Role

Omia Agribusiness is seeking a Chief People & Culture Officer (CPCO) to provide executive leadership for our people strategy, organizational capability, culture and workforce productivity.

Department

People & Culture

Reports To

Chief Executive Officer (CEO)

Job Purpose

The Chief People & Culture Officer (CPCO) provides executive leadership for Omia Agribusiness Development Group Ltd.'s people strategy, organizational capability, culture and workforce productivity. The role ensures that Omia has the right organizational structure, leadership, talent, systems and performance culture required to achieve its strategic, commercial and impact ambitions.

Key Result Areas

1. People Strategy, Organizational Design and Workforce Productivity (20%)

• Develop and execute the People and Culture Strategy in direct alignment with Omia's corporate strategy, annual business plan and growth ambitions
• Lead strategic workforce planning, organizational design, job analysis and staffing reviews
• Drive workforce productivity and ensure that people costs, deployment and capability support revenue, EBITDA, net profit margin and impact targets
• Advise management on restructuring, decentralization, branch expansion, role creation and workforce affordability
• Establish productivity measures such as revenue per employee, staff cost as a percentage of revenue, span of control, staffing efficiency and workforce utilization
• Lead organizational development and change management initiatives

2. Talent Acquisition, Employer Brand and Leadership Pipeline (15%)

• Lead workforce acquisition strategies that attract, select, onboard and retain competent employees
• Build and promote Omia's employer brand and employee value proposition
• Oversee recruitment, selection, onboarding, confirmation, promotion, transfer and separation processes
• Develop and manage graduate, internship, volunteer and early-career recruitment programmes
• Establish strategic partnerships with universities, technical institutions, professional bodies and training providers
• Identify critical positions, high-potential employees and succession risks
• Build the leadership pipeline required for national expansion

3. Performance, Execution and Organizational Capability (15%)

• Lead the design, implementation and continuous improvement of an organization-wide performance management system
• Ensure corporate objectives are translated into clear departmental, team and individual KPIs
• Drive timely goal setting, performance check-ins, appraisals, feedback, coaching, performance improvement plans
• Hold managers accountable for execution, team performance, staff development, retention, attendance and employee engagement
• Use performance and workforce analytics to identify productivity gaps, capability risks
• Lead organizational learning, technical capability building, management development and leadership development

4. Culture, Change and Employee Experience (15%)

• Lead the development and embedding of a high-performance, accountable, ethical and 'Farmers First' organizational culture
• Lead organizational change initiatives and support employees and managers through transitions
• Design and monitor the employee experience across recruitment, onboarding, development, performance, recognition, wellbeing and separation
• Lead employee engagement, communication, recognition and wellbeing initiatives
• Provide strategic oversight of employee relations, disciplinary processes, grievance management, safeguarding, diversity, equity and inclusion
• Build manager capability and accountability for people outcomes
• Use employee feedback, engagement data, exit information and turnover analysis to recommend and implement corrective actions

5. HR Governance, Digital Transformation, Analytics and Risk (15%)

• Ensure compliance with labour laws, employment regulations, internal policies, donor requirements and applicable governance standards
• Lead the development, review, approval and consistent implementation of People and Culture policies, procedures and controls
• Oversee HR audits, compliance reviews, employment documentation, payroll-related controls and accurate employee records
• Lead digital HR transformation, including implementation and optimization of HR information systems, employee databases, automated workflows, digital records and self-service processes
• Build reliable workforce dashboards and analytics covering staffing, productivity, performance, turnover, absenteeism, compensation, diversity, learning and succession
• Identify, assess and mitigate people-related, succession, compliance, conduct, safeguarding and workforce continuity risks

6. Executive Advisory and Strategic Business Partnership (10%)

• Serve as a strategic advisor to the CEO, Senior Management Team and Board on workforce, organizational capability, leadership, culture and people-related risks
• Partner with Commercial, Finance, Operations and Farmer Support leaders to diagnose organizational constraints and design people solutions
• Contribute to strategy formulation, annual planning, budgeting, expansion decisions, organizational reviews and performance discussions
• Provide workforce scenarios, cost implications, productivity analysis and organizational recommendations
• Represent Omia on strategic people and organizational matters with regulators, professional bodies, universities, partners and other external stakeholders

