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.