Senior Manager, People Business Partner at Moniepoint Inc.

Job Purpose

• The Senior Manager, People Business Partnership, plays a critical leadership role in aligning enterprise people strategy with business direction across multiple portfolios or divisions.
• This role leads a team of PBPs and works closely with senior executives and COE heads to shape, operationalize, and measure strategic people initiatives that enable growth, performance, and organizational transformation.
• Acting as both a business strategist and People function integrator, the Senior Manager ensures that people insights, structure, and capability decisions directly enhance business agility, leadership effectiveness, and cultural consistency.

Key Responsibilities

• Lead strategic partnership with business and functional heads, shaping people strategies that drive organizational performance, leadership capability, and long-term workforce resilience.
• Oversee and coach a team of PBPs, ensuring consistent quality, insight, and delivery across all business portfolios and fostering a consultative, data-led partnership culture.
• Collaborate with COE leaders (Talent, Total Rewards, Learning, Employee Relations, People Analytics) to co-design and execute enterprise-wide initiatives that improve leadership effectiveness, performance, and engagement.
• Drive enterprise workforce planning and organization design efforts, ensuring structures, roles, and talent pipelines are aligned with future business strategy and operational efficiency.
• Use advanced people analytics and insights to identify organizational risks, performance gaps, and opportunities — translating them into actionable business recommendations and measurable outcomes.
• Lead complex change and transformation programs, Partnership with business leadership and COEs to ensure smooth transitions, strong adoption, and cultural alignment.

About You

• You’re a systems thinker who connects strategy, people, and structure seamlessly.
• You thrive at the intersection of business and HR — balancing commercial priorities with a deep understanding of organizational dynamics.
• You’re a coach and multiplier, developing other PBPs to operate with confidence, judgment, and strategic clarity.
• You use data not just for reporting, but for storytelling — uncovering patterns and framing insights that shape executive decisions.
• You’re comfortable navigating scale, ambiguity, and influence — driving alignment between COEs, business leaders, and People Operations with credibility and empathy.
• Above all, you elevate the People function’s impact, ensuring the business sees People strategy as a competitive advantage, not a back-office function.

Qualifications

• 8+ years progressive HR experience, with at least 4 years in a senior business Partnership or HR leadership capacity.
• Demonstrated success leading HRBP teams across multiple functions or geographies.
• Strong command of organizational design, workforce planning, and talent strategy.
• Proven ability to collaborate with COEs and business executives to deliver measurable people outcomes.

Preferred Qualifications:

• Experience leading people strategy in fast-scaling, complex, or matrixed organizations (fintech, banking, or technology preferred).
• Exposure to enterprise-level transformation or post-merger integration projects.

What Success Looks Like

• You are recognized as a strategic business enabler by the Executive Leadership Team, with measurable impact on organizational design, leadership performance, and workforce outcomes.
• Enterprise-level people initiatives (from multiple COEs) are successfully executed across your portfolios, with strong adoption, feedback, and measurable ROI.
• Your PBP team operates with confidence and consistency — trusted by business leaders and valued for insight-driven delivery.
• Workforce and succession planning processes within your scope are future-fit, data-informed, and embedded in quarterly business planning cycles.