Senior People Partner

SENIOR PEOPLE PARTNER | M-KOPA GHANA
The Strategic HR Role That Makes Your Current Success Feel Like Preparation

What if your next move wasn't just another step up, but a complete redefinition of what strategic HR leadership can achieve?

You're successful where you are. You've built strong relationships with your leadership team, delivered people strategies that moved the needle, and earned your seat at the table. You're good at what you do, and people recognize it.

But here's the question: when was the last time your work gave you goosebumps?

Why This Opportunity Exists at This Moment

M-KOPA has reached 7 million customers and unlocked $2+ billion in credit across Africa—with Ghana positioned as a critical growth market in our expansion to 10 million customers. We're not recruiting because we have an HR gap. We're recruiting because Ghana's next phase demands a senior strategic partner who can architect people systems during our most ambitious scaling period.

The timing is deliberate. We've proven our model works (86% of customers report improved quality of life). We've demonstrated our operational excellence (2,300+ employees, 35,000 agents, $45 million in annual tax contributions). Now we need someone who can translate that success into Ghana-specific talent strategies that enable exponential growth.

What Makes This Different From Your Current Role

Strategic Impact Without the Corporate Constraints

Your current role probably requires three approval layers for significant decisions. Here, you'll partner directly with Ghana's General Manager and Markets HR Director with the autonomy to design and implement people strategies that directly influence market expansion plans. Your workforce analytics won't just inform decisions—they'll drive investment commitments worth millions.

Real Influence on Business Direction

In most multinationals, HR influences business strategy from the sidelines. At M-KOPA, people strategy IS business strategy. When we're deciding whether to enter a new product line, expand our agent network, or scale our operations, your insights on organizational readiness and talent availability are make-or-break factors, not nice-to-have inputs.

Measurable Impact You Can See

Your current role measures success in engagement scores and retention rates. Here, you'll see your work translate into financial inclusion for Ghanaians accessing banking for the first time. The organizational capabilities you build enable 70% of our customers to generate income through our products. That's not HR theater—that's economic transformation you can measure.

Why Your Experience Positions You Perfectly

You've spent years building exactly the capabilities this role demands:

• Strategic Partnership with Senior Leaders: You've earned credibility with C-suite executives in complex organizations, translating business needs into people solutions
• Sophisticated People Analytics: You use data to predict organizational needs, inform strategic decisions, and demonstrate measurable ROI on talent investments
• Cross-Cultural Navigation: You've successfully implemented people strategies across diverse markets, balancing global standards with local relevance

What you haven't had yet is the opportunity to apply all of this in an environment where the constraints are removed and the impact is amplified. Where your strategic thinking directly shapes how a company serves millions rather than just optimizing for incremental efficiency gains.

What Your Day-to-Day Actually Looks Like

Monday morning: You're presenting workforce planning scenarios to Ghana leadership, using people analytics to model three growth trajectories and their talent implications. Your recommendations influence a GHS 2 million investment decision.

Wednesday afternoon: You're coaching Ghana's operations leader through organizational redesign as we scale our agent network. Your input shapes how we structure teams that will create thousands of livelihoods.

Friday: You're on a call with the global People team and Markets HR Director, sharing insights from Ghana that influence how we approach talent development across all five African markets.

Between these moments, you're doing the work you already excel at—talent reviews, succession planning, employee relations—but with direct line of sight to business outcomes that matter. No bureaucracy. No diluted impact. Just strategic HR leadership that moves the business forward.

The Honest Reality Check

This role is demanding. Ghana is a growth market requiring both strategic vision and hands-on execution. You'll need to be comfortable with ambiguity and pace.

This role is visible. Your successes (and failures) will be clear. There's nowhere to hide behind process or committees.

This role requires commitment. You'll be based in Ghana, shaping our operations in person while collaborating virtually across Africa and Europe.

But if you're honest with yourself, you're probably ready for exactly this level of challenge. You've proven you can excel in structured environments. Now prove you can excel when you're the one building the structure.

Why Now Might Be Your Moment

Most people wait for the perfect time to make a career move. But the perfect time is usually when you're strong enough in your current role that leaving feels risky—which means you're ready for something bigger.

If you're reading this and thinking "this sounds incredible but I'm not sure if I should disrupt what I've built," that's probably the strongest signal that you should explore this conversation.

We're not asking you to leave a good situation for an uncertain one. We're inviting you to apply your proven expertise to a challenge that will define your career—and impact millions of lives in the process.

Ready to have a conversation about what strategic HR leadership can look like when the constraints are removed? Let's talk.

If you're ready to move beyond traditional strategic business partnering into a role where your expertise directly enables Africa's economic transformation, this conversation starts now.

Join us in building the people infrastructure that powers financial inclusion for millions.

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-

Recognized four times by the Financial Times as one Africa's fastest growing companies (2022, 2023, 2024 and 2025) and by TIME100 Most influential companies in the world 2023 and 2024 , we've served over 5 million customers, unlocking $1.5 billion in cumulative credit for the unbanked across Africa.

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.

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