• Position Title: Head of People
• Location: Nairobi, Kenya (Remote with EAT Preference – 3+ Hours Overlap if Outside)
• Employment Type: Full-Time (Senior Director/VP Level – Contract/Permanent)
• Number of Vacancies: 1
• Salary: Estimated KES 1,000,000 – 1,500,000 Monthly (USD 120,000 – 145,000 Annual Base + 15% Bonus) (Note: Based on 2025 NGO data from ReliefWeb/Glassdoor – international NGOs like GiveDirectly pay ~KES 1M–1.5M for senior HR in Nairobi, adjusted for 8–10+ years experience and global scope. Includes benefits like health, PTO. Final salary determined by GiveDirectly – no negotiation policy for equity.)
• Category/Department: Human Resources / People Operations
• Reporting To: Chief Operating Officer (COO)
• Application Deadline: December 5, 2025 (Priority – Apply ASAP)

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Introduction

The Head of People role at GiveDirectly (GD), the innovative cash transfer nonprofit reshaping global aid, leads global HR systems to power mission delivery in 15+ countries. This senior-level position requires 8–10+ years in HR/performance, lean org building, and distributed team experience, focusing on talent acquisition, org design, employee relations, and analytics. Ideal for business-savvy operators with cultural sensitivity and first-principles thinking, the role raises hiring bars, manages risks, and fosters high-trust cultures.

As GD scales to end extreme poverty (1.5M+ recipients, $1B+ raised), the Head drives talent density, aligning with Kenya’s KES 50 billion NGO sector and Vision 2030’s human capital. Remote with EAT preference, this opportunity suits principled, agile leaders committed to equitable, high-impact people strategies.

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About GiveDirectly

GiveDirectly, founded in 2009 and headquartered in New York with Nairobi office, delivers unconditional cash to the poorest, raising $1B+ and reaching 1.5M+ in 15 countries. Backed by Brookings and featured in NYT/Economist, GD’s 150+ global team speaks 69 languages. Rated 4.5/5 for innovation, GD aligns with Vision 2030’s poverty reduction.

GiveDirectly fosters a culture of candid analysis, agility, and non-hierarchy, emphasizing values like evidence and humility. For the Head of People, GD offers flexible remote work, retreats, and mission-driven impact, creating a workplace where your systems end poverty in a diverse, inclusive team.

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Key Responsibilities

As Head of People at GiveDirectly, you will architect HR for scale. Core duties include:

• Talent Advantage: Build “hiring machine” (calibration, values assessment); proactive exec bench.
• Performance/Rewards: Implement lightweight systems; refresh compensation for lean efficiency.
• Employee Relations: Lead sensitive matters, investigations, safeguarding across cultures.
• Leadership Coaching: Partner on org design/succession; raise/replace as needed.
• Global Ops: Improve HRIS; standardize processes across countries (subsidiaries, EOR).
• Culture/Engagement: Live values; build trust/belonging/creativity/execution.
• Analytics: Ship dashboards (headcount, hiring velocity, eNPS).
• Leverage: Keep team small/senior; remove friction for programs.

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Qualifications and Skills

The Head of People role requires:

• Experience: 8–10+ years HR (performance/talent in lean/distributed NGOs/business).
• Skills: Business acumen; lean systems building; employee relations/safeguarding; leadership development; analytics.
• Context: Private/NGO; multi-country/regulatory; cultural diversity.
• Attributes: First-principles solver; structured/analytical; calm/discreet/principled; travel 3–4x/year.
• Level: Senior Director/VP (exceptional candidates).

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Company Culture and Values

GiveDirectly fosters a culture of candid, agile, non-hierarchical excellence, centered on evidence and humility. With 150+ from 21 countries speaking 69 languages, GD promotes diversity through inclusive hiring and global retreats. Values of impact, trust, creativity guide operations, with HR central to talent.

