About the Role

As the People and Culture Manager, you will serve as a strategic advisor and operational partner to the Country Executive Director and Zambia Management Team, ensuring that people strategies, policies, and practices enable organisational success. You will be accountable for delivering high-quality People and Culture support across the employee lifecycle while fostering a positive, inclusive, and high-performing workplace culture.

Key Responsibilities

Policies and Processes

• Ensure local people processes are efficient, streamlined, and consistent, while maintaining alignment with global policies and ensuring local relevance.

• Continuously assess the impact of CAMFED’s policies and processes on organisational culture and employee experience.

• Support the accurate and timely processing of monthly payroll, working closely with the finance team and outsourced payroll provider and the Global People & Culture team.

• Proactively review, evaluate, and update policies, procedures, and practices to ensure ongoing effectiveness and alignment with organisational needs.

Finance and Procurement

• Ensure all people-related costs and expenses are managed in accordance with CAMFED’s finance, audit, and compliance requirements.

• Contribute to the annual budgeting process and quarterly Estimate at Completion (EA) reviews.

• Support the commissioning and contracting of external partners for People & Culture initiatives, working in partnership with regional and global People & Culture support hubs and in line with CAMFED frameworks and standards.

Human Resource Information System (HRIS) – HiBob

• Ensure the ongoing maintenance, administration, and optimisation HRIS meet organisational and operational needs.

• Act as the primary HRIS point of contact for the Zambia team, providing guidance and support to managers and team members on system use and functionality.

• Promote the effective use of HRIS data to inform workforce planning, decision-making, and reporting at the national level and beyond.

• Ensure that HRIS records are accurate, complete, and capable of supporting robust audit processes and data analytics.

• Drive engagement with the HRIS, empowering teams and managers to manage and maintain their own data effectively.

Case Management

• Serve as the primary People & Culture lead for employee relations matters in Zambia, providing expert guidance and support to managers and team members on disciplinary, grievance, performance, conduct, capability, and other workplace matters.

• Ensure effective policies, procedures, and record-keeping practices are in place for Resolution Services, including disciplinary and grievance matters.

• Ensure all employee relations matters are managed in compliance with Zambian employment legislation, regulatory requirements, and CAMFED policies and standards.

• Provide advice, guidance, and support on employee relations cases as required.

Compliance and Employment Legislation

• Maintain up-to-date expertise in employment legislation, People best practice (HR), and emerging people trends.

• Ensure that all people-related policies, processes, and practices are compliant, ethical, and aligned with organisational requirements.

• Maintain effective People Operations procedures to ensure records are accurate, secure, and compliant with data protection, audit, and regulatory requirements.

Recruitment and Talent Acquisition

• Oversee and coordinate end-to-end recruitment processes for Zambia, ensuring a positive, equitable, and efficient candidate experience.

• Serve as the primary People & Culture lead for recruitment activities, partnering with hiring managers to identify workforce needs and develop effective recruitment plans.

• Manage and maintain recruitment activity through Teamtailor, ensuring all vacancies, candidate records, communications, and recruitment workflows are accurately tracked and managed.

Leadership

• Demonstrate proactive leadership by continuously reviewing and improving people processes, systems, and ways of working.

• Champion personal wellbeing and actively support the wellbeing of colleagues across the organisation.

Collaborative Working

• Partner closely with People and Culture team members across other entities to support the delivery of People & Culture objectives across Zambia.

• Contribute actively as a member of the Global People & Culture team by sharing ideas, providing support, and constructively challenging existing approaches.

• Support the effective management of the continuous performance management process in Zambia, with guidance from specialist hubs where required.

• Stay informed about wider People & Culture initiatives, projects, events, and resources to provide timely and accurate advice to employees and managers.

People Partnering

• Support the Executive Director and the wider Zambia leadership team to develop and implement a People & Culture strategy aligned to organisational priorities.

• Establish a business partnering approach in Zambia, serving as the primary People & Culture partner to managers; supporting them to address workforce challenges and opportunities, including organisational design, employee engagement and performance management.

• Strengthen managers’ understanding of their people leadership responsibilities and support the development of effective management capability.

• Provide coaching for senior leaders and while also supporting them to develop their coaching skills and approaches.

• Partner with business leaders to develop and implement workforce plans that align talent needs with organisational strategy, growth objectives, and operational priorities.

• Support annual budgeting and headcount planning processes, ensuring alignment between people plans and financial objectives.

Safeguarding

• Partner with the Safeguarding Lead to embed safeguarding practices across the organisation, supporting policy implementation, staff awareness, and the appropriate management of safeguarding concerns.

• Report safeguarding concerns, allegations, or incidents through the appropriate channels.

• Participate in safeguarding training and continuous learning to remain informed of current best practices and organisational requirements.

• Remain vigilant to signs of abuse, harm, or neglect, and take appropriate action in line with CAMFED safeguarding procedures.