人力资源负责人 - 技术
Lead People Partner - Technology
加入我们不断壮大的人力资源团队！我们正在招聘一位高级人力资源合作伙伴，负责我们在非洲为普通劳动者提供金融包容性服务的科技组织的人才战略。
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影响力 🌍
你的领导力将直接影响我们如何构建、保留和培养推动我们使命的工程人才。我们现在已经拥有1000万客户，并在五个非洲市场释放了超过20亿美元的信用额度。这个职位位于使这种增长成为可能的机器的核心位置。
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机会
💚 以使命为导向的人力资源：直接与我们的CTO及其工程、数据、分析、IT和安全领域的领导团队合作——这项工作将直接转化为日常工作者的数字和金融服务
🏆 全球认可：加入一家被《时代》杂志评为全球最具影响力公司之一，并连续五年（2022–2026）被《金融时报》评为非洲增长最快的公司的企业
🚀 规模挑战：为一个分布在非洲、欧洲和英国的全球分布式高级工程团队设计组织结构——同时进行扩展和重塑
🌱 环境影响：为一家碳中和公司工作，已减少超过200万吨二氧化碳排放
你将负责
你将成为我们工程、数据和平台领导者的信任顾问，将人才战略与路线图执行和组织发展保持一致。你将对整个科技和产品组织的人才合作负全责，其中一名高级人力资源合作伙伴将向你汇报，负责产品和相关职能。你自己的重点是工程：一个分布在全球的高级人才群体，真正精通工程组织的构建、分级和保留比他们与这些组织的邻近性更重要。
日常工作中，你将：
- 主导组织设计：在同时进行扩展和重塑的功能中进行人员规划、分级和团队转型
- 全面负责工程和产品：对工程和产品领域的人才合作负全责
查看英文原文
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Join our growing People team! We're hiring a Lead People Partner to own the people agenda for our Technology organisation as M-KOPA scales the infrastructure behind financial inclusion for everyday earners across Africa.
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The Impact 🌍
Your leadership will directly shape how we build, retain and grow the engineering talent powering our mission. We've now reached 10 million customers and unlocked $2+ billion in credit across five African markets. This role sits right at the centre of the machine that makes that growth possible.
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The Opportunity
💚 Mission-driven HR: Partner directly with our CTO and their leadership team across Engineering, Data, Analytics, IT and Security — work that translates straight into digital and financial access for everyday earners
🏆 Global recognition: Join a company named by TIME 100 as one of the world's most influential, and by the Financial Times as Africa's fastest-growing company for 5 consecutive years (2022–2026)
🚀 Scale challenges: Design the org structure for a globally distributed, senior engineering population spread across Africa, Europe and the UK — scaling and reshaping at the same time
🌱 Environmental impact: Work for a carbon-negative company that has displaced over 2 million tonnes of CO₂ emissions
What You'll Do
You'll act as trusted advisor to our engineering, data and platform leaders, aligning people strategy to roadmap execution and organisational evolution. You'll hold overall accountability for people partnering across the full Technology and Product organisation, with one Senior People Partner reporting to you covering Product and adjacent functions. Your own focus is Engineering: a globally distributed, senior population where genuine fluency in how engineering organisations are built, levelled and retained matters far more than adjacency to them.
Day to day, you'll:
- Lead org design: workforce planning, levelling and team transformation in a function scaling and reshaping simultaneously
- Own Engineering and Product end to end: full accountability for people partnering across both, with a Senior People Partner reporting to you
- Lead and grow a partner: coach, develop and set direction for your direct report, building the partnering standard for the whole technology portfolio
- Use people analytics to inform action: partner with Centres of Excellence to turn data into decisions on capability, attrition and cost
- Drive distributed team effectiveness: optimise performance, engagement and team dynamics in a fast-paced, asynchronous, multi-country environment
- Handle complex employee relations: own the senior and sensitive end of the ER caseload for your portfolio
Your Environment 💻
- Reporting line: People Director, alongside a peer group of senior partners covering our operating markets
- Client group: CTO and their leadership team across Engineering, Data, Analytics, IT and Security, plus accountability for Product via your direct report
- Team: one Senior People Partner reporting to you
- Population: globally distributed, senior engineering talent, majority based across Africa, Europe and the UK
Our Approach 🚀
- We scale and reshape our engineering function at the same time, so org design here is a live, ongoing discipline, not a one-off project
- We hold both a portfolio and a team in this role, which is unusual even within our own People function
- We lean on Centres of Excellence for data and specialist ER support, freeing you to focus on judgement and stakeholder relationships
- We expect direct engagement with C-level leaders, with genuine autonomy attached
What You Need
We're looking for someone who has partnered closely with engineering, data or platform leadership in a scaling technology or fintech business, and genuinely understands how those functions work.