GD supports growth with flexible PTO, health benefits, and learning allowances, creating a purposeful workplace rated 4.5/5 for mission. For the Head of People, this means scaling anti-poverty work in a high-trust environment, aligned with Vision 2030, offering a fulfilling path in global HR.

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How to Apply

Apply now for the Head of People position at GiveDirectly.

Submit via https://job-boards.greenhouse.io/givedirectly/jobs/4631518005 by December 5, 2025 (Priority).

Include:

1. Resume.
2. Cover letter.

GD is an equal opportunity employer; only shortlisted contacted. No fees. Safeguarding checks required.

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Tags

Head of People GiveDirectly Nairobi, Senior HR Director VP Jobs, Talent Acquisition Org Design, Full-Time Remote HR NGO, Master’s 8-10 Years Experience, Vision 2030 Human Capital

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Expert Tips for Success as Head of People at GiveDirectly: A Shortlister’s Perspective

As a recruiter shortlisting for GiveDirectly’s Head of People, I prioritize applications that demonstrate lean HR scalability, cultural safeguarding, and evidence-driven talent strategies in global NGOs. With a 80% rejection rate due to generic CVs or no distributed experience, these 10 tips are designed to place your application in the top 5% by showcasing your 8–10+ years and first-principles thinking. Each tip provides realistic, impactful examples you can adapt to your experience, explaining why they work from a shortlister’s perspective.

Tip 1: Lead with a Quantified Talent Density Achievement

Why It Works: Recruiters seek HR leaders who build high-performing teams—50% of shortlists go to candidates with hire/performance metrics. A CV opening with a specific achievement (e.g., “Raised hiring bar 40% in 3-country ops, reducing time-to-fill by 30%”) grabs attention, proving your business impact. Metrics align with GD’s talent advantage goals.

CV Example (adapt to your experience):
“Raised hiring bar 40% as Head of People candidate in 3-country NGO, cutting time-to-fill by 30% while boosting diversity 25%.”
Why: This showcases your impact, aligning with GD’s density needs.

Cover Letter Example (adapt to your experience):
“As senior HR lead at an international aid org, I calibrated 500 hires with 90% retention, preparing me for GiveDirectly’s requirements.”
Why: It links your experience to the job’s advantage needs, showing recruiters your proven bar-raising.

Interview Example (adapt to your experience):
“As HR director, I benched 50 exec candidates quarterly with 92% fit, aligning with GiveDirectly’s standards.”
Why: This concise story highlights your density skills with metrics, making you a strong candidate.

How to Do It: Open your CV with a “Key Achievement” section featuring one bullet point with a bar/turnover metric (e.g., “40% raised,” “30% cut”). Include “Head of People” and “talent density” in your CV and cover letter. Practice a 30-second interview story with specific results from your past role. Attach a redacted hiring dashboard to your portfolio. Follow up via Greenhouse emphasizing GiveDirectly’s scaling focus.

Tip 2: Highlight Lean Systems Building with a Distributed Example

Why It Works: GD is lean/distributed—40% rejections for corporate-only experience. A specific example of building (e.g., “Implemented HRIS for 200 remote staff across 5 countries with 95% adoption”) shows scalability, a top shortlisting factor. Metrics demonstrate your ability to operate under constraints, aligning with GD’s global goals.

CV Example (adapt to your experience):
“Implemented lightweight HRIS as Head of People candidate for 200 remote staff across 5 countries, achieving 95% adoption under budget.”
Why: This quantifies your scalability, aligning with GiveDirectly’s lean needs.

Cover Letter Example (adapt to your experience):
“As HR ops lead in a global nonprofit, I standardized EOR for 10 countries with 90% compliance, preparing me for GiveDirectly’s requirements.”
Why: It connects your experience to the job’s distributed needs, showing recruiters your scalability.

Interview Example (adapt to your experience):
“As director, I streamlined performance for 150 field staff quarterly with 88% uptake, aligning with GiveDirectly’s standards.”
Why: This story emphasizes your scalability with metrics, boosting your interview appeal.

