Overview

Sokowatch is transforming communities across Africa by revolutionizing access to essential goods and services. By connecting small shops to the digital economy, we fix inefficient supply chains and provide services previously unavailable to informal businesses. Sokowatch aims to provide everything a retailer needs, no wholesalers or banks necessary.
Thousands of retailers across Kenya, Tanzania, and Rwanda use Sokowatch’s mobile ordering and delivery platform to receive the goods they need as quickly and cheaply as possible while also accessing growth financing for the first time. We’re looking to grow our team with highly talented and motivated employees who are excited to work in a fast-paced and dynamic startup environment.
Role
We’re looking for an exceptional leader who is excited to shape our ongoing efforts to create an innovative and inclusive work culture across Africa with our rapidly growing team of 200+ staff. Your primary goal will be creating a team experience that attracts, retains, and grows the best talent for our company while reporting directly to the CEO. We are seeking someone who is passionate about people, and inspired by our mission to empower local entrepreneurs and transform informal business across Africa.
Qualifications
The successful candidate will possess:



8+ years of leadership experience in a People / HR role, (recent experience expanding and managing People Operations at a high-growth start-up a plus).
Bachelor’s degree, Master’s degree or related certifications a plus.
Experience supporting both salary and hourly workforces, creating relevant and meaningful employee reviews and feedback loops.
Excellent project management skills with a proven ability to design and implement people strategy that drives business results.
A coach and mentor who relates well with others, listens effectively and can build rapport with a diverse workforce — all in the spirit of helping employees at all levels move from goal to outcome in a developmental way.
Strong communicator with the ability to provide both strategic foresight and feedback.
Expert understanding of employment law, compensation, benefits, organizational development, employee relations, and training.
Ability to understand complex business problems, effectively handle ambiguity and manage change.
Positive attitude, responsible approach and a self-starter that’s not afraid to dive in.
A proven strategic and innovative bent with an equally strong operational focus.
Well-developed leadership, communications, team building and influencing skills; unquestioned integrity; and the experience, confidence and stature to effectively address sensitive HR and business issues.
A strong reputation for building, developing and leading a respected and business-oriented HR team
Fluency in English (both oral and written) and the ability to communicate with sophistication within a business setting.
Bonus points: Experience building and facilitating employee trainings; previous experience working in fast-paced, decentralized environments; experience helping organizations scale

Responsibilities

Build out our people strategy including: performance management, talent acquisition, employee engagement, compensation, benefits, retention, employee and manager training, employee handbook, and culture initiatives.
Establish and implement HR systems and processes to support a workforce that will scale to over 200 employees in the next 12-18 months.
Partner with executives and managers to develop a culture of learning and continuous feedback by creating programs, tools, and experiences that engage our team at all levels and inspire a positive, adaptive, and accountable culture.
Utilize a data driven approach to identify trends and recommend proactive solutions for employee performance, retention, and engagement.
Serve as a senior advisor to the CEO and the executive team on all people related matters to ensure the company has the talent, processes/systems, and policies necessary to support our strategic and financial goals.
Establish scalable solutions empowering our leaders to be better managers and develop programs that prepare high-potential employees for management roles.
Build trust with employees across all layers of the organization and be an active listener and effective problem solver of people issues.
Ensure that the CEO and management team have the “pulse of the company” in order to make proactive and effective organization decisions.
Develop a world-class People Ops team and manage and develop those team members More Information

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