Director, People Partnering
AI summary
GiveDirectly is hiring a Director, People Partnering to lead global HR strategy for its Global Shared Services teams and build the organization's employee relations model. The role partners with senior leaders up to VP level on workforce planning, talent management, and people decisions, while establishing standards for behavior and performance concerns across the organization. This is a remote position based in Nairobi, Kenya, with a deadline of 05/10/2026.
- Senior director-level HR role leading global people strategy for ~200 GSS employees
- Two-part mandate: people partnering for GSS leaders and building the employee relations model
- Requires HR or Business Degree with 7+ years of senior HR leadership experience
- Remote role based in Nairobi with open salary and deadline of 05/10/2026
AI job guide
Use this guide to check salary signals, requirements, documents, application steps and safety before you apply.
AI salary guide
Source salary availableThe source lists Open. Confirm the final pay, benefits, contract terms and allowances directly with the employer before accepting an offer.
Can you qualify for this role?
- Required7+ years of relevant experienceThe job post includes a minimum experience signal.
- RequiredEducation or certification mentioned in the postThe captured text mentions education, a diploma, certificate, or licence.
- PreferredPractical evidence in internship, part_time, financeThe tags and summary point to skills connected with this role.
- RequiredAvailability to work in Not specifiedThe vacancy is associated with this location.
- UnclearComfort with the Remote contract termsConfirm hours, duration, probation and benefits at the original source.
Documents to prepare
- Likely requiredUpdated CV
- Role specificCover letter or short employer message
- OptionalProfessional references
- Role specificAcademic or professional certificates
- VerifyID or passport only after verifying the employer
Application tips for this job
- Place your strongest Director, People Partnering evidence in the first half of your CV.
- In your cover letter or employer message, connect your experience to GiveDirectly and the role in Not specified.
- Add concrete examples related to internship, part_time, finance, ideally with measurable outcomes or clear responsibilities.
- Follow the instructions from Corporate Staffing Kenya; avoid sending documents to unofficial contacts or copied links.
- Confirm the deadline, interview location and employer contact before sharing personal documents.
- Plan to submit before the listed deadline: 2026-10-05.
Source and safety check
- Corporate Staffing Kenya
- Original source link available
- Application method is clear
- Deadline is available: 2026-10-05
- No major risk signal was detected in the captured text.
Never pay for interviews, shortlisting, medical checks, uniforms, or job placement. Confirm every application at the original source before sharing personal documents. Report suspicious listing.
Interview preparation
- What experience makes you a strong fit for this Director, People Partnering role in internship, part_time?
- How have you handled responsibilities similar to those in this job post?
- Are you available to work in Not specified under the listed contract or schedule?
- Prepare examples with clear responsibilities, tools used and measurable outcomes.
- Review the source and research GiveDirectly before the interview.
Ask what the first priorities will be in the role and how success will be measured.
Similar jobs to consider
Use AI to apply better
After confirming the original source, use Career Assistant to check role fit, tailor your CV and prepare a cover letter or employer message.
Original source description
Job Title: Director, People Partnering
Date Posted: 23/09/2026
Job Type: Remote
Job Level: Director
Employer: GiveDirectly
Industry: HR
Salary: Open
Location: Nairobi
Country: Kenya
Deadline: 05/10/2026
HR Jobs, GiveDirectly Jobs. Director, People Partnering leads global HR strategy, aligns talent management, oversees employee relations, and drives culture development, requires an HR or Business Degree and 7+ years senior HR leadership experience.
About this Role
We are currently planning for a significant increase in scale, and we are building the People function that can carry it.
This is a new role with two halves. First half: you will be the dedicated people partner to our Global Shared Services (GSS) teams [~200 employees], who do not have one today, working primarily with people leaders on structure, workforce planning, talent, and the people decisions that come with growth. You will partner with and coach senior leaders across GSS, up to VP level, including those who are strong operators still growing as people leaders. Second half: you will build how we handle behavior and performance concerns across the organization: the standards, the decision framework, and the enablement that lets people managers and our HR teams in the field handle them well.
