Africa is a huge continent with huge resources - the greatest of which are its people and natural resources. While Africa has struggled to find its rightful place in the world economy, this has not in any way, diminished its potential or capabilities.
Africa has amazing talents and our role as leaders and entrepreneurs is to harness these talents to prope...
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About the Role
- We are a leading consulting firm seeking an experienced Senior HR Manager/Project Manager with deep expertise in Performance Management, Skills Audit, and Reporting to drive strategic HR initiatives.
- The ideal candidate will have a proven track record of optimizing workforce performance, conducting comprehensive skills audits, and delivering data-driven insights to enhance organizational effectiveness.
Key Responsibilities
Performance Management Frameworks:
- Design, implement, and continuously improve performance management systems that drive high performance and align with organizational goals.
- Develop KPIs, performance metrics, and evaluation tools to ensure transparency, accountability, and continuous development.
Skills Audit & Competency Mapping:
- Plan and execute comprehensive skills audits to identify workforce capabilities, gaps, and development needs.
- Develop and maintain competency frameworks that align with strategic business objectives and support career progression.
Talent Assessment & Development Planning:
- Lead talent assessment initiatives, including 360-degree feedback, psychometric assessments, and skills evaluations.
- Translate assessment outcomes into individual and organizational development plans to enhance workforce capability.
Workforce Planning:
- Conduct workforce analysis to forecast talent needs based on business growth, restructuring, and strategic initiatives.
- Collaborate with leadership to develop and implement workforce plans that support long-term business objectives and succession strategies.
Project Management of Initiatives:
- Manage end-to-end projects related to performance management cycles, skills audits, workforce planning, and development programs.
- Ensure projects are delivered on time, within scope, and aligned with organizational priorities, applying best practices in project management.
HR Analytics & Workforce Reporting:
- Develop and maintain HR dashboards and reporting tools to track performance trends, skills gaps, and workforce capabilities.
- Use HR analytics to generate insights and predictive recommendations that inform strategic talent and business decisions.
- Ensure data integrity, accuracy, and effective use of people metrics in collaboration with HRIS and data teams.
Continuous Improvement & Best Practices:
- Benchmark internal practices against industry standards to recommend and implement improvements and ensure compliance with labor laws and best practices in talent management.
- Stay updated on emerging trends in performance management, skills development, workforce planning, and HR analytics.
Stakeholder Engagement & Advisory:
- Partner with leadership and HR teams to advise on performance improvement strategies, skills development, and workforce planning initiatives.
- Facilitate workshops, training sessions, and consultations to drive understanding and ownership of performance and workforce development processes.
Educational / Professional Background
- Bachelor’s Degree in Human Resources, Psychology, and Business Administration, or a related field. A master’s degree is a plus.
- Minimum of 10 years of experience in Performance Management, Skills Assessment, and Workforce Planning, preferably within an Organisational Development or HR consulting environment.
- Prior experience in a consulting firm (strategy, HR consulting, or management consulting) is mandatory.
- Strong expertise in designing and implementing performance management systems, conducting skills audits, and leveraging HR analytics to drive talent strategies.
- Experience in developing HR policies, frameworks, and interventions that enhance workforce capability and business performance.
- Exposure to change management and organizational design initiatives is an advantage.
Knowledge:
- Strong knowledge of HR best practices, industry trends, and regulatory requirements, especially as they relate to performance management and workforce development.
- In-depth expertise in designing and implementing performance management systems, KPIs, and continuous improvement frameworks.
- Advanced competence in HR analytics, workforce reporting, and using data to drive strategic HR and business decisions.
- Understanding of workforce planning, skills assessment methodologies, and competency frameworks.
- Proficient in aligning HR initiatives with business strategy to support organizational growth and capability building.
- Strong communication, facilitation, and stakeholder engagement skills, with experience leading cross-functional collaboration.
- Sound understanding of ethical considerations, confidentiality standards, and labor laws impacting talent and performance management.
- Familiarity with organizational development principles, change management processes, and employee engagement strategies is an advantage.
