HR Manager

KEY RESPONSIBILITIES

People Strategy & Organisation Design

• Partner with the CEO and country leads to design and execute a people strategy aligned to Newmark's pan-African growth agenda.
• Develop and maintain an organisational design framework that supports scale, agility, and cross-market collaboration.
• Build and manage the HR compliance calendar across all five jurisdictions, ensuring timely adherence to employment law, statutory filings, and regulatory obligations.

Talent Acquisition & Pipeline

• Own the end-to-end recruitment cycle — from role scoping and job design through to offer negotiation and onboarding.
• Build and manage a structured recruitment assessment framework psychometric, aptitude, and competency-based tools.
• Develop talent pipelines for critical roles, particularly at senior and specialist levels across markets.
• Partner with hiring managers to deploy structured interview plans and consistent candidate evaluation methodologies.

HR Operations & Compliance

• Draft, review, and maintain employment contracts, offer letters, and HR policies compliant with local labour legislation in all five markets.
• Manage staff records, payroll coordination, leave administration, and benefits across jurisdictions.
• Maintain working knowledge of primary employment legislation
• Lead HR audits, risk assessments, and corrective action processes.

Performance & Culture

• Design and implement a performance management framework — including objective-setting, mid-year reviews, and calibration processes.
• Champion Newmark's culture of creativity, accountability, and inclusion across all offices.
• Lead employee engagement initiatives, recognition programmes, and internal communications that strengthen team cohesion.
• Manage employee relations matters with sensitivity, fairness, and legal rigour.

Learning & Development

• Identify capability gaps and design learning interventions — both formal and on-the-job — in partnership with team leads.
• Build onboarding experiences that set new hires up for success from day one.
• Develop leadership development pathways for high-potential staff.

QUALIFICATIONS & EXPERIENCE
Must-Haves

• Bachelor's degree in Human Resource Management, Business Administration, or a related field.
• Minimum 5 years of progressive HR experience, with at least 2 years in a standalone or senior HR role.
• Demonstrated experience managing HR across multiple African markets.
• Solid command of employment law in at least two of the five Newmark jurisdictions.
• Proven track record in full-cycle recruitment, including the design of assessment tools and structured interview frameworks.
• Strong HR operations experience: contracts, HRIS, payroll coordination, leave management.

Nice-to-Haves

• IHRM, SHRM, CIPD, or equivalent professional HR certification.
• Experience in a marketing, communications, media, or professional services environment.
• Exposure to psychometric or aptitude assessment administration and interpretation.
• Familiarity with HRIS platforms and digital HR tools.

COMPETENCIES WE ARE LOOKING FOR

• Strategic Thinking
• Sees the people agenda through a business lens; builds for scale.
• Execution Excellence
• Gets things done — accurately, on time, without hand-holding.
• Multi-Jurisdictional Fluency
• Navigates differing legal and cultural contexts with ease.
• Stakeholder Partnership
• Trusted by leaders and staff alike; influences without authority.
• Discretion & Integrity
• Handles sensitive information with total confidentiality.
• Adaptability
• Comfortable with ambiguity and fast-moving priorities.

WHY JOIN NEWMARK?

• A high-growth, pan-African platform with genuine regional scope and ambition.
• A seat at the table — this is an HR function you will build and own, not inherit and maintain.
• Close proximity to creative, strategic work that shapes public narratives across the continent.
• A leadership team that believes in people-first principles and invests in the function.
• Competitive compensation benchmarked to market, commensurate with experience.