Senior Lead – HR Shared Services & Benefits

We are looking for a Senior Lead – HR Shared Services & Benefits to join our Human Resources group; as we scale up and drive digital and financial inclusion across our markets.

The infrastructure of employee experience is only as good as the people who build it.

Behind every M-KOPA employee who shows up, stays, and does consequential work is a benefits programme that runs cleanly, a wellness initiative that lands, and an operational system that handles the complexity so people don't have to think about it.

The Senior Lead – HR Shared Services & Benefits is the operational centre of gravity for employee benefits, occupational health, wellness programming, and global mobility support across M-KOPA. It's a role that requires both precision and breadth: administering medical insurance, pension, and welfare schemes; coordinating occupational health and WIBA compliance; managing wellness partnerships and health campaigns; and supporting international assignment and mobility operations—all while maintaining the reporting, vendor relationships, and service standards that make the function credible.

Why this timing matters

Having crossed $2 billion in credit unlocked, assembled 2 million smartphones in Kenya, and financed over 4,000 e-motorbikes across our markets, we're at an inflection point. The 5M-to-7M journey required building fast. The 7M-to-10M journey requires building right.

The person joining at this moment helps shape how employee benefits, wellness, and mobility operations work as M-KOPA scales—not inheriting a finished model, but building the one that will last.

Reporting Structure

Reports to the Shared Services Manager – Global Mobility & Benefits

What the role involves in practice

Owning benefits operations end-to-end: administering medical insurance, pension, and welfare programmes; managing enrolments, exits, and benefit changes; resolving employee queries and coordinating provider escalations; liaising with brokers, underwriters, and benefits providers to ensure service delivery standards are met. Annual benefits reviews, utilisation tracking, and employee communications are all part of the mandate.

Leading occupational health and safety coordination: acting as the first point of contact for OH&S queries, coordinating pre-employment and periodic medicals, administering WIBA claims processes, maintaining injury logs and incident records, and supporting DOSH reporting compliance across markets.

Running the wellness and mobility support function: coordinating quarterly wellness activities, managing gym and fitness provider relationships, tracking programme effectiveness, and supporting employee relocation and international assignment processes—including visa, work permit, and immigration documentation coordination.

Across all of this, the role also owns vendor management, SLA adherence through Freshservice or equivalent platforms, PO and invoice tracking, and the reporting and dashboard infrastructure that makes the function visible and improvable.

Turning benefits data into operational intelligence: the benefits and wellness function sits on a significant volume of largely untapped data — spanning claims patterns, utilisation rates, provider performance, and population health trends across markets. The role is expected to move beyond transactional administration and into active data analysis: identifying what the numbers are telling us, surfacing inefficiencies, and driving process re-engineering decisions grounded in evidence. A data-centred mindset and proven analytical experience are therefore not optional extras — they are central to how this role creates value and keeps the function improvable over time.

What we're looking for

Proven track record in HR operations, benefits administration, or HR Shared Services, with demonstrable experience across employee benefits, occupational health coordination, or global mobility support—ideally in a multi-country environment.

Working knowledge of Kenyan labour law, WIBA 2007, and DOSH requirements, with experience supporting occupational health or work injury programmes and an understanding of East African employment regulations.

A relevant degree in Human Resources, Law, Business Administration, or Psychology an IHRM Certificate, with strong analytical capability and experience using HR data and analytics to drive operational improvement are paramount.

A note on what this role demands

Managing benefits, occupational health, wellness, and mobility simultaneously—across multiple markets, with SLA accountability and vendor relationships to maintain—requires someone who is organised to a high standard, comfortable with complexity, and genuinely invested in service quality.

This isn't a role for someone looking for a narrowly defined brief. It's a role for someone who finds breadth energising, who wants their operational rigour to matter to real people, and who is ready to build something more durable than what they inherited.

Why M-KOPA?

At M-KOPA, we empower our people to own their careers through diverse development programs, coaching partnerships, and on-the-job training. We support individual journeys with family-friendly policies, prioritize well-being, and embrace flexibility.

Join us in shaping the future of M-KOPA as we grow together. Explore more at m-kopa.com.

Recognized four times by the Financial Times as one Africa's fastest growing companies (2022, 2023, 2024, 2025 and 2026) and by TIME100 Most influential companies in the world 2023 and 2024 , we've served over 7 million customers, unlocking $1.5 billion in cumulative credit for the unbanked across Africa.

Important Notice

M-KOPA is an equal opportunity and affirmative action employer committed to assembling a diverse, broadly trained staff. Women, minorities, and people with disabilities are strongly encouraged to apply.

M-KOPA explicitly prohibits the use of Forced or Child Labour and respects the rights of its employees to agree to terms and conditions of employment voluntarily, without coercion, and freely terminate their employment on appropriate notice. M-KOPA shall ensure that its Employees are of legal working age and shall comply with local laws for youth employment or student work, such as internships or apprenticeships. 

M-KOPA does not collect/charge any money as a pre-employment or post-employment requirement. This means that we never ask for ‘recruitment fees’, ‘processing fees’, ‘interview fees’, or any other kind of money in exchange for offer letters or interviews at any time during the hiring process.

Applications for this position will be reviewed on a rolling basis. Shortlisting and interviews will take place at any stage during the recruitment process. We reserve the right to close the vacancy early if a suitable candidate is selected before the advertised closing date.

If your application is successful M-KOPA undertakes pre-employment background checks as part of its recruitment process, these include; criminal records, identification verification, academic qualifications, employment dates and employer references.