7. People & Culture Function Leadership and Organizational Collaboration (10%)

• Provide leadership, direction, coaching and mentorship to the People and Culture team
• Set departmental priorities, service standards, budgets, work plans and performance expectations aligned to organizational needs
• Ensure the People and Culture function is appropriately structured, skilled, resourced and responsive
• Build the capacity of managers and supervisors to carry out their people-management responsibilities effectively
• Promote collaboration, shared accountability and effective communication across departments, branches and project teams
• Monitor the quality, timeliness and internal customer experience of HR services

8. Other Duties

• Perform any other duties reasonably assigned by the CEO

Minimum Qualifications

• Master's degree in Human Resource Management, Organizational Development, Business Administration, Industrial/Organizational Psychology, Public Administration or a related field
• A bachelor's degree in Human Resource Management, Industrial Psychology, or a related discipline
• CIPD, CHRP or an equivalent recognized professional HR qualification is an added advantage

Experience

• Minimum of ten (10) years of progressive experience in human resource management, organizational development or people leadership, including at least five (5) years in a senior management or executive leadership role
• Demonstrated experience linking people strategy, workforce productivity and organizational capability to business performance
• Proven experience in organizational design, strategic workforce planning, performance management, leadership development, succession and culture change
• Experience advising executive leadership and contributing to strategy, budgeting, restructuring and business-growth decisions
• Demonstrated experience implementing HR systems, automation, workforce dashboards and people analytics
• Experience in agribusiness, agriculture, commercial, manufacturing, retail, multi-branch or project-based organizations is highly desirable

Knowledge Requirements

• Strategic human resource management and organizational development
• Commercial and financial literacy, including understanding of revenue, EBITDA, profitability, labour cost and productivity drivers
• Organizational design, workforce planning and job evaluation
• Performance management, execution and accountability systems
• Talent acquisition, employer branding, succession and leadership development
• Organizational culture, employee experience and change management
• Labour laws, employee relations, safeguarding and corporate governance
• HR information systems, digital transformation, automation and workforce analytics
• Compensation, benefits and reward principles
• Risk management and business continuity

Technical Skills

• People strategy formulation and execution
• Business partnering and executive advisory
• Workforce productivity and organizational analysis
• Organizational design and job evaluation
• Strategic workforce planning and talent management
• Performance management and leadership development
• HR analytics, dashboard development and data interpretation
• HR technology implementation and process automation
• Policy development, governance and compliance
• Change leadership, facilitation, coaching and stakeholder management
• Budgeting, workforce costing and report writing

Behavioural Competencies

• Strategic and commercial thinking
• Leadership, influence and executive presence
• Results orientation and accountability
• Integrity, discretion and confidentiality
• Sound judgement and evidence-based decision-making
• Emotional intelligence and courage in addressing difficult issues
• Collaboration and cross-functional partnership
• Coaching, mentoring and talent development
• Negotiation, conflict resolution and change leadership
• Adaptability, resilience and continuous improvement
• Strong communication and stakeholder engagement

Working Conditions

• Primarily office-based with regular travel to branches, project sites and external engagements
• Frequent engagement with the Board, executives, managers, employees and external stakeholders
• Occasional evening or weekend work during investigations, organizational initiatives, recruitment or critical business periods
• Exposure to highly sensitive, confidential and complex organizational information
• Management of multiple priorities, organizational change and competing deadlines

Key Resources Accountable For

• Organization-wide human capital and workforce plans
• People and Culture strategy, policies, systems and budget
• Organizational structures, job architecture and workforce data
• Performance management and leadership development frameworks
• Talent acquisition, employer branding, succession and talent pipelines
• Employee experience, culture, engagement and change initiatives
• HR information systems, automation, records and workforce analytics
• People governance, compliance, safeguarding and organizational people risks