Manager, Human Resources (HR) AFIYA

Job Summary

The Accelerating Financial Resilience & Insurance for Young African Women in Agrifood Systems (AFIYA) program is a multi-country initiative that seeks to strengthen the resilience of vulnerable young women smallholder farmers and agri-preneurs across eight African countries. AFIYA complements and amplifies existing Mastercard Foundation country programs by embedding innovative insurance and financial inclusion solutions within established initiatives and trusted delivery channels. AFIYA’s core ambition is to enhance the financial security, climate resilience, and entrepreneurial capacity of young women in agriculture, enabling them to sustainably participate in and benefit from agrifood systems. The Manager, HR serves a pivotal role in overseeing the HR programme for the AFIYA programme under Adaptation and Resilience pillar. S/he will work closely with Principal, Innovation for Resilience to implement the projects talent acquisition, performance management, employee relations, compliance, and HR operations requirements, ensuring the project is optimally staffed and managed in compliance with both organizational standards and Master Card Foundation requirements. The Manager, HR will work with the Director HR & Talent Management to ensure implementation of AFIYA programme HR strategy to ensure overall alignment, strategic impact and operational effectiveness to deliver the project goals. This includes attracting, developing, and retaining talent, and ensuring that HR programmes and systems work effectively across a project-based workforce

Job Details

Reports to -  Director, HR & Talent Management

Reports Indirectly to -  Principal, Innovation for Resilience 

Contract type -  Full time 

KEY RESPONSIBILITIES AND ROLE REQUIREMENTS

1. Strategy & Planning

Work closely with the Director of HR & Talent Management and Principal, Innovation for Resilience to design and execute an HR strategy that supports the project's strategic goals for growth, operational effectiveness, and impact

• Work with Director of HR and the Principal, Innovation for Resilience to forecast workforce requirements and align HR strategies with project goals, ensuring the project is adequately and effectively staffed to meet current and future capacity needs.
• Conduct periodic HR needs analyses and translate findings into structured recruitment, succession, and development plans.
• Participate in the development implementation of the HR operational workplan for the project.
• Lead in embedding FSD Africa’s core values within project team culture through onboarding, leadership coaching, recognition, and employee engagement efforts.
• Champion for Equity, Diversity and Inclusion (EDI) by promoting equitable hiring, development, and progression practices across the project team. Monitor diversity metrics and drive inclusive workplace practices aligned with FSD Africa’s values.
• Contribute to the development of HR strategies aligned with the overall AFIYA programme and Adaptation and Resilience objectives.

2. Recruitment & Onboarding

Lead and coordinate recruitment and onboarding processes that align with project timelines, and operational needs, with a focus on attracting and retaining high-performing talent to support successful project delivery.

• Champion the onboarding process by ensuring that it’s high quality and up to date and provide clarity and connection for employees so that their roles serve the overall AFIYA programme and pillar vision.
• Collaborate with the project lead to determine staffing needs based on project roles and deliverables. Ensure that job descriptions are developed or updated to reflect both technical expertise and behavioural competencies aligned to the project's objectives.
• Develop and implement recruitment and selection plan, outlining clear timelines, sourcing strategies, assessment tools, and roles of internal team members or external consultants involved in the process.
• Lead the end-to-end recruitment process, ensuring transparency, fairness, and timeliness. Maintain clear and consistent communication with candidates, panel members, and other stakeholders to ensure a smooth and professional experience.
• Lead the onboarding and induction for new project staff, ensuring they are equipped with the knowledge, tools, and support to contribute effectively from day one.
• Monitor performance during the probation period, working closely with the supervisors to provide guidance, feedback, and interventions where needed to ensure alignment with project expectations.

3. Talent Management 

Support the successful delivery of the AFIYA programme by ensuring that talent management activities are implemented effectively to drive staff performance, engagement, and alignment with project goals and timelines.

• Performance Management: coordinate and document the annual performance management cycle—including goal setting, mid-term reviews, and end-of-project evaluations—to ensure accountability and high performance across the project team.
• Monitor and analyse performance outcomes across the project team to identify skills and competency gaps, using these insights to inform the design and prioritisation of targeted learning and development interventions that strengthen individual and team effectiveness.
• Promote a culture of learning and growth, encouraging staff to build transferable skills and engage in professional development.
• Facilitate meaningful performance conversations by equipping managers with the tools, guidance, and coaching needed to align individual goals with broader organisational and project priorities.
• Identify learning and development (L&D) needs identified through appraisals and day-to-day observations into a project-wide capacity-building plan. Liaise with the Manager, L&D to design and implement interventions that strengthen technical and behavioural competencies needed for successful project execution.
• Implement wellbeing initiatives to promote the holistic wellbeing of the project staff.
• Promote positive work culture, address and or escalate grievances and guide disciplinary procedures.

4. Risk & Resource Management

Ensure effective oversight of HR-related risks and optimal use of resources within the project, in alignment with FSD Africa’s policies, and the project’s strategic objectives.

• Manage HR project budget ensuring that finances are utilised in line with FSD Africa's policies and procedures; monitor carefully to ensure that anticipated business benefits are realised
• Ensure full understanding of HR-related risks and the risk management protocols that need to be in place.
• Identify and assess HR risks across the project lifecycle, including staffing continuity, compliance with local labour laws, safeguarding, and reputational risks. 
• Implement all aspects of the Risk Management framework relating to HR Management.

