people initiatives.
• Lead major change management processes and build organizational capacity to manage change, including supporting other leaders to roll out smaller changes.
• Support senior leaders with strategic planning on the people side, including planning for workforce growth and development, pipeline/succession planning and organizational design
• Build talent management capacity across the org through developing institutional resources & expertise and providing coaching & resources to talent/HR teams
• Consult on talent management challenges across the org
• Lead and/or support selected internal communications, including global internal comms function and any sensitive global, country, or individual communications
• Be the HR and talent point person for the senior leadership team – supporting with onboarding, offboarding, talent reviews, and contract renewals.
• Manage compensation for senior team.
Qualifications and Requirements
o At least 10-15 years of work experience, with significant management and leadership experience
o Education or non-profit background NOT required, but excitement about working for a purpose-driven organization is
o Understanding of people and passion for developing people
o Experience in a high-growth and high-performance environment
o Experience working with distributed teams is a plus
o A good fit with our Five Cultural Tenets (see “What is Educate! About?” Below; learn more by looking at Educate!’s culture deck here)
o Meaningful time spent in the Global South and ideally East Africa is required.
• Candidates of African nationality or descent strongly encouraged to apply.
Location and Time Zones
• Candidates based in Africa are strongly preferred; willingness to travel to and within East Africa is a must.
• Candidates outside of Africa may be considered as long as they are able to travel and located in a time zone where it is easy to work majority of the East Africa work day (such as Europe or the UK).
JOB DETAILS:
Summary
• The Compensation and Benefits Officer is a member of the Human Resource team and will be responsible for all functions related to the compensation of employees and trainees. He/She will oversee, manage and administer employee rewards, perks, and benefits.
Key duties and responsibilities:
1. Preparing staff payroll on a monthly basis and producing payment schedules in line with the statutory requirements
2. Preparing NSSF report, and PAYE report on a monthly basis in line with the statutory requirements
3. Preparing provident fund report on a monthly basis in line with the incentive scheme policy
4. Processing of staff loans in line with the staff loan policy
5. Processing of terminal benefits and provident fund
6. Obtain regular market intelligence on compensation and competition
7. Coordinating the annual salary reviews
8. Managing the administration of medical insurance
9. Processing of Long Service Awards, Acting allowance, Upcountry allowance, Fuel allowance
10. Submitting monthly Human Resource reports to the Head of Human Resources i.e Staff list, Staff Turnover report, Mapped reports, FINTRACK and staff leave balances.
Competencies
To perform the job successfully, an individual should demonstrate the following competencies:
• Must be able to perform analysis using a variety of analytical tools (e.g. Excel, Tableau, etc.), including the use of relational databases, Strong spreadsheet skills, and the ability to use BI software tools.
• Good communication and presentation skills
• High Integrity/Ethical
• Result-oriented and attentive to detail
• Excellent relationship management and organizational skills
• Professionalism
Qualifications and Experience
1. Bachelor’s Degree in Human Resources, Business Administration, or a similar relevant field.
2. Post Graduate Diploma in Human Resource Management is a must
3. Data Analytics knowledge is an added advantage
4. Experience with HRIS software Management experience desirable;
At least 2 years of employment experience in a human resources-related role, preferably in a Financial Institution, and knowledge of the best practice
Knowledge of Proficient with basic financial skills and Knowledge of local labor law, employment practices, industrial relations, and Immigration law
Summary
• The Compensation and Benefits Officer is a member of the Human Resource team and will be responsible for all functions related to the compensation of employees and trainees. He/She will oversee, manage and administer employee rewards, perks, and benefits.
Key duties and responsibilities:
1. Preparing staff payroll on a monthly basis and producing payment schedules in line with the statutory requirements
2. Preparing NSSF report, and PAYE report on a monthly basis in line with the statutory requirements
3. Preparing provident fund report on a monthly basis in line with the incentive scheme policy
4. Processing of staff loans in line with the staff loan policy
5. Processing of terminal benefits and provident fund
6. Obtain regular market intelligence on compensation and competition
7. Coordinating the annual salary reviews
8. Managing the administration of medical insurance
9. Processing of Long Service Awards, Acting allowance, Upcountry allowance, Fuel allowance
10. Submitting monthly Human Resource reports to the Head of Human Resources i.e Staff list, Staff Turnover report, Mapped reports, FINTRACK and staff leave balances.
