The role of Manager, Human Resources (HR) AFIYA is crucial for supporting FSD Africa's AFIYA project by designing and executing an HR strategy aligned with the project's goals for growth, operational effectiveness, and impact. This role requires working closely with the Director of HR & Talent Management and the Principal, Innovation for Resilience, ensuring the project team is adequately and effectively staffed, managed, and developed to meet current and future capacity needs. The Manager will champion Equity, Diversity, and Inclusion (EDI) and embed FSD Africa's core values within the project team culture.
KEY RESPONSIBILITIES AND ROLE REQUIREMENTS
Strategy & Planning
- Work closely with the Director of HR & Talent Management and Principal, Innovation for Resilience to design and execute an HR strategy that supports the project's strategic goals for growth, operational effectiveness, and impact.
- Work with Director of HR and the Principal, Innovation for Resilience to forecast workforce requirements and align HR strategies with project goals, ensuring the project is adequately and effectively staffed to meet current and future capacity needs.
- Conduct periodic HR needs analyses and translate findings into structured recruitment, succession, and development plans.
- Participate in the development implementation of the HR operational workplan for the project.
- Lead in embedding FSD Africa’s core values within project team culture through onboarding, leadership coaching, recognition, and employee engagement efforts.
- Champion for Equity, Diversity and Inclusion (EDI) by promoting equitable hiring, development, and progression practices across the project team. Monitor diversity metrics and drive inclusive workplace practices aligned with FSD Africa’s values.
- Contribute to the development of HR strategies aligned with the overall AFIYA programme and Adaptation and Resilience objectives.
Recruitment & Onboarding
- Lead and coordinate recruitment and onboarding processes that align with project timelines, and operational needs, with a focus on attracting and retaining high-performing talent to support successful project delivery.
- Champion the onboarding process by ensuring that it’s high quality and up to date and provide clarity and connection for employees so that their roles serve the overall AFIYA programme and pillar vision.
- Collaborate with the project lead to determine staffing needs based on project roles and deliverables. Ensure that job descriptions are developed or updated to reflect both technical expertise and behavioural competencies aligned to the project's objectives.
- Develop and implement recruitment and selection plan, outlining clear timelines, sourcing strategies, assessment tools, and roles of internal team members or external consultants involved in the process.
- Lead the end-to-end recruitment process, ensuring transparency, fairness, and timeliness. Maintain clear and consistent communication with candidates, panel members, and other stakeholders to ensure a smooth and professional experience.
- Lead the onboarding and induction for new project staff, ensuring they are equipped with the knowledge, tools, and support to contribute effectively from day one.
- Monitor performance during the probation period, working closely with the supervisors to provide guidance, feedback, and interventions where needed to ensure alignment with project expectations.
Talent Management
- Support the successful delivery of the AFIYA programme by ensuring that talent management activities are implemented effectively to drive staff performance, engagement, and alignment with project goals and timelines.
- Performance Management: coordinate and document the annual performance management cycle—including goal setting, mid-term reviews, and end-of-project evaluations—to ensure accountability and high performance across the project team.
- Monitor and analyse performance outcomes across the project team to identify skills and competency gaps, using these insights to inform the design and prioritisation of targeted learning and development interventions that strengthen individual and team effectiveness.
- Promote a culture of learning and growth, encouraging staff to build transferable skills and engage in professional development.
- Facilitate meaningful performance conversations by equipping managers with the tools, guidance, and coaching needed to align individual goals with broader organisational and project priorities.
- Identify learning and development (L&D) needs identified through appraisals and day-to-day observations into a project-wide capacity-building plan. Liaise with the Manager, L&D to design and implement interventions that strengthen technical and behavioural competencies needed for successful project execution.
- Implement wellbeing initiatives to promote the holistic wellbeing of the project staff.
- Promote positive work culture, address and or escalate grievances and guide disciplinary procedures.
Risk & Resource Management
- Ensure effective oversight of HR-related risks and optimal use of resources within the project, in alignment with FSD Africa’s policies, and the project’s strategic objectives.
- Manage HR project budget ensuring that finances are utilised in line with FSD Africa's policies and procedures; monitor carefully to ensure that anticipated business benefits are realised.
- Ensure full understanding of HR-related risks and the risk management protocols that need to be in place.
- Identify and assess HR risks across the project lifecycle, including staffing continuity, compliance with local labour laws, safeguarding, and reputational risks.
- Implement all aspects of the Risk Management framework relating to HR Management.
Relationships & Communications
- Design and deliver HR related initiatives within the programme, while ensuring effective internal communication that supports the successful execution of the project's people strategy.
- Oversee internal communication efforts related to HR processes, policy rollouts, learning opportunities, and change management, ensuring clarity, transparency, and staff engagement throughout the project lifecycle.
- Act as a communication bridge between HR pillar, project leadership, and staff, ensuring feedback loops are maintained, concerns are addressed promptly, and updates are cascaded effectively.
- Respond to routine staff queries on HR processes, policies, and entitlements; escalate complex issues as needed.
- Coordinate initiatives that promote inclusion, staff wellbeing, and constructive feedback channels across the organisation.
HR Operations & Compliance
- Ensure implementation of the HR policies and manage HR project records to ensure support the integrity, accountability, and operational success of the project.
- Lead the execution and continuous improvement of scalable, efficient and compliant HR operations across the pillar and specifically for the AFIYA programme.
- Coordinate the delivery of Human Resource Information System (HRIS) and automation for HR processes for the Adaptation and Resilience pillar and AFIYA programme. Reviews to ensure efficiency, equity and alignment with overall FSD Africa guidelines.
- Ensure data integrity, accuracy and consistency and reports to support effective decision making for the project.
- Coordinate the design and deliver of job descriptions and performance contracts for all the roles for Adaptation and Resilience pillar and AFIYA programme.
- Manage the administration of AFIYA programme employee benefits, pension contribution documentation, and insurance schemes, ensuring accurate enrolment, timely renewals, and good staff communication.
- Maintain up-to-date employee records and HR trackers in compliance with FSD Africa policy and statutory obligations.
- Ensure that all legal/statutory requirements associated with the employment of project staff are fulfilled (including immigration requirements and contracting).
- Prepare for and support audits; ensure that any corrective actions relating to HR management are closed out in a timely manner.
- Coordinate the processing of salary reviews and related outcomes, ensuring accurate execution aligned with HR policy guidelines.
- Support staff transitions during project and or pillar change.
- Handle confidential matters with discretion.
Qualifications and Education
- Master’s degree and 6 years of experience or bachelor’s degree and 8 years of experience.
- Experience in managing end to end HR function.
- Excellent skills in written and spoken English.
- Relevant post graduate qualifications are an advantage.
- Membership of relevant professional bodies e.g. CIPD is an advantage.
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