Background information about the job or company (e.g., role context, company overview)

Pezesha, has created a holistic financial marketplace for MSMEs. By offering lending, financial education, and debt counselling to borrowers, plus a proprietary credit scoring system to vet MSMEs without a credit history, derisking lending to SMEs. Lower Risks bring commercial banks and capital providers onto Pezesha platform. As a collaborative structure, Pezesha is helping to tackle the $19 Billion financing gap for SMEs. Pezesha is led by a highly experienced and passionate local team with more than 10 years local and international experience in fin-tech, management of growth and technology companies, and unparalleled local market knowledge and reach.

The People & Culture Coordinator plays a central role in supporting both the execution of people operations and the overall employee experience across the Company.

The role sits at the intersection of HR, Legal, and Finance, ensuring that core people processes are aligned, accurate, and delivered in a timely manner. At the same time, it contributes to shaping a positive, well-coordinated, and engaging work environment by supporting communication, team interactions, and culture initiatives.

This role requires strong attention to detail, ownership of tasks end-to-end, and the ability to work across teams to close the loop on key people-related processes, while fostering clarity, consistency, and a people-centered approach across the Company.

Responsibilities or duties

Employee Lifecycle Management

• Coordinate end-to-end onboarding and offboarding processes, ensuring all documentation, approvals, and system setups are completed in a timely manner
• Facilitate employee setup and exit processes across internal systems
• Maintain accurate, complete, and up-to-date employee records and documentation across systems and trackers
• Track probation timelines and support employee confirmation processes
• Ensure a smooth and consistent employee experience across all stages of the employee lifecycle

Contracting & HR Coordination

• Collaborate with Legal to facilitate timely preparation and issuance of employee contracts (new hires, renewals, amendments)
• Ensure all contract details are aligned with internal approvals, budgets, and organizational policies before sharing with employees
• Maintain visibility on contract timelines, proactively tracking expirations, renewals, and amendments
• Coordinate follow-ups with stakeholders to ensure timely turnaround of contracts
• Maintain accurate documentation and records of all contractual changes for audit and compliance purposes

Payroll & Benefits Coordination

• Prepare and validate payroll inputs in collaboration with Finance, ensuring accuracy and completeness of employee data prior to payroll processing
• Maintain and regularly update employee benefits records, including medical cover and pension membership lists, ensuring all additions, removals, and changes are accurately captured
• Coordinate medical cover and pension updates with providers, ensuring member lists are current and aligned with employee data
• Serve as a point of contact for employee queries related to payroll inputs, benefits, statutory deductions, and insurance, ensuring timely resolution

Performance Management & KPI Coordination

• Coordinate end-to-end performance management cycles, including goal setting, check-ins, reviews, and confirmations
• Track completion and ensure alignment of KPIs to roles, departmental objectives, and organizational priorities
• Support managers and employees with timelines, guidance, and process clarity throughout the review cycle
• Monitor performance data and flag gaps, inconsistencies, or misalignments for review and action
• Support follow-through on performance-related actions, including confirmations and development needs

Talent Management & Development

• Support the coordination and implementation of talent management initiatives aligned to Companyal priorities and growth plan
• Coordinate end-to-end recruitment processes for designated roles, ensuring timely and well-aligned hiring decisions
• Contribute to strengthening the Company’s employer brand through candidate experience and engagement
• Support onboarding and integration of new hires to ensure a smooth and consistent employee experience
• Assist in identifying development needs across teams and coordinating relevant learning or training initiatives where applicable
• Support succession planning efforts by working closely with the CEO and leadership team to identify critical roles, potential risks, and development actions
• Maintain basic succession tracking (e.g., key roles, coverage, readiness) and support follow-through on agreed actions

HR Systems, Data & Reporting

• Maintain accurate and up-to-date HR data across systems (HRIS, Google Workspace, Slack), ensuring data integrity and consistency
• Reconcile staff records across systems to ensure alignment (active vs inactive staff, changes, updates)
• Generate and share regular HR reports (e.g., headcount, contracts, leave, performance tracking) to support operational and leadership needs
• Support preparation of people-related insights and reports for leadership to inform decision-making
• Identify data gaps and support continuous improvement of HR systems, reporting, and processes

