People Director

Company Description

Co-creation Hub is Africa’s leading technology innovation ecosystem builder on a mission to accelerate the application of science, technology and social capital for economic prosperity across Africa.

Our mandate is to build a formidable innovation ecosystem with a deeply rooted network, cultivating strategic partnerships and practical industry know-how that can support entrepreneurs and innovators in building thoughtful, relevant and scalable solutions. From our locations in Lagos, Abuja, Ijebu Ode (in Nigeria), Nairobi (Kenya) and Kigali (Rwanda), we have built a vibrant community of over 81,000 people and counting and have supported to a portfolio of over 120 early-stage ventures including Lifebank, Ushahidi, Riby, BudgIT, Stutern, Kopo Kopo, Sendy, mFarm, Wecyclers and many more.

Job Description

The  People Director drives our people initiatives across locations in Nigeria, Rwanda, and Kenya and will facilitate the transformation of the culture of the company and the human resources agenda.

The People Director is also responsible for managing the execution of the HR Strategy and core areas of the People Unit including Recruitment, Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward, and Recognition, as well as maintaining and improving HR systems and management of the HR budget.

Duties and Responsibilities

Talent Partner

• Take ownership of the talent agenda within the company, ensuring that the talent needs both today and for the future are planned for and are in place. This will include clarity of emerging skill requirements within the business
• Challenge the practice/unit leaders if the overall performance, potential, and succession plans are not adequate and develop clear action plans to address this.
• Accountable for the quality of talent in the company – both internally and the quality of external recruits. In particular, to ensure that we are sufficiently aligned and aware of the external market and are able to fully exploit any opportunities that this presents.
• Have clear visibility of all talent within the company and provide guidance on how talent gaps and opportunities can be addressed or harnessed.

Transformation/Culture Change Partner

• To play an integral role in business transformation/culture change programs within the Company.
• Drive and transform the culture of the company through influence and outcome-based interventions co-crafted with the leadership team and in line with the envisaged company’s transformative purpose.
• Prompt and advise the leadership team on the effective management of change so that business performance is impacted positively by the change process and people are supportive of the change.
• Help employees to cope and appreciate change/transformation initiatives by regular engagement and sessions with employees as well as collect key feedback to aid in decision making.
• Execute a plan for diversity, equality, and inclusion that aligns with company values, business strategy, and commitments.
• Continuously benchmark against industry standards and offerings for structures, employee experience, culture programs, performance, and new ways of working in collaboration with functional areas, leadership, and employees.

Training and Development

• Provide necessary education and materials to practice/unit heads and employees including workshops, manuals, employee handbooks, and standardized reports.
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, the measurement of training impact, and training transfer.
• Assists practice/unit leads with the selection and contracting of external training programs and consultants.
• Assists with the development of and monitors the spending of the corporate training budget.

Performance & Productivity Partner

• Provides continuous performance management guidance to line management (coaching, counseling, career development, consequence management).
• Provides individualized coaching and mentorship to Practice/Unit leads and targeted staff for enhanced engagement and productivity purposes.
• Tracking trends in business and employee performance and providing leaders with visibility as well as aligning the OKRs for all the stakeholders regularly.
• Coordinate and influence the development of a performance culture through the effective implementation of an OKR-focused review system with appropriate measures of success and consequence management.
• Ensure that performance expectations are clear within the practice/unit, both for the unit and for individual staff.
• Ensure individual objectives are aligned and supportive to achieving the overall business goal.
• Ensure that line managers are equipped with the skills to coach their people to higher levels of performance and ongoing development of their skills. This includes the management of underperformers and the effective engagement of the said impacted employee.

Employee Experience & Engagement Partner

• Together with the CEO and Practice/Unit leads to craft employee-centered solutions to people agenda matters.
• Work closely with practice/unit leaders to improve work relationships, build morale, and increase productivity and retention.
• Ensure that all tools and techniques that help drive engagement are utilized e.g. good 2-way communication channels; action plans following employee engagement surveys are robust and meaningful; use of recognition and differentiated rewards.
• Facilitation of resolution of employee engagement issues and consultatively creating sustained solutions to individual and collective employee challenges.
• Responsible for the implementation of agreed Employee Experience and Culture Change initiatives in the company with measurable impact and outcomes.
• Proactively invest time to understand and resolve employee relations issues within the company to identify and fully address the key underlying issues.
• Continuously provide guidance on policies and procedures in liaison with other HR functions.

