Sr People Partner – Nairobi & Regional SSA | HR Jobs in Kenya 2025

Essential Job Details

• Position Title: Sr People Partner, Sub-Saharan Africa

• Location: Nairobi HQ with quarterly travel to Nigeria, Uganda & Ivory Coast

• Employment Type: Full-time, Permanent

• Number of Vacancies: 1

• Reference No.: GLOVO/HR/SSA-SPP/2025

• Salary Range: Competitive executive package + equity plan + monthly Glovo credits

• Category/Department: People & Culture — Leadership-track HR jobs in Kenya

• Reporting To: Head of People, Sub-Saharan Africa

• Travel Requirement: Up to 25 % (one regional trip per quarter)

• Application Deadline: Open until filled; priority for applications received by 30 June 2025

Introduction

Bold, growth-stage scale-ups are unlocking the most future-proof HR jobs in Kenya today—and this senior seat is right at that frontier. Imagine steering the People strategy for a multi-category tech giant that already moves millions of orders across 1 500 cities in 23 countries. As Sr People Partner you will architect the talent roadmap, culture rituals, and leadership pipelines that power explosive expansion in Nairobi and three additional Sub-Saharan markets. For HR professionals determined to shape boardroom decisions, embed purpose-driven equity programmes, and champion diverse workforces at continental scale, few HR jobs in Kenya compare. The mandate is clear: own the strategic People agenda, coach executives in four countries, and fuse global HR centres of excellence with local realities—all while living our brand promise to “give everyone easy access to anything in their city.” If you thrive on high-stakes decision-making, data-backed experimentation, and inclusive leadership, this could be the most pivotal move of your HR jobs in Kenya journey.

About Glovo

Glovo is the world’s fastest-growing multi-category delivery platform, connecting 170 000+ merchants, riders, and millions of consumers through a single super-app. Operating in 1 500 cities across Europe, Africa, and LATAM, we revolutionise everyday convenience—delivering groceries, restaurant meals, pharmaceuticals, and on-demand essentials at light-speed. Our organisation is powered by 4 500+ Glovo-ers from 110 nationalities, united by three ambitious pillars: gastronomy, q-commerce, and “anything” logistics.

Since entering Africa in 2018, Glovo has launched in 12 African cities, created thousands of courier livelihoods, and unlocked incremental revenue for 20 000+ small businesses. Nairobi is our regional innovation hub, housing product, data, and growth teams building Africa-first solutions—dynamic workplace DNA that positions Glovo among the top aspirational HR jobs in Kenya employers. Our culture is intensely non-vanilla: hack-night ideation, radical candour retros, and social-impact volunteering days sit alongside structured mentorship and a leadership competency matrix that guides every promotion. We pledge to be a force for good, measuring carbon reduction, circular-economy pilots, and equitable pay gaps just as rigorously as GMV.

Key Responsibilities

• Define & Own People Strategy – Translate regional OKRs into a coherent SSA people playbook that underpins all HR jobs in Kenya initiatives: engagement, capability building, and future-of-work flexibility.

• Strategic Workforce Planning – Model multiyear head-count, skills adjacencies, and total-cost scenarios; synchronise with FP&A to safeguard sustainable hiring velocity across Nigeria, Uganda, Ivory Coast, and Kenya.

• Executive Business Partnering – Serve as trusted adviser to GMs, country managers, and functional VPs; coach through org redesigns, high-stakes M&A projects, and crisis-management sprints that test top-tier HR jobs in Kenya prowess.

• Leadership Pipeline & Succession – Implement a calibrated 9-box framework, curate quarterly talent councils, and oversee cross-border stretch assignments to future-proof critical roles.

• Performance & Development Culture – Embed continuous-feedback rituals, biannual 360s, and data-driven calibration that replace legacy bell curves—cornerstone innovations for progressive HR jobs in Kenya.

