HR Director/Chief People Officer at eHealth Systems Africa

Purpose of the position 

• The HR Director will provide strategic leadership and transformation across the EHA Group, which encompasses eHealth Africa, EHA Clinics, and EHA Impact Ventures. The role will focus on aligning workforce strategies with business goals through shared service delivery, innovative HR solutions, and cross-entity collaboration. As a trusted advisor to the C-suite and Board of Directors, the HR Director will leverage data analytics, drive change, and build leadership capacity to ensure long-term sustainability and a high-performing, inclusive culture.

What you’ll do  

• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned.

Strategic Leadership & Transformation

• Act as a strategic partner to executive leadership and the Board of Directors, aligning HR strategies with the business objectives across eHA, Clinics, and Impact Ventures.
• Lead the transformation of HR into a shared services model, promoting operational efficiency, consistency, and scalability.
• Develop and implement frameworks that link HR data to business outcomes, ensuring alignment with long-term objectives.
• Foster a culture of innovation and adaptability through change management initiatives that support the organization’s growth and sustainability.
• Establish and maintain HR scorecards to measure the effectiveness of HR initiatives and their impact on business performance.

Talent Acquisition & Workforce Planning

• Oversee the entire recruitment lifecycle, ensuring the acquisition of top talent to meet strategic and operational goals.
• Collaborate with leadership to forecast staffing needs, assess workforce trends, and identify critical roles for the future.
• Develop recruitment strategies tailored to attract diverse talent across non-profit, healthcare, and social impact sectors.
• Ensure job descriptions align with business objectives and are used effectively for performance management, compensation benchmarking, and compliance.

Learning & Development (L&D)

• Design and implement learning and development programs that address skill gaps and foster continuous professional growth.
• Conduct training needs assessments and ensure alignment of development initiatives with organizational goals.
• Create and monitor career development pathways to build talent pipelines and leadership capacity within the organization.

 Performance Management & Succession Planning

• Lead the performance management process, including KPI setting, feedback, and performance appraisals, to promote a high-performance culture.
• Implement career progression frameworks and performance improvement plans aligned with business strategies.
• Develop and manage succession planning initiatives, ensuring the identification and development of high-potential employees for leadership roles.

Compensation & Benefits Management

• Develop and manage competitive compensation and benefits structures aligned with industry benchmarks and business goals.
• Collaborate with leadership to ensure that compensation strategies attract top talent and support long-term sustainability.
• Ensure compliance with labor laws and regulations, conducting regular reviews to reflect evolving market practices.

Data-Driven HR Decisions & People Analytics

• Leverage HR analytics to generate actionable insights into workforce trends, productivity, and employee engagement.
• Utilize predictive analytics to assess turnover risks, forecast staffing needs, and inform talent management strategies.
• Develop dashboards and reports for the executive team and Board of Directors to support data-driven decision-making.
• Leverage data storytelling to craft compelling narratives that effectively engage stakeholders, fostering understanding and securing commitment for HR initiatives

Shared Services and Operational Excellence

• Lead the implementation of shared HR services, ensuring smooth operations across all entities.
• Standardize HR policies, processes, and tools to ensure consistency and compliance across units.
• Partner with operational leads to manage employee relations, compensation frameworks, and compliance practices.
• Implement HR technology platforms to enhance service delivery and the employee experience.

 Employee Engagement & DEI

• Develop strategies to enhance employee satisfaction, engagement, and retention across all entities.
• Manage high-level employee conflicts and grievances to maintain a collaborative work environment.
• Champion diversity, equity, and inclusion (DEI) by embedding these principles into all HR policies and programs.

HR Compliance & Risk Management

• Oversee  compliance with labor laws and regulations at local, regional, and international levels.
• Oversee regular audits of HR systems to align practices with evolving legal standards.
• Oversee regulatory compliance across all business units, ensuring proactive risk management.

Additional Requirements

• May frequently travel between company worksites.
• Presents a professional demeanor at all times.  Approaches others in a tactful manner.  Reacts well under pressure. Treats others with respect and consideration, regardless of their status or position.  Accepts responsibility for their actions.  Follow through on commitments.
• Participates in and promotes a positive, supportive, cooperative team environment.
• Attends and participates in staff meetings, training classes and supervision.
• Adheres to Policies and Procedures.
• Adheres to the eHealth Africa Code of Conduct as well as the ethical standards of the field.

Who you are

• Education: Master’s degree in Human Resources, Business Administration, or a related field preferred.
• Experience: 10+ years of HR leadership, with experience in multi-entity organizations or shared service models.

Skills & Competencies:

• Strategic Thinking: Expertise in aligning HR initiatives with business outcomes.
• Leadership: Strong ability to manage diverse teams across multiple entities.
• Data Analytics: Experience in using HRIS and predictive analytics.
• Change Leadership: Skilled in driving transformation and managing change.
• Communication: Ability to present data-driven insights and engage stakeholders effectively.

Certifications and Licenses

• SHRM, CIPM, SPRHRi, CIPD certifications, or the equivalent are desirable.