Head of Performance Management at LAPO Microfinance Bank Limited

About the Role

• The Head of Performance Management is responsible for designing, implementing, and overseeing a robust performance management framework that aligns employee output with LAPO’s strategic goals. This role ensures that the bank’s high-volume workforce—from field officers to senior management—is driven by data, accountability, and a culture of continuous improvement.

Responsibilities

Strategic Performance Framework

• Design and deploy a comprehensive Performance Management System (PMS) utilising Balance Scorecards (BSC), OKRs, or relevant KPIs.
• Translate LAPO’s long-term corporate goals into departmental and individual performance targets.
• Ensure performance metrics capture both financial targets (disbursements, PAR) and social impact goals (client outreach, poverty alleviation metrics).

Performance Cycle Management

• Lead the end-to-end annual, ensuring 100% compliance across all branches.
• Standardise the performance review process to ensure objectivity, fairness, and transparency across the bank’s diverse regions.
• Moderate and validate performance ratings to eliminate bias and ensure "grade inflation" is managed.

Rewards and Incentive Alignment

• Collaborate with the Compensation and Benefits team to link performance outcomes directly to bonuses, promotions, and increments.
• Develop and manage the Incentive Scheme for field staff (Relationship Officers), ensuring it motivates high recovery rates and quality portfolio growth.

Performance Analytics and Reporting

• Utilise HRIS and data analytics tools to provide the Executive Management with real-time insights into workforce productivity.
• Identify "high-flyers" for the succession pipeline and "underperformers" requiring intervention.

Performance Improvement & Coaching

• Oversee the implementation of Performance Improvement Plans (PIPs) for staff not meeting expectations.
• Train Branch Managers and Department Heads on effective feedback techniques and coaching conversations.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, or Social Sciences. An MBA or Master’s in a related field is highly preferred.
• Professional Certification: CIPM, SHRM-SCP, or PHRi certification is mandatory.
• Experience: Minimum of 8–10 years of experience in Human Resources, with at least 5 years specifically heading a Performance Management or Talent Management function. Prior experience in the Microfinance or Banking sector is critical due to the specific nature of portfolio-based performance.

Required Skills

• Advanced proficiency in HRIS (e.g., SeamlessHR, Oracle, or local platforms) and Microsoft Excel.
• Deep understanding of the "Balanced Scorecard" methodology

Preferred Skills

Core Competencies

• Analytical Thinking: Ability to interpret complex data and turn it into actionable performance strategies.
• Stakeholder Management: Capability to influence senior leadership and zonal managers across Nigeria.
• Integrity: Maintaining the highest level of confidentiality and fairness in staff evaluations.
• Result Orientation: A relentless focus on improving the bank's bottom line through people.