People and Culture Manager - Dikan

About Dikan

Dikan is a nonprofit cultural and educational institution based in Accra, Ghana, dedicated to shaping the next generation of African storytellers, educators, and creative leaders. Through its programs, Dikan provides access to knowledge, preserves cultural memory, and creates spaces for learning, creativity, and public engagement.

At its heart is a deep belief in the power of African stories told by Africans themselves, guiding a mission to empower Africa’s creative leaders through education and storytelling. Dikan’s ecosystem of initiatives – including the Dikan Center (gallery, library, Awo, Ahenfie, Artpath and educational programs) all work in concert to foster integrity, leadership, and excellence in African creativity.

Role Summary

The People & Culture Manager is a senior leadership role responsible for driving Dikan’s human resources strategy and nurturing its organizational culture. As the head of the People & Culture function, you will design and implement people strategies that support Dikan’s mission and growth across all its entities. This role encompasses all facets of HR and organizational development – from talent acquisition and onboarding to employee engagement, performance management, and culture-building.

Reporting to the Executive Director, the People & Culture Manager will serve as a strategic advisor to leadership on people matters, ensuring that our HR practices not only attract and retain top talent but also foster a sense of belonging, continuous learning, and shared purpose among staff. This is a unique opportunity to build the HR department from the ground up, champion Dikan’s values, and have a lasting impact on a purpose-driven institution.

Key Responsibilities and Strategic Goals

Strategic People Leadership:

• Develop and execute comprehensive people strategies that enhance Dikan’s culture and support its long-term strategic goals. Foster an environment of belonging, interconnectedness, and shared purpose through policies and programs that boost staff performance, engagement, and professional growth.
• Serve as a thought partner to the leadership team by synthesizing staff feedback and organizational data to guide strategic decisions and improvements.

Culture & Inclusion:

• Champion an inclusive and values-driven workplace. Guide the integration of critical conversations around race, power, and identity into Dikan’s culture and external engagements, ensuring that diversity, equity, and inclusion remain at the forefront of our people practices.
• Stay current on innovative coaching, mentorship, and staff development practices, and facilitate shared learning across the organization to foster continuous improvement and progressive HR approaches.

Organizational Development & Learning:

• Lead the design and implementation of learning and development initiatives that build staff capacity and align with Dikan’s mission. Promote a culture of continuous learning and high performance that reflects our values and commitment to excellence.
• Identify organizational development needs and implement programs (workshops, trainings, leadership development, etc.) to help employees grow and to prepare Dikan for future expansion.

HR Operations & Policy Development:

• Spearhead the creation and establishment of Dikan’s People & Culture (HR) department and related operational systems. Craft HR policies, frameworks, and operational strategies that enhance performance and ensure compliance, supporting Dikan’s objectives across all units. This includes developing processes for recruitment, onboarding, performance appraisal, compensation & benefits, and succession planning.
• Oversee day-to-day HR operations – from maintaining accurate employee records to handling payroll and benefits administration – ensuring efficient resource allocation and alignment with strategic goals.

Talent Acquisition & Employee Engagement:

• Develop robust talent acquisition and retention strategies to attract high-caliber professionals who are passionate about Dikan’s mission. Oversee end-to-end recruitment efforts (workforce planning, job postings, interviewing, selection) ensuring new hires are both culturally aligned and equipped to excel in their roles. Design effective onboarding programs that welcome new employees and set them up for success as part of Dikan’s creative community.
• Lead initiatives to enhance employee engagement and well-being, such as feedback mechanisms, recognition programs, and staff events, in order to foster a positive, motivating work environment and strong employee retention. ArtPath Program Oversight, Coordinate and manage all HR aspects of the ArtPath program.
• Work closely with department heads to place ArtPath participants into meaningful projects across the organization. Lead the recruitment and onboarding of each annual ArtPath cohort (NSS), ensuring a structured program experience that aligns with Dikan’s mission and accelerates participants’ professional development.

Performance Management & Compliance:

• Implement and manage a fair and growth-oriented performance management system, including regular performance evaluations, coaching, and feedback cycles to drive high performance.
• Ensure all HR practices and policies are in compliance with Ghanaian labor laws and regulatory requirements, and advise management on HR legal matters as needed.
• Maintain up-to-date HR records and oversee HR administration with a commitment to confidentiality and ethical standards.

Cross-Functional Collaboration:

• Work closely with other departments and subsidiary leaders to ensure HR and culture initiatives support their needs (for example, collaborating with the Operations Manager on workforce planning and with program managers on staff training needs).
• Provide guidance and support to managers on managing their teams, resolving employee relations issues, and building a collaborative, respectful workplace.
• Act as an ambassador of Dikan’s values in all internal communications and processes, helping to align our people practices with the organization’s mission-driven ethos.

(The People & Culture Manager’s success will be measured by the strength of Dikan’s team and culture – high employee satisfaction and retention, a thriving environment of learning and innovation, and an HR infrastructure that scales effectively as Dikan grows.)

Qualifications & Experience

Education:

• A Bachelor’s degree in Human Resources, Business Administration, or a related field is required; a Master’s degree or MBA in a relevant discipline is preferred. Professional HR certification (e.g., CHRP, CIPD, SHRM or equivalent) is highly desirable.

HR Experience:

• Minimum of 7 years of progressive HR management experience, including at least 3 years in a senior HR leadership or people management role.
• Demonstrated experience developing and implementing HR strategies, preferably in organizations that have grown from startup phase to a larger structure (ability to create systems from scratch is a plus.

Sector Knowledge: Experience in the non-profit, educational, or creative/cultural sector is highly advantageous. Familiarity with the dynamics of a mission-driven organization will help in aligning HR practices with Dikan’s unique context.

Skills & Competencies:

• Exceptional interpersonal and communication skills, with the ability to inspire trust and effectively coach staff at all levels.
• Strong understanding of HR best practices across talent acquisition, learning and development, performance management, and employee relations.
• Up-to-date knowledge of Ghanaian labor laws and employment regulations (ensuring compliance in all HR policies and actions).
• Proven ability to handle sensitive HR matters with discretion, integrity, and fairness.
• Excellent organisational and project management skills – capable of managing multiple priorities and initiatives in a dynamic environment. Proficiency with HR information systems and productivity tools; comfort with data analysis to inform HR decisions is a plus.

Leadership & Culture Fit:

A collaborative, proactive leader with high emotional intelligence and sound judgment. Demonstrated capacity to foster a positive, inclusive workplace culture and to act as a change agent in developing organizational culture. Passion for Dikan’s mission and values is essential – the ideal candidate is an ethical, mission-aligned professional committed to empowering others and advancing African creativity and education. A high level of integrity, confidentiality, and accountability in handling HR responsibilities is required.

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