The first year is weighted toward that build, with partnering also focused on performance and talent management as the most pressing needs. As the standards land, the balance shifts toward deeper partnering, while you continue to own the employee relations model.
The reason for this weight: the employee relations build is our most acute gap today, but should not be construed as a ceiling of the job. Over time, the partnering half opens up well beyond performance and conduct into org design, workforce planning, talent, career development, and the full range of people strategy for our global functions. We’re hiring a broad, senior people partner who can build the ER model as their first major deliverable, not an employee relations specialist. If your instinct on reading this is that the ER work is the whole job, this role probably isn’t the right fit, and the reverse is also true: if you’re only interested in the strategic partnering and not the build, year one will frustrate you.
Responsibilities
Partner with our Global team:
Act as the trusted advisor to GSS leaders (managers up to VPs) on anything involving their people: how their teams are structured, who they need, who is at risk, and what is not working. Some of this is work the Head of People holds today and will hand over as you establish credibility.
Lead org design and workforce planning for global functions as we scale: structure, role definition, levels, sizing and sequencing, in partnership with function leads, Finance and Talent Acquisition.
Own talent and succession for the population: who is ready for more, who is a flight risk, and where the single points of failure sit.
Partner on performance and compensation decisions for global staff, including calibration, promotion cases and band placement.
Coach senior leaders, on their own leadership as much as on their teams.
Lead people-side change for global functions: restructures, leadership transitions, and the team-level fallout of both.
Act as the People representative for global staff, holding employment decisions within our framework in the way HR Managers do in their countries.
Coach global managers through behavior and performance conversations, rather than taking those conversations from them.
Build how we handle behavior and underperformance:
Define what these categories actually are and communicate them across the organization, so that a concern can be routed rather than defaulting into a disciplinary process.
Audit how each country handles cases end to end, and write one global standard per category covering intake, escalation, who is responsible at each stage, and documentation. Build from what already works and flex only where local law genuinely requires it.
Build the employment decision framework with Legal, including a delegated authority matrix setting out who decides what and when, and the escalation route when a case falls outside it.
Design and deliver enablement for the three groups who have to use all of this: managers, HR Managers, and staff.
Work with our central investigations function to stand up a single record of outcomes, so that patterns and inconsistencies become visible.
Within your first 90 days, recommend who should support behavior and underperformance cases in each country, and what that requires.
Hold consistency across the organization:
Coach HR Managers through cases in their countries, and act as the technical escalation point when they need one.
Provide the People input at triage on which category a concern belongs in.
Watch outcomes as they accumulate, and raise it when something looks inconsistent: comparable facts resolving differently, one country diverging, or a pattern clustering around a team or a manager.
Qualifications
Required:
7+ years of HR business partner
Experience
with executive and senior leaders, including coaching leaders who were strong in their domain but needed to grow as people leaders, and holding a position when it was unpopular.
You have done this in a scale-up or a major transformation. An organization that was growing fast, restructuring, or both, where the systems you needed did not exist and you built them while the volume was already arriving. We are not looking for steady-state operating experience.
Demonstrated
building employee relations standards, policy or frameworks from scratch or close to it, and getting them adopted across multiple countries or business units.
A mix of high-growth commercial or tech
and international or mission-driven experience. The role needs the speed and build instinct of the first and the operating complexity of the second, and we think it is hard to do well with only one.
holding or closely advising on disciplinary and capability decisions, including dismissals, in more than one jurisdiction, with the judgment to know when to bring in counsel.
A track record of influencing without formal authority in a matrixed organization.
Judgment and steadiness. You can hold a position with a senior leader, be wrong in public when you are, and stay trusted either way.
operating in sub-Saharan Africa.
building a people function, or a major part of one, from the ground up.
Formal training or real
in workplace investigations, as reserve capability rather than a core part of the role.
designing manager enablement content.