We are seeking an experienced and strategic Head of People & Culture to lead and strengthen our Human Resources function. The role will drive the company’s people strategy, cultivate a strong and positive workplace culture, and ensure best practices across talent acquisition, performance management, employee engagement, and regulatory compliance.

The successful candidate will work closely with the CEO and leadership team to align the people agenda with business growth, enabling the organization to build and sustain a high-performing workforce.

Closing Date: 13th March 2026

PURPOSE OF THE ROLE Head of People & Culture

The Head of People & Culture will lead and scale the People function to support business growth, strengthen organizational culture, ensure compliance with applicable labour laws, and develop an engaged and high-performing workforce across all operations.

KEY RESPONSIBILITIES Head of People & Culture

1. HR Strategy & Leadership Head of People & Culture

• Develop and implement the organization’s HR strategy aligned with the overall business strategy.

• Define HR priorities, allocate resources, and establish execution plans to support company growth.

• Monitor performance through defined KPIs and ensure timely execution of HR initiatives.

• Partner with the CEO and leadership team on organizational development and workforce planning.

2. Organizational Development & Innovation

• Continuously monitor HR trends and best practices, proposing innovative approaches aligned with business needs.

• Support leadership in designing effective organizational structures and processes.

• Lead initiatives that strengthen workplace culture, leadership effectiveness, and employee engagement.

3. Talent Acquisition & Workforce Planning

• Develop and implement the annual workforce planning and recruitment strategy.

• Partner with business leaders to define role requirements and hiring priorities.

• Identify appropriate sourcing channels and lead the recruitment process from sourcing to onboarding.

• Strengthen employer branding and proactive talent sourcing.

• Ensure structured and effective onboarding processes for new hires.

4. Compensation, Benefits & Payroll Coordination

• Develop and implement competitive compensation and benefits frameworks aligned with market benchmarks.

• Ensure internal equity and external competitiveness through salary benchmarking and benefits reviews.

• Oversee personnel administration while ensuring compliance with applicable labour legislation.

• Coordinate closely with payroll and benefits teams to ensure accurate payroll inputs and benefits administration.

5. Performance Management & People Development

• Design and implement a performance management framework aligned with company strategy and culture.

• Drive employee development initiatives including leadership coaching, learning programs, and career development pathways.

• Support managers in building high-performing teams and fostering a culture of continuous improvement.

6. Employee Relations & HR Business Partnering Head of People & Culture

• Provide HR advisory support to leaders on employee relations matters, disciplinary processes, and workplace conflict resolution.

• Ensure compliance with labour laws and company policies in all employee-related matters.

• Serve as a trusted HR business partner to management across the organization.

7. HR Policies, Compliance & Governance

• Develop, maintain, and continuously improve HR policies, procedures, and internal controls.

• Ensure compliance with labour regulations and industry-specific requirements.

• Oversee immigration and mobility processes in compliance with applicable regulations where required.

8. Internal Communication & Employer Brand

• Lead internal communication initiatives to ensure clear and consistent messaging across the organization.

• Promote and strengthen the company’s employer brand internally and externally.

9. HR Analytics & Reporting

• Develop HR reporting and analytics to monitor workforce trends, engagement levels, retention, and performance.

• Provide data-driven insights to support management decision-making.

10. HR Budget & Systems

• Develop and manage the HR budget, ensuring efficient allocation of resources.

• Monitor HR-related expenditures and take corrective action where necessary.

• Oversee HR systems, reporting tools, and digital solutions that enhance HR operations.

QUALIFICATIONS & EXPERIENCE

• Minimum 8–10 years of progressive HR experience, including leadership roles with responsibility for HR strategy and operations.

• Proven experience across key HR functions including recruitment, employee relations, performance management, organizational development, and culture transformation.

• Strong experience partnering with senior leaders in fast-paced, service-oriented or consulting environments.

• Demonstrated ability to leverage HR metrics and analytics to guide strategic decision-making.

• Strong knowledge of Cameroon labour law is essential; experience working across multiple African markets is a strong advantage.

• Bachelor’s degree in Human Resources, Law, Business Administration, Psychology, or a related field (required).

• Postgraduate qualification or professional certification such as CIPD, SHRM, or HRCI is an advantage.

• Strong digital fluency with HR systems, reporting tools, and AI-enabled productivity tools.

PERSONAL ATTRIBUTES

Leadership & Vision
Ability to inspire and guide teams while shaping a strong and positive organizational culture.

Emotional Intelligence
Strong interpersonal awareness with the ability to manage relationships, resolve conflict, and foster collaboration.

Integrity & Professionalism
High ethical standards, confidentiality, and fairness in all HR practices.

Adaptability & Problem Solving
Comfortable navigating change and addressing complex HR challenges in dynamic environments.

Resilience
Ability to remain composed and effective under pressure.

Cultural Awareness
Appreciation for diverse perspectives and commitment to fostering an inclusive workplace.

Self-Motivation & Initiative
Proactive mindset with the ability to operate independently and drive initiatives forward.

Attention to Detail
Strong focus on accuracy, compliance, and operational excellence across HR processes.