Assistant Manager, People and Culture

AI summary

Sahel Consulting is hiring an Assistant Manager, People and Culture on a full-time hybrid basis in Abuja (FCT), Nigeria. The role combines running internal people systems, compliance and culture with building an external HR advisory service line. Key focus areas include engagement, HR technology, data-driven workforce planning, compliance across operating markets and leadership development.

• Full-time hybrid role based in Abuja (FCT), Nigeria
• Covers internal people operations and external HR advisory service development
• Focus on culture, compliance, HR technology and workforce analytics
• Requires translating strategy into measurable performance and retention outcomes
• Involves multi-country compliance including Nigeria Data Protection Act

Original source description

Assistant Manager, People and Culture (Hybrid) at Sahel Consulting Agriculture and Nutrition Limited ⏲ Sep 4, 2026, 7:02 AM ⋕ View all Human Resources & Recruitment jobs Sahel Consulting Agriculture and Nutrition Limited (Sahel) is a leading management consulting firm focused on the agricultural and nutrition sectors in Africa. We partner with government agencies, private sector companies and leading international development organizations to conduct research, analyze policies, develop strategies, and implement programs that promote sustainable food security and improved nutrition. We have worked on a variety of projects across East and West Africa, including in Benin, Burkina Faso, Ghana, Mali, Nigeria, Senegal, Kenya, Rwanda and Tanzania. We are recruiting to fill the position below: Job Title: Assistant Manager, People and Culture Location: Abuja (FCT) Employment Type: Full-time (Hybrid) Role Purpose Success is judged on organisational outcomes and commercial contribution, not activity volume. The Assistant Manager, People & Culture is accountable for translating Sahel's strategy into people systems that measurably improve performance, retention and compliance and for turning that internal capability into a revenue generating advisory service. The role carries a dual mandate: run a people function that meets audit and business standards internally, and build the credibility, tools and client relationships that establish Sahel as a trusted HR advisor externally. Strategic Context This role addresses both sides of that constraint. Internally, it protects delivery capacity by ensuring the firm hires, develops, and retains the right people. Externally, it builds a service line that monetizes this capability, diversifying revenue beyond the firm's existing advisory offering. Sahel operates in markets where the scarcity of institutional talent is a binding constraint on growth for the firm and for its clients. Key Responsibilities: Objective 1: Culture, Capability, Systems and Compliance (approx. 50%) Work environment Design and lead the culture and engagement strategy, translating Sahel's values into hiring criteria, performance standards, recognition mechanisms and everyday management practice. Set data governance standards and ensure compliance with the Nigeria Data Protection Act and equivalent requirements: in other operating markets. Compliance and audit rating Convert people data into decision support for the executive team such as attrition risk modelling, cost-per-hire trends, span-of-control analysis and workforce cost forecasting. Own the compliance framework across all operating countries, including labour law, statutory remittances, contracting models and donor or client-specific people requirements. Design career pathways, mentoring structures and internal mobility routes that make progression at Sahel visible and credible. HR technology and analytics Own the HR technology roadmap: requirements: definition, vendor evaluation, implementation, adoption and continuous improvement. Build the firm-wide capability strategy: skills taxonomy, competency framework, annual training plan and leadership development pathway, prioritized against strategic capability gaps. Lead audit preparation and response; drive the compliance audit rating to and beyond target and eliminate recurrence of prior findings. Own the engagement survey cycle end to end from instrument design, analysis, executive reporting and, critically, the action plans that follow; hold managers accountable for closure. Evaluate learning impact at the level of behaviour change and business results, not attendance, and reallocate budget accordingly. Review and refresh policies annually, and ensure they are communicated, understood and consistently applied, not merely published. Embed inclusion measurably in shortlist composition, promotion decisions, pay equity review and meeting practice. Capacity development Advise line managers on employee relations, grievances, disciplinary process and conflict resolution, balancing fairness to the individual against organizational risk. Objective 2: Design and manage the reward framework: benchmarking, salary structure review, incentive design and pay equity analysis, with recommendations to leadership. Lead workforce planning with practice and country leads, forecasting demand against pipeline, project resourcing and growth plans, and constructing build, buy or borrow options with their cost implications. Own the performance management system, goal alignment to strategy, calibration integrity, differentiated consequence management, and the link between performance, reward and progression. Talent Acquisition, Workforce Planning and Performance (approx. 30%) Redesign selection to improve quality of hire: structured interviewing, competency-based assessment, work sample testing and interviewer calibration. Build succession plans for critical and single-point-of-failure roles, with named successors and active development plans. Own the talent acquisition strategy across Africa: employer brand, sourcing channels, assessment design, selection quality and hiring manager capability. Objective 3: Co-develop the service line strategy: offering definition, target segments, positioning, pricing model and go-to-market approach. Serve as engagement lead, managing scope, timeline, quality, client relationship and profitability, and supervising the Associate and any contracted specialists. Build the practice's market credibility through thought leadership, speaking engagements, partnerships and published insight on African workforce issues. Report service line performance against revenue, margin, utilization and client satisfaction targets. Lead the retention strategy using exit, stay-interview and engagement data; report attrition drivers and their cost to the executive team quarterly. Scope, propose and lead client engagements on organisation design, policy and handbook development, competency frameworks, performance systems, HR audits, executive search support and capability building. Productise internal capability into repeatable, sellable assets such as diagnostic tools, benchmark datasets, training curricula and templated deliverables. HR Consulting Service Line (approx. 20%) Qualifications and Experience: Prior line-management experience. Experience: implementing a HRIS or leading a major HR technology change. Master's degree or MBA. CIPM/CIPD/SHRM-SCP or SPHR certification. Consulting or professional services background, including client-facing delivery. 5–7 years of progressive HR experience, including demonstrable ownership of at least two of: talent acquisition strategy, performance management, HR compliance, or organization development. Strong analytical capability; able to build a business case and defend it to an executive audience. Bachelor's degree in Human Resources, Business, Social Sciences, Law or a related field. Track record of building or substantially improving an HR system, evidenced by measurable outcomes rather than process descriptions. Excellent written and verbal communication, with client-ready presentation skills. Preferred Proven multi-country or pan-African HR exposure. CIPM certification (evidence of the certification process). Compensation and Benefits: Exposure: pan-African project work and direct engagement with senior leadership. Development: funded professional certification and an annual learning allowance in line with the Capacity Development Policy. Statutory entitlements: pension, employee compensation scheme and all applicable statutory contributions. • Health: comprehensive HMO cover for the employee, spouse and up to 4 biological children. Salary: competitive Work model: hybrid, Abuja-based, with flexible working arrangements. Performance bonus: annual, tied to individual and organizational performance, with an additional incentive component linked to HR consulting service line revenue. Leave: 21 days annual leave, plus parental, compassionate, and examination leave. How to Apply Interested and qualified candidates should send their CV and a one-page cover letter addressing a single question: "What people system have you built or improved, and what changed as a result?" to: recruiting@sahelconsult.com using the job title as the subject of ther email. Application Deadline: 18th September, 2026. 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