Since the sale of our first kit in 2013, SunCulture has been on a mission to help smallholder farmers in Africa improve both crop yields and quality. We are driven to constantly innovate and improve our technology to make solar powered irrigation solutions truly affordable for the millions of farmers on the continent.
About the role
The Director of People function is a critical role as it takes care of the most valuable assets; thus the people and the company culture. Thus, the role majorly entails developing and implementing people programs that reinforce company culture, support employee and organization performance, and drive professional growth.
The role requires one to understand the importance of preserving and strengthening culture, establish, and adapt processes and strategies with long-term impact on growing the employees, mentorship, and coaching.
This role will report to the Chief of Operating Officer as well as acting as strategic partner to the senior leadership team.
Key Responsibilities
Strategic Roles:
- Develop organization HR strategies in line with overall strategy by identifying the HR needs recommending the strategic thinking and direction required to enhance the employee well-being and company culture.
- Develop human resources financial strategies through labor forecasting, aligning monetary resources based on the requirement; developing action plans; measuring and analyzing results; initiating corrective actions, and minimizing the impact of variances.
- Implement the HR strategies by establishing accountabilities across departments in all core HR functions.
- Serve as a leader and go-to partner in developing the company’s strategic plans, organizational charts, and international expansion plans.
- Support management by providing advisory and counsel services in all HR related matters both to the employees and the leadership team to enhance compliance in all issues related to HR.
- Drive the talent acquisition and growth strategy by ensuring the company has the right number of employees with the right skillset and hired at the right time.
HR Operations:
- Ensure efficient and accessible HR operational support for employees and line managers across the organization.
- Develop a short and long-term human resource operations strategy to achieve optimal organizational effectiveness as well as deliver on strategic goals.
- Revise policies, systems and procedures to meet the growing and changing needs of the organization.
- Propose short and long-term HRIS technology strategies and roadmaps. Collaborate with internal and external partners to achieve required HRIS results that support the company’s rapid growth.
- Collaborate with all departmental heads to identify their human resource needs and agree on timelines for execution.
- Continually develop and iterate the hiring process to cooperate best practices and eliminate bias in order to recruit the best people for the organization.
- Optimize data and reporting; identify synergies and other opportunities for enhancement of current systems, resources, and processes for improved efficiency, quality, timeliness, and accuracy of HR functions.
- Ensure global HR compliance for respective international teams.
- Lead the HR team in developing and executing on key employee life-cycle aspects i.e. recruitment and selection, onboarding and orientation, training and development, coaching and mentoring, counseling and employee discipline, performance management, job analysis and evaluation, compensation and rewards and employee relations determining productivity and performance management strategies; designing systems; resolving problems and implementing change whenever needed.
Employee Engagement and Culture:
- Champion the cultural development of the organization to ensure demonstrable values of result orientation and innovation.
- Understanding the business and wider context, to identify people solutions and initiatives that drive performance, employee engagement and impact.
- Ensure implementation of tactical plans targeted at improving employee engagement as well as manage and coordinate employee welfare and team building programs.
- Lead teams in making the company’s culture codes something that they believe in and build the best ‘’Place to Work’’ environment.
- Ensure that the organization’s culture is replicated in all areas where it is present.
Organizational Design:
- Translation of strategy into organization structure and governance models – more specifically, the diagnosis, design, delivery and deployment of organization design initiatives in the organization.
- Develop and implement sustainable organizational design strategies, think long-term and externally in order to positively shape the organization. Anticipate and perceive the impact and implications of future decisions and activities on other parts of the organization.
- Introduce and maintain effective procedures and processes that enable effective organization performance, changing behavior and realizing potential.
Training and Development:
- Develop mentorship, learning, and development processes that ensure the employees’ staff are continually growing, learning, and contributing towards the company overall strategy.
- Review the onboarding process to ensure it brings out the company’s identity, standards, and effectively onboard new hires to set them up for success in their roles and standards.
- Seek to understand the needs, interests, strengths, and weaknesses of the staff and utilize this information to contribute to the professional and personal growth of all personnel.
- Develop and assist managers to create and deliver training that adequately supports the growth of the staff.
Leadership Roles:
- Manage, coach, inspire and grow the organization’s people team.
- To be a dynamic communicator who is able to engage with audiences from diverse cultures, different levels, and in multiple locations to create cohesion.
- Ensure clear communication on all policies, strategies, goals, and changes to ensure transparency and accountability across the organization.
- Facilitate communication across the organization by fostering top-bottom and bottom-up flow of information, ideas, feedback, and grievances to curb conflict situations.
- Deliver through others by the delegation of duties, proper time management, and getting buy-in from the team members.
- Create, support, and maintain a culture of collaboration, accountability, trust, and customer focus across functional areas.
- Support the Leadership team in ensuring all team members are aligned to their OKRs, have ownership, and give updates on progress on a weekly basis.
- Collaborate and provide support to the leadership team whenever required to set business objectives and development goals.
Does this sound like you?
- At least 10+ years’ experience within Human Resources Management capacity with at least 5+ years leading end-to-end HR operations preferably in a fast-paced environment.
- Expertise in culture and change management; ability to proactively recognize the need for innovation or improvement and initiate efforts to explore alternative solutions as well as managing organizational culture preferably in an environment of rapid growth.
- Technical knowledge with extensive experience in organization development, performance management, employee engagement & motivation.
- Ability to connect the dots between business strategy and people team activities to support their overall organizational success.
- Demonstrate ability to draft budgets, do financial forecasting and show discretion in the use of budgetary allocation for the team.
- Ability to think independently and solve complex problems in a fast-paced dynamic environment.
- Lead large teams and demonstrate the ability to achieve through others leveraging mentorship and coaching.
- Flexible enough to handle multiple projects at the same time and step in on other projects as and whenever required.
- Expert in work prioritization, proper time management, and have the ability to handle pressure.
- Hands-on, detail-oriented, and with strong execution skills.
- Ensure clear communication by giving clear and timely instructions.
YEARS OF EXPERIENCE
- 10-15 years
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