P&C Manager Job Opening

People & Culture Manager Job Opening

Position: People & Culture Manager

Duration: Full-time

Job Location: Kenya, Senegal, Cameroon, Zambia, Zimbabwe.

Start of service: as soon as possible

Job Summary

The People & Culture Manager will lead and oversee the organisation’s People & Culture (P&C) operations, ensuring alignment with the company’s strategic goals and fostering a positive workplace culture. This role is responsible for developing and implementing HR strategies, policies, and initiatives that promote employee engagement, talent development, and organisational effectiveness. The People & Culture Manager will play a key role in driving the company’s vision of being a "Best Place to Work" while ensuring compliance with legal and regulatory requirements.

This role requires a strategic mindset, focusing on cross-departmental collaboration to align P&C initiatives with organisational objectives. The People & Culture Manager will work closely with the Finance, Administration, Operations, Communications, Programmes, Partnerships, and Engagements departments to ensure a cohesive and integrated approach to achieving the organisation’s mission.

The ideal candidate will be a strategic thinker, a strong leader, and a passionate advocate for employee well-being and organisational success. (S)He will excel in cross-departmental collaboration, ensuring People & Culture initiatives align with the organisation’s broader goals and mission.

Reporting To

Chief Operating Officer (COO) and Executive Director

Position under supervision:

Senior Officer, People & Culture

Strategic Purpose

Lead Paradigm Initiative’s human capital strategy to drive organisational excellence across Africa. As People & Culture Lead, design scalable people systems, foster a globally benchmarked "Best Place to Work" culture, and ensure legal compliance across 6+ countries while eliminating redundancy with operational P&C tasks.

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, 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.

Key Performance Indicators (KPIs)

Domain

Strategic Accountability

1. Organisational Strategy

• Architect 3-year P&C roadmap aligned with PIN’s 2027-2029 Strategic Management Plan.

• Advise LT on workforce scalability, Diversity, Equity, and Inclusion (DEI) frameworks, and change leadership.

• Benchmark global P&C innovations (e.g., remote work policies, AI tools) for organisational context adaptation.

2. Systems & Data Governance

• Oversee BambooHR ecosystem: Optimise workflows (recruitment to exit), ensure data integrity, and automate reporting.

• Manage whistleblowing platform: Design investigation protocols, analyse trends, and report systemic risks to LT.

• Certify General Data Protection Regulation (GDPR) compliance for employee data across jurisdictions.

3. Talent & Capability Development

• Identify mission-critical skills gaps for all departments

• Allocate L&D budget strategically; measure ROI through project performance metrics.

• Develop succession pipelines for key roles 

4. Compliance & Risk Leadership

• Ensure 100% labour law compliance (employment contracts, visas, payroll taxes) in all operating countries.

• Approve disciplinary actions from whistleblowing cases.

• Mitigate P&C risks (insurance lapses, payroll errors, fines).

5. Culture & LT Partnership

• Embed "Best Place to Work" pillars into cross-departmental goals.

• Coach department heads on psychological safety and inclusive leadership.

• Lead the Annual Retreat as a culture-transformation initiative.

Required Skills 

• Excellent verbal and written communication skills 


• Excellent interpersonal and conflict resolution skills 


• Excellent organisational skills, follow-through attitude and attention to detail 


• Strong analytical and problem-solving skills 


• Strong supervisory and leadership skills 


• Thorough knowledge of employment-related laws and regulations


• Knowledge of and experience with various human resource information systems 


• Excellent mastery of diverse productivity software and cloud-based efficiency management tools 


• Working knowledge of French (in addition to English) is desired 

Competencies

• Effective writing, listening and speaking communication skills 


• Leadership, showing direction to others and general people management


• Delegation skills


• Attention to detail and error-free reporting


• Organising and task management


• Punctuality


• Use of productivity tools - Google Calendar, timesheets, Smartsheet


• Courtesy and respect for others


• Respect for constituted authority


• Managing and embracing change


• Fosters teamwork


• Patience


• Self-development


• Creativity and taking initiative


• Achieving results


• Risk management and quality


• Prompt feedback on tasks and acknowledgement of official communication


• Strategic thinking and problem-solving.


• Emotional intelligence and empathy.


• Ability to motivate and develop others


• Integrity, honesty, and respect for others.


• Adaptability and ability to manage change effectively.


• Commitment to fostering a diverse and inclusive workplace.

Education and Expérience

• At least a Master’s degree in Human Resources, Business Administration, Psychology, or a related field; 


• 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.

Please note that this role is hybrid, and the successful candidate must reside in one of the following locations: Nairobi (Kenya), Lusaka (Zambia), Dakar (Senegal), Yaounde(Cameroon), or Bulawayo (Zimbabwe).

Remuneration, including annual leave allowance and 13 months' salary, is a step 1 yearly gross salary package between $30.000 and $33 000, depending on years of quality and relevant experience. This comprises annual gross salary and reimbursements (housing, transportation, pension, meal, utility, dependant, and communication allowance) 13 13-month salary upon confirmation, and paid vacation. Other benefits are training and development allowance, birthday allowance, medical cover for self, spouse, and up to 3 children, dependent allowance, staff loan scheme, staff lunch, paid maternity leave, and paid paternity leave.

You can submit your application via 

The application closes on September 26, 2025, but the position will be filled as soon as we find the right fit. If you are the right fit, do not delay sending your application.

Submitting multiple applications for this job opening may reduce your chances of being shortlisted. Only shortlisted candidates will be contacted.

Paradigm Initiative is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.