Village Enterprise Chief People & Culture Officer Jobs in Kenya
Role Purpose
The Chief People & Culture Officer (CPCO) is a strategic executive responsible for developing and leading a people-centered organizational strategy that supports the achievement of Village Enterprise’s mission, strategic priorities, and growth objectives.
The CPCO serves as a trusted advisor to the CEO, Executive Leadership Team, and Board, ensuring that organizational culture, leadership effectiveness, workforce planning, talent development, employee engagement, diversity, equity and inclusion, safeguarding, and people operations align with organizational goals.
The role champions a high-performance, values-driven culture while ensuring compliance, risk management, and workforce sustainability.
Responsibilities
Strategic Leadership
Develop and implement a comprehensive global People & Culture Strategy aligned with the organization's strategic plan.
Advise the CEO and Board on workforce trends, organizational capabilities, succession risks, and culture-related matters.
Translate organizational priorities into measurable people-focused initiatives and outcomes.
Lead workforce planning to ensure current and future organizational capability needs are met.
Establish people metrics and analytics that support evidence-based decision-making.
Drive transformation initiatives, organizational redesign, and change management programmes.
Culture, Values and Employee Experience
Serve as the chief steward of organizational culture, mission, and values.
Design programmes that strengthen employee engagement, inclusion, collaboration, well-being, and trust.
Promote a culture of accountability, innovation, belonging, and psychological safety.
Conduct regular employee engagement surveys and organizational climate assessments.
Lead initiatives that improve employee experience across the entire employee lifecycle.
Partner with leaders to embed organizational values into daily behaviors and decision-making.
Leadership Development and Succession Planning
Develop leadership capability across all levels of the organization.
Establish leadership development frameworks and programmes.
Lead executive coaching and leadership assessment initiatives.
Design succession-planning processes for critical organizational roles.
Build talent pipelines for future leadership and technical expertise.
Talent Acquisition and Workforce Planning
Lead global recruitment and talent acquisition strategies.
Ensure attraction, assessment, recruitment, and retention of high-performing talent.
Develop employer-branding and talent-marketing strategies.
Establish workforce-planning methodologies linked to organizational growth plans.
Oversee recruitment processes, workforce forecasting, and talent-mobility programmes.
Organizational Design and Effectiveness
Lead organizational structure reviews and workforce-optimization initiatives.
Design scalable organizational systems, career frameworks, roles, and job architectures.
Ensure efficient resource allocation and workforce deployment across countries and functions.
Drive process improvements that enhance operational efficiency and collaboration.
Develop performance-management frameworks that support organizational effectiveness.
Performance Management and Talent Development
Lead enterprise-wide performance-management systems.
Ensure alignment of objectives, competencies, and performance expectations.
Establish learning and development strategies that address organizational capability gaps.
Oversee talent-review and career-development programmes.
Create systems that encourage accountability and continuous feedback.
Compensation, Benefits and Total Rewards
Develop competitive global compensation and benefits strategies.
Ensure equitable and market-aligned compensation structures.
Oversee executive compensation recommendations.
Conduct regular salary benchmarking
and reward reviews.
Develop recognition programmes aligned with organizational values.
Human Resources Operations and Compliance
Ensure compliance with employment laws and regulations across all jurisdictions.
Oversee HR policies, procedures, systems, and controls.
Lead HR technology strategy and Human Resource Information Systems (HRIS).
Establish governance mechanisms and people-related risk-management frameworks.
Ensure compliance with data privacy, confidentiality, and record-keeping requirements.
Employee Relations, Safeguarding and Risk Management
Lead employee-relations strategies and workplace issue resolution.
Oversee safeguarding, workplace investigations, ethics, and misconduct processes.
Ensure effective grievance-management and disciplinary frameworks.
Manage organizational risks related to people, culture, ethics, and conduct.
Promote a safe, healthy, respectful, and inclusive workplace.
Safeguarding
Champion a culture where safeguarding is everyone’s responsibility.
Ensure implementation of and compliance with Village Enterprise safeguarding policies, procedures, and standards.
Ensure safeguarding risks are identified, mitigated, and integrated into programme design and organizational processes.
Ensure safeguarding concerns are reported, managed, and escalated appropriately, while supporting investigations and disciplinary processes where required.
Key Performance Metrics
100% safeguarding case investigation rate, with average case resolution within 30 days.
Identified successors for all L8+/G9+ leadership roles and quarterly succession-risk reporting to the Board.
Year-on-year improvement in employee engagement scores, with field staff engagement gaps maintained below 10 percentage points compared to headquarters.
Zero material employment-law compliance violations across all jurisdictions.
Voluntary staff turnover maintained below sector benchmarks and key-person risks mitigated through succession planning and cross-training.
Requirements
Education
Master’s Degree in Human Resources, Organizational Psychology, Business Administration, Industrial Psychology, Law, Leadership, or a related field.
MBA or other advanced leadership qualification is highly desirable.
Preferred professional certifications include:
SHRM-SCP
CHRP
FCIPD
CIPD
Experience
Minimum of fifteen (15) years of progressive experience in Human Resources, People & Culture, or Organizational Development.
At least eight (8) years in senior leadership positions.
Experience leading global or multi-country teams.
Proven experience supporting Boards and Executive Leadership Teams.
Demonstrated success leading organizational transformation and culture-change initiatives.
Experience within international NGOs, social enterprises, multinational organizations, or the broader development sector.
Experience supporting periods of rapid organizational growth.
How to apply
For more information and job application details, see; Village Enterprise Chief People & Culture Officer Jobs in Kenya
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