HUMAN RESOURCES & PEOPLE MANAGER AT GREYMOND GROUP

About Company:

Greymond is expanding from a single successful real estate business to a group. We're at an inflection point transitioning into a diversified investment holding company spanning real estate, fintech, and investment services. We're not looking for people to join an established company; we're looking for exceptional talent to build the operational foundation that will scale our proven excellence across three divisions and multiple African markets. This is a ground-floor opportunity to shape something extraordinary

We are recruiting to fill the position below:

Job Description:

• We're building truth-based operational culture across three business divisions.
• This isn't administrative HR—this is performance-driving, culture-building, people-development leadership.
• Role Purpose: Monitor daily team performance, validate operational truth, identify role-fit issues, and build sustainable team culture across real estate, fintech, and investment divisions.

Requirements:

• Candidates should possess a Bachelor's or Master's Degree.
• 3 - 5 years HR with operational (not just admin) focus.
• Proven ability to assess team performance objectively.
• Experience distinguishing fact from assumption in reports.
• Strong training design and delivery capabilities.
• Comfortable having difficult conversations and managing exits.

Core Competencies:

• Honest self-assessment of failures and learning.
• Intrinsic motivation beyond external rewards.
• Ability to do right thing when difficult.
• Professional accountability and follow-through.
• Growth trajectory and self-improvement focus.
• Compensation: + team performance bonuses.

Salary

Application Closing Date: 20th October, 2025

Application Instructions:

Qualified candidates should send their CV and cover letter to: Hernest@qwfn.org using the job title as the subject of the mail.

Note

• Cover letter must address:
  • How candidate validate truth vs assumptions in team performance reports.
  • Candidate's approach to identifying when someone is in the wrong role.
  • Example of building performance culture, not just managing HR processes.