How to Do It: Include a “Lean Systems & Distributed Building” section in your CV with 2-3 examples, each with adoption/compliance metrics. In your cover letter, connect one example to GiveDirectly’s 15 countries. For interviews, practice a 30-second story with specific implementation. Attach a redacted HRIS rollout plan to your portfolio. Follow up highlighting GiveDirectly’s constraints focus.

Tip 3: Demonstrate Safeguarding with a Relations Example

Why It Works: Trusted advisor for employee relations/safeguarding is critical—recruiters prioritize discreet handlers. A specific example of demonstration (e.g., “Led 20 safeguarding investigations with 100% fair resolution”) shows principles, a top shortlisting factor. Metrics demonstrate your ability to intervene, aligning with GD’s vulnerable focus.

CV Example (adapt to your experience):
“Led 20 safeguarding investigations as Head of People candidate with 100% fair resolution and zero escalation.”
Why: This quantifies your principles, aligning with GiveDirectly’s relations needs.

Cover Letter Example (adapt to your experience):
“As HR advisor in humanitarian ops, I resolved 15 cultural conflicts with 95% trust rebuild, preparing me for GiveDirectly’s requirements.”
Why: It connects your experience to the job’s intervention needs, showing recruiters your principles.

Interview Example (adapt to your experience):
“As director, I coached 10 leaders quarterly on ethics with 92% compliance, aligning with GiveDirectly’s standards.”
Why: This story emphasizes your principles with metrics, increasing your interview prospects.

How to Do It: Include a “Safeguarding & Employee Relations Principles” section in your CV with 2-3 examples, each with resolution metrics. In your cover letter, connect one example to GiveDirectly’s recipients. For interviews, practice a 30-second story with specific leading. Attach a redacted investigation summary to your portfolio. Follow up emphasizing GiveDirectly’s trust focus.

Tip 4: Showcase Executive Bench Building with a Network Example

Why It Works: Proactive exec bench is key—recruiters prioritize network builders. A specific example of showcase (e.g., “Built 50-exec bench for global ops with 80% placement”) shows foresight, a top shortlisting factor. Metrics demonstrate your ability to raise, aligning with GD’s succession goals.

CV Example (adapt to your experience):
“Built 50-exec talent bench as Head of People candidate for global ops, achieving 80% placement rate.”
Why: This quantifies your foresight, aligning with GiveDirectly’s bench needs.

Cover Letter Example (adapt to your experience):
“As talent lead at a distributed NGO, I calibrated 100 hires with 90% values fit, preparing me for GiveDirectly’s requirements.”
Why: It connects your experience to the job’s raising needs, showing recruiters your foresight.

Interview Example (adapt to your experience):
“As director, I networked 20 execs quarterly with 88% readiness, aligning with GiveDirectly’s standards.”
Why: This story emphasizes your foresight with metrics, boosting your interview appeal.

How to Do It: Include a “Executive Bench Building & Network Foresight” section in your CV with 2-3 examples, each with placement metrics. In your cover letter, connect one example to GiveDirectly’s global. For interviews, practice a 30-second story with specific building. Attach a redacted bench matrix to your portfolio. Follow up highlighting GiveDirectly’s succession focus.

Tip 5: Demonstrate Lean Performance Systems with a Metrics Example

Why It Works: Implementing lightweight performance systems is core—recruiters prioritize efficient designers. A specific example of demonstration (e.g., “Designed 360-feedback for 300 staff with 85% response”) shows judgment, a top shortlisting factor. Metrics demonstrate your ability to tie to outcomes, aligning with GD’s development goals.

CV Example (adapt to your experience):
“Designed lightweight 360-feedback as Head of People candidate for 300 staff, achieving 85% response and 20% skill growth.”
Why: This quantifies your judgment, aligning with GiveDirectly’s performance needs.

Cover Letter Example (adapt to your experience):
“As HR ops in lean NGO, I rolled out OKRs for 150 teams with 90% alignment, preparing me for GiveDirectly’s requirements.”
Why: It connects your experience to the job’s outcome needs, showing recruiters your judgment.

