Chief People Officer

The CPO at Pula is far from the typical manager of the People Ops function. We believe our employees give us a competitive advantage and this role will aim to create innovative human resources services and programs that enable our people to develop, grow, and succeed. You must fulfil the role of a modern CPO within an innovative and dynamic InsureTech environment.

One of the CPO’s main responsibilities is to build a sustainable data driven talent acquisition engine inside Pula, to take advantage of a broad pipeline of opportunities in multiple geographies.

As the CPO, you will shape the end-to-end talent acquisition and employee retention experience by delivering best-in-class people strategies including:

A global talent acquisition function which delivers the best candidates in the market.
World class on-boarding and learning and development programs.
A performance management system that drives focus, transparency, and accountability by aligning individual performance contracts with business plans to enable the success of the business.
A culture-driven organization

Recruitment & Onboarding 40%:

Management of global TA operation and accountable for the targeted delivery and fulfilment of recruiting activities.
Build a sustainable data-driven talent acquisition engine inside Pula, to achieve a pipeline of prospective candidates across multiple geographies, with a focus on enterprise sales teams.
Craft talent acquisition strategies to build strong pipelines for future hiring needs.
Define Pula’s Employee Value Proposition to attract candidates and ensure that the organization is recognised as an employer-of-choice in a competitive market.
Manage key supplier relationships with a focus on delivery and operating costs.
Build strong relationships across all levels of the business, providing trusted and credible advice to managers regarding talent acquisition.
Coach and develop the TA team to ensure successful outcomes in securing the best talent for the organization.
Design and deliver a seamless onboarding process for new employees that includes training materials on company culture as well as systems for both HQ and country-based staff (e.g., how to use internal technology systems such as CRM, Task Management System etc).
Work with the Pula team to develop and deliver learning materials that brings new employees up to speed on the organization’s goals and strategy, rules, internal processes, expectations, culture, etc.
Deliver an effective offboarding process to understand why employees are exiting the business.

Learning & Development 20%:

Establish and manage the Pula sales academy and certification program for the sales team.
Identify and manage a list of company-approved training providers to ensure quality programs are delivered to employees within a predetermined and acceptable cost framework.

Performance Management 20%: 

Review existing performance management systems and effect improvements.
Ensure individual goals are properly formulated, measurable and linked to company goals and objectives.
Set and enforce quality standards and benchmark with respect to the new and existing talent in the business.
Ensure the performance management system delivers a radically transparent meritocracy with clarity of who is doing well and who is not.
Develop and implement succession planning strategies to deepen Pula leadership and manager bench.

Driving Culture and work environment, 20%:

Work with Pula senior management team to define a range of culture programmes focused on fostering positive interpersonal engagement within the team and outside the work context.
Define cadence for existing internal culture activities such as the “lunch and learn” program and provide actionable suggestions for strengthening employee engagement in these.
Conduct and review existing staff feedback surveys and suggest improvements / best approaches to synthesize and respond to feedback.
What should I have to qualify for this exciting opportunity?

Professional Attributes:

Proven human capital leader with a minimum of 12+ years’ experience and with a firm understanding of best practices in recruitment, performance management and culture building.
Previous experience with hiring in a start-up or fast-growth business with a focus on execution and delivery.
Experience in an enterprise sales environment with direct involvement in recruitment and driving productivity of the sales team (preferred).
Experience developing human capital systems and processes from scratch; from recruitment to daily activities to performance management.
Experience in driving strategic recruitment initiatives and contributing to continuous improvement projects and strategy.
Previous experience with hiring in a fast-paced and volume environment across all levels, as well as managing stakeholders up to executive level
Track record in partnering with business leaders and key stakeholders to develop and execute talent strategy.
Demonstrated previous experience with developing and building strong diverse talent networks and channels.
Experience designing people and culture initiatives particularly in a fast-paced
Ability to translate complex and challenging HR situations into detailed action plans for immediate implementation.
No nonsense ‘get it done attitude’, quickly diagnosing HR issues, propose and execute solutions in a short amount of time.
Ability to plan for and manage multiple projects with competing priorities simultaneously.
Ability to use Google Drive Apps, Task Management Systems, and other productivity technology with ease.
Fully comfortable with GSuite applications (Google Sheets, Google Docs, G-Slides etc.) and able to adapt to new systems easily (e.g., Asana, Slack, Jira, Metabase, KOAN)

Personal Attributes:

It is crucial that this professional is hands-on, connects the dots, and gets things done;
High energy, assertive and must know how to influence people and get the best out of the team in a constructive manner;
Willing to speak up independently when there is a problem to be solved.
Ability to professionally and respectfully dissent, and logically debate challenges;
Excels at operating in a fast pace, with ability to work under pressure;
Ability to effectively prioritize and manage multiple projects;
A transparent team player who is articulate, collaborative, tactful and able to deal effectively with people, and to influence effectively.
Good communicator with the capability to inspire others and to develop the team.


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About Pula

At Pula, we are radically restructuring agricultural insurance, using technology to insure the previously unbanked, uninsured, untapped market of 1.5 billion smallholders worldwide. We work in eight countries across Africa and Asia, and in 2017 alone, we facilitated crop and livestock insurance cover to 611,000 farmers in Kenya, Rwanda, Uganda, Nigeria, Ethiopia and Malawi. Our Founders work in agriculture insurance has been recognized by several international awards including the Financial Times/IFC Award for Sustainable Finance. We work with Fortune 500 Companies, Global NGO’s, Microfinance Instructions, Research Institutions, and Governments to help provide smallholders the protection they need in an increasingly unpredictable climate.