We are seeking a project management–driven bilingual (French/English) profile to help establish our Learning & Development function from the ground up. Rather than traditional HR backgrounds, we are prioritizing systems thinkers with proven experience in building and scaling operating models. Candidates can be based in Accra, Lagos, or Lomé, provided that they are fluent in both French and English.

Role Snapshot

Location: Lomé, Togo or Accra, Ghana or Lagos, Nigeria

Department: PEO – People

Reports to: Chief People Officer (CPO)

Work arrangement: Hybrid (2 days in the office, 3 days remote)

Our Mission

We are a technology company that provides electrical grid management software and related network analytics solutions for utilities across Africa. Beacon Power Services was founded with a bold mission to expand access to reliable electricity for over 400 million people living in Africa's cities and a vision to lead Africa's power sector through data and innovation.

How You'll Make an Impact

We are looking for a Senior Project Manager – Learning & Development with strong design and system thinking capability to build the company’s learning and performance infrastructure from the ground up.

This is not a program delivery role. The focus is on designing and implementing core systems (performance management, competency frameworks, and learning initiatives), in a way that is scalable and effective in real operating conditions.

The role requires systems thinking: understanding how performance, capability, tools, and business outcomes interconnect, and translating that into fully built and end-to-end solutions.

We need someone with strong analytical thinking, transformation, and project management experience, even without a traditional HR background.

What You'll Do

Performance Management System

• Redesign the performance management system (goal setting, reviews, feedback loops, calibration) anchored in clearly defined competency frameworks
• Develop practical and usable competency frameworks embedded in day-to-day work (not theoretical models), by working closely with department and unit leaders to understand their roles, realities, and capability needs
• Ensure performance evaluation covers a mix of technical, interpersonal, and knowledge-based skills
• Drive consistency across roles, grades, and geographies (employees in comparable roles should be assessed against the same standards)
• Ensure performance and competency systems directly inform hiring, promotion, and development decisions; partner with Talent Acquisition and Employee Administration to align hiring practices with competency frameworks

Learning Program Design & Implementation

• Design learning and development programs based on identified business and capability needs; translate competency gaps into targeted learning solutions (technical, managerial, behavioral)
• Ensure programs are practical, applicable, and directly linked to performance outcomes
• Prototype, test, and refine initiatives before scaling
• Drive execution; own delivery end-to-end (design → build → rollout → iterate)

Systems Implementation

• Select, configure, and roll out supporting tools (LMS, performance platforms, etc.)
• Translate systems into clear workflows and manager practices (not presentations)
• Ensure systems are simple, scalable, and consistently used

Managerial Responsibilities

• Define and own the annual operating plan for the function, including workforce and financial planning
• Manage and optimize departmental budgets
• Make strategic resource allocation decisions
• Build, scale, and structure teams to support long-term capability development
• Establish performance frameworks, succession planning, and leadership development pathways
• Ensure governance, risk management, and operational maturity across the function
• Drive the creation of standardized, scalable systems that enable consistent execution across regions

What We're Looking For

Professional & Technical Strengths

• Proven experience leading transformation projects involving system design and implementation (not limited to HR)
• Background in Big 4 or similar project-driven environments, with exposure to structured methodologies, multi-country, and large-scale implementations
• Strong digital and transformation mindset, with a focus on automation and data to eliminate manual processes
• Strong systems thinking and problem-solving capability; ability to connect multiple components into a coherent working model
• Ability to operate in unstructured environments and build from scratch

Leadership & Interpersonal Strengths

• Ability to collaborate with multicultural and geographically distributed teams
• High degree of autonomy and accountability (we operate within a hybrid work environment)
• Strong systems thinking, ability to build replicable systems and processes
• High-ownership mentality with disciplined execution and follow-through
• Structured and methodical approach, bringing clarity and control to complex and ambiguous environments
• Clear and direct communicator, able to translate complex systems into practical actions for managers and teams
• Strong listening and diagnostic ability, understanding operational realities before defining solutions
• Ability to challenge constructively and hold the line on standards when needed
• Resilient and pragmatic, able to drive progress despite incomplete information or changing conditions

Nice to Have

• Familiarity with leading ERP systems (e.g., SAP, Workday, Sage, etc.)
• Experience working in a high-growth or scaling company

What the Recruitment Process Looks Like

• Step 1 - Application Review: Our Talent Acquisition team will review your application to evaluate your experience, qualifications, and overall suitability for the role.
• Step 2 - Behavioral & Cognitive Assessments: If selected to move forward, you will complete behavioral and cognitive assessments. These help us better understand your working style and ensure alignment with the role requirements and BPS’s culture.
• Step 3 - Technical Assessments: If you progress to this stage, you will complete technical assessments designed to evaluate your problem-solving approach and the key technical skills required for the role.
• Step 4 - HR & Culture Fit Interview: At this stage, you will meet with our Talent Acquisition team to discuss your background, motivations, and potential fit within the
• Step 5 - Technical Excellence Interview: In the final stage, you will interview with the Hiring team to further assess your technical expertise and overall fit for the role, and to ensure alignment on expectations from both sides.