Head of People & Culture at Sparkle Nigeria

The Role

• As the Head of People and Culture, you will lead the company’s efforts in building a high-performing team and culture that values and nurtures people and enables them to perform at their best. You will be responsible for developing and executing our people strategy to attract, retain and develop top talent in order to help us fulfill our mission. We are at a very ambitious stage in our growth cycle and it’s critical that we are able to find and retain the right people while creating the right environment for them to do their best work and be their best selves.
• The People and Culture team plays a critical role in engineering our company's culture. In this role, you will be responsible for driving and implementing people programs that have a direct impact on our team’s happiness and productivity. You will be responsible for keeping a pulse of the organization and act as our culture champion and custodian in protecting and promoting behaviors that keep our culture alive.
• This role reports directly to the CEO with indirect reporting lines to the COO. This role sits on the Management Team and plays a key role in our company’s leadership.

What you get to do every day

Organizational Leadership & Strategy Development

• Leads the development and implementation of Sparkle’s HR strategy, ensuring it meets organizational priorities and promotes diversity and inclusion -both of which are critical to our culture.
• Reviews strategy outcomes on a quarterly basis to ensure that it remains relevant to changing organizational needs.
• Acts as a key business partner to all teams across the organization including product, engineering, customer experience, operations, data & analytics, finance, compliance, and audit functions to ensure that they have the right people, structure, and resources to operate effectively.
• Provides regular advice and guidance where necessary to the Executive Team and Board on key people decisions including people management, performance, and development issues.
• Prepares structured reports to the Executive Team and the Board on key People Metrics that matter in driving the company forward.
• Provides leadership and coaching to the People & Culture Team and ensures that the right frameworks are created to ensure an alignment with business needs.

Talent Acquisition & Management

• Designs the annual workforce plan -taking into consideration the right skill sets and resources required across the company while ensuring maximum efficiency with the lowest possible costs.
• Develops strategies to identify talent; establish and conduct equitable and inclusive recruitment and hiring processes for all employees.
• Review and constantly redesign the company’s orientation and onboarding process and implement feedback loops to ensure that new employees are well-equipped to perform at their full potential.
• Proactively identifying new leaders within the company and building opportunities for growth and promotion.
• Designs a robust career framework for Sparkle’s employees that provides guidelines for what kind of roles people can adopt within the company, how people grow, develop, and advance.
• Performs regular pulse checks and employee experience surveys and regularly analyzes data to surface potential cultural issues or other staff concerns; make recommendations to the Executive Team for continuous improvement.

Performance Management

• Review and redesign a performance review process by adopting new technologies that helps the company keep a continuous pulse on key business metrics and outcomes that matter
• Continuously assess OKRs and work with the Executive Team to review and implement learning and development programs to support ongoing employee development.
• Implement a standard of regular feedback that promotes good performance behaviors such as building employee-manager relationships, active listening, clear and transparent communication, consistent and timely feedback, and clear expectations.
• Provide coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles.

Benefits & Compensation

• Develop and administer a consistent, equitable, and progressive compensation program including salary surveys and market research to ensure Sparkle is competitive within our market and in line with our budget.
• Monitors budgets for recruiting, training/staff development, and benefits programs in partnership with the Head of Finance
• Manages all HR administration, including benefits programs; manage relationships with benefit companies, coordinate annual benefits enrollments and address employee benefits questions; propose additional benefit options pertinent to the organization’s workforce in partnership with the Head of Finance.

HRIS/Technology Management

• Maintain and maximize implementation of Sparkle’s human resources information systems (HRIS) and other people technologies including Notion and Airtable and track and apply relevant organizational/human resources metrics; contribute information, analysis, and recommendations to strategic thinking and direction.
• Advance the use of technology within the People Team

Regulatory Compliance & Policy Development

• Provide leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations.
• Maintain in-depth knowledge of changing employment regulations and implement policies, procedures, and systems to ensure regulatory compliance and reduce the organization’s legal risks.
• Develop and govern HR policies, procedures, and guidelines as required, and promote consistency and fairness in their application – ensuring all local required legislation is adhered to, and ongoing learning of HR policy practice takes place.