People, Culture and Organisational Development Lead

People, Culture and Organisational Development Lead Full Time Posted on July 29, 2026

Localisation

Malawi, Mozambique, Zambia, Zimbabwe Expiry Date August 6, 2026 Company: Oxfam Please Share Overview

PEOPLE, CULTURE AND ORGANISATIONAL DEVELOPMENT LEAD

JOB DETAILS

LOCATION: Multiple location in SAF countries where one has the right to work (Malawi, Mozambique, Zambia, Zimbabwe) CONTRACT TYPE: Fixed term, 2 years JOB FAMILY: Program

ONE OXFAM GRADE: C ZONE: 1

DEPARTMENT:

GLOBAL PROGRAMMES

TEAM: SAF Regional Cluster SALARY: TBA by Reward Team

HOURS: (FTE)

This is a full -time equivalent role. Hours worked will depend on local law in the location where the incumbent is based

FLEXIBLE WORKING

Oxfam promotes flexible and hybrid working arrangements in line with organisational policy and operational requirements.

Autres informations

COMMITMENT TO DIVERSITY AND INCLUSION

Oxfam is committed to diversity, equity, inclusion, and feminist leadership. We actively encourage applications from individuals of diverse backgrounds, particularly those historically marginalised. DEPARTMENT PURPOSE: To lead and enable the delivery of Oxfam’s Global Strategy in Southern Africa by operating as a unified, regionally integrated team that drives systems change through partner-centred programming, strategic influencing, and knowledge-led practice. The department ensures an agile, digitally enabled and cost-efficient operating model that maximises impact, strengthens regional coherence, and positions Oxfam as a catalyst, convenor and trusted partner across the region. TEAM PURPOSE : We are part of a broader movement for justice in Southern Africa and work in solidarity with partners, allies, and the communities we serve. Our role is to enable locally led change by strengthening the capacity, voice and influence of local actors to shape the systems and institutions that govern power and resources. Through partnerships, convening spaces, and evidence-based influencing, we contribute to thought leadership and collective action on gender and social justice, accountable governance, and alternative economic systems. We prioritise impact, quality, legitimacy and solidarity, while fostering inclusive knowledge networks that challenge and transform development narratives and practice at local, regional and global levels.

JOB PURPOSE:

The People, Culture & Organisational Development Lead provides senior strategic and operational leadership for Oxfam’s people agenda across the Southern Africa (SAF) Cluster, ensuring that workforce systems, leadership practices, organisational culture, and HR structures are fully aligned with Oxfam’s transition to a regional, partner-led, systems-focused operating model.

Formation / Diplômes

The role is responsible for shaping and driving a coherent People & Culture strategy that supports organisational transformation, workforce sustainability, feminist leadership, localisation, and long-term institutional resilience. It acts as the principal architect and integrator of people systems across multiple countries, ensuring that staffing structures, talent pipelines, organisational culture, and leadership capabilities are fit-for-purpose within a complex, decentralised, and rapidly evolving regional structure. Operating under the direct leadership of the Cluster Director, the role serves as both a strategic adviser to senior leadership and the lead manager of cluster-wide HR systems. It ensures harmonisation of policies and practices, supports workforce planning, drives organisational change, strengthens partner-centred HR approaches, and safeguards compliance with labour laws, donor standards, and Oxfam’s internal frameworks. The role also directly leads and develops HR Officers across the Cluster, ensuring strong performance, consistent policy application, people-centred leadership, and high-quality service delivery. Through strong strategic leadership, organisational development, workforce transformation, and culture stewardship, this role significantly strengthens Oxfam’s ability to sustain a cohesive, high-performing, inclusive, and future-fit workforce capable of delivering Oxfam’s 2026–2030 strategy across Southern Africa. As a member of the Cluster Leadership Team, contribute to the collective strategic leadership, governance, and management of the SAF Cluster, sharing responsibility for organisational performance, risk management, and delivery of the Cluster Strategy. Where domiciled within a programme hub, act under delegated authority as the senior Oxfam representative in that country, providing organisational stewardship and representing the Cluster in engagements with government institutions, partners, donors, coordination platforms, and other internal and external stakeholders, while ensuring alignment between regional priorities and country-level implementation. Context Southern Africa is experiencing a convergence of complex and interlinked crises. Persistent poverty and extreme inequality, among the highest globally, continue to shape the lives of millions, compounded by climate shocks, economic instability, shrinking civic space, and entrenched gender inequalities. While economies across the region show periods of growth, the benefits are not equitably distributed, leaving many communities increasingly vulnerable. At the same time, the region is undergoing rapid transformation. Climate-induced disasters such as droughts, floods, and cyclones are intensifying, humanitarian needs are rising, and urbanisation is reshaping patterns of poverty and exclusion. Youth populations are expanding rapidly, presenting both opportunities for change and risks of deepening inequality if economic inclusion is not achieved. In response, Oxfam in Southern Africa has undergone a significant organisational transformation; shifting from country-based programming to a unified regional model designed to increase impact, efficiency, and influence across the Southern African Development Community (SADC). This evolution reflects a broader commitment to localisation, feminist leadership, and working through strong partnerships to drive systemic change. The 2026–2030 Strategy builds on these lessons and marks a decisive shift toward locally led, partner-driven approaches , with Oxfam acting as a convenor, catalyst, and influencer rather than a direct implementer. It prioritises systems change over fragmented projects, focusing on climate and economic justice, gender justice, and humanitarian action, while strengthening regional advocacy and amplifying the voices of communities most affected by inequality. This strategic direction positions Oxfam as a regional actor working across borders to address the structural drivers of poverty and inequality, supporting resilient communities, accountable governance, and inclusive development pathways across Southern Africa.