• Diversity, Equity & Inclusion – Co-create ERGs, track demographic dashboards, and partner with community NGOs to widen candidate funnels for under-represented groups.

• Change Management & Communications – Craft messaging blueprints for reorganisations, share options refreshes, and policy rollouts; ensure empathy-centred narrative across four geographies and 20+ languages.

• Employee Relations & Compliance – Oversee disciplinary cases, whistle-blowing hotlines, and labour-law alignment; mentor HRBPs in advanced conflict-resolution—skills indispensable to complex HR jobs in Kenya.

• HR Tech Optimisation – Champion Workday configuration, Greenhouse ATS analytics, and PowerBI People dashboards; evangelise metrics literacy among leaders to cement a data-first HR jobs in Kenya ethos.

• Culture of Well-being – Scale mental-health partnerships, flexible working charters, and community-impact volunteering quotas; track psych-safety index and iterate interventions.

Qualifications and Skills

• Experience: 5+ years in senior HRBP or People-Partner roles within hyper-growth tech, e-commerce, or scale-up ecosystems—evidence of delivering enterprise-wide projects found in top-ranked HR jobs in Kenya.

• Regional Footprint: Proven stakeholder management across at least two Sub-Saharan countries; familiarity with Kenyan, Nigerian, Ugandan, and Ivorian labour codes is a plus.

• Team Leadership: Demonstrated ability to mentor and upskill HR specialists and generalists, scaling from start-up scrappiness to mature centre-of-excellence models.

• Data Fluency: Comfort with SQL, Tableau or PowerBI; ability to model churn, engagement, and compensation scenarios that inform board-level decisions.

• Change Catalyst: Track record of orchestrating cultural transformations—performance-culture rollouts, mergers, or high-growth head-count expansions—hallmarks of advanced HR jobs in Kenya.

• Language: Exceptional English (written/spoken); French proficiency advantageous for Côte d’Ivoire collaborations.

• Travel Agility: Willingness to hop continents quarterly; resilient and culturally empathetic.

• Tech Stack Mastery: Hands-on with HRIS (Workday / BambooHR), ATS (Greenhouse), OKR software (Gtmhub/Lattice), and e-learning suites.

• Ethics & Inclusion: Uncompromising integrity, discretion with data privacy, and a sustained record of inclusive decision-making.

Company Culture and Values

Glovo’s People Principles anchor every policy, promotion, and pulse survey:

• Gas Pedal Ownership — Speed with accountability.

• Good Vibes — Psychological safety, radical candour, and gratitude loops.

• Stay Humble — Success built on servant leadership and user obsession.

• Fuel for Good — Carbon-neutral deliveries, circular-economy pilots, and last-mile community give-backs.

• Long-Haul Mindset — Equity for all, structured career paths, and transparent pay bands.

Employees filling cutting-edge HR jobs in Kenya enjoy:

• Monthly Glovo credits for on-demand essentials.

• Hybrid model: two WFH days weekly + work-from-anywhere up to three weeks per year.

• Enhanced parental leave, online therapy sessions, and wellness stipends.

• Stock-option plan—because ownership fuels long-term impact.

• Culture of experimentation: hackathons, lunch-and-learns, book clubs, and DEI round-tables.

How to Apply

Ready to redefine the trajectory of HR jobs in Kenya and beyond?

1. Convert your CV to PDF, emphasising leadership wins—org redesigns, engagement turnarounds, and data-driven people insights.

2. Craft a one-page cover letter outlining how you will scale inclusive talent programmes across four culturally distinct markets.

3. Line up two referees who can testify to your strategic mindset and people-first impact.

4. Submit your application through Glovo’s global talent portal—choose the role “Sr People Partner SSA” and reference GLOVO/HR/SSA-SPP/2025.

5. Applications are reviewed on a rolling basis; early submissions secure faster interview cycles.

Shortlisted candidates complete a case-study presentation and a leadership values interview with the SSA Head of People.

ADDITIONAL ENGAGEMENT

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