Fresh Jobs at ARM Hold Co.

Job Summary

• Overseeing all activities related to total rewards, payroll, processing payroll, Compensation, other regulatory remittance on a regular basis and managing benefits.
• To deliver business efficiency and intelligence via insightful reporting and visualization in order to monitor processes, activities, staff performance and growth in line with progressive HR practices (in data and ratios, where necessary) for quality decisions

Job Details

Total Rewards:

• Maintains payroll information by designing systems, collecting, calculating, and entering of data.
• Updates payroll records by reviewing and effecting changes in exemptions, insurance coverage, savings deductions, job titles, and department/ division transfers.
• Prompt processing of staff salary for all subsidiaries.
• Processing of all statutory remittance (NHF, Pension, Tax, etc.). 
• Calculating and posting of ex-staff entitlement / indebtedness.
• Advising of ex-staff of their entitlement / indebtedness 
• Responding to all enquiries on staff/ex-staff payments and work to resolve any payment issues that arise.
• Provide expert advice to the leadership on annual remuneration processes ensuring the processes are fair  and equitable and in line with the reward strategy.
• Ensure regular benchmarking and market related pay research is undertaken when necessary to enable the company to remain competitive and an employer of choice.
• Process and maintain records of regular deductions from staff payment
• Responsible for gathering time records from employees and calculating days worked and pay received for each staff accurately
• Transmit payments to staff in a timely and accurate manner.
• Budget Advisory
• Providing support to staff and responding to all enquiries on staff benefits & Compensation.
• Effective management of Payee and staff emolument structure.
• Conduct Job evaluation in line with adopted methodology

Requirements

Knowledge Requirement 

• Professional Accounting Standards
• Transactional Accounting
• Financial Reporting and Compliance
• Cost Management
• Budgeting, Planning and Forecasting
• Financial Analysis
• Variance Analysis 
• Skill Requirement
• Analytical Thinking (Level 3/4)
• Customer Service Orientation (Level 2/4)
• Flexibility (Level 3/4)
• Intercultural Competence (Level 3/4)
• Team Working (Level 3/4)
• Working Strategically (Level 3/4) 
• Communicating Effectively (Level 3/4)
• Personal Abilities
• Excellent communication skills, both oral and written, required 
• Strong attention to detail

Educational Requirements 

• Bachelor’s degree from an accredited university
• Relevant second degree is an added advantage

Professional Requirements

• Professional certification in HR body – SHRM, CIPD, CIPMN, NIPMN is an added advantage 

Experience Requirements

• Minimum of 5-8 years cognate experience in the financial service industry · Professional experience in HR Strategy
   

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Job Summary

• The Finance Manager acts as a strategic advisor to designated ARM business units.
• They provide commercial insight, financial planning, performance  analysis and support for business decision making to drive sustainable  growth, profitability and operational efficiency.
• This role serves as a bridge between finance and the businesses, enabling informed, data-driven  decisions while ensuring financial discipline 

Job Details

Strategic Planning, Budgeting and Forecasting:

• Partner with business heads to translate strategic objectives into financial outcomes
• Support evaluation of commercial opportunities and financial risks, including those related to new products, markets, investment offerings, mandates, and corporate actions
• Provide scenario modelling, financial impact analysis, and business case evaluations for strategic initiatives
• Support preparation of annual financial and operating budgets, including supporting forecasting, documentation and justification
• Provide a suitable framework for effective budget monitoring and reporting, including variance analyses between actual and projected performance (income and expenditure)

Month-End Financial Reporting:

• Ensure timely preparation of monthly Management accounts, including Statement of Financial Position, Statement of Profit or Loss, Statement of Cash Flows, notes to financial statements, supporting schedules, and other relevant financial reports
• Summarize and interpret current and projected company financial position, on a  timely basis in line with published monthly financial schedules
• Maintain General Ledgers, including posting of month-end Journals, GL reviews and detailing assets and liabilities
• Ensure all transactions are appropriately captured /maintained in relevant databases.
• Regularly review expenses, revenue and other components of the annual budget to determine the accurate financial position and performance of the organization and recommend suitable actions
• Regularly review the fixed assets register to ensure that entries are accurate and up to date

