Chief People & Culture Officer (CPCO)

Responsabilités

The Chief People & Culture Officer (CPC) is tasked with leading the strategic direction of human resources and organizational culture to foster an inclusive, high-performance work environment. This executive will oversee talent acquisition, employee development, performance management, and diversity, equity, and inclusion initiatives to drive talent retention and engagement. Additionally, the role involves shaping workplace policies, ensuring compliance with labor laws, and aligning HR strategies with business objectives to support sustainable growth. The ideal candidate will possess a proven track record in HR leadership, exceptional interpersonal skills, and the ability to influence at the executive level while championing cultural transformation. MIA Agribusiness Development Group Ltd is actively seeking a dynamic and experienced professional to join our team as [Job Title]. The ideal candidate will possess a minimum of [X] years of relevant experience in [industry/field], along with a proven track record in [specific skills or responsibilities]. A degree in [relevant field] is required, and additional certifications in [specific areas] are highly advantageous. The successful applicant will be responsible for [key responsibility 1], [key responsibility 2], and [key responsibility 3], among other duties. Strong analytical, communication, and leadership skills are essential, as the role requires collaboration with cross-functional teams and stakeholders to drive business growth and innovation. Proficiency in [specific tools/software] and a deep understanding of [industry trends or regulations] are critical to excelling in this position. Seeking a skilled and experienced Professional Services specialist to deliver exceptional client solutions. This role requires a proven track record in consulting, implementation, and client support, with expertise in configuring and customizing solutions to meet specific business needs. Responsibilities include conducting thorough assessments, designing tailored strategies, and ensuring seamless integration of systems. Ideal candidates will possess strong analytical skills, excellent communication abilities, and a deep understanding of industry best practices. Proficiency in relevant tools and technologies is essential, along with the capacity to manage multiple projects efficiently while maintaining high levels of client satisfaction. Management oversees organizational operations, with a focus on Human Resources to optimize workforce performance and Agribusiness to enhance agricultural productivity and sustainability. This role requires strategic planning, talent acquisition, employee development, and compliance with labor regulations, along with expertise in agricultural supply chains, market trends, and sustainable farming practices. Responsibilities include recruiting and retaining top talent, fostering a positive workplace culture, managing compensation and benefits, and driving innovation in agribusiness initiatives to align with corporate objectives. JOB PURPOSE The Chief People & Culture Officer (CPC) leads MIA Agribusiness Development Group Ltd.’s people strategy, organizational capability, culture, and workforce productivity at an executive level. This position is tasked with ensuring the company maintains the optimal organizational structure, leadership, talent pipeline, systems, and performance-driven culture to meet its strategic, commercial, and impact objectives. Serving on the Senior Management Team, the CPC collaborates closely with the CEO and key functions—including Commercial, Finance, Operations, and Farmer Support—to align workforce decisions and talent investments with revenue growth, EBITDA, net profit margins, operational efficiency, national expansion, and long-term sustainability goals. KEY RESULT AREAS (KRAS) Developing and implementing people strategy, organizational design, and enhancing workforce productivity are key responsibilities, comprising 20% of the role’s focus. Oversee key operational duties and strategic initiatives aimed at enhancing organizational efficiency and effectiveness. Drive critical projects to completion while ensuring alignment with long-term business objectives. Collaborate with cross-functional teams to implement solutions that optimize performance and foster innovation. Lead key decision-making processes to address challenges and capitalize on growth opportunities. Monitor progress against established benchmarks and KPIs to ensure accountability and continuous improvement. Develop and maintain robust reporting mechanisms to track results and inform strategic planning. Prioritize tasks based on organizational priorities to deliver measurable impact. Develop and implement the People and Culture Strategy in strict accordance with MIA’s corporate strategy, annual business plan, and growth objectives. Drive strategic workforce planning, organizational design, job analysis, and staffing reviews to guarantee the organization maintains optimal roles, skills, structures, and staffing levels. Drive workforce productivity while optimizing people costs, deployment, and capabilities to align with revenue, EBITDA, net profit margin, and impact targets. Provide strategic guidance to management regarding organizational restructuring, decentralization initiatives, branch expansion, creation and consolidation of roles, and ensuring workforce affordability.