Compliance

• Lead company compliance with all existing governmental and labour legal and government reporting requirements in all the company’s operating countries.
• Directs the preparation of information requested or required for compliance with laws. Serves as the primary contact with the company attorney and outside government agencies.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Qualifications

Technical Know How

Goals & Strategy

• You oversee the design, project management, and delivery of new and existing strategic People initiatives that feed into all areas of internal organizational needs including employee engagement, culture, and values-based communications.
• ·You own the overall approach and strategy to the People agenda at CcHUB, initiatives, priorities, delivery, and future of the function at the organizational level.
• You are accountable for the People unit meeting their objectives.

Reward

• Collaborates with CEO to define Reward strategy, ensuring it aligns with business goals. Responsible for the successful execution of all Reward related activities.

Employer Brand

• You own and define along with the CEO the CcHUB’s Employer Brand strategy and ensure it aligns with business objectives.
• You ensure that we are amplifying our talent brand to become the employer of choice and increase our organic talent attraction.

Data Driven

• You focus the People Unit’s attention on the most important problem areas, making sure there are no critical data blind spots.
• Identify key performance indicators and review predictive analytics and quantitative indicators to measure the success of our People activities.
• Establish key performance and quality metrics that measure outcomes and efficacy, enabling better experiences, decision-cost-effectiveness, and results.
• Help leaders understand real-time data and how to use it meaningfully to deliver both quick wins and longer-term initiatives.

Execution & Delivery

• You drive large, long-term People projects that have a significant impact on the business.
• You are responsible for the delegation of workload and deliverables for the People Unit.
• You have ownership and accountability for budget and spend, ensuring we are spending in the right places so that we are hitting team and organizational goals.

Problem Solving

• You create a framework that aids decision-making and prioritization within People. You successfully lead initiatives with high levels of uncertainty.
• You recommend ideas and strategies related to People that will contribute to the long-term growth of the company, overseeing the implementation of any new processes and fine-tuning current processes across the business.
• You recommend ideas and strategies related to the recruitment of talent that will contribute to the long-term growth of CcHUB, overseeing the implementation of any new processes and fine-tuning current processes for recruiting.

Stakeholder Management

• Build strong and trusted partnerships with the leadership team to challenge, guide, and advise.
• You engage and influence Leadership, advising on what can and should be delivered in terms of strategic People initiatives.
• You resolve tension or dispute between all levels at CcHUB, acting as a negotiator to ensure delivery stays on track.

Feedback

• ·You create environments where people can collaborate and communicate effectively and people actively solicit your feedback.
• You devote time to helping your team develop, collaborate and excel; taking and giving frequent, compassionate feedback.
• You action immediate praise to reinforce desired behaviours and drive timely constructive criticism within the team to avert future problems before they arise.

Teamwork

• You’re a source of clarity for a large part of the company. You drive the unit mission and objective
• ·You empower, teach, and share knowledge so that everyone around you grows.
• You’ve built a fantastic rapport with everyone, your direction and input are invaluable to the company.
• You are known for being an exceptional Leader. You have the vision, integrity, and drive, as well as the ability to plan strategically and lead the team to success.
• You ensure all team members have the training and resources to do their jobs and lead the way for learning culture within the People unit.
• You hold yourself accountable first and foremost, for decisions and actions made in your team.

Skills and Experiences

• Tertiary degree or equivalent practical experience.
• 6 years in progressively responsible HR leadership roles, preferably in a technology-driven or consulting/advisory organization.
• Proven HR leadership experience setting strategy, designing and executing global people programs, working on acquisitions, and building high-performing teams.
• Strong experience across the whole employee lifecycle from onboarding, performance management, leadership development, organization design and development, talent management, remuneration & benefits, and employment relations)
• Ability to make significant impact-contribute, influence, and negotiate decisions that impact the business and employee experience.
• Great at influencing through strong relationships, expertise, and data. Ability to manage stakeholders.
• Ability to work in a fast-paced, deadline-oriented work environment.
• Excellent written and verbal communication skills, with an emphasis on tact and diplomacy.
• Experience or strong interest in technology in Africa.

Additional Information

What we offer

• Paid time off
• Healthcare coverage
• A highly collaborative team environment that will support your professional and personal growth
• Work alongside great talent.
• A culture of learning and innovation. 
• Opportunities for career growth and training.
• Interaction with industry leaders and forward-thinking people. 
• A chance to make a social difference.
• Overall fun company.