Competencies
To perform the job successfully, an individual should demonstrate the following competencies:
• Must be able to perform analysis using a variety of analytical tools (e.g. Excel, Tableau, etc.), including the use of relational databases, Strong spreadsheet skills, and the ability to use BI software tools.
• Good communication and presentation skills
• High Integrity/Ethical
• Result-oriented and attentive to detail
• Excellent relationship management and organizational skills
• Professionalism
Qualifications and Experience
1. Bachelor’s Degree in Human Resources, Business Administration, or a similar relevant field.
2. Post Graduate Diploma in Human Resource Management is a must
3. Data Analytics knowledge is an added advantage
4. Experience with HRIS software Management experience desirable;
At least 2 years of employment experience in a human resources-related role, preferably in a Financial Institution, and knowledge of the best practice
Knowledge of Proficient with basic financial skills and Knowledge of local labor law, employment practices, industrial relations, and Immigration law
JOB DETAILS:
• This is an amazing opportunity for a passionate and talented HR leader to innovate alongside a stellar growing people team that is passionate and driven. You’ll be tasked with ensuring our core people processes and policies keep pace with the changes in the company and cultivate an environment where each M-KOPAn thrives. Prepare yourself for a growth experience that accelerates your journey as an HR professional - playing a key role on our shared services team and moving us to a progressive shared service model that supports scale into new markets.
• To be successful in this role, you will take a true partnership approach to your work, thoughtfully balancing the needs of the people team and the broader organization. You will also work collaboratively with HR Centers of Excellence and the HR Business Partner function to develop and deliver integrated People solutions seamlessly and assist the regions as required.
Core Operations
• Build and manage the HR Operations Team to meet and continually improve transactional efficiencies and develop mechanisms to promote consistency in the application of these across the HR Operations Team
• Partner effectively with our Centers of Excellence (Performance Management, Recruitment, Learning, and Development) and HRBPs to ensure HR operational processes meet business needs
• Accountable for implementation, maintenance, and management of M-KOPA’s HR Information Systems, including ensuring the establishment of an implementation plan and team, sensitization of staff, and overall adoption across the board.
• Custodian of HR policies, leading the charge in developing and documenting HR policies and guidelines. This includes managing and implementing established policies and practices as well as ensuring sensitization/awareness of these policies by all levels in the organization.
• Liaise with our Legal and Compliance team to ensure HR Compliance of policies with employment legislation and internal organizational practices. Responsible for managing, inventorying, assessing, controlling, and developing compliant policies/procedures to reduce risk
• Establish and oversee the Global HR Ticketing System (including required KPIs and SLAs) to provide greater visibility of requests/response time as well as ensure that this service meets internal and external data protection and confidentiality standards and that it is continuously developed to meet the changing needs within the organization
• Lead on process optimization to achieve excellence in transactional service delivery through removing duplication, and unnecessary steps/checks, introducing regular quality checks and defining respective roles and responsibilities with greater clarity
• Point person for people data. This entails managing general requests data from HRIS and other functions within the people team (e.g. demographic, retention, and advancement data, etc), managing historic and current data, and fulfilling one-off reporting requests to various stakeholders
• Drive effective coordination (records and document processing) between HR Shared Services and the in-house payroll management team. This also includes direct management of 3rd party contract management and payroll.
• Monitor new laws or regulations related to HR compliance and drive continuous process improvement as well as documentation
• Manage local vendor relationships and SLAs to optimize operational effectiveness and employee experience (Global Mobility, Medical, GPA/WIBA/GLA, HRIS)
• Measure and monitor existing employee relations, wellness, and welfare programs and experiences to track impact and adjust accordingly
• Develop and implement mechanisms in collaboration with HRBPs to coach line managers in handling employee issues including employment law and internal policy application queries i.e. grievance and disciplinary matters and so forth
• Develop, implement and review appropriate guidelines and procedures related to shared services and ensure all services delivered are done in line with this
• Provide line management support to the Shared Services Team through regular 1:1 meetings, feedback, and performance appraisals, along with effective coaching and direction, to ensure that process improvements are successfully articulated, agreed upon, embedded and where appropriate, reviewed.