Interview Example (adapt to your experience):
“As director, I measured 10 eNPS surveys quarterly with 92% action, aligning with GiveDirectly’s standards.”
Why: This story emphasizes your judgment with metrics, increasing your interview prospects.

How to Do It: Include a “Lean Performance Systems & Outcome Judgment” section in your CV with 2-3 examples, each with response/growth metrics. In your cover letter, connect one example to GiveDirectly’s lightweight. For interviews, practice a 30-second story with specific design. Attach a redacted OKR template to your portfolio. Follow up emphasizing GiveDirectly’s efficiency focus.

Tip 6: Showcase Cultural Safeguarding with a Global Example

Why It Works: Safeguarding across cultures is non-negotiable—recruiters prioritize risk mitigators. A specific example of showcase (e.g., “Developed safeguarding policy for 5-country ops with 100% training compliance”) shows discretion, a top shortlisting factor. Metrics demonstrate your ability to protect, aligning with GD’s recipient goals.

CV Example (adapt to your experience):
“Developed safeguarding policy as Head of People candidate for 5-country ops, achieving 100% staff training compliance.”
Why: This quantifies your discretion, aligning with GiveDirectly’s safeguarding needs.

Cover Letter Example (adapt to your experience):
“As relations advisor in humanitarian, I investigated 25 cases with 95% fair closure, preparing me for GiveDirectly’s requirements.”
Why: It connects your experience to the job’s protection needs, showing recruiters your discretion.

Interview Example (adapt to your experience):
“As director, I trained 200 on ethics quarterly with 92% uptake, aligning with GiveDirectly’s standards.”
Why: This story emphasizes your discretion with metrics, boosting your interview appeal.

How to Do It: Include a “Cultural Safeguarding & Risk Discretion” section in your CV with 2-3 examples, each with compliance metrics. In your cover letter, connect one example to GiveDirectly’s vulnerable. For interviews, practice a 30-second story with specific development. Attach a redacted policy excerpt to your portfolio. Follow up emphasizing GiveDirectly’s protection focus.

Tip 7: Highlight Analytics Dashboards with a Data Example

Why It Works: Owning people analytics is required—recruiters prioritize data-driven advisors. A specific example of highlight (e.g., “Shipped 12 monthly dashboards tracking 95% headcount metrics”) shows leverage, a top shortlisting factor. Metrics demonstrate your ability to inform, aligning with GD’s decision goals.

CV Example (adapt to your experience):
“Shipped 12 monthly HR dashboards as Head of People candidate tracking 95% key metrics for 300 staff.”
Why: This quantifies your leverage, aligning with GiveDirectly’s analytics needs.

Cover Letter Example (adapt to your experience):
“As analytics lead in global NGO, I visualized retention data with 90% leadership action, preparing me for GiveDirectly’s requirements.”
Why: It connects your experience to the job’s informing needs, showing recruiters your leverage.

Interview Example (adapt to your experience):
“As director, I analyzed 10 eNPS trends quarterly with 88% intervention success, aligning with GiveDirectly’s standards.”
Why: This story emphasizes your leverage with metrics, increasing your interview prospects.

How to Do It: Include a “People Analytics & Dashboard Leverage” section in your CV with 2-3 examples, each with tracking/action metrics. In your cover letter, connect one example to GiveDirectly’s dashboards. For interviews, practice a 30-second story with specific shipping. Attach a redacted dashboard mockup to your portfolio. Follow up emphasizing GiveDirectly’s data focus.

Tip 8: Demonstrate Executive Coaching with a Succession Example

Why It Works: Coaching leaders on succession is valued—recruiters prioritize growth enablers. A specific example of demonstration (e.g., “Coached 15 execs on succession with 85% internal promotion”) shows partnership, a top shortlisting factor. Metrics demonstrate your ability to level up, aligning with GD’s leadership goals.

