Sr. People and Culture Officer (HR)

Join Pharo Health — Building the Future of Specialized Healthcare in Africa

Pharo Health Ethiopia, a portfolio company of Pharo Ventures, is redefining the future of premium healthcare delivery in the Horn of Africa.

We are establishing a state-of-the-art specialty and diagnostic center in Addis Ababa designed to deliver world-class, patient-centered care through advanced medical technology, exceptional clinical talent, and seamless multidisciplinary collaboration.

As an early member of our specialist team, you will have the rare opportunity to help shape a modern healthcare institution from the ground up — one built on clinical excellence, innovation, compassion, and impact.

Our vision extends beyond a single facility. We aim to build a leading healthcare network that expands access to high-quality specialist care across Ethiopia and the wider region.

Role Purpose

Provide senior-level, hands-on People & Culture support to the Health Centre, ensuring timely and consistent delivery of HR processes in a patient-care environment. Partner with the General Manager – Health and Health Centre leadership on workforce planning, recruitment, employee relations, performance, staff development and compliance, while maintaining reliable HR systems and confidential staff records. The role supports clinical and non-clinical employees but does not make clinical decisions.

People & Culture Operations & Workforce Planning

• Coordinate end-to-end recruitment, selection, reference checks, appointment, onboarding, probation confirmation, transfers and offboarding for clinical, technical, administrative and support roles.
• Work with Health Centre managers to maintain staffing plans, approved positions, vacancies and recruitment priorities, considering service coverage, shifts and required professional qualifications.
• Maintain accurate employee files, contracts, job descriptions, HRIS/PeopleHum data, leave balances and employee lifecycle records; follow up on missing or overdue documentation.
• Coordinate timely submission and validation of attendance, shift-related records, approved overtime, allowances and other payroll changes with Finance and responsible managers; flag discrepancies before processing.
• Monitor contract, probation and required professional-registration or license expiry dates, referring verification of clinical credentials to the appropriate authorised health leadership.

Employee Relations, Attendance & Performance

• Advise staff and supervisors on P&C policies, working hours, leave, attendance, conduct and employee-relations procedures, applying appropriate confidentiality and professional judgment.
• Support fair documentation and coordination of grievances, disciplinary cases, workplace conflicts and investigations; escalate sensitive or high-risk cases to the General Manager – Health.
• Coordinate performance goal setting, probation reviews and appraisal cycles; follow up with department leads on timely completion and agreed development or improvement actions.
• Analyse absence, turnover, vacancies and staffing concerns affecting service continuity; raise trends and practical recommendations to the General Manager – Health.

Learning, Engagement & Staff Support

• Consolidate training and development needs with clinical and non-clinical team leads and coordinate approved learning activities, induction and training records.
• Coordinate tracking of mandatory workplace training and renewal requirements with relevant clinical, quality and safety leads; ensure clinical content is owned by qualified staff.
• Support employee engagement, wellbeing, respectful workplace practices and organisational culture initiatives, and communicate recurring staff concerns through appropriate channels.
• Provide technical guidance to junior administrative or P&C colleagues, where assigned, and help strengthen HR process quality.

Compliance, Reporting & Process Improvement

• Implement applicable Ethiopian employment requirements, internal P&C policies, confidentiality standards and agreed health-center procedures; refer legal or policy interpretation issues to the General Manager – Health for appropriate guidance.
• Prepare accurate monthly people reports on headcount, vacancies, recruitment, turnover, leave, attendance, training, performance completion and other agreed indicators.
• Support HR audits, documentation checks and corrective action follow-up, including personnel-file and HR-system data quality.
• Identify process gaps and propose practical improvements to onboarding, workforce records, attendance controls, communication and employee support.