1.    Background Information

Job Title: People & Culture officer

Job Grade: JG 6

Division: Human Capital

Department/ Section/Unit: HC & CS

Reports to: Manager Human Capital

2.    Contract Terms – Open-ended

3.    Purpose of the Job:

The people & Culture Officer will be a key architect and champion of BRD’s cultural transformation journey. This newly created role is responsible for designing, implementing, and sustaining initiatives that shape a high-performance, value-driven, and inclusive workplace culture. The people & Culture officer will work across departments to embed cultural values into every aspect of the employee and customer experience.

This is more than a support role. It’s a front-line partner role, one that demands a future-thinking HR professional who understands the business impact of people-first practices and who champions culture as a catalyst for institutional success.

4.    Main Responsibilities of the Job:

Culture Strategy & Transformation

• Develop and execute a culture transformation roadmap aligned with BRD’s values and goals.
• Lead change management initiatives to embed cultural shifts with leadership and staff buy-in.

Employee Engagement & Well-being

• Design and implement employee engagement programs, recognition initiatives, and well-being activities.
• Foster psychologically safe, motivating, and inclusive workplace environments.
• Act as a trusted point of contact for employee relations, mediating challenges constructively.

Leadership Alignment & Internal Communication

• Partner with senior leaders to model and reinforce desired behaviors.
• Collaborate with communications teams to promote cultural values and successes through compelling narratives.

Talent Lifecycle & Development

• Deliver seamless onboarding and offboarding experiences that reflect company values.
• Support performance management processes and curate personalized learning and growth pathways.
• Integrate culture into training, leadership development, and ongoing learning programs.

Operational Excellence & Analytics

• Ensure accuracy and compliance with HRIS data.
• Support payroll and benefits administration with confidentiality and accuracy.
• Measurement & Insights: Manage metrics and tools to assess cultural health, track progress, and inform continuous improvement.

Continuous Improvement & Innovation

• Identify and implement workflow enhancements and digital transformation opportunities to future-proof People operations.
• Drive process improvements aligned with company values and employee experience goals

5.    Performance indicators

• Culture & Engagement: Employee engagement score, event participation, NPS
• Employee Relations & Well-being: Number of resolved employee issues, well-being program participation, employee satisfaction ratings
• Leadership Alignment: Leadership engagement scores, adoption rate of cultural initiatives
• Operational Excellence: HRIS data accuracy rate, HR process cycle time
• Continuous Improvement: Number of process improvements implemented adoption rate of digital tools.

6.    Working relationships

• All BRD staff & other stakeholders

7.    Professional, academic qualifications and experience

• Bachelor’s degree in HR, Psychology, Business, or related field
• 3–5 years’ experience in HR field
• Proven experience in culture transformation, employee engagement, HR operations
• Strong interpersonal and communication skills
• Experience with HRIS systems and data analysis
• Ability to manage multiple priorities and drive change in a dynamic environment

8.    Core competencies

Given the analytical nature of the role, the successful candidate will be highly numerate with the following experience and skills:

• Compliance & Cost Management
• Data Management and Analysis
• Computer Literacy & Communication skills
• Organizational Effectiveness
• Employee On-Boarding & Relations
• Workforce Analytics & payroll Management
• HR Budgeting
• Learning , Development & Performance Management