Senior People Operations Associate

The OpportunityWe are building AI-powered insurance infrastructure across emerging markets. To keep pace with our growth, we need ahigh-output, systems-thinking People Operations leaderwho can design and run the people engine that powers the company.You will architect and execute the core People Ops stack:performance frameworks, competency models, recruitment operations, onboarding, engagement, learning, compliance, and HR analytics, with AI embedded at every step. You will partner closely with leadership across functions to ensure wehire, onboard, grow, and retainhigh-performing teams across Africa and beyond.This role blendsoperator rigor with AI craft: you will use automation, LLMs, and data to move 10x faster, reduce noise for managers, and create a scalable, employee-centric People engine.What You Will OwnPeople operating system: performance frameworks, competency models, values and behaviours, quarterly review cyclesTalent engine: role scorecards, interview rubrics, hiring workflows, and recruiter/hiring-manager collaboration modelsOnboarding and employee lifecycle: pre-boarding, day-1 to day-30 playbooks, probation review, and internal mobility signalsEngagement and culture: surveys, values programs, offsites/retreats, communication cadences, and recognition ritualsLearning & development stack: curricula (e.g. Talstack, CuraLearn), learning calendar, and capability playbooksPolicies and compliance: employee handbook, HR policies, documentation hygiene, and process controls across marketsHR operations and payroll inputs: data integrity, employee records, movements, payroll change logs, and statutory inputsPeople analytics: dashboards, KPI trees, insights packs for leadership, and experiment trackingPeople tech stack: HRIS/ATS, AI copilots, automation workflows, and self-service tools (e.g. internal HR chatbot)Office & asset support: basic facilities oversight, hardware inventory, and coordination with ops/admin and vendorsWhat You Will DoRun end-to-end People Ops for a distributed, high-growth team (from hiring support to exit and alumni management)Design and maintain role scorecards and competency frameworks across functions, including AI proficiency levelsManage quarterly performance and OKR cycles, ensuring clear timelines, templates, calibrations, and decision forumsExecute recruiting operations in partnership with hiring managers and external recruiters: sourcing support, screening, scheduling, and candidate communicationOwn onboarding operations: pre-boarding checklists, account setups, documentation, induction sessions, and 30/60/90-day reviewsArchitect and drive engagement programs: values double-click sessions, pulse checks, all-hands rituals, offsites, and recognitionStand up and maintain People dashboards (e.g. headcount, hiring funnel, performance, engagement, attrition, compensation insights)Draft, update, and roll out policies and processes; run change-management communications and ensure adoptionCoordinate payroll inputs and benefits administration with Finance and external providers (e.g. changes, deductions, and approvals)Implement and iterate learning programs (formal training, peer learning, manager enablement, AI literacy, leadership development)Partner with leadership on workforce planning: hiring plans, capacity models, succession pipelines, and role evolutionIdentify process bottlenecks, design automation and AI experiments, and document playbooks for repeatable scaleThe AI you will bringPeople analytics acceleration: prompt patterns for HR insights, segmentation of survey data, performance signal clustering, and retention/attrition risk flagsStructured evaluation: LLM-assisted review of feedback forms, competency assessments, and engagement comments into rubric-aligned summariesWorkflow automation: automated reminders, status updates, scheduling, approval routing, and FAQ responses via agents and no-code/low-code toolsPolicy and content drafting: AI-assisted drafting of policies, handbooks, communications, learning content, and manager toolkits, with clear guardrailsEmployee experience copilots: internal HR chatbot(s) to handle routine queries, onboarding questions, and links to documentationMeasurement and experimentation: automated tracking of People experiments (e.g. new performance cycle design, new L&D format), with before/after metricsData and decision makingMaintain one live People dashboard with weekly updates on headcount, hiring funnel health, performance cycle progress, and engagement signalsBuild KPI trees for core People objectives (e.g. time-to-productivity, time-to-hire, regretted attrition, manager quality) with leading indicators and root causesRun cohort and source analyses (e.g. by role, geography, manager) that directly feed into next-week actions for speed, quality, and retentionUse experiment logs for People programs (e.g. new onboarding playbook, new feedback cadence) with clear hypotheses, metrics, and learningsProvide monthly People insights packs to leadership summarizing risks, wins, and recommended interventionsWhat Success Looks Like In 6 MonthsOnboarding: time-to-productivity reduced by ~40–60% for new hires, with clear day-1 to day-30 signals and manager feedback ≥ 8/10Performance & clarity: all roles operating with clear scorecards and competency levels; ≥ 90% completion rates for performance and feedback cyclesEngagement: baseline engagement/pulse survey designed and run, with ≥ 70% participation and clear, acted-upon insightsAI & automation: at least 5 People Ops automations or AI assistants in daily use, with measurable hours saved per monthData hygiene: clean and reliable People datasets; managers and leadership using self-serve dashboards weeklyHiring operations: time-to-hire and process SLAs improved on priority roles; hiring manager satisfaction ≥ 8/10 on People supportPolicy & compliance: updated, accessible policy stack in place, with >90% acknowledgement for major changes in-scope marketsYou might be a fit if you have3–5 years in People Operations / HR generalist / HRBP roles in high-growth startups or tech environmentsProven track record running core People Ops cycles: hiring operations, onboarding, performance management, engagement, and HR administrationExperience designing or implementing competency frameworks, role scorecards, and performance processes (not just participating in them)Strong funnel and people analytics skills: comfortable building and interpreting recruitment, performance, and engagement metricsHands-on exposure to HRIS/ATS platforms, HR documentation, and payroll/benefits coordinationDemonstrable comfort using AI tools (e.g. ChatGPT, Claude) and automation platforms (e.g. n8n, Zapier) in day-to-day workExcellent communication, facilitation, and stakeholder management skills across levels and geographiesHigh ownership, attention to detail, and ability to operate in ambiguity without losing execution disciplineNice to haveExperience supporting teams across multiple African and/or MENA marketsPrior work building or running early-talent programs, internships, or graduate schemesExposure to manager enablement (e.g. manager training, playbooks, 1:1 templates)Familiarity with survey, engagement, and performance tools beyond spreadsheets (e.g. CultureAmp, Lattice, Leapsome or equivalents)Light technical comfort: Boolean search, basic scripting, or API/automation wiring to stitch tools togetherBackground or certification in coaching, facilitation, or organizational developmentHow We WorkDo not apply if you are looking for a slow, maintenance HR job. We are looking for someone who isall in on building a high-performance, AI-enabled People enginefor a company scaling across multiple markets.Our Non-negotiable Values In This RolePassionate Work: You enjoy the craft of People Operations, set ambitious goals, and consistently ship high-quality outcomes.Relentless Growth: You are a learning machine—across HR, AI, and business—and you turn feedback and data into upgraded systems.Empowered Action: You own outcomes, take initiative, and communicate with clarity; you don't wait for perfect instructions.Sense of Urgency: You move fast with judgment, focus on high-leverage work, and close loops quickly with stakeholders.Seeing Possibilities: You stay solution-oriented, optimistic, and persistent, even when solving messy people and systems problems.