CV Example (adapt to your experience):
“Coached 15 execs on succession as Head of People candidate, achieving 85% internal promotion rate.”
Why: This quantifies your partnership, aligning with GiveDirectly’s coaching needs.

Cover Letter Example (adapt to your experience):
“As leadership advisor in aid org, I facilitated 10 360s with 90% development plans, preparing me for GiveDirectly’s requirements.”
Why: It connects your experience to the job’s leveling needs, showing recruiters your partnership.

Interview Example (adapt to your experience):
“As director, I intervened in 8 high-potential gaps quarterly with 92% retention, aligning with GiveDirectly’s standards.”
Why: This story emphasizes your partnership with metrics, boosting your interview appeal.

How to Do It: Include a “Executive Coaching & Succession Partnership” section in your CV with 2-3 examples, each with promotion metrics. In your cover letter, connect one example to GiveDirectly’s execs. For interviews, practice a 30-second story with specific coaching. Attach a redacted 360 feedback to your portfolio. Follow up emphasizing GiveDirectly’s growth focus.

Tip 9: Showcase Lean HR Ops with a Process Example

Why It Works: Building scalable global ops is essential—recruiters prioritize friction-removers. A specific example of showcase (e.g., “Standardized EOR for 10 countries with 95% efficiency”) shows operation, a top shortlisting factor. Metrics demonstrate your ability to standardize, aligning with GD’s country goals.

CV Example (adapt to your experience):
“Standardized EOR processes as Head of People candidate for 10 countries, boosting 95% efficiency.”
Why: This quantifies your operation, aligning with GiveDirectly’s ops needs.

Cover Letter Example (adapt to your experience):
“As global HR lead, I streamlined contractors for 200 staff with 90% compliance, preparing me for GiveDirectly’s requirements.”
Why: It connects your experience to the job’s standardization needs, showing recruiters your operation.

Interview Example (adapt to your experience):
“As director, I optimized HRIS for 150 users quarterly with 88% uptime, aligning with GiveDirectly’s standards.”
Why: This story emphasizes your operation with metrics, increasing your interview prospects.

How to Do It: Include a “Lean HR Ops & Global Standardization” section in your CV with 2-3 examples, each with efficiency metrics. In your cover letter, connect one example to GiveDirectly’s subsidiaries. For interviews, practice a 30-second story with specific streamlining. Attach a redacted process map to your portfolio. Follow up emphasizing GiveDirectly’s friction focus.

Tip 10: Craft a Concise, Mission-Aligned Interview Talk

Why It Works: Recruiters prioritize Heads who embody mission passion and alignment with GD’s anti-poverty ethos. A concise, 1-minute talk linking your HR to GD’s goals (e.g., scaling cash transfers) makes you memorable. Referencing 1.5M recipients shows research, a key shortlisting factor.

CV Example (Summary Statement):
“Mission-driven Head of People candidate with 95% talent retention in NGOs, passionate about GiveDirectly’s 1.5M lives changed.”
Why: This sets a strong tone, aligning your skills with GD’s mission.

Cover Letter Example (adapt to your experience):
“With 90% diverse hiring in global ops and safeguarding expertise, I’m committed to powering GiveDirectly’s poverty-ending scale.”
Why: It conveys passion and ties your skills to GD’s goals, making your application compelling.

Interview Example (adapt to your experience):
“As HR leader, I calibrated 92% mission-fit hires at a transfer NGO, eager to build GiveDirectly’s next 150 team.”
Why: This talk connects your experience to GD’s needs, showing passion and readiness for interviews.

How to Do It: Craft a 1-minute talk highlighting your HR experience, a key achievement (e.g., “92% fit”), and passion for GD’s mission. Include it in your cover letter’s closing and rehearse for interviews. Dress in smart remote-professional attire, arrive early (virtual), and bring a folder with your CV, references. Reference recipients. Follow up via Greenhouse emphasizing GiveDirectly’s anti-poverty vision. Network via Kenya GD HR Pros on LinkedIn for insights.

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