Job Opportunity: People and culture Manager position available at Frontieri Consult P.L.C in Addis Ababa, Addis Ababa, Addis Ababa. Human Resource and Recruitment, Management, Business and Administration jobs in Ethiopia are in high demand. Apply now through GeezJobs - Ethiopia's leading job portal.

About Frontieri

Frontieri Consult PLC is a leading Ethiopian consulting firm established in 2008, with offices in Addis Ababa, Juba, Nairobi, and Kampala. We specialize in research and consulting for development and social issues, serving governments, non-governmental organizations (NGOs), and international institutions across the region.

Job Summary

The People & Performance Lead is responsible for driving workforce stability, high performance, and strong people leadership at Frontieri Consult PLC. The role owns retention, performance management, manager accountability, and people analytics, ensuring that people practices directly support business results. Acting as a strategic and hands-on partner to leadership, the role enforces clear standards, addresses people risks early, and embeds a high-performance, values-driven culture in line with Ethiopian Labour Law and professional services best practices.

Core Responsibilities

1. People Strategy & Organizational Development

• Develop and implement a People & Culture strategy aligned with the organization’s vision, values, and business objectives.
• Lead organizational design, workforce planning, and change management initiatives.
• Support leadership in building effective structures, roles, and performance systems.

2. Retention & Workforce Stability

• Own Frontieri’s retention strategy, with targeted interventions for critical roles, high performers, and early-tenure staff.
• Diagnose attrition by business unit, manager, role, and project.
• Track and report regretted attrition separately from overall turnover.
• Conduct stay interviews and exit analysis and ensure corrective actions are implemented.

3. Culture, Engagement & Employee Experience

• Champion organizational values and foster a positive, inclusive, and high-performance culture.
• Lead employee engagement initiatives, surveys, and action plans.
• Manage employee relations issues and promote a respectful and productive work environment.

4. Manager Accountability & People Leadership Discipline

• Embed people outcomes (retention, engagement, development) into manager performance expectations.
• Define and enforce minimum people leadership standards, including regular one-on-one meetings, timely feedback, and proactive workload and burnout management.
• Intervene directly with managers who repeatedly drive attrition or disengagement.
• Coach managers on difficult conversations, feedback, and performance differentiation.

5. Performance Management Governance

• Own the performance management system, calendar, and quality standards.
• Audit the quality of performance conversations, not just process completion.
• Ensure clear expectations, honest performance differentiation, and consequences for persistent underperformance.
• Eliminate ceremonial or delayed performance reviews.

6. Career Architecture & Capability Development

• Design and maintain clear role levels, progression logic, and promotion criteria.
• Support internal mobility and succession planning for key roles.
• Align learning and development interventions to real performance and capability gaps.
• Evaluate development impact based on behavioral and performance outcomes, not training volume.

7. Rewards, Recognition & Employee Value Proposition (EVP)

• Partner with Finance and leadership to design fair and competitive compensation frameworks.
• Lead non-monetary recognition programs linked to performance and organizational values.
• Strengthen Frontieri’s Employee Value Proposition (EVP) as a lived experience, not a slogan.

8. Employee Relations, Policies & Compliance

• Handle employee relations matters with fairness, firmness, and discretion.
• Ensure consistent application of HR policies aligned with Ethiopian Labour Law.
• Act as a trusted advisor to leadership on sensitive people and performance matters.
• Protect organizational trust while upholding performance and conduct standards.

9. People Data, Analytics & Early Warning

• Own a monthly People & Performance dashboard covering turnover, regretted attrition, engagement indicators, manager risk flags, and performance cycle health.
• Translate data into clear insights and actionable recommendations for the CEO, Director of Strategy and Transformation, Managing Partners, and Business Unit Heads.
• Proactively identify and escalate people risks before they materialize into attrition or performance failure.

10. Decision Rights & Interfaces

• Own the organization’s retention strategy, performance management governance, people analytics, and people leadership standards.
• Partner with Managing Partners, Business Unit Heads, and Finance on compensation and workforce planning.
• Hold authority to audit people management practices, require corrective actions, and escalate people-related risks.
• Escalate high-risk attrition cases, leadership failures, and major employee relations issues to the CEO and Director of Strategy and Transformation.

• Bachelor’s degree in Human Resource Management, Psychology, Management, or a related field (Master’s degree preferred).
• 9–10 years of progressive experience in HR or People roles, with strong exposure to retention, engagement, performance management, and manager capability development.
• Experience in consulting, professional services, or project-based environments.
• Strong working knowledge of Ethiopian Labour Law.
• Demonstrated ability to challenge managers constructively and credibly.

How To Apply

Interested candidates are encouraged to apply through the following link:   https://forms.gle/umrVdkeuqKM5xaut5