Our vision is prosperity for everyone. Our mission is to make financial services, starting with risk protection and healthcare, seamless, intelligent, and accessible.

We build AI that helps insurers, TPAs, banks, and providers automate work, reduce fraud, and deliver better experiences at scale.

We are building an AI agent platform that lets financial and health organizations deploy safe, useful agents for real operations. Brands plug in modern claims, compliance, and payment flows and go live quickly across markets.

Curacel is trusted by leading insurers, including AXA, Liberty, Old Mutual, and Jubilee. Teams use Curacel to cut cycle times and process more claims with real time decisioning. We serve 40 insurers across the Middle East & Africa.

By 2035, our infrastructure will serve hundreds of millions of people. As agentic AI matures, we will use our rails with insurers, banks, and providers to deliver next generation financial protection and healthcare access at scale.

We have grown rapidly since launch, serving customers across multiple countries with strong retention and millions in annual revenue. We have raised million dollars from leading investors including Y Combinator, Google, Tencent, etc

The Opportunity

We are building AI-powered insurance infrastructure across emerging markets. To keep pace with our growth, we need a high-output, systems-thinking People Operations leader who can design and run the people engine that powers the company.

You will architect and execute the core People Ops stack: performance frameworks, competency models, recruitment operations, onboarding, engagement, learning, compliance, and HR analytics, with AI embedded at every step. You will partner closely with leadership across functions to ensure we hire, onboard, grow, and retain high-performing teams across Africa and beyond.

This role blends operator rigor with AI craft: you will use automation, LLMs, and data to move 10x faster, reduce noise for managers, and create a scalable, employee-centric People engine.

What you will own

• People operating system: performance frameworks, competency models, values and behaviours, quarterly review cycles
• Talent engine: role scorecards, interview rubrics, hiring workflows, and recruiter/hiring-manager collaboration models
• Onboarding and employee lifecycle: pre-boarding, day-1 to day-30 playbooks, probation review, and internal mobility signals
• Engagement and culture: surveys, values programs, offsites/retreats, communication cadences, and recognition rituals
• Learning & development stack: curricula (e.g. Talstack, CuraLearn), learning calendar, and capability playbooks
• Policies and compliance: employee handbook, HR policies, documentation hygiene, and process controls across markets
• HR operations and payroll inputs: data integrity, employee records, movements, payroll change logs, and statutory inputs
• People analytics: dashboards, KPI trees, insights packs for leadership, and experiment tracking
• People tech stack: HRIS/ATS, AI copilots, automation workflows, and self-service tools (e.g. internal HR chatbot)
• Office & asset support: basic facilities oversight, hardware inventory, and coordination with ops/admin and vendors

What you will do

• Run end-to-end People Ops for a distributed, high-growth team (from hiring support to exit and alumni management)
• Design and maintain role scorecards and competency frameworks across functions, including AI proficiency levels
• Manage quarterly performance and OKR cycles, ensuring clear timelines, templates, calibrations, and decision forums
• Execute recruiting operations in partnership with hiring managers and external recruiters: sourcing support, screening, scheduling, and candidate communication
• Own onboarding operations: pre-boarding checklists, account setups, documentation, induction sessions, and 30/60/90-day reviews
• Architect and drive engagement programs: values double-click sessions, pulse checks, all-hands rituals, offsites, and recognition
• Stand up and maintain People dashboards (e.g. headcount, hiring funnel, performance, engagement, attrition, compensation insights)
• Draft, update, and roll out policies and processes; run change-management communications and ensure adoption
• Coordinate payroll inputs and benefits administration with Finance and external providers (e.g. changes, deductions, and approvals)
• Implement and iterate learning programs (formal training, peer learning, manager enablement, AI literacy, leadership development)
• Partner with leadership on workforce planning: hiring plans, capacity models, succession pipelines, and role evolution
• Identify process bottlenecks, design automation and AI experiments, and document playbooks for repeatable scale

