Job Purpose

The Chief Growth Officer will lead AMSOL’s business transformation, revenue growth, operational systems, service productization, client delivery, technology commercialization and institutional capacity building. The role holder will work closely with the Managing Director and Board to scale AMSOL from a project-based HR consulting and recruitment firm into a structured, high-performing, technology-enabled and diversified HR solutions group.

Key Responsibilities

The successful candidate will be responsible for:

• Translating AMSOL’s growth strategy into annual business plans, revenue targets, operating plans and performance dashboards.
• Driving revenue growth across HR consulting, recruitment, payroll outsourcing, HR outsourcing, training, HR technology, salary surveys and employer-of-record services.
• Building a strong commercial engine, including sales pipelines, key account management, tender tracking, proposal development and strategic partnerships.
• Productizing AMSOL’s services into clearly packaged solutions with defined scope, pricing, timelines, templates and delivery standards.
• Establishing strong operational systems, including project management, quality assurance, client success, service-level standards and performance reporting.
• Growing recurring revenue through payroll, HR outsourcing, HRMS/ATS subscriptions, retainers, training programmes and salary data products.
• Supporting commercialization of AMSOL’s HR technology platforms, including ATS, HRMS, payroll and HR data solutions.
• Strengthening recruitment and executive search operations, including sector desks, talent pools, candidate databases and client retention.
• Leading and developing high-performing teams across business development, consulting, recruitment, payroll, training, technology, research and operations.
• Monitoring financial performance, project profitability, margins, debtor management, operational risks and compliance standards.
• Supporting regional and international partnerships for talent mobility, employer-of-record services and East African expansion.

Required Qualifications and Experience

The ideal candidate should have:

• A Bachelor’s degree in Business Administration, Human Resource Management, Commerce, Economics, Finance, Technology, Organizational Development or a related field. 
• A Master’s degree in Business Administration, Strategy, Human Resource Management, Organizational Development, Finance or a related field will be an added advantage. 
• At least 10–15 years’ progressive leadership experience, with a minimum of 5 years in senior management.
• Proven experience growing a business unit, professional services firm, HR outsourcing business, recruitment firm, payroll business, consulting firm, BPO, SaaS/technology-enabled business or regional services company.
• Demonstrated experience in revenue growth, business development, operations management, client relationship management and team leadership.
• Experience in HR consulting, recruitment, payroll, outsourcing, training, HR technology or professional services will be a strong advantage.
• Regional or international business exposure will be an added advantage.

Key Competencies

The successful candidate must demonstrate:

• Strong commercial and business development capability.
• Strategic thinking with hands-on execution ability.
• Ability to build scalable systems, teams and business processes.
• Strong understanding of recurring revenue, retainers, subscriptions and productized services.
• Excellent leadership, communication, negotiation and stakeholder management skills.
• Financial discipline, margin awareness and performance accountability.
• Technology awareness, especially in CRM, ATS, HRMS, payroll systems and digital platforms.
• Ability to work effectively in an entrepreneurial and founder-led business environment.
• High integrity, professionalism, resilience and results orientation.

Key Performance Indicators

The role will be assessed against agreed annual targets, including:

• Revenue growth and achievement of annual business targets.
• Growth in recurring revenue from retainers, payroll, outsourcing, HRMS/ATS and subscriptions.
• Number of new retained clients and strategic accounts secured.
• Proposal conversion rate and sales pipeline value.
• Payroll-managed employees and HR outsourcing clients onboarded.
• Recruitment placements and executive search assignments completed.
• Training revenue, public workshops, corporate trainings and participant numbers.
• HRMS/ATS paying clients and technology product commercialization milestones.
• Project delivery timelines, client satisfaction and quality assurance compliance.
• Profitability, gross margins, debtor management and operational efficiency.
• Development of business unit structures, SOPs, dashboards and performance systems.