Deputy Manager, Digital Transformation
Job Description
CAREER OPPORTUNITY WITH BRAC MICROFINANCE SIERRA LEONE LIMITED
BRAC Microfinance Sierra Leone Limited is the largest Microfinance organization in Sierra Leone with a mission to responsibly provide a range of financial services to people at the bottom of the pyramid. We particularly focus on women living in poverty in rural and hard-to-reach areas to create self-employment opportunities, build financial resilience, and harness women’s entrepreneurial spirit by empowering them economically.
BRAC Microfinance (SL) Limited is seeking applications from competent, dynamic, and self-motivated individual to fill up the following position.
Position : Deputy Manager, Digital Transformation
No of Position : One (1)
Job Location : Country Office
MAIN JOB RESPONSIBILITIES:
- Drive the implementation of BMSLL digital strategies and action plans to increase outreach, deliver a superior customer experience, increase organizational efficiency, and find the right balance between tech and touch for BMSLL customers.
- Conduct market assessments and periodic review of existing DFS strategies and ensure the implementation of DFS and technology is contributing to the achievement of BMSLL business strategy.
- Provide strategic input and thought leadership on the use of DFS to better meet the needs and improve the livelihoods of BMSLL existing and target customers especially women and youth.
- Design, test, refine and implement digital financial solutions at BMSLL. Refine and improve BMSLL’s processes and products and enhance customer experience in using DFS.
- Implement Digital Field Application and other DFS project-specific pilots and scale up. Develop detailed project implementation plans and execute related activities including conducting customer needs analysis, business requirements gathering, reporting, and change management to maximize the impact of DFS projects on business and customers.
- Develop detailed functional requirements for DFS tools and applications and work with different departments to adapt their existing processes and products accordingly
- Monitor and track the progress of DFS projects to ensure project activities are achieved in an effective, efficient and timely manner.
- Continuous training and handholding of BMSLL’s staff in defining and implementing the value proposition for DFS channels and products, piloting and scaling of DFS.
- Document and share lessons learned from DFS project implementation within BSMLL teams and with the wider BI MF network of MFIs
- Design and deliver client and staff digital training programs in collaboration with relevant BMSLL departments/functions.
- Collaborate and manage key stakeholders including third party system vendors to design and test new/refined digital solutions under a structured environment and with ready to use tools.
- Implement digital-related policies, procedures and standards in alignment with BMSLL digital strategies.
- Work with marketing and communication teams to design effective marketing communication to enhance adoption and active usage of DFS.
- Cooperate with BI MF digital transformation, IT, operations and other relevant teams in the implementation of BMSLL’s DFS strategies and action plans.
REQUIRED SKILLS/ COMPETENCIES:
- In-depth understanding of the key drivers in a digital product/emerging technology business.
- Insight into the way that digital transformation is affecting industry and knowledge of best practices.
- Experience in digital project management, including technological aspects that enabled you to develop skills in understanding business needs and transcribing them into functional specifications for digital tools.
- Strong written and verbal communication skills, and the ability to translate complex technological implementation language to non-technical people. Able to demonstrate effective analytical skills, an ability to translate raw information into actionable strategies and initiatives as well as ability to perform standard analyses such as performance analyses, competitor analyses, market analyses, etc.
- Excellent attention to details and experience in managing multiple projects
- Drive, flexibility, resilience and the ability to work under pressure
- Fluency in English required (spoken, reading and written)
- Familiarity and experience with microfinance preferred
SAFEGUARDING RESPONSIBILITIES:
- Practice, promote and endorse the issues of safeguarding policy among team members and ensure the implementation of safeguarding standards in every course of action.
- Promote a safe work environment in all your dealings.
- Avoid actions, which may cause any form of harm, abuse, neglect, harassment and exploitation of team members to achieve the program’s goals on safeguarding.
EDUCATIONAL REQUIREMENTS AND EXPERIENCE
- Bachelor’s degree in related field. (Business Administration / Finance related field, Economics, Statistics, Marketing/Sales, ICT, Engineering)
- Master’s degree will be added advantage.
- At least Five (5) years of related experience working in financial inclusion, product development, digital finance, microfinance/micro-lending, technology for development, and/or payments platforms.
- Substantial exposure to DFS implementation, with direct exposure to a wide range of strategic decision-making processes and as a result have become comfortable assessing business processes and requirements to inform the design and implementation of DFS projects.