Compliance, Policies & Process Ownership

• Support implementation and communication of HR policies, ensuring clarity and understanding across teams
• Ensure people processes are aligned with internal policies and applicable labor requirements
• Maintain complete, accurate, and audit-ready HR documentation (contracts, onboarding records, policy sign-offs)
• Support audit readiness and coordinate documentation required for internal and external reviews
• Identify process gaps and recommend practical improvements to strengthen consistency and compliance

Employee Experience & Culture

• Act as a point of contact for employee queries, ensuring timely and supportive resolution
• Support implementation of employee engagement and culture initiatives aligned with organizational priorities
• Coordinate internal activities, team check-ins, and culture moments to foster a positive work environment
• Design, coordinate, and track employee feedback mechanisms (e.g., pulse surveys, check-ins)
• Analyze feedback, identify key themes, and share insights to inform improvements in employee experience
• Promote consistency, clarity, and transparency in people-related communication across the organization

Document Management & Records Control

• Maintain and organize employee records across HRMIS and Google Drive, ensuring accuracy, completeness, and easy retrieval
• Ensure all employee documentation (e.g., contracts, onboarding records, policy acknowledgements) is properly filed, up to date, and consistently stored across systems
• Maintain alignment between HRMIS data and supporting documentation stored in Google Drive
• Support version control and proper organization of HR templates, policies, and standard documents within shared drives
• Ensure all records are audit-ready and compliant with internal documentation and record-keeping standards
• Uphold data privacy and confidentiality by ensuring secure handling and controlled access to sensitive employee information

Executive & Leadership Support

• Support the CEO in preparation for leadership meetings, bi-weekly company meetings and town halls
• Coordinate and consolidate people-related inputs, materials, and updates for leadership discussions
• Prepare and share people-related reports and insights to inform decision-making
• Track, document, and follow up on key action items arising from leadership and team meetings
• Support the communication of key people updates and initiatives across the organization, ensuring clarity and consistency

Qualifications or requirements (e.g., education, skills)

Experience needed

• Bachelor’s degree in Human Resources, Business Administration, or related field
• 3–5 years’ experience in HR Operations or People Operations & Culture roles
• Experience coordinating across functions (HR, Legal, Finance)

Desired Skills

• Strong ability to engage and work effectively with individuals across diverse teams, fostering collaboration and trust
• Ability to translate people data and insights into practical actions that support decision-making and process improvements
• Exceptional Company and coordination skills, with the ability to manage multiple priorities across functions
• High attention to detail and accuracy, particularly in documentation, payroll inputs, and data management
• Strong time management skills, with the ability to prioritize tasks and meet deadlines in a fast-paced environment
• Excellent communication and interpersonal skills, with the ability to interact professionally at all levels
• Problem-solving mindset, with the ability to identify gaps and follow through to resolution
• Strong stakeholder management skills to ensure alignment and smooth execution across teams
• Comfort working with HR systems and maintaining clean, reliable data
• Adaptability and flexibility in navigating evolving processes and Companyal needs

Any other provided details (e.g., benefits, work environment, team info, or additional notes)