The AI you will bring

• People analytics acceleration: prompt patterns for HR insights, segmentation of survey data, performance signal clustering, and retention/attrition risk flags
• Structured evaluation: LLM-assisted review of feedback forms, competency assessments, and engagement comments into rubric-aligned summaries
• Workflow automation: automated reminders, status updates, scheduling, approval routing, and FAQ responses via agents and no-code/low-code tools
• Policy and content drafting: AI-assisted drafting of policies, handbooks, communications, learning content, and manager toolkits, with clear guardrails
• Employee experience copilots: internal HR chatbot(s) to handle routine queries, onboarding questions, and links to documentation
• Measurement and experimentation: automated tracking of People experiments (e.g. new performance cycle design, new L&D format), with before/after metrics

Data and decision making

• Maintain one live People dashboard with weekly updates on headcount, hiring funnel health, performance cycle progress, and engagement signals
• Build KPI trees for core People objectives (e.g. time-to-productivity, time-to-hire, regretted attrition, manager quality) with leading indicators and root causes
• Run cohort and source analyses (e.g. by role, geography, manager) that directly feed into next-week actions for speed, quality, and retention
• Use experiment logs for People programs (e.g. new onboarding playbook, new feedback cadence) with clear hypotheses, metrics, and learnings
• Provide monthly People insights packs to leadership summarizing risks, wins, and recommended interventions

What success looks like in 6 months

• Onboarding: time-to-productivity reduced by ~40–60% for new hires, with clear day-1 to day-30 signals and manager feedback ≥ 8/10
• Performance & clarity: all roles operating with clear scorecards and competency levels; ≥ 90% completion rates for performance and feedback cycles
• Engagement: baseline engagement/pulse survey designed and run, with ≥ 70% participation and clear, acted-upon insights
• AI & automation: at least 5 People Ops automations or AI assistants in daily use, with measurable hours saved per month
• Data hygiene: clean and reliable People datasets; managers and leadership using self-serve dashboards weekly
• Hiring operations: time-to-hire and process SLAs improved on priority roles; hiring manager satisfaction ≥ 8/10 on People support
• Policy & compliance: updated, accessible policy stack in place, with >90% acknowledgement for major changes in-scope markets

You might be a fit if you have

• 3–5 years in People Operations / HR generalist / HRBP roles in high-growth startups or tech environments
• Proven track record running core People Ops cycles: hiring operations, onboarding, performance management, engagement, and HR administration
• Experience designing or implementing competency frameworks, role scorecards, and performance processes (not just participating in them)
• Strong funnel and people analytics skills: comfortable building and interpreting recruitment, performance, and engagement metrics
• Hands-on exposure to HRIS/ATS platforms, HR documentation, and payroll/benefits coordination
• Demonstrable comfort using AI tools (e.g. ChatGPT, Claude) and automation platforms (e.g. n8n, Zapier) in day-to-day work
• Excellent communication, facilitation, and stakeholder management skills across levels and geographies
• High ownership, attention to detail, and ability to operate in ambiguity without losing execution discipline

Nice to have

• Experience supporting teams across multiple African and/or MENA markets
• Prior work building or running early-talent programs, internships, or graduate schemes
• Exposure to manager enablement (e.g. manager training, playbooks, 1:1 templates)
• Familiarity with survey, engagement, and performance tools beyond spreadsheets (e.g. CultureAmp, Lattice, Leapsome or equivalents)
• Light technical comfort: Boolean search, basic scripting, or API/automation wiring to stitch tools together
• Background or certification in coaching, facilitation, or organizational development

How we work

Do not apply if you are looking for a slow, maintenance HR job. We are looking for someone who is all in on building a high-performance, AI-enabled People engine for a company scaling across multiple markets.

Our non-negotiable values in this role:

• Passionate Work: You enjoy the craft of People Operations, set ambitious goals, and consistently ship high-quality outcomes.
• Relentless Growth: You are a learning machine—across HR, AI, and business—and you turn feedback and data into upgraded systems.
• Empowered Action: You own outcomes, take initiative, and communicate with clarity; you don’t wait for perfect instructions.
• Sense of Urgency: You move fast with judgment, focus on high-leverage work, and close loops quickly with stakeholders.
• Seeing Possibilities: You stay solution-oriented, optimistic, and persistent, even when solving messy people and systems problems.

Our Tech Stack

The technologies that we use include, but are not limited to:

• PHP, Laravel
• VueJs, AngularJs
• React Native
• Electron
• MySql, MS SQL
• AWS & GCP
• Docker, k8s