• Place our greatest asset - OUR PEOPLE at the center of everything we do
• Work closely with HRBPs and other HR functional HoDs to improve how we manage HR transactions based on creating process efficiencies and service level improvements.
Coach, Inspire, Influence
• Build and lead a team of operational generalists and specialists that are knowledgeable, driven, and deliver impeccable customer service
• Ensure positive internal and external working relationships within the HR Operations Team and with their stakeholders/customers;
• Provide timely and actionable feedback to your team, bring a growth mindset to developing and coaching them
Connecting with M-KOPAns
• Cultivate and nurture strong relationships with key stakeholders, other internal teams, and most importantly within People Team to become a trusted advisor.
• Enhance information sharing, modeling transparency, and openness in how you engage
Temperament
• Lead heart first, care deeply about both people and outcomes
• Focused on ethical leadership and doing the right thing even when it’s hard.
• Passionate about modern, transformational “HR”, interest in innovation and creative HR solutions
• Ability to create effective working partnerships with key stakeholders that enable you to execute effectively
• Analytical skills- The ability to synthesize and analyze data for purposes of molding, framing, and communicating such data in the form of a business case or story, that can then be used to influence and aid business leaders in making decisions. Strong interest in leveraging data to inform decisions (don’t worry if you aren’t an expert we have some of those!)
• Change Agent - Partner senior leaders and managers in the People function to facilitate organizational and cultural change. Educate the business on HR trends that affect the business.
• Employee Advocate - build/support management capability to facilitate an open, inclusive, M-KOPA Values-based environment that enables effective employee relations. Ensure this role is perceived as an objective employee resource and escalation path for unresolved
• Able to execute in a challenging, changing, complex business environment with a special focus on multiculturalism (and internationalism).
• Knowledge of in-country employment regulations, e.g. Country labor/employee relations statutes and capacity to apply them to M-KOPA
M-KOPA is an equal opportunity and affirmative action employer committed to assembling a diverse, broadly trained staff. Women, minorities, and people with disabilities are strongly encouraged to apply.
M-KOPA explicitly prohibits the use of Forced or Child Labour and respects the rights of its employees to agree to terms and conditions of employment voluntarily, without coercion, and freely terminate their employment on appropriate notice. M-KOPA shall ensure that its Employees are of legal working age and shall comply with local laws for youth employment or student work, such as internships or apprenticeships.
M-KOPA does not collect/charge any money as a pre-employment or post-employment requirement. This means that we never ask for ‘recruitment fees’, ‘processing fees’, ‘interview fees’, or any other kind of money in exchange for offer letters or interviews at any time during the hiring process.
• This is an amazing opportunity for a passionate and talented HR leader to innovate alongside a stellar growing people team that is passionate and driven. You’ll be tasked with ensuring our core people processes and policies keep pace with the changes in the company and cultivate an environment where each M-KOPAn thrives. Prepare yourself for a growth experience that accelerates your journey as an HR professional - playing a key role on our shared services team and moving us to a progressive shared service model that supports scale into new markets.
• To be successful in this role, you will take a true partnership approach to your work, thoughtfully balancing the needs of the people team and the broader organization. You will also work collaboratively with HR Centers of Excellence and the HR Business Partner function to develop and deliver integrated People solutions seamlessly and assist the regions as required.
Core Operations
• Build and manage the HR Operations Team to meet and continually improve transactional efficiencies and develop mechanisms to promote consistency in the application of these across the HR Operations Team
• Partner effectively with our Centers of Excellence (Performance Management, Recruitment, Learning, and Development) and HRBPs to ensure HR operational processes meet business needs
• Accountable for implementation, maintenance, and management of M-KOPA’s HR Information Systems, including ensuring the establishment of an implementation plan and team, sensitization of staff, and overall adoption across the board.
• Custodian of HR policies, leading the charge in developing and documenting HR policies and guidelines. This includes managing and implementing established policies and practices as well as ensuring sensitization/awareness of these policies by all levels in the organization.