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Mission / Purpose of the Job
- We are a leading consulting firm seeking an experienced Senior HR Manager with deep expertise in Performance Management, Skills Audit, and Reporting to drive strategic HR initiatives.
- The ideal candidate will have a proven track record of optimizing workforce performance, conducting comprehensive skills audits, and delivering data-driven insights to enhance organizational effectiveness.
Responsibilities
Performance Management Frameworks:
- Design, implement, and continuously improve performance management systems that drive high performance and align with organizational goals.
- Develop KPIs, performance metrics, and evaluation tools to ensure transparency, accountability, and continuous development.
Skills Audit & Competency Mapping:
- Plan and execute comprehensive skills audits to identify workforce capabilities, gaps, and development needs.
- Develop and maintain competency frameworks that align with strategic business objectives and support career progression.
Talent Assessment & Development Planning:
- Lead talent assessment initiatives, including 360-degree feedback, psychometric assessments, and skills evaluations.
- Translate assessment outcomes into individual and organizational development plans to enhance workforce capability.
Workforce Planning:
- Conduct workforce analysis to forecast talent needs based on business growth, restructuring, and strategic initiatives.
- Collaborate with leadership to develop and implement workforce plans that support long-term business objectives and succession strategies.
Project Management of Initiatives:
- Manage end-to-end projects related to performance management cycles, skills audits, workforce planning, and development programs.
- Ensure projects are delivered on time, within scope, and aligned with organizational priorities, applying best practices in project management.
HR Analytics & Workforce Reporting:
- Develop and maintain HR dashboards and reporting tools to track performance trends, skills gaps, and workforce capabilities.
- Use HR analytics to generate insights and predictive recommendations that inform strategic talent and business decisions.
- Ensure data integrity, accuracy, and effective use of people metrics in collaboration with HRIS and data teams.
Continuous Improvement & Best Practices:
- Benchmark internal practices against industry standards to recommend and implement improvements and ensure compliance with labor laws and best practices in talent management.
- Stay updated on emerging trends in performance management, skills development, workforce planning, and HR analytics.
Stakeholder Engagement & Advisory:
- Partner with leadership and HR teams to advise on performance improvement strategies, skills development, and workforce planning initiatives.
- Facilitate workshops, training sessions, and consultations to drive understanding and ownership of performance and workforce development processes.
Educational / Professional Background
- Bachelor’s Degree in Human Resources, Psychology, Business Administration, or a related field. A Master’s Degree is a plus.
Work Experience:
- Minimum of 10 years of experience in Performance Management, Skills Assessment, and Workforce Planning, preferably within an Organisational Development or HR consulting environment.
- Prior experience in a consulting firm (strategy, HR consulting, or management consulting) is mandatory.
- Strong expertise in designing and implementing performance management systems, conducting skills audits, and leveraging HR analytics to drive talent strategies.
- Experience in developing HR policies, frameworks, and interventions that enhance workforce capability and business performance.
- Exposure to change management and organizational design initiatives is an advantage.
Knowledge:
- Strong knowledge of HR best practices, industry trends, and regulatory requirements, especially as they relate to performance management and workforce development.
- In-depth expertise in designing and implementing performance management systems, KPIs, and continuous improvement frameworks.
- Advanced competence in HR analytics, workforce reporting, and using data to drive strategic HR and business decisions.
- Understanding of workforce planning, skills assessment methodologies, and competency frameworks.
- Proficient in aligning HR initiatives with business strategy to support organizational growth and capability building.
- Strong communication, facilitation, and stakeholder engagement skills, with experience leading cross-functional collaboration.
- Sound understanding of ethical considerations, confidentiality standards, and labor laws impacting talent and performance management.
- Familiarity with organizational development principles, change management processes, and employee engagement strategies is an advantage.
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Mission / Purpose of the Job
- The Chief People Officer (CPO) is responsible for aligning human capital strategies with business goals to support the growth and operational excellence of the company.
- The role provides strategic direction for talent acquisition, organizational development, workforce planning, and employee engagement, while ensuring a positive and inclusive workplace culture and full compliance with legal and regulatory standards.
- The CPO also champions innovation in HR practices to ensure business impact and a sustainable people strategy.