Required Experience:
- Senior HR experience partnering with engineering organisations in a scaling technology or fintech business
- Experience leading or formally coaching HR business partners, with the ability to raise the standard of someone else's work
- Proven org design depth: you've led real structural change (levelling, spans and layers, function redesign), not just supported it
- Strategic and operational range: equally comfortable designing long-term org strategy and working at team level
- Remote and global savvy: experience supporting cross-cultural teams across multiple regions
- Strong business acumen: able to translate between people priorities and business outcomes at leadership level
- Comfortable operating with autonomy at C-level
- Employee relations judgement across more than one jurisdiction, knowing when to own it and when to bring in specialists (UK/Europe employment law exposure is useful given where much of the engineering population sits, but not essential — we have an ER Centre of Excellence for statutory depth)
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Location & Benefits
- Fully Remote role - Can be Based in the UK, Nigeria or specific locations across Europe
- Reports to the People Director
- Professional development and coaching partnerships
- Family-friendly policies and flexible working arrangements
- Well-being support and career growth opportunities
- Direct exposure to our CTO and CPO, with real influence over leadership-level people decisions
Our Mission 🌍
We create financial inclusion for the traditionally excluded through a fair, flexible, customer-centric financing model, driving greater inclusion of women, youth and low-income communities.
Our Impact 💚
- Included 🔓: 10 million customers, $2+ billion in credit unlocked since 2010
- Prosperous 💰: 70% of customers use their M-KOPA product for income generation, 35,000 livelihoods created for sales agents
- Green 🌱: over 2.1 million tonnes of CO₂ avoided, with 127,700 circular economy products sold since 2010
Ready to shape the people strategy behind a technology function scaling financial inclusion for millions? Apply today!
WHY M-KOPA?
At M-KOPA, we empower our people to own their careers through diverse development programs, coaching partnerships, and on-the-job training. We support individual journeys with family-friendly policies, prioritize well-being, and embrace flexibility.
Join us in shaping the future of M-KOPA as we grow together. Explore more at m-kopa.com http://m-kopa.com.
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Recognized four times by the Financial Times as one Africa's fastest growing companies (2022, 2023, 2024, 2025 and 2026), named on CNBC's World’s Top Fintech Companies 2025 & 2026 and by TIME100 Most influential companies in the world 2023 and 2024 , we've served over 10 million customers, unlocking $2 billion in cumulative credit for the everyday earners across Africa, in addition to over 10,000 e-bikes financed in Kenya.
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Important Notice
M-KOPA is an equal opportunity and affirmative action employer committed to assembling a diverse, broadly trained staff. Women, minorities, and people with disabilities are strongly encouraged to apply.
M-KOPA explicitly prohibits the use of Forced or Child Labour and respects the rights of its employees to agree to terms and conditions of employment voluntarily, without coercion, and freely terminate their employment on appropriate notice. M-KOPA shall ensure that its Employees are of legal working age and shall comply with local laws for youth employment or student work, such as internships or apprenticeships.
M-KOPA does not collect/charge any money as a pre-employment or post-employment requirement. This means that we never ask for ‘recruitment fees’, ‘processing fees’, ‘interview fees’, or any other kind of money in exchange for offer letters or interviews at any time during the hiring process.
Applications for this position will be reviewed on a rolling basis. Shortlisting and interviews will take place at any stage during the recruitment process. We reserve the right to close the vacancy early if a suitable candidate is selected before the advertised closing date.
If your application is successful M-KOPA undertakes pre-employment background checks as part of its recruitment process, these include; criminal records, identification verification, academic qualifications, employment dates and employer references.