Head of People

NB NB NB READ THIS ..... PLEASE NOTE AS PER HEADING TO THIS JOB AD ...PERSON MUST COME FROM A START UP / FINTECH TYPE BUSINESS  CV MUST SHOW RESPONSIBILITY FOR SCALING SYSTEMS, POLICIES AND PROGRAMMES THAT SUPPORT GROWTH SUCCESSFUL CANDIDATE WOULD HAVE HAD EXPERIENCE IN A START UP OR FINTECH TYPE VENTURE   Reporting to the Chief Operating Offcer, this role will manage the People Business Partners and the People Operations Associate, and act as a trusted advisor to the executive team on all people-related matters. The ideal candidate will be equally comfortable operating at a strategic level and rolling up their sleeves to get things done. Probation Period 6 months   Notice Period 6 months Key responsibilities Assume full responsibility for the strategic leadership and operational excellence of People function, including People Operations, Business Partnering, and Employee Experience. Own and strengthen people operations foundation — including HR systems, onboarding, compliance, and payroll — with a focus on process improvement, data integrity, and scalable automation. Develop and oversee people strategy, covering workforce planning, organisational design, internal mobility, and performance enablement. Define and embed compensation, progression, and performance philosophy to ensure fairness, transparency, and motivation at scale Act as a trusted advisor to the executive team — providing people-centric guidance, challenging assumptions when needed, and in?uencing leadership behaviour as company continues to scale. Lead and develop the People team, providing feedback, support, and career growth for People Business Partners and the People Ops Associate. Build and maintain people analytics infrastructure, including dashboards, reporting systems, and regular analysis across key metrics (e.g. headcount, attrition, engagement, employment equity). Assume strategic oversight for of?ce and facilities operations, ensuring workplace experience is aligned with culture and operational needs. Requirements Bachelor’s degree or equivalent working experience in Human Resources, Organisational Psychology, Business, or related  Minimum of 8 years’ experience in progressive People leadership roles, with at least 3–4 years in a fast-scaling startup or growth-stage Proven experience leading a People team, including direct line management of both operational and strategic HR functions. Strong background in people operations infrastructure and systems, with hands-on experience improving work?ows and data accuracy. Demonstrated success in designing and embedding people strategies across performance, development, compensation, and culture. Comfort operating at both strategic and tactical levels — balancing long-term planning with day-to-day delivery. Experience working with or in influencing senior leadership teams and founders on high-stakes people decisions. Strong values orientation and a leadership style that balances empathy, clarity, and A track record of success in financial technology or a related high-growth technology sector is advantageous.   What is the business need for opening this role? (new headcount /backfill) New headcount – function evolution and leadership capacity How does this role impact the business? Drives strategic maturity and cohesion across the People Supports the Executive team with performance, planning, and leadership Stabilises operations and ensures people infrastructure scales with business Builds internal trust and capability within the People team through coaching and structured oversight.   Who will this new hire work most closely with? Who will they work with cross-departmentally? Please name key individuals. People Business Partners People Ops Associate Work Experience Manager ExCo   What is the thinking behind the role reporting into the COO and not the CEO? The COO is responsible for making sure all departments run efficiently — and people operations are foundational to that. The CEO is focused on big-picture strategy, external partnerships, investors, the COO is more hands-on with internal execution — which includes people management. The culture of our client is tightly linked to performance and execution, having People report to the COO emphasizes culture as a core operating system, not just a set of ideals. This signals that talent, engagement, and workforce planning are integral to the company’s performance. The CEO is very involved in the commercial engine (sales, client success, marketing) of the business (to the point where he sits in on customer calls daily). To this end, from a capacity perspective it also wouldn't be feasible for the Head of People to report to the CEO too. The Team There are currently two People Business Partners, two People Ops team members and one Work Experience/Office Manager in the People Team. Total headcount is 157. What is the policy on hybrid/remote work? We are a hybrid-first and remote friendly company. That said, the Head of People role will be based in Cape Town and ideally we'd like an in-office presence as much as possible (with flexibility being a key principle regarding how we operate).