Job Overview

The People Development and Community Manager will be responsible for driving the growth, wellbeing, culture, learning, performance and engagement of Slum2School Africa’s staff and volunteer community. The role focuses on building a capable, motivated and engaged workforce by developing people, strengthening organisational culture, improving retention and creating meaningful opportunities for growth and participation.

The successful candidate will lead initiatives that enhance the overall staff and volunteer experience, from onboarding and engagement to learning, recognition, wellbeing and leadership development. The role will also mobilise the volunteer community to support organisational programmes, campaigns and fundraising initiatives, ensuring that people remain connected to the organisation’s mission and are equipped to contribute meaningfully.

This position requires a strategic and people-centred leader with strong community engagement, programme development, communication, facilitation and team management skills.

Key Responsibilities

People Strategy and Talent Development

•  Lead workforce planning, organisational structure reviews, and succession planning.
• Advise leadership on talent acquisition, performance management, and retention strategies.
• Lead end-to-end recruitment and structured onboarding for full-time staff roles.
• Monitor HR metrics including turnover, recruitment timelines, and succession readiness.
• Oversee performance management cycles, including goal-setting, reviews, and appraisals.
• Recommend improvements to processes, policies, and practices to strengthen

People Development & Capacity Building

• Identify skills, capability and development needs across staff and volunteers and translate them into an annual learning and development plan.
• Design and coordinate capacity-building, training, skills-development and refresher programmes.
• Maintain training records and skills development registers for staff and volunteers.
• Establish coaching and mentorship programmes to support individual and professional growth.
• Develop volunteer growth pathways that recognise experience and create opportunities for increased responsibility.
• Strengthen internal facilitation capacity by identifying and developing staff and volunteers who can lead learning sessions.

Volunteer & Staff Engagement

• Design and manage the end-to-end engagement journey for staff and volunteers, from onboarding through their entire engagement cycle.
• Develop and implement annual engagement plans that strengthen participation, motivation, satisfaction and retention.
• Lead staff and volunteer re-engagement and renewal campaigns.
• Conduct regular check-ins and pulse surveys to understand morale, motivation, role clarity and sense of belonging.
• Analyse engagement feedback and develop appropriate interventions to address identified concerns.
• Design and coordinate recognition, appreciation and reward initiatives for staff and volunteers.

Community Mobilisation & Fundraising

• Design and coordinate volunteer-led fundraising campaigns and community giving initiatives.
• Mobilise volunteers to participate in fundraising activities, challenges, events and organisational campaigns.
• Collaborate with the fundraising and programmes teams to translate volunteer experiences and impact stories into compelling donor-facing content.
• Lead volunteer mobilisation for flagship programmes, milestone campaigns and organisational anniversary activities.
• Develop initiatives that encourage volunteers to become active advocates and ambassadors for the organisation.

Culture, Communication & Belonging

• Lead culture-building initiatives that promote inclusion, belonging, collaboration and a shared organisational identity.
• Drive internal communication and storytelling initiatives that strengthen staff and volunteer connection to the organisation’s mission and values.
• Develop and manage a volunteer ambassador and champion network to promote positive engagement and culture across the community.
• Promote open communication and an environment where staff and volunteers feel comfortable raising concerns.
• Identify recurring interpersonal and culture-related concerns and collaborate with HR to address them appropriately.

Employee & Volunteer Wellbeing and Retention

• Design and coordinate staff and volunteer wellbeing programmes, including regular check-ins and access to appropriate support.
• Develop initiatives that promote work-life balance, resilience and burnout prevention.
• Monitor engagement, retention, attrition and activity levels to identify individuals or teams at risk of disengagement.
• Implement structured re-engagement initiatives for staff and volunteers with declining participation.
• Conduct exit conversations, document feedback and share insights with relevant leadership.
• Maintain relationships with former volunteers and strengthen the organisation’s alumni community.

Talent Development & Leadership Pipeline

• Identify high-potential staff and volunteers and develop opportunities for their growth and progression.
• Design and coordinate leadership development pathways for Team Leads, Assistant Team Leads and future staff positions.
• Establish career and development pathways that support internal growth and succession planning.
• Coordinate mentorship and coaching initiatives across the organisation.
• Work closely with the HR and Volunteer Operations Manager to strengthen talent development and succession planning.

Team Leadership & Performance Management

• Lead and supervise team members responsible for engagement, wellbeing and community mobilisation.
• Translate organisational engagement, culture and fundraising objectives into clear team workplans, deliverables and timelines.
• Set performance expectations, delegate responsibilities and monitor team execution.
• Conduct regular team check-ins, provide coaching and feedback, and coordinate performance reviews.
• Identify team capability gaps and coordinate relevant learning and development interventions.
• Promote collaboration with programme and operational teams to ensure people initiatives support organisational priorities.
• Track and report engagement, wellbeing and community fundraising outcomes to leadership.

Qualification and Experience

• Bachelor’s degree in Education, Education Management, Development Studies, Social Sciences, Project Management, Public Administration, or a related field.
• Master’s degree in Education, Development Studies, Project Management, International Development, or related field is an added advantage.
• Minimum 5+ years’ experience in program/project management within an NGO, education, development, social impact, school, or community-focused organization.
• Proven experience in program planning, implementation, monitoring, evaluation, budgeting, reporting, and stakeholder management.
• Demonstrated experience designing academic development plans, learning interventions, or student support initiatives.
• Strong understanding of education, student development, learning outcomes, and the needs of underserved communities.
• Experience managing multidisciplinary teams, educators, volunteers, and/or field teams.
• Strong analytical and problem-solving skills with the ability to translate data into actionable program improvements.
• Experience developing proposals, budgets, implementation plans, reports, and program documentation.
• Familiarity with program monitoring, results-based management, learning assessment, and impact measurement.
• Knowledge of the Nigerian NGO/social impact landscape and experience working with schools, communities, government, or development partners is an advantage.
• Experience in education, child protection, youth development, or community-based programming is an added advantage.
• Proficiency in Microsoft Office, Google Workspace, Excel/Google Sheets, and relevant program/data management tools.
• Commitment to Slum2School Africa’s mission and values.

Skills and Competencies

• Strong understanding of people development, talent management, employee engagement, learning and development, and organisational culture.
• Ability to design and implement initiatives that improve staff and volunteer engagement, satisfaction, retention and performance.
• Strong community mobilisation, stakeholder engagement and volunteer-led fundraising skills.
• Excellent facilitation, communication, interpersonal and relationship-management skills.
• Ability to identify capacity gaps, develop learning interventions and build leadership capabilities.
• Strong project management, analytical, problem-solving and reporting skills, with the ability to manage multiple priorities.
• Demonstrated leadership, empathy, initiative, sound judgment and the ability to work effectively with diverse teams.

Key Performance Indicators (KPI)

• Staff recruitment time-to-fill against agreed benchmarks, within target.
• 90%+ staff and volunteer satisfaction with engagement and development initiatives.
• 75%+ volunteer retention and renewal rate.
• 85%+ sustained volunteer engagement rate.
• % of funds raised through volunteer-led and community-driven campaigns.
• 95%+ participation in staff and volunteer engagement and recognition activities.
• 30%+ reduction in recurring workplace culture and engagement complaints.
• Achievement of annual staff and volunteer learning, capacity-building and skills development targets.
• 100% timely submission of programme reports, engagement updates and supporting documentation.