Deputy Director, Human Resources at eHealth Systems Africa

eHealth Africa designs and implements data-driven solutions and technologies to improve health systems for and with local communities. eHA’s technology works in low connectivity settings and uses data to drive decision-making by local governments and partner agencies to get optimum results.

We are recruiting to fill the position below:

Job Title: Deputy Director, Human Resources

Location: Kano

Purpose of the position 

• The HR Deputy Director will provide strategic leadership and direction across eHealth Africa, EHA, clinics, and eHA Impact Ventures.
• Working closely with the C-suite, executive team, and Board of Directors, this role will ensure that HR strategies are aligned with business objectives, promoting organizational growth and sustainability.
• The HR Deputy Director will lead high-level workforce planning, recruitment, talent development, performance management, compensation & benefits, and compliance while fostering a dynamic and inclusive workplace 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 & Collaboration:

• Act as a strategic partner to the EHA Group leadership and the Board of Directors to ensure that HR initiatives align with organizational objectives across all entities.
• Provide high-level strategic input on workforce planning, talent management, and organizational development, influencing decisions that impact long-term growth and sustainability.
• Lead organizational change management and transformation, ensuring the HR function supports and drives innovation across the group.
• Productivity Optimization: Lead initiatives to enhance overall workforce productivity, ensuring alignment with organizational goals and operational efficiency.

Talent Acquisition & Recruitment:

• Oversee the entire recruitment process, from sourcing, interviewing, and onboarding to ensuring the acquisition of top talent.
• Develop and execute recruitment strategies that attract and retain talent, aligning with the future staffing needs of the organization’s various entities.
• Collaborate with leadership to forecast staffing demands, ensuring a well-prepared workforce that can meet strategic and operational goals.

Strategic Alignment of Job Descriptions:

• Job Description Alignment: Ensure job descriptions reflect the skills, competencies, and expectations for each role and align with performance management and succession planning strategies.
• Work closely with department heads to maintain accuracy and strategic alignment of job descriptions with business goals.
• Use job descriptions operationally for compensation benchmarking, payroll classification, and benefits eligibility, ensuring compliance with local labor laws.

Learning & Development (L&D):

• Training and Development: Design and implement robust learning and development programs tailored to the unique needs of the non-profit, healthcare, and social impact sectors.
• Conduct training needs assessments to address skill gaps, fostering a culture of continuous improvement and career growth.
• Oversee the effectiveness of training initiatives, aligning them with organizational objectives and employee development.

Performance Management System (PMS):

• Lead the performance management process, including KPI setting, appraisals, and feedback mechanisms to drive a high-performance culture.
• Develop and implement performance improvement plans and career development pathways, ensuring alignment with organizational goals.
• Foster a feedback-rich environment to promote continuous performance improvement and employee engagement.

Succession Planning:

• Talent Pipeline: Develop and manage succession planning initiatives to ensure the organization has a robust pipeline of future leaders across all sectors.
• Identify and groom high-potential employees for leadership roles, facilitating career growth opportunities and leadership development.
• Work closely with senior management to align succession planning with strategic growth and long-term organizational needs.

Data-Driven HR Decisions & Analytics:

• HR Analytics: Leverage HR data and analytics to provide insights into workforce trends, productivity, employee engagement, and talent acquisition.
• Utilize predictive analytics to forecast staffing needs, assess employee turnover, and inform talent management strategies, ensuring data-driven decision-making across HR functions.
• Develop dashboards and reports for the executive team and Board of Directors, offering actionable insights to improve organizational performance and workforce planning.

Payroll & Administrative Oversight:

• Oversee payroll processing to ensure accurate and timely payments while ensuring payroll data is aligned with HR systems and business needs.
• Manage key HR administrative tasks, including employee records management, HR document processing, and data accuracy within HRIS systems.
• Ensure proper reporting and compliance with organizational and legal standards, maintaining robust HR operations.

HR Compliance & Risk Management:

• Ensure HR policies and practices comply with local, regional, and international labor laws, managing audits and compliance checks to uphold organizational integrity.
• Conduct regular audits of HR systems and policies, updating practices as necessary to reflect changes in legal and organizational standards.
• Oversee all regulatory HR compliance, ensuring proactive risk management and adherence to evolving labor regulations.

Employee Relations & Engagement:

• Foster a positive workplace culture by leading employee relations initiatives, handling grievances, conflict resolution, and supporting managers on employee relations matters.
• Implement strategies to enhance employee engagement, satisfaction, and retention across all entities, promoting a unified and motivated workforce.
• Champion initiatives to create an inclusive, equitable, and diverse work environment that aligns with organizational values.
• Conflict Resolution: Act as a mediator in high-level employee disputes, providing expert guidance on conflict resolution strategies to foster a harmonious and collaborative work environment across all entities.

Who you are

• Education: Master's degree in Human Resources, Business Administration, or related field; Master’s degree preferred.
• Experience: A minimum of 10 years of experience, including at least five years in a leadership role, is desirable. Experience across diverse sectors such as non-profit, healthcare, and social impact organizations is also desirable.
• Proven ability to work closely with C-level executives and Boards of Directors, providing strategic HR leadership in complex, fast-paced environments.
• Expertise: Deep knowledge of workforce planning, talent management, L&D, compensation, benefits, and compliance, with the ability to align HR strategies with organizational objectives.
• Leadership Skills: Strong leadership abilities, including experience managing large, diverse teams and HR functions in multi-entity organizations.
• Compliance Knowledge: Solid understanding of labor laws and regulations in the regions where EHA Group operates, with a track record of ensuring compliance and managing risk.
• Technology: Proficient in HRIS systems and data management, able to oversee system implementations and optimization.
• Professional certification in People 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.

Compensation & Benefits

• Compensation Strategy: Develop, implement, and manage competitive compensation structures and benefits programs that align with industry benchmarks and organizational strategy.
• Collaborate with leadership to ensure that compensation and benefits structures support overall business objectives and attract top talent.
• Ensure compliance with local labor laws in all compensation and benefits practices, conducting regular reviews and updates as needed.

Application Closing Date
Not Specified.

How to Apply
Interested and qualified candidates should:
Click here to apply online