JOB REPORTS TO

SAF Cluster Director

ROLES REPORTING TO THIS JOB

HR Officers

BUDGET RESPONSIBILITY

GEOGRAPHICAL SCOPE

Regional coverage across Malawi, Mozambique, Zambia, Zimbabwe, and broader SADC engagement spaces.

IMPACT

This role has: High strategic impact on organisational effectiveness and transformation Cross-functional influence across all teams External interface with partners, affiliates, and labour institutions Direct contribution to risk management, compliance, and programme quality

KEY STAKEHOLDERS

Cluster Leadership Team (CLT), HR Officers and Operations teams, OI HR Secretariat and Global HR Shared Services, Partner organisations (leadership and HR functions), and Labour authorities and external HR networks

KEY RESPONSIBILITIES

• 1. Strategic People Leadership & Organisational Design (12%) The role provides strategic leadership for Oxfam’s people agenda, ensuring workforce systems are aligned with strategic priorities and organisational transformation. Lead the design and implementation of a cluster-wide People, Culture & Organisational Development Strategy aligned with SAF Strategy (2026–2030). Advise Cluster Leadership Team on organisational design, workforce risks, leadership decisions, and structural adaptation Guide role profiling, restructuring, and workforce alignment. Ensure staffing structures remain agile and fit-for-purpose within changing funding and programmatic realities. Strengthen strategic workforce sustainability. Contribute directly to cluster-wide strategic planning and institutional decision-making.
• 2. Workforce Planning, Talent Management & Leadership Pipelines (15%) The role ensures the SAF Cluster has the right talent, structures, and leadership capability to deliver long-term strategic objectives. Lead cluster-wide workforce planning aligned to funding realities, programme priorities, and strategic transformation Oversee recruitment, onboarding, deployment, and retention systems. Strengthen talent management, succession planning, leadership development, and career pathways Promote flexible, multi-locational staffing approaches. Support managers to address capacity gaps, role clarity, and strategic workforce needs. Strengthen long-term institutional leadership capability.
• 3. Transformation, Change Management & Organisational Culture (18%) A central function of the role is leading organisational transformation and sustaining an inclusive, feminist, and high-performing culture. Lead complex change processes including restructuring, workforce transitions, organisational redesign, and leadership adaptation Embed feminist leadership, decolonial approaches, inclusive organisational culture, and systems thinking Support leaders and teams to navigate ambiguity, complexity, and change fatigue. Strengthen cluster identity and cohesion across dispersed teams. Facilitate strategic communication, staff engagement, and organisational alignment. Build organisational resilience and adaptability.
• 4. Partner-Centred HR Systems, Localisation & Organisational Strengthening (15%) The role ensures people systems effectively support Oxfam’s partner-led strategic model. Develop HR frameworks that strengthen partner-hosted and partner-led delivery systems. Support partner HR due diligence, partner safeguarding systems, workforce compliance, organisational development Strengthen partner organisational capacity in HR systems, leadership, compliance, and safeguarding Promote responsible power shifting and equitable localisation. Support development of sustainable partner HR models. Ensure partner-centred approaches remain strategically coherent and ethically robust.
• 5. Performance Management, Learning & Capability Development (10%) The role strengthens workforce performance and institutional learning systems. Lead implementation of performance management systems across the Cluster. Strengthen competencies aligned with SAF’s strategic direction, including systems thinking, influencing, partnership management, and leadership Promote continuous learning, coaching, and professional development. Support managers in staff performance and development planning. Align learning systems with programme quality, leadership development, and organisational transformation. Strengthen internal capability for future operating models.
• 6. Staff Wellbeing, Safeguarding & Duty of Care (10%) The role leads systems that protect staff wellbeing and ensure safe organisational culture. Design and implement staff wellbeing strategies. Monitor burnout risks, workload balance, morale, and duty of care systems Ensure safeguarding is fully integrated into HR systems and leadership practices. Promote safe, inclusive, and respectful workplaces. Support managers in addressing sensitive workforce issues. Strengthen crisis-responsive staff support systems. Ensure people systems reinforce organisational values and protection standards.
• 7. HR Systems, Policy Harmonisation & Compliance (12%) The role ensures strong governance and consistency across regional HR systems. Harmonise HR policies, procedures, and systems across multiple countries and affiliates. Ensure compliance with national labour laws, donor requirements, Oxfam frameworks, and Safeguarding policies Strengthen HR systems, digital tools, and people data management. Improve consistency, quality, and efficiency of HR service delivery. Coordinate with OI HR Secretariat, Global HR Shared Services, and Affiliates Strengthen institutional governance and workforce accountability.
• 8. HR Business Partnering & System Integration (6%) The role serves as the senior strategic HR adviser across the Cluster. Act as strategic HR partner to leadership and managers. Guide HR Officers and managers on policy implementation and people systems. Strengthen leadership capability in people management, decision-making, and organisational development Ensure coherence across countries, functions, and teams. Serve as central integrator of workforce systems within a matrix structure. Promote organisational cohesion and leadership effectiveness.
• 9. Risk Management, Governance & Institutional Accountability (Embedded) People-related risk management is embedded across all functions. Identify and mitigate legal risks, labour risks, safeguarding risks, and organisational risks Support Cluster Leadership Team in risk-informed workforce decisions. Strengthen governance systems through strategic HR oversight. Ensure people systems contribute directly to institutional accountability, resilience, and sustainability.