Job Responsibilities
People Strategy & Organizational Alignment:
- Lead the development and execution of a comprehensive HR strategy that aligns with the company's business goals and long-term vision.
- Translate business needs into strategic people initiatives that drive operational performance and growth.
- Connect the people agenda to enterprise-wide objectives, ensuring HR catalyzes transformation and competitive advantage.
Workforce Planning & Talent Development:
- Oversee strategic workforce planning, talent acquisition, and succession management to build a resilient and future-ready organization.
- Drive leadership development, capacity building, and performance improvement programs across all levels.
- Champion innovation in learning and development practices to ensure business continuity and agility.
Culture & Change Leadership:
- Foster a high-performance, inclusive, and values-driven culture through structured engagement and culture-building programs.
- Lead change management efforts that support organizational restructuring, growth, and modernization initiatives.
- Act as a culture ambassador, modeling behaviours that promote collaboration, diversity, and excellence.
HR Governance, Compliance & Risk:
- Ensure full compliance with employment regulations, labour laws, and internal HR policies across all business units.
- Develop and update company-wide HR frameworks, standards, and codes of practice.
- Manage HR-related risks proactively, including employee relations issues, grievances, and reputational risk.
People Economics, Insights & ROI:
- Monitor and drive the financial effectiveness of HR programs, ensuring cost optimization and service value.
- Leverage data analytics, forecasting tools, and KPIs to measure and communicate the ROI of key people initiatives.
- Demonstrate the value of HR interventions through evidence-based recommendations and impact assessments aligned with business outcomes.
HR Operations & Digital Optimization:
- Oversee end-to-end HR operations, including compensation, benefits, HRIS, and reporting.
- Ensure continuous process improvement and automation in HR service delivery using digital tools and platforms.
- Guide the integration of technology into HR systems to enhance efficiency, decision-making, and workforce visibility.
Requirements
- B.Sc Degree / HND in Human Resources, Business Administration, or a related field.
- An MBA or a relevant postgraduate qualification is an added advantage.
- Membership in a recognized HR professional body (e.g., CIPM, SHRM, CIPD) is required.
- Minimum of 15 years’ post-qualification experience in HR management.
- Demonstrated experience within Construction, Oil & Gas, or Power sectors is preferred.
- Proven ability to manage complex organizational structures and implement enterprise-wide HR initiatives.
Knowledge:
- Deep understanding of change management, organizational design, and workforce planning.
- Expertise in HR strategy, talent management, and leadership development.
- Comprehensive knowledge of employment law, regulatory compliance, and HR risk management.
- Strong familiarity with HR technology, including HRIS systems and data analytics.
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Mission / Purpose of the Job
- The Chief Technical Officer (CTO) provides strategic and technical leadership for the development, implementation, and management of engineering and technology operations within the company.
- This role oversees engineering services, project delivery, and innovation efforts to ensure quality execution, regulatory compliance, and revenue generation across all technical domains, with an eye on global standards and future growth.
Job Responsibilities
Technical Strategy & Leadership:
- Own and execute the company’s technical strategy, driving excellence across engineering, construction, and project management services.
- Guide the integration of emerging technologies and innovation into operational frameworks to enhance competitive positioning.
- Represent the company, alongside the COO, before regulatory, governmental, and technical institutions to uphold strategic and operational interests.
Project & Engineering Oversight:
- Oversee all technical projects, ensuring adherence to scope, timeline, and budget, while enforcing quality assurance and technical standards.
- Lead the planning, execution, and monitoring of large-scale engineering and infrastructure development projects, ensuring strong financial and risk controls.
- Maintain a high-level view of all engineering deliverables and lead periodic reviews for performance and improvement.
Technology Governance & Standards:
- Develop and implement technical policies, standards, and best practices to support organizational goals and operational efficiency.
- Ensure all technical operations meet relevant local and international industry standards, particularly in power systems and construction.
- Enforce safety, compliance, and environmental regulations across technical teams and project sites.
Innovation, Systems & Resource Optimization:
- Drive the adoption of ERP systems, CAD, PM tools (e.g., Primavera), and digital solutions to streamline engineering workflows.