• Liaise with our Legal and Compliance team to ensure HR Compliance of policies with employment legislation and internal organizational practices. Responsible for managing, inventorying, assessing, controlling, and developing compliant policies/procedures to reduce risk
• Establish and oversee the Global HR Ticketing System (including required KPIs and SLAs) to provide greater visibility of requests/response time as well as ensure that this service meets internal and external data protection and confidentiality standards and that it is continuously developed to meet the changing needs within the organization
• Lead on process optimization to achieve excellence in transactional service delivery through removing duplication, and unnecessary steps/checks, introducing regular quality checks and defining respective roles and responsibilities with greater clarity
• Point person for people data. This entails managing general requests data from HRIS and other functions within the people team (e.g. demographic, retention, and advancement data, etc), managing historic and current data, and fulfilling one-off reporting requests to various stakeholders
• Drive effective coordination (records and document processing) between HR Shared Services and the in-house payroll management team. This also includes direct management of 3rd party contract management and payroll.
• Monitor new laws or regulations related to HR compliance and drive continuous process improvement as well as documentation
• Manage local vendor relationships and SLAs to optimize operational effectiveness and employee experience (Global Mobility, Medical, GPA/WIBA/GLA, HRIS)
• Measure and monitor existing employee relations, wellness, and welfare programs and experiences to track impact and adjust accordingly
• Develop and implement mechanisms in collaboration with HRBPs to coach line managers in handling employee issues including employment law and internal policy application queries i.e. grievance and disciplinary matters and so forth
• Develop, implement and review appropriate guidelines and procedures related to shared services and ensure all services delivered are done in line with this
• Provide line management support to the Shared Services Team through regular 1:1 meetings, feedback, and performance appraisals, along with effective coaching and direction, to ensure that process improvements are successfully articulated, agreed upon, embedded and where appropriate, reviewed.
• Place our greatest asset - OUR PEOPLE at the center of everything we do
• Work closely with HRBPs and other HR functional HoDs to improve how we manage HR transactions based on creating process efficiencies and service level improvements.
Coach, Inspire, Influence
• Build and lead a team of operational generalists and specialists that are knowledgeable, driven, and deliver impeccable customer service
• Ensure positive internal and external working relationships within the HR Operations Team and with their stakeholders/customers;
• Provide timely and actionable feedback to your team, bring a growth mindset to developing and coaching them
Connecting with M-KOPAns
• Cultivate and nurture strong relationships with key stakeholders, other internal teams, and most importantly within People Team to become a trusted advisor.
• Enhance information sharing, modeling transparency, and openness in how you engage
Temperament
• Lead heart first, care deeply about both people and outcomes
• Focused on ethical leadership and doing the right thing even when it’s hard.
• Passionate about modern, transformational “HR”, interest in innovation and creative HR solutions
• Ability to create effective working partnerships with key stakeholders that enable you to execute effectively
• Analytical skills- The ability to synthesize and analyze data for purposes of molding, framing, and communicating such data in the form of a business case or story, that can then be used to influence and aid business leaders in making decisions. Strong interest in leveraging data to inform decisions (don’t worry if you aren’t an expert we have some of those!)
• Change Agent - Partner senior leaders and managers in the People function to facilitate organizational and cultural change. Educate the business on HR trends that affect the business.
• Employee Advocate - build/support management capability to facilitate an open, inclusive, M-KOPA Values-based environment that enables effective employee relations. Ensure this role is perceived as an objective employee resource and escalation path for unresolved
• Able to execute in a challenging, changing, complex business environment with a special focus on multiculturalism (and internationalism).
• Knowledge of in-country employment regulations, e.g. Country labor/employee relations statutes and capacity to apply them to M-KOPA
M-KOPA is an equal opportunity and affirmative action employer committed to assembling a diverse, broadly trained staff. Women, minorities, and people with disabilities are strongly encouraged to apply.
M-KOPA explicitly prohibits the use of Forced or Child Labour and respects the rights of its employees to agree to terms and conditions of employment voluntarily, without coercion, and freely terminate their employment on appropriate notice. M-KOPA shall ensure that its Employees are of legal working age and shall comply with local laws for youth employment or student work, such as internships or apprenticeships.
M-KOPA does not collect/charge any money as a pre-employment or post-employment requirement. This means that we never ask for ‘recruitment fees’, ‘processing fees’, ‘interview fees’, or any other kind of money in exchange for offer letters or interviews at any time during the hiring process.