HR Operations, Strategy, Data & Enablement Lead, M-KOPA

• The ideal candidate will possess a deep understanding of key performance indicators (KPIs) and tracking mechanisms (OKR's) essential for aligning HR initiatives with business objectives, comfortable with Data and versatile in their approach
• Strong stakeholder skills coupled to an analytical mindset would be ideal
• Strong program management skills are required to optimise various HR elements not limited to but including talent acquisition, performance management, and employee development. Join us in driving our HR strategy to foster a high-performing and agile workforce
• This is not a junior or mid level role, this is for a seasoned HR strategist that understands the role of Data and Enablement in a modern HR environment
• Proven experience in program management, with a track record of successfully leading complex initiatives from inception to completion
• Strong data analytic skills and ability to make data-driven decisions
• Proven experience in leading and managing cross-functional teams
• Experience within a fast-paced organisation, comfortable with ambiguity and driving change
• Strong leadership and people management skills with the ability to manage senior stakeholders
• Financial acumen and experience managing budgets, resources, and financials associated with strategic programs
• Change management expertise, with the ability to drive organizational change and facilitate adoption of new processes and technologies
• Demonstrated business acumen and strategic thinking, with a track record of developing and executing growth initiatives that deliver measurable results
• Exceptional analytical skills, with proficiency in SQL and Excel required and proven ability to derive actionable insights from complex datasets
• Excellent written communication and presentation skills, with the ability to distil complex concepts into clear and compelling narratives
• High degree of initiative with a proactive approach to problem-solving
• Exceptional written communication and interpersonal skills, with the ability to influence and build relationships at all levels of the organisation
• Highly organised, able to prioritise and manage multiple tasks simultaneously
• Ability to adapt and thrive in a fast-paced environment

Desirable

• As the Strategy & Enablement Lead, you will be a central point of coordination within the People team, supporting the leadership team and monitoring a program of activities critical to our organization's success
• This role reports directly to the Chief People Officer and involves managing strategic programs and initiatives, driving operational excellence, and making a meaningful impact across the organization
• Design, implement, and optimize processes across the People function/business to improve agility and accelerate innovation
• Develop and maintain a comprehensive understanding of market trends, competitive landscape, and customer needs to inform strategic decision-making
• Develop and implement performance metrics and KPIs to measure the success and effectiveness of new initiatives
• Drive a culture of continuous improvement and innovation within the team, fostering a collaborative and results-oriented environment
• Coordinate with the Executive team, SMT, GMT and other Strategy & Operations Staff, to ensure the successful delivery of key strategic projects across the organization
• Cultivate a positive team environment, mentor team members, and spearhead efforts to build a best-in-class, results-driven performance culture
• Serve as the CPeO's and HRLT team's 'go-to' for ad-hoc strategic requirements, intellectual sparring, and future initiatives
• Lead on internal People Related Communications Strategy & Content Creation
• Serve as a key advisor and lead preparation for meetings, presentations, and organizational planning
• Support the CPeO with administrative-related tasks
• Develop and manage departmental budgets, working closely with the CPeO, HRLT and Finance teams on forecasting
• Oversee administrative processes, vendor relationships, and regulatory compliance to ensure smooth day-to-day operations

• Recruiter call 30 mins - an introduction to the process and M-KOPA
• Hiring Team call 45 mins - High level introductions, from the Hiring Manager
• Then typically
• Presentation or Task prepared at home
• Task Deep Dive with a panel 90 mins - This is where most of the magic happens
• Pre-Final 45 mins - meeting some peers and stakeholders
• Final Interview – 30 mins