- Substantial exposure in conducting customer centric research for DFS and using customer insights to drive DFS adoption, usage, and impact
- Substantial exposure in implementing digital field applications, mobile payments agent banking, and/or other DFS projects
- Experience in project management
- Experience working with MNOs, FinTech, financial institutions, regulators is an added advantage
What We Offer
- Competitive salary with performance-based incentives.
- On-the-job training and continuous professional development.
- Supportive team culture that values integrity, community service, and excellence.
- Opportunity to make a real difference in people’s lives.
If you feel you are the right fit for the above-mentioned position then we would like to speak with you, follow the application instructions below;
Interested candidates can apply sending their updated curriculum vitae with other documents to the Email Address Below: recruitment.sierraleone@brac.net or hand delivered to our Country office address;13 Bath Street, Brookfields Off King Harman Road.
Only completed applications will be accepted and shortlisted candidates will be contacted.
Application deadline: 20th August 2026
BRAC is committed to safeguarding children, young people, and vulnerable adults, and expects all employees and volunteers to share the same commitment. We believe every stakeholder and every member of the communities we work with has the right to be protected from all forms of harm, abuse, neglect, harassment, and exploitation – regardless of age, race, religion, gender, status as an individual with a disability or ethnic origin. Therefore, our recruitment process includes extensive reference and background checks, self-disclosure of prior issues regarding sexual or other misconduct and criminal records and our values are a part of our Performance Management System.
BRAC is an equal opportunities employer.
Certainly! Here is a polished version of the minutes for the PMS board meeting held on Friday, 10/04/2025:
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**PMS Board Meeting Minutes**
**Date:** Friday, October 4, 2025
**Attendance:**
– John Konteh
– Faruq Hossain
– Belayet Hossain
– Joynol Abedin
– Noor Alam
**1. Opening and Purpose**
The meeting commenced with a brief overview and clarification of its purpose, focusing on reviewing staff eligibility and recent personnel awards.
**2. Staff Statistics**
A general statistics overview was presented:
– Total staff: 624
– Eligible for 2025 PMS: 490
**3. Review of Data and Rewards**
The board reviewed the data, beginning with the promotion list:
– 12 staff members approved for promotion
Following this, the board examined salary enhancements:
– 130 staff members approved for salary enhancement
**4. Total Rewards**
The total number of staff who received rewards (promotions and salary enhancements) was 142.
**5. Conclusion**
The meeting concluded after the review of the data and approvals.
—
Let me know if you’d like it formatted differently or if you want to add any more details!
DETAILED MINUTES OF PMS BOARD MEETING
Date: Friday, 10th April 2025
Venue: [Insert Venue]
Time: [Insert Time]
Attendance:
- John Konteh
- Faruq Hossain
- Belayet Hossain
- Joynol Abedin
- Noor Alam
(Total attendees: 6)
- Opening and Introduction
The meeting commenced with a general overview, where the Chair outlined the purpose of the meeting. The objective was to review the 2025 Performance Management System (PMS) results and make informed decisions regarding staff promotions and salary enhancements based on performance outcomes.
- Presentation of PMS Statistics
A summary of the PMS data was presented to the Board. It was noted that out of a total staff strength of 624, a total of 490 staff were eligible to participate in the 2025 PMS cycle. The criteria for eligibility and the overall performance assessment process were briefly highlighted to guide deliberations.
- Review of PMS Data
The Board carefully reviewed the data presented, including performance ratings and recommendations submitted by various departments. Members engaged in discussions to ensure that the evaluation process was fair, consistent, and aligned with organizational policies.
- Review and Approval of Promotions
The promotion list was presented as the first item for consideration. The Board thoroughly examined the recommended candidates based on their performance ratings, contributions, and readiness for higher responsibilities.
After deliberation, a total of twelve (12) staff were approved for promotion.
- Review and Approval of Salary Enhancements
Following the promotion review, the Board considered the list of staff recommended for salary enhancements. The recommendations were assessed based on performance outcomes and organizational guidelines.
The Board approved one hundred and thirty (130) staff for salary enhancement.
- Summary of Approved Rewards
The Board confirmed that a total of one hundred and forty-two (142) staff were approved for rewards, comprising both promotions and salary enhancements. This decision reflects the organization’s commitment to recognizing and rewarding staff performance.
- Observations and Recommendations
The Board emphasized the importance of maintaining transparency and consistency in the PMS process. It was recommended that continuous monitoring and timely reporting of PMS outcomes be ensured to support effective decision-making and staff development.
- Closing
There being no other business, the meeting was brought to a close with appreciation extended to all members for their active participation and valuable contributions.
Prepared by:
[Your Name]
[Your Position]
[Date]