125 Director, People and Culture

Role Overview

This Director role is the senior-most people advisor to the CEO and leads the full human resources function across BOMA’s multiple country and county operations. Day to day, you will own workforce planning, talent acquisition, employee relations, safeguarding, and compliance while designing systems for job grading, career progression, and succession. Success in this position directly strengthens the organisation’s ability to attract, develop, and retain the skilled workforce needed to deliver its mission in challenging operating environments.

Key Responsibilities

• Shape and execute a multi-year people strategy aligned with BOMA’s organisational goals, partnering with the CEO and senior leadership on workforce risk, organisational design, and change management.
• Design and continuously refine an equitable job grading framework, including salary bands and evaluation criteria, ensuring internal fairness and external market competitiveness across all roles and locations.
• Build clear career pathing frameworks and progression criteria that give staff visibility into growth opportunities, support internal mobility, and strengthen retention of high performers.
• Lead the creation of a robust succession planning process for critical and leadership roles, identifying and developing successors to close talent pipeline gaps.
• Develop and oversee a comprehensive safeguarding strategy covering child protection, PSEAH, and community safety, including policies, reporting mechanisms, training, and case management in line with donor requirements and international standards.
• Provide strategic HR advisory to the CEO and senior team on compensation and benefits, total rewards, employee relations, and talent management, ensuring local labour law compliance across East and Sub-Saharan Africa.
• Drive employee engagement initiatives, including culture assessments, wellbeing interventions, and inclusive practices, while managing grievances and disciplinary processes in a fair and compliant manner.
• Lead the performance management system, coordinate review cycles, and integrate talent gap analysis and capacity-building plans that support both individual development and organisational strategy.

Requirements & Qualifications

• Bachelor’s degree plus a postgraduate diploma in HR, or a bachelor’s degree with CHRP or IHRM qualification required; a master’s in HR, organisational development, or related field preferred.
• At least 10 years of progressive HR experience, including managing full-cycle people and culture functions across multiple countries or a matrixed organisation.
• Demonstrated experience designing and implementing job grading/evaluation frameworks, career pathing programs, and succession planning initiatives with measurable outcomes.
• Prior experience developing and executing safeguarding strategies, policies, and case management systems, ideally within an NGO, INGO, or donor-funded environment.
• Strong preference for previous work experience in the NGO/non-profit sector and proven experience working in Africa, particularly East or Sub-Saharan Africa.
• Deep knowledge of labour law, HR best practices, and industry trends across the region, plus technical expertise in compensation structuring and job evaluation methodologies (e.g., Hay, Mercer, Paterson).
• Exceptional leadership, communication, and interpersonal skills with high ethical standards and a proven ability to operate as both a strategic advisor and hands-on builder of frameworks and policies.
• Ability to work in cross-cultural settings, navigate diverse norms, and adapt to a dynamic, changing organisational environment.