Expense/Payables Management:

• Ensure payments are made to and/or on behalf of clients, suppliers and other third parties on a timely basis and in accordance with the applicable Service Level  Agreement
• Ensure all transactions for the company and on behalf of clients are properly  processed and captured in the appropriate accounting codes

Bank/Intercompany Reconciliation:

• Review all reconciliations of general ledger accounts to applicable sub ledgers, and all intercompany accounts reconciliations
• Prepare monthly bank account reconciliations for applicable accounts and ensure that all reconciling items are promptly cleared
• Supervise and coordinate all banking activities, including prompt banking of all  cheques and ensuring appropriate cash (local & foreign) is available to meet the  company’s needs
• Coordinate the opening of bank accounts as required

Statutory Remittance:

• Remit all statutory payroll deductions (PAYE and pensions) to the appropriate authorities within the stipulated period
• Ensure the correct treatment of withholding tax and VAT in accounts and ensure
• prompt remittance to the appropriate authorities to avoid any penalties
• Ensure corporate income tax compliance, including managing all matters relating to tax queries and audits

Working capital management:

• Monitor working capital account, cash management, receivables and vendor  settlement management
• Partner with the investment department in the investment of company funds

Regulatory reporting:

• Ensure prompt preparation & filling of periodic regulatory reports to SEC and other relevant authorities

Stakeholder Management & Collaboration

• Build productive relationships with cross-functional teams (Operations, Sales, HCM, etc.) as needed
• Translate financial insights into actionable recommendations for non-finance  stakeholders
• Lead finance input in business reviews, steering committees, and performance  meetings

Requirements

• Strong analytical and financial modelling skills
• Commercial acumen with a strategic mindset
• Deep commercial understanding of capital markets, asset management, deal making, and regulatory environments
• Ability to interpret data, distil insights and influence decision-making
• High attention to detail with a problem-solving orientation
• Excellent communication and presentation abilities
• Strong stakeholder engagement and relationship management
• Bachelor’s degree in finance, Accounting, Economics, or related field from an  accredited university
• Professional certification in finance and/or accounting from a recognized professional body (e.g. CFA, ACCA, ICAN etc.) preferred
• Advanced degree in Finance or Business Management (e.g. MBA, MSc Finance etc.) preferred 
• 7+ years’ experience in related field (i.e., Financial Planning & Analysis (FP&A), 
• Investment Finance, or Business Partnering within financial services, asset  management or banking)
• Proficiency in financial systems and advanced Excel / BI tools

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Job Summary

• The Head, People & Organizational development leads the Group’s enterprise agenda for performance, learning, organization design, career growth, and graduate development turning business strategy into a practical capability roadmap that aligns structure, culture, skills, and leadership. Orchestrates cross-entity initiatives, governance, and analytics to build a scalable operating model, deepen leadership bench strength, and accelerate internal mobility. Elevates employee experience and business outcomes by embedding continuous performance practices, targeted development pathways, and data-driven decisions that improve speed, accountability, and readiness for growth across ARM

Job Details

KEY RESPONSIBILITIES

Strategy & Governance

• Define the OD strategy that connects business priorities to operating model, capability, and culture outcomes; establish governance, policies, and success measures.
• Partner with Executive and Business Heads to sequence change portfolios (structure, skills, systems, culture) using evidence-based OD methods and change management principles.
• Own OD/L&D/performance budgets and vendor governance; ensure compliance with Group standards.

Organization Design

• Lead enterprise and business-unit design reviews (spans & layers, roles, capacity) to improve speed, accountability, and cost-to-serve; guide transitions and stabilization.
• Maintain Group organization design principles, job architecture, and decision-rights frameworks; run periodic health checks using structural metrics and engagement data.

