Vacancies at M-KOPA

M-KOPA

About us

M-KOPA, we are transforming lives by making financing for everyday essentials accessible to everyone. As pioneers in connected financing across Africa, we’ve proudly served over 7 million customers, deploying more than $2 billion in debt financing to support underbanked and unbanked individuals. Our product portfolio spans smartphones, digital cash loans, device protection, health insurance, and mobile data – all designed to unlock opportunities for those traditionally excluded from formal financial services

2. Learning & Development Lead

M-KOPA are looking for a Learning & Development Lead to join their Human Resources Department as they scale up and drive digital and financial inclusion globally.

Role Overview

They are seeking a dynamic Learning & Development Lead to join their L&D team at M-KOPA. This role is perfect for a learning professional who thrives on designing impactful training experiences, managing educational programs, and driving organizational learning initiatives through data-driven approaches and cutting-edge learning technologies.

What You’ll Do

 I. Learning Strategy & Program Development

• Facilitate and deliver comprehensive learning programs aligned with organizational objectives and business goals.
• Conduct thorough learning needs assessments using surveys, interviews, and data analytics to identify skill gaps.
• Create engaging e-learning content, including multimedia resources, interactive modules, and mobile-friendly learning materials.
• Facilitate training sessions, workshops, and learning experiences across various formats (virtual, in-person, blended, microlearning).
•  Support the delivery of Talent Management programs.

 II. Technology & Innovation

• Manage and optimize Learning Management System (LMS) and learning technologies.
• Procure and evaluate emerging learning technologies, AI-powered learning tools, and virtual reality training solutions.
• Design and implement digital learning strategies including social learning and performance support tools.
• Create mobile-first learning experiences and just-in-time learning resources.

 III. Data Analytics & Measurement

• Develop and track learning analytics and key performance indicators (KPIs) to measure training effectiveness and ROI.
• Conduct data-driven analysis of learning outcomes, engagement metrics, and business impact.
• Prepare comprehensive reports on program effectiveness and learning trends for leadership teams.
• Use learning analytics to personalize learning paths and improve program design.

IV. Stakeholder Management & Business Partnership

• Champion training programs across the organization through strategic marketing and communication campaigns.
• Build strong partnerships with department heads, subject matter experts, and external vendors.
• Present business cases for L&D investments demonstrate measurable impact on organizational performance.
• Manage relationships with external L&D partners, vendors, and technology providers.

V. Budget & Operations Management

• Maintain the learning & development budget and records.
• Manage procurement processes for training materials, technologies, and external partnerships.
• Maintain accurate records of training activities, compliance requirements, and program outcomes.

What You’ll Need

• Bachelor’s degree in human resources, Education, Psychology, Instructional Design, or related field.
• 3-5 years of experience in learning and development, instructional design, or corporate training
• Proven experience with Learning Management Systems (LMS) and e-learning authoring tools (Articulate, Captivate, etc.)
• Strong knowledge of adult learning theories and instructional design principles
• Experience with data analysis and learning analytics tools
• Excellent facilitation, presentation, and communication skills
• Project management experience with ability to manage multiple programs simultaneously
• Proficiency in Microsoft Office Suite and familiarity with collaboration tools.

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 2. Senior Manager, People Systems & Analytics

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.

Responsibilities and Duties

I. 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.

 II. 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.

 III. 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.

IV. 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.

 V. 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.

Key Performance Indicators

• 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.

Qualifications

• 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.

CLICK HERE TO APPLY