CORE DIMENSIONS

Senior strategic regional leadership role Leads workforce systems, culture, organisational design, and transformation Directly manages HR systems across multiple countries Significant responsibility for institutional culture, leadership capability, and organisational sustainability Operates across highly complex, decentralised, matrixed structures Functions as both strategic adviser and operational systems leader Central to enabling Oxfam’s future operating model

PERSON SPECIFICATION

Most importantly, every individual in Oxfam needs to be able to:

• Live our values of INCLUSION, ACCOUNTABILITY, EMPOWERMENT, COURAGE, SOLIDARITY and EQUALITY (read more about these here )

• Ensure you commit to our ORGANIZATIONAL ATTRIBUTES (including adhering to the Code of Conduct):

Expérience

• 1. Be committed to our feminist principles , and to applying them in your day-to-day behaviour and your work. Be ready to keep learning, with accountability to those who experience oppression as a result of their identities, such as their gender, race/ethnicity, disability or class."
• 2. Be committed to undertaking Oxfam’s safeguarding training and adhering to relevant policies, to ensure all people who come into Oxfam are as safe as possible.

EXPERIENCE, KNOWLEDGE & COMPETENCIES

ESSENTIAL

• Master or equivalent degree in Human Resources, Organisational Development, Psychology, or equivalent qualification. A Bachelor’s degree combined with relevant postgraduate or professional qualifications and significant experience of at least 10 years may be considered.

• 6 years progressive HR leadership experience in HR leadership, organisational development, or people strategy roles

• Proven experience in organisational transformation, workforce planning, change management, multi-country labour systems, strategic HR leadership.

• Demonstrated ability to influence senior leadership and drive strategic outcomes

• Strong facilitation, coaching, and interpersonal skills

• High emotional intelligence and ability to manage sensitive issues

• Strong analytical and systems thinking capabilities

• Excellent leadership and people management abilities, with motivational, talent development and change management skills. Able to manage and develop other people’s professional standards and potential.

• Good knowledge and experience of using tools and methodologies for conducting needs analysis, training programme development, implementation, monitoring and evaluation.

• Strong project management and organisational skills, with experience using formal project management techniques.

• A strategic perspective and approach with ability to develop long term plans and

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