People Manager (from Latin American countries).

People Manager

Astria Learning is a growing education-technology company operating across Zambia, Malawi, Uganda, Ghana, Nigeria, and a wider network of international collaborators. We hire continuously for roles spanning Admissions, Student Success, Marketing, Technology, Operations, HR, and Finance — and we take the experience of every person who joins us seriously.

The People Manager owns the full employee journey: from the moment a vacancy is approved through recruitment, onboarding, engagement, development, and long-term retention. This is not a purely transactional recruitment role. We are looking for someone who combines strong hiring capability with genuine curiosity about people — someone who builds real relationships with employees across countries and departments, understands what motivates them, and works with leadership to create an organization where strong performers grow and stay.

This role reports to the Global Operations Manager and works closely with the HR Manager, Regional HR Officers, Local Operations Leads, hiring managers, department heads, Finance, IT, and Marketing.

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What you'll do

Full-cycle recruitment Own recruitment end-to-end across all Astria Learning markets — from defining roles with hiring managers and selecting appropriate channels through screening, interviewing, offer management, and preboarding. Manage multiple active vacancies simultaneously, ensuring no role or candidate goes inactive due to delayed follow-up.

Recruitment strategy by market Select and evaluate recruitment channels — LinkedIn, Jobberman, BrighterMonday, local job boards, professional communities, universities, employee referrals, direct sourcing, and specialist platforms — based on role, seniority, location, urgency, and historical performance.

TalentFlow AI ownership Manage day-to-day recruitment operations within TalentFlow AI: configure vacancies correctly, maintain relevant screening questions and video-introduction prompts, keep candidate stages accurate, and ensure automated communications are professional and timely. Use AI outputs to support — not replace — independent professional judgment, and proactively identify improvements to workflow logic and candidate experience.

Employee connection and engagement Build structured, regular connections with employees across all countries and remote teams. Proactively understand each employee's experience, relationship with their manager and team, workload, motivation, career expectations, and any concerns — rather than waiting for problems to surface.

Retention strategy Own Astria Learning's proactive approach to retention. Identify employees and teams at risk of disengagement through check-ins, manager feedback, performance trends, absence patterns, and engagement signals. Work with the HR Manager, Global Operations Manager, and department leaders to recommend and coordinate appropriate responses: career progression, role adjustments, development opportunities, internal mobility, recognition, or compensation review where justified and approved.

Career development and growth Coordinate individual development plans in close partnership with the HR Manager and department leaders. Identify high performers, employees ready for greater responsibility, and development gaps. Ensure career pathways are practical and connected to real organizational needs.

Onboarding and early employee experience Own the transition from accepted offer to settled new employee. Ensure clear pre-start communication, system and equipment readiness, a structured first-day plan, and meaningful check-ins at week one, month one, and during probation. Identify and resolve early issues — unclear expectations, poor manager communication, missing access, role misalignment — before they contribute to early attrition.

People insights and feedback Design and maintain structured feedback mechanisms: individual check-ins, new-hire and engagement surveys, stay interviews, and exit interviews. Analyze themes, distinguish isolated concerns from systemic issues, and provide leadership with clear, actionable recommendations.

HR video content and employee communications Develop and coordinate engaging people-focused content — onboarding videos, policy explainers, employee spotlights, career stories, culture and recognition content — that helps employees feel informed, recognized, and connected to the wider organization. Maintain an HR content calendar and work with Marketing on production, branding, and distribution.

Hiring manager and leadership partnership Challenge unclear hiring requirements, delayed decisions, poor candidate treatment, and weak onboarding when they negatively affect outcomes. Encourage managers to take active ownership of their team's development and engagement.

Talent reviews and succession Support regular talent and performance-review cycles to identify high performers, promotion-ready employees, succession gaps, and internal candidates for future vacancies.

Employer brand and candidate experience Ensure Astria Learning presents a clear, honest, and professional employer brand. Deliver a candidate experience that is fast, respectful, transparent, and well communicated at every stage.

People analytics Provide regular reporting on recruitment and people indicators: time to fill, time to hire, source effectiveness, offer-acceptance rate, new-hire retention, probation attrition, overall turnover, engagement themes, internal mobility, development plans in progress, and retention risks.

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What we're looking for

• Demonstrated experience managing full-cycle recruitment across multiple roles and locations simultaneously, ideally within Africa or other multi-country emerging-market environments.
• Genuine interest in people, employee experience, and organizational culture — not only in filling vacancies.
• Experience conducting employee check-ins, stay interviews, or structured engagement conversations, with the ability to identify retention risks early and recommend practical responses.
• Comfortable working with AI-assisted tools and recruitment platforms; able to evaluate outputs critically and improve system configuration over time.
• Strong written and verbal communication skills, including the ability to write clear job descriptions, professional candidate communications, and employee-facing content.
• Proven ability to build trusted relationships with employees, hiring managers, and senior leaders across different countries and remote teams.
• Analytical mindset: able to interpret recruitment and people data, identify patterns, and translate findings into recommendations.
• High degree of discretion and professional judgment when handling sensitive people information.
• Organized, self-directed, and comfortable managing competing priorities without close supervision.

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Nice to have

• Experience coordinating HR video content, internal communications, or employer-brand campaigns.
• Familiarity with ATS or AI-assisted recruitment platforms (experience with TalentFlow AI or similar tools is an advantage).
• Experience supporting career-development frameworks, succession planning, or talent-review processes.
• Prior experience working in education technology, international development, or a similarly distributed, mission-driven organization.
• Exposure to workforce planning or people-strategy work at an organizational level.