Formation / Diplômes

• Develop and implement key productivity metrics, including revenue per employee, staff cost as a percentage of revenue, span of control, staffing efficiency, and workforce utilization. Spearhead strategic organizational development and change management efforts driven by expansion, restructuring, organizational shifts, digital transformation, and evolving business models. EXPECTED OUTPUTS. Developed and executed the People and Culture Strategy, ensuring alignment with organizational goals and fostering a productive, engaging workplace environment. Develops and implements workforce plans and organizational structures that support and align with key business priorities and strategic objectives. Enhanced workforce productivity, clarified roles, and optimized staffing efficiency. Maintaining personnel expenditures strictly within approved and sustainable limits remains a critical priority. Effective implementation of organizational changes was achieved while maintaining minimal disruption to ongoing operations. Illustrative performance benchmarks encompass quantifiable indicators used to assess the effectiveness and efficiency of operations, ensuring alignment with strategic objectives. These measures provide insights into productivity levels, quality standards, and overall project outcomes, facilitating informed decision-making and continuous improvement initiatives. By tracking key performance indicators (KPIs), organizations can evaluate progress, identify areas for enhancement, and optimize resource allocation to drive sustainable growth and competitive advantage. Analyze workforce productivity trends and evaluate revenue generated per employee to identify efficiency opportunities and inform strategic decision-making.
• Monitor and analyze staff cost as a percentage of revenue and compare it to the budget. Critical roles are consistently filled, with the necessary positions staffed appropriately. Ensuring prompt and impactful implementation of organizational restructuring initiatives. We are seeking a seasoned Talent Acquisition professional to enhance our Employer Brand and cultivate a robust Leadership Pipeline, with this role accounting for 15% of the overall responsibilities. Oversee a comprehensive range of critical duties, including the development and implementation of strategic initiatives to enhance operational efficiency, while ensuring alignment with organizational objectives. Facilitate cross-functional collaboration to drive project execution, monitor progress against key performance indicators, and identify opportunities for continuous improvement. Manage stakeholder relationships, maintain clear communication channels, and provide leadership to teams to achieve predefined targets. Additionally, analyze data to inform decision-making, assess risks, and implement corrective measures to mitigate potential challenges. Ensure compliance with industry regulations, uphold quality standards, and foster a culture of accountability and innovation within the team. Develop and execute comprehensive recruitment initiatives aimed at sourcing, selecting, and integrating skilled professionals to support both existing business functions and future growth objectives. Develop and enhance MIA’s employer brand and employee value proposition to elevate the organization’s reputation among current employees, prospective candidates, academic institutions, and the broader labor market. You will manage recruitment, selection, onboarding, confirmation, promotion, transfer, and separation processes, maintaining fairness, transparency, merit-based evaluations, and efficient decision-making. Develop and oversee graduate, internship, volunteer, and early-career recruitment initiatives to attract and nurture emerging talent within the organization.
• Forge strategic alliances with universities, technical institutions, professional organizations, and training providers to cultivate sustainable talent pipelines over the long term. Identify pivotal roles, top-performing employees, and potential succession gaps while developing and maintaining comprehensive succession and readiness strategies for leadership, branch, commercial, and technical positions. Develop a robust leadership pipeline to support MIA’s nationwide growth by implementing structured development programs, mentoring initiatives, stretch assignments, and internal mobility opportunities. EXPECTED OUTPUTS Competent employees are recruited to fill critical vacancies promptly, in adherence to mutually established deadlines. Enhanced employer visibility and improved attraction of high-quality candidates. Graduates with functional expertise, as well as participants in internship and volunteer talent development initiatives, will be considered. Strong collaborations with universities and other academic institutions have been developed and maintained to attract top-tier talent. Succession plans are developed and continuously updated, alongside the cultivation of ready-now and ready-later talent pools, to ensure critical roles are always filled with qualified candidates. Successfully enhanced the ratio of leadership and specialist positions filled through internal recruitment. The role’s effectiveness will be assessed through a series of defined performance indicators, ensuring alignment with organizational objectives and fostering continuous improvement in operational efficiency and quality.

