People & Performance Psychologist

KEY RESPONSIBILITIES

Employee Wellbeing Support

The People & Performance Psychologist must provide structured support to employees facing workplace stress, anxiety, burnout risk, interpersonal conflict, low motivation, or adjustment challenges. This includes:

• Conducting confidential wellbeing sessions
• Identifying early signs of stress or disengagement
• Supporting employees with coping strategies
• Advising employees on healthy work practices
• Referring cases requiring specialist or medical intervention to appropriate external professionals

The role must maintain strict professional boundaries and confidentiality.

Performance Coaching

The role must support employees whose performance may be affected by behavioral, emotional, motivational, or workplace adjustment issues. This includes:

• Helping staff clarify performance blockers
• Supporting goal setting and accountability
• Improving resilience under pressure
• Helping employees build stronger work habits
• Supporting return-to-performance plans where appropriate

This is not a replacement for line management. It is a specialist support function that helps employees become more capable of meeting expectations.

Manager and Leadership Advisory

The People & Performance Psychologist must support managers in handling people related performance and wellbeing issues professionally. This includes advising on:

• Burnout risk
• Team stress patterns
• Workplace conflict
• Communication breakdowns
• Motivation issues
• Difficult conversations
• Behavioral performance concerns

The role should help managers address issues earlier, more constructively, and with better judgement.

Burnout Prevention and Workload Risk Monitoring

The role must monitor patterns that could lead to burnout, disengagement, absenteeism, or reduced productivity. This includes:

• Identifying teams under excessive pressure
• Monitoring signs of chronic stress
• Recommending workload or process adjustments where necessary
• Providing periodic wellbeing risk summaries to leadership without breaching individual confidentiality

The goal is to prevent people-related failure before it becomes costly.

Conflict Support and Workplace Behavior Guidance

The People & Performance Psychologist must support healthy workplace relationships by helping address interpersonal tensions and behavioral concerns. This includes:

• Supporting conflict de-escalation
• Facilitating structured conversations where appropriate
• Advising managers on behavioral concerns
• Helping employees improve communication and emotional regulation
• Supporting respectful workplace conduct

The role must remain neutral, professional, and evidence based.

Culture and Engagement Support

The role must contribute to building a high-performance culture that is healthy, disciplined, and sustainable. This includes:

• Supporting employee engagement initiatives
• Advising on culture risks
• Helping identify morale issues
• Supporting values-based behaviour
• Recommending interventions that improve trust, accountability, and collaboration

Culture must be treated as a performance asset, not a slogan.

Mental Health Awareness and Training

The People & Performance Psychologist must design and deliver practical awareness sessions on topics such as:

• Stress management
• Burnout prevention
• Emotional resilience
• Workplace communication
• Psychological safety
• Managing pressure
• Healthy productivity habits

These sessions must be practical, relevant, and linked to workplace performance.

Confidential Case Management and Documentation

The role must maintain appropriate confidential records in line with professional and legal standards. This includes:

• Recording session themes without unnecessary personal detail
• Tracking support cases professionally
• Maintaining confidentiality
• Escalating only where there is legal, safety, ethical, or organizational risk
• Protecting employee trust while supporting organizational wellbeing

Referral and External Support Coordination

Where an employee’s needs fall outside the scope of workplace psychological support, the People & Performance Psychologist must recommend referral to appropriate external professionals. This may include:

• Clinical psychologists
• Psychiatrists
• Medical doctors
• Counsellors
• Emergency support services

The role must not attempt to manage cases beyond professional competence.

Organizational Wellbeing Reporting

The People & Performance Psychologist must provide periodic reports to leadership on workplace wellbeing trends without disclosing confidential personal information. Reports may include:

• Stress trends
• Burnout risks
• Engagement concerns
• Common performance blockers
• Team wellbeing patterns
• Recommended organizational interventions

Reports must be useful for decision-making while protecting individual privacy.

REQUIRED QUALIFICATIONS & EXPERIENCE

The ideal candidate should have:

• Degree in psychology, counselling psychology, organizational psychology, clinical psychology, occupational psychology, or a closely related field
• Professional certification, license, or eligibility to practice where applicable
• 3–7 years of experience in workplace psychology, employee wellbeing, counselling, organizational development, coaching, or mental health support
• Experience supporting employees in performance-driven environments
• Experience advising managers or leaders on wellbeing, behavior, stress, or workplace performance matters
• Strong understanding of confidentiality, ethics, boundaries, and referral protocols

REQUIRED SKILLS & COMPETENCIES

The candidate must demonstrate:

• Strong psychological assessment and listening skills
• Workplace counselling or coaching ability
• Understanding of stress, burnout, motivation, and resilience
• Ability to maintain confidentiality and professional boundaries
• Strong advisory skills for managers and leaders
• Conflict de-escalation ability
• Ethical judgement
• Clear reporting without breaching privacy
• Practical understanding of how wellbeing a ects performance
• Ability to design simple, useful workplace interventions

WORKING STYLE REQUIREMENTS

The People & Performance Psychologist must be:

• Professional and discreet
• Highly ethical
• Emotionally mature
• Calm under pressure
• Trusted by employees and managers
• Practical rather than theoretical
• Comfortable working in a performance-driven environment
• Able to balance empathy with accountability
• Clear about confidentiality and escalation boundaries
• Focused on sustainable performance, not comfort without output

REMUNERATION & PERFORMANCE INCENTIVES

The role should include:

• Base salary
• Performance incentives may be tied to agreed organisational wellbeing and performance indicators, such as improved engagement, reduced unresolved conflict, improved manager support outcomes, and successful implementation of wellbeing initiatives

Incentives must be designed carefully to avoid compromising confidentiality, ethics, or employee trust. 

Salary: Attractive

Location: Accra