About era92 Group
era92 Group is a mission-driven holding company dedicated to creating jobs for underserved youth across Africa. Through
our ventures—era92 Creative (a global creative agency), era92 Elevate (youth training and development), and era92 Fund (accessible microfinance)—we exist to unlock potential and change stories for the next generation. Our goal is bold: create 100,000 skilled jobs for Africa’s youth. As we scale, our people remain at the center of everything we do. We believe culture is our greatest competitive advantage.
That’s why we are looking for a Head of People & Culture who will champion our values, build systems that support growth, and nurture the talent that drives our mission forward.
The Role
The Head of People & Culture will serve as the steward of era92’s most important asset—its people. This role goes far beyond traditional HR.
You will design and implement strategies that attract, develop, and retain talent, while also cultivating a thriving culture rooted in our values of creativity, integrity, and impact. As a member of the leadership team, you will work closely with the CEO, CFO, and business unit heads to ensure that people strategies align with our overall vision.
You will also play a vital role in ensuring compliance with labor laws, donor requirements, and safeguarding standards, while embedding systems that make era92 an inspiring, high-performance, and values-driven workplace.
Key Responsibilities
1. People Operations & Systems
- Oversee the full employee lifecycle, from recruitment and onboarding to exit and alumni engagement.
- Develop and manage HR policies, contracts, leave management, and compliance with Ugandan labor laws.
- Implement or upgrade HR information systems (HRIS) and employee records management.
- Establish clear job descriptions, salary bands, and organizational structures that support growth.
2. Recruitment & Onboarding
- Lead recruitment campaigns for top talent, with a strong focus on values alignment and mission-fit.
- Build pipelines to transition era92 Elevate graduates into internships, employment, and leadership opportunities.
- Design and oversee structured onboarding programs that embed new hires into our culture and equip them for success.
3. Performance & Growth
- Develop and implement a performance management framework that combines KPIs with values-based assessments.
- Facilitate twice-yearly performance review cycles and provide managers with tools for continuous feedback.
- Identify training needs and design learning & development programs for staff at all levels.
- Launch leadership development initiatives to nurture emerging leaders from within.
4. Culture & Engagement
- Champion era92’s culture by designing and facilitating programs that bring our values to life.
- Coordinate team retreats, Creative Fridays, recognition programs, and staff engagement surveys.
- Act as a trusted advisor and coach to leaders and staff, helping to resolve conflicts and strengthen collaboration.
- Ensure diversity, equity, and inclusion principles are embedded across policies and practices.
5. Compliance, Safeguarding & Wellbeing
- Maintain compliance with labor laws, donor requirements, and safeguarding standards.
- Ensure robust grievance, anti-harassment, and whistleblower policies are in place and trusted by staff.
- Prioritize staff wellbeing by promoting mental health, work-life balance, and safe working conditions.
Key Responsibilities
1. People Operations & Systems
- Oversee the full employee lifecycle, from recruitment and onboarding to exit and alumni engagement.
- Develop and manage HR policies, contracts, leave management, and compliance with Ugandan labor laws.
- Implement or upgrade HR information systems (HRIS) and employee records management.
- Establish clear job descriptions, salary bands, and organizational structures that support growth.
2. Recruitment & Onboarding
- Lead recruitment campaigns for top talent, with a strong focus on values alignment and mission-fit.
- Build pipelines to transition era92 Elevate graduates into internships, employment, and leadership opportunities.
- Design and oversee structured onboarding programs that embed new hires into our culture and equip them for success.
3. Performance & Growth
- Develop and implement a performance management framework that combines KPIs with values-based assessments.
- Facilitate twice-yearly performance review cycles and provide managers with tools for continuous feedback.
- Identify training needs and design learning & development programs for staff at all levels.
- Launch leadership development initiatives to nurture emerging leaders from within.
4. Culture & Engagement
- Champion era92’s culture by designing and facilitating programs that bring our values to life.
- Coordinate team retreats, Creative Fridays, recognition programs, and staff engagement surveys.
- Act as a trusted advisor and coach to leaders and staff, helping to resolve conflicts and strengthen collaboration.
- Ensure diversity, equity, and inclusion principles are embedded across policies and practices.
5. Compliance, Safeguarding & Wellbeing
- Maintain compliance with labor laws, donor requirements, and safeguarding standards.
- Ensure robust grievance, anti-harassment, and whistleblower policies are in place and trusted by staff.
- Prioritize staff wellbeing by promoting mental health, work-life balance, and safe working conditions.
Candidate Profile
Must-Haves
- Bachelor’s degree in Human Resource Management, Organizational Development, or related field (Master’s is an advantage).
- Minimum 5–8 years of progressive HR/People & Culture leadership experience.
- Demonstrated experience building HR systems and policies in a scaling organization.
- Strong knowledge of Ugandan labor laws, safeguarding frameworks, and compliance standards.
- Proven ability to design and implement performance management systems.
- Excellent communication skills, high emotional intelligence, and cultural sensitivity.
Nice-to-Haves
- Experience working in youth-focused organizations, social enterprises, or donor-funded programs.
- Exposure to multi-entity or regional organizations in Africa.
- Certification in HR (e.g., CIPD, SHRM, or CHRP).
What Success Looks Like (12-Month Outcomes)
- 90% of new hires complete onboarding with documented 30/60/90 day plans.
- A functional performance management system rolled out across all business units. Updated HR policies manual aligned with best practice, labor laws, and donor requirements.
- At least 20 staff and alumni enrolled in a leadership development initiative. Quarterly culture-building initiatives implemented with 80%+ staff participation.
- Staff retention rates maintained at ≥90% annually.
Compensation & Benefits
- Competitive salary based on Kampala market rates.
- Performance-based bonus linked to retention, performance management outcomes, and staff engagement.
- Health and retirement benefits.
- Professional development budget for ongoing learning and certifications.
- Opportunities to shape the culture of one of Africa’s most exciting youth-focused enterprises.
Candidate Profile
Must-Haves
- Bachelor’s degree in Human Resource Management, Organizational Development, or related field (Master’s is an advantage).
- Minimum 5–8 years of progressive HR/People & Culture leadership experience.
- Demonstrated experience building HR systems and policies in a scaling organization.
- Strong knowledge of Ugandan labor laws, safeguarding frameworks, and compliance standards.
- Proven ability to design and implement performance management systems.
- Excellent communication skills, high emotional intelligence, and cultural sensitivity.
Nice-to-Haves
- Experience working in youth-focused organizations, social enterprises, or donor-funded programs.
- Exposure to multi-entity or regional organizations in Africa.
- Certification in HR (e.g., CIPD, SHRM, or CHRP).
What Success Looks Like (12-Month Outcomes)
- 90% of new hires complete onboarding with documented 30/60/90 day plans.
- A functional performance management system rolled out across all business units. Updated HR policies manual aligned with best practice, labor laws, and donor requirements.
- At least 20 staff and alumni enrolled in a leadership development initiative. Quarterly culture-building initiatives implemented with 80%+ staff participation.
- Staff retention rates maintained at ≥90% annually.
Compensation & Benefits
- Competitive salary based on Kampala market rates.
- Performance-based bonus linked to retention, performance management outcomes, and staff engagement.
- Health and retirement benefits.
- Professional development budget for ongoing learning and certifications.
- Opportunities to shape the culture of one of Africa’s most exciting youth-focused enterprises.
How to Apply
An up-to-date CV/resume
A 1-page cover letter describing why they are passionate about People & Culture and how they align with era92’s mission
Names of two references