Metrics such as time-to-fill, quality of hire, and new-hire retention rates will be closely monitored and evaluated. Internal advancement opportunities are provided for leadership and key roles, fostering professional growth within the organization. A key metric involves the proportion of essential roles for which potential successors have been designated. High-performing professionals consistently seek roles with organizations that prioritize cultivating a compelling candidate experience and strengthening a distinguished employer brand. Demonstrates superior performance in executing tasks with a strong focus on organizational efficiency, accounting for 15% of the overall evaluation criteria. Exhibits exceptional capability in managing workloads, prioritizing responsibilities, and maintaining high standards of productivity to achieve organizational objectives. Lead the development, deployment, and ongoing enhancement of a comprehensive performance management system that aligns with MIA’s strategic and financial goals across the organization. To establish corporate objectives as actionable departmental, team, and individual KPIs, ensuring clear accountability and measurable outcomes. Establish and oversee timely goal setting initiatives, conduct regular performance check-ins, and facilitate comprehensive appraisals. Provide constructive feedback, mentorship, and coaching to enhance employee development, while implementing structured performance improvement plans when necessary. Ensure adherence to consequence management protocols as part of a results-driven approach. Ensure managers are responsible for delivering results, optimizing team performance, fostering staff growth, maintaining high retention rates, monitoring attendance, driving employee engagement, and addressing performance concerns promptly. Leverage performance and workforce analytics to detect productivity gaps, capability risks, underperformance trends, and opportunities for enhancement. Lead initiatives in organizational learning, technical capability enhancement, and management and leadership development, ensuring alignment with validated business requirements. Assess the efficacy and business outcomes resulting from investments in learning and development initiatives.

• Performance plans are developed in alignment with the organization’s key priorities and strategic objectives. Enhanced operational efficiency, strengthened accountability measures, and boosted employee productivity through targeted initiatives. Performance concerns are proactively managed in accordance with established timelines and agreed-upon standards. Targeted interventions are implemented to effectively address and resolve identified capability gaps. Accomplished managers with the capability to guide teams and achieve desired outcomes are sought. Investments in learning initiatives are evaluated based on their direct impact on measurable performance improvements. Ensuring timely and thorough completion of performance reviews while maintaining high quality standards is essential. Ensure a consistently high percentage of employees meet or surpass mutually agreed-upon performance targets. Achieving timely completion and maintaining a high success rate for performance improvement plans are critical priorities. Our initiatives focus on enhancing training effectiveness and driving measurable improvements in post-training performance, ensuring that learning objectives translate into tangible results.

Expérience

• Responsible for overseeing manager accountability and ensuring compliance with people-management scorecard metrics. 4. Fostering a dynamic organizational culture, driving transformative change initiatives, and enhancing the overall employee experience account for 15% of the role’s responsibilities. Spearhead the cultivation and integration of a high-performance culture rooted in accountability, ethics, and an unwavering commitment to the “Farmers First” principle within the organization. Spearhead organizational change efforts while providing guidance and assistance to employees and managers navigating transitions driven by growth, restructuring, process improvements, technology integration, and evolving operational methods. Responsibilities include crafting and overseeing the employee journey throughout recruitment, onboarding, development, performance management, recognition programs, wellbeing initiatives, and separation processes. Spearhead initiatives focused on employee engagement, communication, recognition, and wellbeing to enhance motivation, productivity, and retention. Provide strategic leadership in employee relations, oversee disciplinary procedures, manage grievances, ensure safeguarding compliance, and champion diversity, equity, and inclusion initiatives. Enhance managerial effectiveness by fostering accountability for human resource outcomes, encompassing employee engagement, retention, conduct, performance metrics, professional growth, and team dynamics. Leverage employee feedback, engagement metrics, exit data, and turnover analysis to identify trends and propose, as well as execute, strategic corrective measures aimed at improving workplace dynamics and retention. Demonstrates consistent adherence to organizational values and expected behaviors at all times. Enhanced employee engagement, trust, and accountability levels among team members. Implemented change initiatives with a focus on clear communication and ensuring widespread adoption. Ensuring equitable, prompt, and consistent employee relations practices. Implemented strategies that minimized unnecessary employee departures, thereby strengthening retention rates among top-performing staff members. Managers are responsible for ensuring positive employee experience and achieving desired people outcomes.

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