HR Lead, Francophone @ Sun King

Job Location: Douala, Cameroon/Lome, Togo/Cotonou, Benin

About the role

• The HR Lead – Francophone will own the full people agenda across Sun King’s Francophone markets in West and Central Africa, starting with Togo, Cameroon and Benin.
• You will partner with country and regional business Managers to build and safeguard the teams that bring affordable solar energy to millions of off-grid households.
• Based in one of our Francophone markets and manage a team of in-country HR professionals, you will be the senior HR voice across the region: delivering against Sun King’s HR goals across talent acquisition, onboarding, engagement, learning, performance, employee relations and HR operations, and holding the line on employment compliance in each country’s labour law framework.
• Regional HR leadership: Coach and develop the in-country HR team across the Francophone markets, setting a consistent standard of delivery and building regional HR capability, bench strength and succession.
• Talent acquisition: Own talent acquisition for the region end-to-end on Pinpoint, holding a 30-day turnaround for roles at or below manager grade and 60 days above, closing at least 90% of positions through direct sourcing, and running documented intake discussions, structured panels and competency-based assessment on every role.
• Inclusive hiring: Drive inclusive hiring through gender-decoded, template-compliant job descriptions, gender blinding on Pinpoint, diversified interview panels, reference and background checks completed before offer, and timely, respectful feedback to every applicant, while lifting gender representation across the region’s teams, particularly in pay-as-you-go sales.
• Onboarding: Deliver an onboarding experience that shortens the learning curve: pre-planned inductions, an onboarding buddy for every joiner, complete joining documentation on HiBob, goals set within 45 days, 30-day and 60-to-90-day pulse checks, and probation evaluations completed within defined timelines.
• Engagement and inclusion: Foster inclusion, belonging and engagement through quarterly story circles and Culture Champion sessions in each country, HR-led skip-level dialogues that turn employee feedback into tracked action plans, Gallup survey action planning with managers, a monthly engagement calendar, and quarterly well-being sessions with our Employee Assistance Programme partners.
• Learning: Build a culture of learning by identifying capability needs, running skill-share sessions in every market, driving adoption of Sun King Center for Leadership programmes, and keeping completion of mandatory e-learning, particularly the Sexual Harassment and Personal Safety modules, above 90%.
• Performance management: Raise the quality of performance management, with 100% completion of review cycles within timelines, quarterly manager capability sessions on feedback, coaching and difficult conversations, and performance outcomes that inform pay, promotion, succession and mobility outcomes.
• Employee relations: Act as the senior employee relations authority for the region: lead fact-finding and investigations alongside a designated second, chair disciplinary and appeal hearings, drive cases to closure within 30 days, consult the Head of Employee Relations from the outset on gross misconduct and potential terminations, and secure the required approvals before any termination.
• Health, safety and compliance: Safeguard health, safety and statutory compliance across all Francophone markets, with accurate recording of occupational incidents and illnesses on HiBob, work injury benefit claims progressed for every eligible case, serious workplace incidents escalated within 24 hours, and full compliance with local labour legislation and statutory reporting.
• Talent management: Own the region’s talent agenda by maintaining a current view of top talent and high-potential employees by function, holding career conversations with key talent, building succession for critical roles, identifying retention risks early, and reporting progress through a quarterly talent dashboard.
• HR operations, payroll and analytics: Ensure accurate and compliant payroll in every market, including those managed directly by HR; optimise and automate employee lifecycle workflows on HiBob; maintain standardised dashboards covering headcount, attrition, hiring, performance and engagement; and use AI tools to surface insight faster and lift the team’s productivity.
• Offboarding: Make offboarding a priority: exit interviews for every voluntary leaver with insights fed back to managers and acted on, clean handovers and clearance, full and final settlements within 30 days, and attrition reviews that lead to targeted retention action.
• Cross-functional partnership: Collaborate with sales, operations, finance, logistics and other teams so that people decisions support commercial delivery, and travel regularly across the region to spend time with field, warehouse and retail teams.