5. Relationships & Communications

Design and deliver HR related initiatives within the programme, while ensuring effective internal communication that supports the successful execution of the project's people strategy.

• Oversee internal communication efforts related to HR processes, policy rollouts, learning opportunities, and change management, ensuring clarity, transparency, and staff engagement throughout the project lifecycle.
• Act as a communication bridge between HR pillar, project leadership, and staff, ensuring feedback loops are maintained, concerns are addressed promptly, and updates are cascaded effectively.
• Respond to routine staff queries on HR processes, policies, and entitlements; escalate complex issues as needed.
• Coordinate initiatives that promote inclusion, staff wellbeing, and constructive feedback channels across the organisation.

6. HR Operations & Compliance

Ensure implementation of the HR policies and manage HR project records to ensure support the integrity, accountability, and operational success of the project.

• Lead the execution and continuous improvement of scalable, efficient and compliant HR operations across the pillar and specifically for the AFIYA programme.
• Coordinate the delivery of Human Resource Information System (HRIS) and automation for HR processes for the Adaptation and Resilience pillar and AFIYA programme. Reviews to ensure efficiency, equity and alignment with overall FSD Africa guidelines.
• Ensure data integrity, accuracy and consistency and reports to support effective decision making for the project.
• Coordinate the design and deliver of job descriptions and performance contracts for all the roles for Adaptation and Resilience pillar and AFIYA programme.
• Manage the administration of AFIYA programme employee benefits, pension contribution documentation, and insurance schemes, ensuring accurate enrolment, timely renewals, and good staff communication.
• Maintain up-to-date employee records and HR trackers in compliance with FSD Africa policy and statutory obligations.
• Ensure that all legal/statutory requirements associated with the employment of project staff are fulfilled (including immigration requirements and contracting)
• Prepare for and support audits; ensure that any corrective actions relating to HR management are closed out in a timely manner
• Coordinate the processing of salary reviews and related outcomes, ensuring accurate execution aligned with HR policy guidelines
• Support staff transitions during project and or pillar change.
• Handle confidential matters with discretion

Carry out any other duties or special assignments as assigned by the Management.

COMPETENCIES
Competencies describe the key behaviours that drive success in all of FSD Africa’s roles, regardless of technical specialism. They have been derived from systematic research correlating performance with personal attributes. 

Competency Levels 

• Level 1: Basic
• Level 2: Foundation   
• Level 3: Specialist
• Level 4: Senior Specialist      
• Level 5: Leading Expert          
• Level 6: Executive

This position requires competency at Specialist  Level for all the competencies listed below:

ESSENTIAL FOUNDATIONS
Commitment & Alignment
Demonstrates commitment to serving our partners and alignment with the values and vision of FSD Africa
Change & Challenge
Has a strong sense of ownership that leads to learning, self-starting, taking initiative, driving change and leading development
 

ACHIEVEMENT COMPETENCIES
Situational Awareness & Thinking
Thinks clearly and intentionally, analysing information objectively, understanding issues, solving problems, and making decisions
Drive for results
Is keenly motivated to achieve goals & act with accountability to deliver quality results
 

PEOPLE COMPETENCIES
Relationships & Collaboration
Discerns and appreciates the values, viewpoints, or abilities of others; effectively reconciles different interests and displays emotional intelligence
Communication & Influencing
Deliberately adjusts behaviour to accommodate others; communicates clearly, confidently, and appropriately to influence others

Requirements

PERSON SPECIFICATIONS

Qualifications and Education

• Master’s degree and 6 years of experience or bachelor’s degree and 8 years of experience
• Experience in managing end to end HR function
• Excellent skills in written and spoken English
• Relevant post graduate qualifications are an advantage 
• Membership of relevant professional bodies e.g. CIPD is an advantage

1. Required Experience, Knowledge, and Skills

• Project HR planning and implementation
• Talent acquisition and executive recruitment
• Performance management and staff engagement. Cross cultural sensitivity.
• High attention to detail and follow-through with superior communication, writing, and presentation skills
• Ability to build good relationships at all levels and influence both internal and external stakeholders
• Proven ability to manage projects and deliver results
• Track record of acting with high levels of professionalism, discretion, and discernment; committed to upholding principles of equity, inclusion, and confidentiality
• Adaptability and resilience in dynamic work environment
•  Proficient in HRIS 

Desirable

• Previous experience of working in donor-funded projects  

Commitment to Equity, Diversity, and Inclusivity: 

FSD Africa is committed to building a diverse organization and a climate of equity and inclusivity. We strongly encourage applications from candidates who can demonstrate that they can contribute to this goal.

Equal Opportunity Employer: 

We are an equal opportunity employer and value diversity. We do not discriminate based on race, religion, colour, national origin, sex, gender, gender expression, sexual orientation, age, marital status, or disability status. We will ensure that all applicants are provided a fair chance to compete for available job opportunities.

About Company

FSD Africa

https://fsdafrica.org/

FSD Africa is a specialist development agency working to help make finance work for Africa’s future. Based in Nairobi, FSD Africa’s team of financial sector experts work alongside governments, business leaders, regulators, and policymakers to design and build ambitious programmes that make financial markets work better for everyone. FSD Africa Investments, provides early-stage, risk-bearing, catalytic and patient capital to inventive commercial organisations in order to stimulate capital flows in support of green economic growth benefiting people and planet. Established in 2012, FSD Africa is incorporated as a non-profit company limited by guarantee in Kenya. It is funded by UK aid from the UK government.