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• Coordinate end-to-end onboarding and offboarding processes, ensuring all documentation, approvals, and system setups are completed in a timely manner
• Facilitate employee setup and exit processes across internal systems
• Maintain accurate, complete, and up-to-date employee records and documentation across systems and trackers
• Track probation timelines and support employee confirmation processes
• Ensure a smooth and consistent employee experience across all stages of the employee lifecycle
• Collaborate with Legal to facilitate timely preparation and issuance of employee contracts (new hires, renewals, amendments)
• Ensure all contract details are aligned with internal approvals, budgets, and organizational policies before sharing with employees
• Maintain visibility on contract timelines, proactively tracking expirations, renewals, and amendments
• Coordinate follow-ups with stakeholders to ensure timely turnaround of contracts
• Maintain accurate documentation and records of all contractual changes for audit and compliance purposes
• Prepare and validate payroll inputs in collaboration with Finance, ensuring accuracy and completeness of employee data prior to payroll processing
• Maintain and regularly update employee benefits records, including medical cover and pension membership lists, ensuring all additions, removals, and changes are accurately captured
• Coordinate medical cover and pension updates with providers, ensuring member lists are current and aligned with employee data
• Serve as a point of contact for employee queries related to payroll inputs, benefits, statutory deductions, and insurance, ensuring timely resolution
• Coordinate end-to-end performance management cycles, including goal setting, check-ins, reviews, and confirmations
• Track completion and ensure alignment of KPIs to roles, departmental objectives, and organizational priorities
• Support managers and employees with timelines, guidance, and process clarity throughout the review cycle
• Monitor performance data and flag gaps, inconsistencies, or misalignments for review and action
• Support follow-through on performance-related actions, including confirmations and development needs
• Support the coordination and implementation of talent management initiatives aligned to Companyal priorities and growth plan
• Coordinate end-to-end recruitment processes for designated roles, ensuring timely and well-aligned hiring decisions
• Contribute to strengthening the Company’s employer brand through candidate experience and engagement
• Support onboarding and integration of new hires to ensure a smooth and consistent employee experience
• Assist in identifying development needs across teams and coordinating relevant learning or training initiatives where applicable
• Support succession planning efforts by working closely with the CEO and leadership team to identify critical roles, potential risks, and development actions
• Maintain basic succession tracking (e.g., key roles, coverage, readiness) and support follow-through on agreed actions
• Maintain accurate and up-to-date HR data across systems (HRIS, Google Workspace, Slack), ensuring data integrity and consistency
• Reconcile staff records across systems to ensure alignment (active vs inactive staff, changes, updates)
• Generate and share regular HR reports (e.g., headcount, contracts, leave, performance tracking) to support operational and leadership needs
• Support preparation of people-related insights and reports for leadership to inform decision-making
• Identify data gaps and support continuous improvement of HR systems, reporting, and processes
• Support implementation and communication of HR policies, ensuring clarity and understanding across teams
• Ensure people processes are aligned with internal policies and applicable labor requirements
• Maintain complete, accurate, and audit-ready HR documentation (contracts, onboarding records, policy sign-offs)
• Support audit readiness and coordinate documentation required for internal and external reviews
• Identify process gaps and recommend practical improvements to strengthen consistency and compliance
• Act as a point of contact for employee queries, ensuring timely and supportive resolution
• Support implementation of employee engagement and culture initiatives aligned with organizational priorities
• Coordinate internal activities, team check-ins, and culture moments to foster a positive work environment
• Design, coordinate, and track employee feedback mechanisms (e.g., pulse surveys, check-ins)
• Analyze feedback, identify key themes, and share insights to inform improvements in employee experience
• Promote consistency, clarity, and transparency in people-related communication across the organization
• Maintain and organize employee records across HRMIS and Google Drive, ensuring accuracy, completeness, and easy retrieval
• Ensure all employee documentation (e.g., contracts, onboarding records, policy acknowledgements) is properly filed, up to date, and consistently stored across systems
• Maintain alignment between HRMIS data and supporting documentation stored in Google Drive
• Support version control and proper organization of HR templates, policies, and standard documents within shared drives
• Ensure all records are audit-ready and compliant with internal documentation and record-keeping standards
• Uphold data privacy and confidentiality by ensuring secure handling and controlled access to sensitive employee information
• Support the CEO in preparation for leadership meetings, bi-weekly company meetings and town halls
• Coordinate and consolidate people-related inputs, materials, and updates for leadership discussions
• Prepare and share people-related reports and insights to inform decision-making
• Track, document, and follow up on key action items arising from leadership and team meetings
• Support the communication of key people updates and initiatives across the organization, ensuring clarity and consistency

• Strong ability to engage and work effectively with individuals across diverse teams, fostering collaboration and trust
• Ability to translate people data and insights into practical actions that support decision-making and process improvements
• Exceptional Company and coordination skills, with the ability to manage multiple priorities across functions
• High attention to detail and accuracy, particularly in documentation, payroll inputs, and data management
• Strong time management skills, with the ability to prioritize tasks and meet deadlines in a fast-paced environment
• Excellent communication and interpersonal skills, with the ability to interact professionally at all levels
• Problem-solving mindset, with the ability to identify gaps and follow through to resolution
• Strong stakeholder management skills to ensure alignment and smooth execution across teams
• Comfort working with HR systems and maintaining clean, reliable data
• Adaptability and flexibility in navigating evolving processes and Companyal needs

• Bachelor’s degree in Human Resources, Business Administration, or related field
• 3–5 years’ experience in HR Operations or People Operations & Culture roles
• Experience coordinating across functions (HR, Legal, Finance)