Senior Manager, People Systems & Analytics at M-KOPA

Nairobi, England, Kenya -

Full Time

Start Date

Immediate

Expiry Date

21 Dec, 25

Salary

0.0

Posted On

22 Sep, 25

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

HRIS Platforms, Data Analytics, AI Solutions, Process Automation, Change Management, Data Visualization, SQL, Python, R, Predictive Modeling, Integration, Stakeholder Engagement, Technical Training, Compliance, Digital Transformation, Workforce Planning

Industry

Financial Services

Description

Job Purpose As Senior Manager, People Systems & Analytics, you will be the strategic architect and technical authority behind M-KOPA’s People technology ecosystem. This role goes beyond system administration—you're the go-to specialist for designing, optimizing, and scaling digital solutions that empower our People & Workplace Experience (PWX) team and elevate the employee experience. You’ll lead the transformation of our HRIS/people systems landscape, ensuring data integrity, seamless integrations, and actionable insights that drive smarter decisions across the business. You will be the subject matter expert across all People Technology platforms, driving the integration of HR systems, advanced analytics, and AI solutions to enable smarter, data-driven workforce decisions at M-KOPA. This role blends deep HRIS expertise with cutting-edge data analytics and AI implementation, ensuring both operational excellence and strategic innovation in how we manage and leverage data. What You'll Do HRIS & Systems Ownership Serve as the subject matter expert on People Systems, including HiBob (core HRIS), Culture Amp, Freshservice, Progression, Notion, Docusign and other performance and engagement platforms. Lead the design, configuration, and continuous improvement of HR systems to meet evolving business, compliance, and user experience needs. Translate business requirements into technical specifications, workflows, and system enhancements that balance scalability, compliance, and user adoption. Manage vendor relationships for People Tech platforms, including contracts, renewals, SLAs, and roadmap alignment. Partner closely with Senior People Partners (SPPs), the Legal team, IT Operations, Finance, Business Leaders, and the People Leadership Team (PLT) to ensure system configurations, data governance, and process automation are aligned with organizational goals, regulatory requirements, and workforce strategies. Act as a bridge between technical solutions and people priorities, ensuring cross-functional stakeholders are engaged, trained, and confident in using People Systems effectively. Data Analytics & Insights Ensure data accuracy, governance, and security across all platforms, maintaining robust audit trails and compliance protocols. Design, build, and maintain advanced dashboards, predictive models, and analytics in collaboration with the People Analytics Manager. Provide data-driven insights for workforce planning, DEI metrics, attrition modelling, and other strategic HR initiatives. Translate complex data into compelling narratives and actionable recommendations for leadership. Spearhead system and data-heavy technical cyclical events such as Workforce Planning (WFP), Cost of Living Adjustments (COLA), Bonus and Commissions Payments and Compensation reviews, ensuring data integrity, seamless system integration, and clear stakeholder engagement throughout the process. AI & Automation Drive the implementation of AI solutions within People Systems to enhance efficiency and decision-making (e.g., chatbots, predictive analytics, intelligent automation). Partner with IT and external providers to deploy AI-driven models that improve forecasting, talent insights, and employee experience. Monitor AI performance, ensure ethical use, and maintain transparency in how AI outputs are applied in HR decisions. Integration & Process Optimization Partner with cross-functional teams (IT, Finance, Legal, Talent) to integrate systems, automate processes, and streamline operations. Lead system implementations, upgrades, and testing cycles, ensuring minimal disruption and maximum adoption. Introduce automation for repetitive processes (e.g., onboarding, ticketing, approvals) to free up capacity for value-adding work. Change Enablement & Capability Building Provide technical training, workshops, and support to PWX teams and end users, fostering digital fluency and AI literacy. Own and lead all People Systems awareness initiatives — including live demo sessions, refresher trainings, and live event enablement — to empower employees and managers to confidently use and maximize system capabilities. Act as a champion for systems adoption, ensuring smooth transitions during new rollouts and upgrades. Stay ahead of emerging People Tech, AI, and workforce analytics trends and recommend innovations aligned with M-KOPA’s growth and values. What Success Looks Like Robust, integrated HRIS ecosystem with seamless data flow, real-time insights, and stronger compliance. Reliable, real-time analytics dashboards powering smarter workforce decisions. Ethical and impactful AI tools deployed to enhance forecasting, employee engagement, and productivity. High adoption of systems and digital tools across People teams and business leaders. A culture of data-driven decision-making embedded across the People function. What You'll Need 8+ years of hands-on experience with HRIS platforms (e.g., Workday, SAP SuccessFactors, BambooHR, Greenhouse, Hibob, Culture Amp, Jira, Freshservice, AI Chatbots, Notion, Guru, Docusign etc). Strong understanding of HR data architecture, reporting tools, and system integrations. Proven track record in system implementations, process automation, and change management. AI automation and implementation experience with a strong technical track will be a distinct advantage Experience in a high-growth, tech-driven environment is a strong advantage. Data-driven mindset with a focus on actionable insights and continuous improvement. Knowledge of global employment laws and regulations is an advantage. Deep technical expertise in HR systems and data management. Proficiency in data visualisation and analytics tools (e.g., Power BI, Tableau, Looker, Qlik, Google Data Studio). Advanced skills in data processing and analysis using SQL, Python, and R. Experience applying AI/ML-driven analytics (e.g., predictive modeling, natural language processing, generative AI) to deliver workforce intelligence. Familiarity with cloud-based data platforms (e.g., Snowflake, BigQuery, AWS Redshift) and integration with HRIS ecosystems will be an added advantage. Ability to design scalable dashboards and self-service reporting frameworks for business and HR leaders. Strategic thinking with a hands-on, solution-oriented mindset. Exceptional analytical and problem-solving skills. Strong communication and stakeholder engagement abilities. Agile and proactive approach to digital transformation. 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. 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.

Responsibilities

Lead the transformation of M-KOPA’s HRIS and people systems landscape, ensuring data integrity and actionable insights. Drive the integration of HR systems, advanced analytics, and AI solutions to enable smarter, data-driven workforce decisions.