Performance Management

• Own the Group performance philosophy, frameworks, cycles, and calibration mechanisms; drive fair, consistent goal-setting, reviews, and consequence management.
• Embed continuous performance practices (quality conversations, feedback, coaching) and analytics to improve impact, not just process adherence.
• Lead annual talent and succession reviews (9-box, risk/ready-now assessment) tied to development and mobility actions.
• Learning & Leadership Development
• Set the enterprise learning strategy, capability framework, and curricula; prioritize critical skills for today and the future, leveraging a skills taxonomy for consistent decisions across HR.
• Oversee leadership development architecture (emerging leaders to senior leaders), including assessment, programs, and coaching; track ROI and behavior change.
• Own the learning technology ecosystem (LMS/LXP) and ensure quality standards for content, delivery, and measurement

Career Management & Mobility

• Design career pathways, job families, and capability levels; provide tools (career maps, role profiles) and enable managers/employees to navigate growth opportunities.
• Build internal mobility programs, job rotations, and short-term assignments; codify best practices and guardrails for rotations.

 Graduate & Early-Career Programs

• Own the Group’s graduate strategy: workforce demand planning, university partnerships, selection, onboarding, structured rotations, mentoring, and certification.
• Define program success metrics (conversion, performance, retention, time-to-productive) and drive continuous improvement.

Culture, Inclusion & Change Enablement

• Partner with Communications and HRBPs to reinforce desired culture and inclusion behaviors through leadership role-modeling, rituals, and recognition.
• Equip leaders and change agents with practical toolkits (stakeholder mapping, impact assessment, adoption metrics) for smoother transformations.
• Data, Insights & Reporting
• Define and track OD/L&D KPIs (participation, capability uplift, skills coverage, internal fill, bench strength, performance distribution, program ROI)
• Use people analytics to identify structural and skills bottlenecks; run experiments and A/B tests to improve adoption and outcomes.

Requirements

COMPETENCIES, SKILLS & ABILITIES

• Enterprise mindset with strong consulting toolkit; adept at diagnosing organizational issues and designing pragmatic, staged solutions.
• Expertise in organization design, performance management, learning strategy, leadership development, and career frameworks.
• Advanced stakeholder management and facilitation; able to influence senior leaders and coach managers.
• Strong analytical orientation; comfortable with metrics, experimentation, and platforms (LMS/LXP, performance systems, survey/analytics tools).
• Program management excellence; vendor selection and governance experience.
• Inclusive leadership with a track record of building high-performing teams.

PERFORMANCE EXPECTATIONS

• Operating Model Impact: Measurable improvements in spans/layers simplicity, decision speed, and role clarity post-design. (Spans/layers improvements reduce layers.
• Performance Enablement: Improved quality of goals/feedback, calibration integrity, and differentiation; uplift in enterprise performance metrics.
• Capability Uplift: Defined critical skills, increased skills coverage, and higher internal fill rates for key roles. (Skills-based practices per Bersin.
• Leadership Pipeline: Stronger succession depth and readiness; improved conversion from programs to roles.
• Change Adoption: Demonstrable adoption rates for major initiatives (methods, tooling, ways of working).

QUALIFICATION & EXPERIENCE

Educational Requirements

• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or related field; Master’s degree preferred.

Professional Requirements

• Relevant professional certification (e.g., CIPD, CIPM, SHRM); OD/OE, L&D, or change-management certifications are an advantage. (CIPD/SHRM domain relevance)

Experience Requirements

• 8–10 years’ progressive experience across OD, L&D, performance management, and/or talent management in large organizations or top-tier consulting, with at least 3 years in leadership delivering enterprise-scale change.
• Proven experience standing up graduate or early-career programs, leading organization design initiatives, and implementing performance frameworks at scale. (Aligned to ARM’s experience range and leadership emphasis in the template