- Promote a culture of continuous improvement, innovation, and professional development within technical departments.
- Optimize the use of departmental resources for long-term and short-term project execution.
Stakeholder & Team Management:
- Lead and mentor a high-performing technical team, ensuring effective cross-functional collaboration and succession planning.
- Collaborate with commercial and financial functions to align engineering capabilities with business objectives.
- Maintain strategic external relationships with professional bodies, regulatory agencies, and key industry stakeholders.
Education/ Professional Background
- B.Sc. / HND in Engineering disciplines.
- MBA or equivalent postgraduate qualification is an added advantage.
- Must be a registered member of recognized professional bodies such as COREN, NSE, and IEE.
Work Experience:
- Minimum of 20 years of progressive technical and engineering experience.
- At least 5 years in senior leadership managing large electrical engineering construction teams or divisions.
- Proven track record in planning, budgeting, executing, and monitoring complex infrastructure projects.
Knowledge:
- In-depth technical expertise in power management, electrical distribution design, and construction methodologies.
- Strong familiarity with engineering regulations, industry codes, and safety compliance standards.
- Practical knowledge of financial and risk management for large-scale projects.
- Expertise in ERP, CAD applications, Primavera, and Microsoft Office tools.
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Mission / Purpose of the Job
- The Chief Commercial Officer is responsible for driving revenue generation, business development strategy, and client relationship management to support the company’s strategic growth objectives.
- This role ensures that the organization’s commercial activities are aligned with its long-term goals, regulatory expectations, and market dynamics while promoting customer-centric policies and maximizing profitability across operations.
Job Responsibilities
Commercial Strategy & Revenue Growth:
- Define and execute the company’s commercial strategy in alignment with corporate goals to drive sustainable revenue growth.
- Set and monitor performance targets for business development, sales, and marketing functions across all business units.
- Identify new markets, partnership opportunities, and revenue streams while ensuring alignment with organizational strengths and capacity.
Business Development & Market Expansion:
- Lead strategic client acquisition and retention efforts, ensuring the company maintains a strong market presence and competitive edge.
- Drive expansion into new geographies and sectors, leveraging insights into global and local industry trends to inform commercial planning.
- Build and manage high-level relationships with key clients, government stakeholders, and regulatory bodies.
Contracting, Compliance & Risk Management:
- Oversee the structuring, negotiation, and execution of commercial contracts, ensuring alignment with legal and industry standards.
- Ensure the company complies with all regulatory and contractual obligations, particularly in high-value and complex projects.
- Lead the resolution of commercial disputes and establish controls to minimize financial and reputational risks.
Customer-Centric Commercial Governance:
- Develop and implement customer-centric policies and service delivery standards to enhance client satisfaction and loyalty.
- Collaborate with cross-functional leaders to ensure customer feedback is integrated into product and service improvements.
- Embed a performance-driven culture that aligns customer value with commercial outcomes.
Commercial Operations & Team Leadership:
- Lead and develop the commercial team, ensuring the right structure, capabilities, and incentives are in place to support strategic objectives.
- Optimize commercial operations through the use of ERP and other enterprise systems for forecasting, reporting, and performance tracking.
- Monitor commercial KPIs and conduct regular reviews to ensure accountability, efficiency, and profitability across departments.
Educational / Professional Background
- HND / B.Sc Degree in Engineering, Marketing, or Law.
- MBA or other relevant postgraduate qualifications are required.
- Minimum of 15 years post-qualification experience in Sales/Marketing roles.
- At least 7 years in senior leadership roles with cross-functional oversight and external stakeholder engagement.
- Professional certification in Sales, Marketing, Contract Management, or related fields is preferred.
- Proven track record managing large projects, particularly in Construction, Oil & Gas, or Power sectors.
Knowledge:
- In-depth knowledge of commercial contracting, negotiation, and change management processes.
- Strong understanding of legal, regulatory, and compliance issues related to tenders and contracts.
- Working knowledge of engineering law in construction and large-scale project environments.
- Familiarity with global and local market dynamics influencing business development and revenue growth.
- Proficiency in ERP solutions for commercial operations and financial management.
Method of Application
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