Strategy Development and Implementation

• Working closely with leadership to align Human Capital initiatives with broader business objectives and ensure the people strategy supports both immediate needs and long-term organisational goals.
• Translating high-level people strategy into actionable, year-over-year operational plans that are practical and aligned with business realities.
• Acting as a trusted advisor to senior leaders and managers, providing guidance on people-related decisions and helping them execute HC strategies effectively at the operational level.
• Staying current with HC trends and best practices to evolve policies and processes, with particular emphasis on organisational agility — likely reflecting the need for flexibility in today’s rapidly changing business environment.

Reward and Remuneration

• Support in the operational leadership in the design, development, implementation, administration and communication of Total Rewards and Recognition programs in the Foundation.
• Participate in the formulation and recommendation of appropriate strategies on total rewards through the preparation of papers, policy briefs, and delivering presentations to Senior Management and Staff.
• Oversee the conceptualisation and design of the rewards and recognition framework of the Foundation. This includes designing targeted monetary and non-monetary programs that will increase engagement, motivation, performance, organisational trust, and satisfaction.
• Lead periodic salary reviews, including analysing data, providing strategic advice, preparing reports, and delivering presentations to Management.
• Interface between Finance Operations and Human Capital on payroll matters.

Policy and Compliance

• Designing, implementing, and overseeing employee relations policies, procedures, and programs that align with legal requirements and organisational goals, including those related to compensation, benefits, and performance.
• Ensuring the organisation complies with all relevant employment laws and regulations and providing guidance to management on worker discipline, termination, and other people-related legal matters.
• Assist in the development, review, and communication of human capital policies, processes, and procedures, ensuring compliance with employment law and alignment with global best practices.
• Maintain and manage the staff database, ensuring accuracy and integrity of all employee data.

Conflict Resolution and Investigations

Investigating employee grievances, mediating disputes, and conducting internal investigations.

Employee Engagement and Support

• Promoting a positive work environment, fostering strong relationships between employees and management, and addressing employee concerns or offering support for employee well-being initiatives.
• Respond to complex relations matters escalated by staff, including handling disciplinary and grievance matters.

Talent Management

• Partner with the Senior Leadership to identify, acquire, assess, and hire candidates to fill open positions, including anticipated programmes/grants that are in the pipeline, to ensure applications of JIT / future-ready technique on resourcing.
• Ensure there is a talent pipeline – through creation of success profiles, continuous review and extensive networking.
• Lead the employee life cycle strategy implementation; Acquisition, Onboarding, Engagement Development, Retention, and Offboarding.
• Organisational Culture, Performance Management and Employee Engagement
• Advise and support functional leadership to build a fun, challenging, and collaborative environment culture that is built on the values of the organisation thus contributing to employee experience.
• Build a high-performance culture that is strongly linked to SFA Foundation vision, mission, and core values.
• Undertake periodic HR dipstick/pulse surveys and an annual employee engagement survey.

Human Capital/Business Support

• Establish strategic partnerships and collaboration with heads of departments and/or programme portfolios and ensure delivery of quality professional services to their areas.
• Support the Human Capital business process standardisation initiatives and improvement by providing continuous feedback.
• Support programmes on the delivery of grants, due diligence as part of grantee selection
• Provide support in the preparation for HC audits and subsequent action plans while safeguarding employee data in line with SFA Foundation’s legal, risk, compliance and data privacy standards.
• Take responsibility for the departmental risk register, ensuring it is always up-to-date.
• Undertake specific HC-related projects with the HC team as appropriate.
• Participating in various unit/departmental meetings, fostering HR Business partnership.

Academic Qualifications

• A minimum of a Bachelor’s degree in Human Resource Management or HR -related field from a recognised university.
• A master’s degree will be an added advantage.

Professional Qualifications

• A professional qualification in Human Resource Management – HND/CHRP.
• A member of the Institute of Human Resource Management (IHRM).

Experience

A minimum of seven (7) years’ relevant experience, at least 2–3 years in an HR advisory role working in an NGO, or international development sector, consulting firm, education sector, funding agency etc