Background

Peach Cars KE is an e-commerce solution revolutionizing car ownership in sub-Saharan Africa. We started with an automotive marketplace, leveraging technology and robust offline operations to reduce pain points in the market for locally-used vehicles, delivering quality, convenience, and value to our customers. At Peach, we believe cars are more than their component parts - t...

Job Summary

This role operates at the intersection of people, performance, and operations, ensuring that teams are structured, supported, and managed effectively to deliver business outcomes. The People Partner combines advisory, execution, and data-driven insights to drive organizational effectiveness, performance, and culture.

Key Responsibilities

Specifically, the People Partner at Peach can expect to lead/own the following People elements:

Strategic People Initiatives:

• Partner with business leaders to understand team objectives, challenges, and talent needs
• Translate business priorities into actionable People strategies and plans
• Identify workforce gaps and develop plans to attract, develop, and retain talent
• Provide ongoing People insights to support decision-making and business performance

Talent Management & Performance

• Drive execution of performance management cycles (goal setting, check-ins, reviews)
• Support managers in setting clear, measurable, and outcome-driven goals
• Guide performance improvement, development planning, and career progression
• Support succession planning and pipeline development across functions
• Ensure onboarding programs effectively integrate new hires into the business

Employee Relations:

• Act as the first point of contact for employee relations matters across assigned teams
• Manage grievances, investigations, and disciplinary processes in line with policy and law
• Coach managers on handling performance and behavioral challenges
• Promote a culture of accountability, open communication, and respect
• Identify and address employee experience gaps and risks proactively

HR Policies, Compliance & Governance

• Ensure compliance with labour laws and internal policies across all People processes
• Advise stakeholders on HR policies, procedures, and best practices
• Support development and continuous improvement of People policies and SOPs
• Ensure consistency, fairness, and adherence to governance frameworks
• Monitor execution of employee lifecycle processes in line with policy

People Operations & Service Delivery

• Ensure efficient execution of People processes across the employee lifecycle
• Maintain accurate and up-to-date employee records (physical and digital)
• Support payroll inputs including benefits, deductions, and documentation accuracy
• Improve service delivery timelines and responsiveness to employee requests
• Identify and implement process improvements and automation opportunities

Data Analysis & Reporting

• Track and analyze People metrics (e.g., performance, attrition, engagement)
• Develop dashboards and reports to support leadership visibility
• Generate insights to inform People strategy and interventions
• Monitor effectiveness of People initiatives and recommend improvements

Stakeholder Management

• Build strong relationships with managers and employees across the business
• Act as a trusted advisor on People-related matters
• Influence decision-making through data, insights, and People expertise
• Collaborate cross-functionally to drive organizational initiatives

Qualifications & Experience

Need to haves…

• 5+ years of experience in HR/People roles, preferably in a high-growth or startup environment
• Strong experience in employee relations, performance management, and business partnering
• Solid understanding of labour laws and HR compliance requirements
• Proven ability to manage multiple priorities in a fast-paced environment
• Strong analytical and data-driven decision-making capability
• Experience with HRIS, ATS, and performance management systems

Nice to haves…

• Experience supporting customer-facing or operational teams
• Exposure to scaling organizations or building People systems from scratch

Competencies

• People Strategy & Business Partnering: Ability to align People initiatives with business priorities and outcomes
• Employee Relations & Risk Management: Strong judgment in handling sensitive matters and mitigating risk
• Performance Management: Ability to drive accountability and high performance across teams
• Data & Analytical Thinking: Ability to interpret People data and translate into actionable insights
• Execution Excellence: Strong attention to detail and ability to deliver consistently

Attitudes & Behaviors

• Ownership Mindset: Takes full responsibility for outcomes and follows through to completion
• Highly Collaborative: Works seamlessly across teams and builds strong partnerships
• Empathetic & Respectful: Balances employee advocacy with business needs
• Adaptable & Resilient: Thrives in ambiguity and fast-changing environments
• Continuous Improvement: Proactively identifies gaps and drives improvements

• Partner with business leaders to understand team objectives, challenges, and talent needs
• Translate business priorities into actionable People strategies and plans
• Identify workforce gaps and develop plans to attract, develop, and retain talent
• Provide ongoing People insights to support decision-making and business performance
• Drive execution of performance management cycles (goal setting, check-ins, reviews)
• Support managers in setting clear, measurable, and outcome-driven goals
• Guide performance improvement, development planning, and career progression
• Support succession planning and pipeline development across functions
• Ensure onboarding programs effectively integrate new hires into the business
• Act as the first point of contact for employee relations matters across assigned teams
• Manage grievances, investigations, and disciplinary processes in line with policy and law
• Coach managers on handling performance and behavioral challenges
• Promote a culture of accountability, open communication, and respect
• Identify and address employee experience gaps and risks proactively
• Ensure compliance with labour laws and internal policies across all People processes
• Advise stakeholders on HR policies, procedures, and best practices
• Support development and continuous improvement of People policies and SOPs
• Ensure consistency, fairness, and adherence to governance frameworks
• Monitor execution of employee lifecycle processes in line with policy
• Ensure efficient execution of People processes across the employee lifecycle
• Maintain accurate and up-to-date employee records (physical and digital)
• Support payroll inputs including benefits, deductions, and documentation accuracy
• Improve service delivery timelines and responsiveness to employee requests
• Identify and implement process improvements and automation opportunities
• Track and analyze People metrics (e.g., performance, attrition, engagement)
• Develop dashboards and reports to support leadership visibility
• Generate insights to inform People strategy and interventions
• Monitor effectiveness of People initiatives and recommend improvements
• Build strong relationships with managers and employees across the business
• Act as a trusted advisor on People-related matters
• Influence decision-making through data, insights, and People expertise
• Collaborate cross-functionally to drive organizational initiatives

• Employee relations
• Performance management
• Business partnering
• Labour laws and HR compliance
• Managing multiple priorities
• Analytical and data-driven decision-making
• HRIS, ATS, and performance management systems

• 5+ years of experience in HR/People roles, preferably in a high-growth or startup environment
• Strong experience in employee relations, performance management, and business partnering
• Solid understanding of labour laws and HR compliance requirements
• Proven ability to manage multiple priorities in a fast-paced environment
• Strong analytical and data-driven decision-making capability
• Experience with HRIS, ATS, and performance management systems
• Experience supporting customer-facing or operational teams (nice to have)
• Exposure to scaling organizations or building People systems from scratch (nice to have)