Fresh Jobs at Zedcrest Capital Limited

JOB SUMMARY

• The HR Shared Services Manager leads the HR Shared Services function to deliver accurate, efficient, and compliant HR operations across the organisation. The role ensures strong service delivery, reliable HR data, and effective management of compensation, rewards, and benefits programs, while driving process improvements, compliance, and a high-performing shared services team.

RESPONSIBILITIES

HR Operations & Service Delivery

• Lead end-to-end HR shared services including employee records management, contracts, confirmations, leave administration, exits, and HR documentation.
• Establish and maintain clear service standards, SLAs, and turnaround times for HR services.
• Act as escalation point for complex operational HR issues.

Compensation & Benefits 

• Provides subject-matter expertise on compensation and benefits, including job grading, salary structures, benefits administration, and cost management.
• Partners with stakeholders to manage benefits programmes, support renewals and negotiations, and ensure cost efficiency and compliance.
• Uses compensation and benefits data to support budgeting, forecasting, and people-related decision-making.

Data Management, Reporting & Insights

• Own the accuracy, integrity, and governance of HR data across systems and trackers.
• Produce regular HR reports and dashboards to support leadership decision-making.
• Strengthen data discipline and standardisation across the HR function.

Compliance & Risk Management

• Ensure compliance with labour laws, internal policies, and audit requirements.
• Maintain accurate employee files and statutory documentation.
• Support internal and external audits related to HR processes.

Process Improvement & Automation

• Review, standardise, and continuously improve HR shared services processes.
• Identify opportunities for automation, digitisation, and efficiency gains.
• Partner with IT and vendors on HR systems and tools.

Stakeholder & Service Management

• Partner with HR Business Partners, Facilities, Talent Management and Finance to ensure seamless service delivery.
• Manage employee and manager expectations on HR processes and timelines.
• Drive a strong customer-service mindset within the team.

Team Leadership & Capability Building

• Lead, coach, and develop the HR Shared Services team.
• Set clear goals, performance measures, and accountability.
• Build depth, structure, and resilience within the team.

  Professional Certification (Preferred)

• SHRM-CP / SHRM-SCP, CIPM, or equivalent.

Key Success Measures

• Accurate, timely, and compliant HR service delivery across all shared services functions.
• Reliable HR data and reporting that informs leadership decisions.
• Effective management of compensation, rewards, and benefits programs, ensuring competitiveness and cost efficiency.
• High stakeholder satisfaction across employees, line managers, and leadership.
• Reduced operational risk, errors, and audit findings.
• Continuous improvement in HR processes, automation, and service efficiency.
• A high-performing, motivated, and capable HR Shared Services team.

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JOB SUMMARY

• The HR Business Partner, Salesforce provides hands-on HR support to the sales function, with a strong focus on high-volume sales recruitment, employee relations support, and day-to-day people operations, ensuring consistent application of HR policies and a positive employee experience for a fast-paced sales environment. is hired, onboarded, and retained at speed and scale.

RESPONSBILITIES

Recruitment & Onboarding (Core Focus)

• Drive high-volume recruitment of sales executives, including screening, interview coordination, reference checks, and offer processing across supported locations.
• Maintain accurate recruitment trackers, candidate pipelines, and hiring data.
• Support onboarding activities to ensure sales hires are compliant, engaged, and ready to perform from day one.

Employee Relations & HR Support

• Act as first-line HR support for sales employees and line managers.
• Support disciplinary processes, investigations, and grievance handling in line with policy.
• Provide guidance on HR policies, procedures, and basic labour law matters.

HR Operations & Compliance

• Ensure accuracy of employee records, contracts, and HR documentation for the salesforce.
• Support leave management, confirmations, transfers, and exits.
• Ensure compliance with internal policies and statutory requirements.

Performance & Engagement Support

• Support performance review processes and documentation.
• Assist with engagement initiatives and employee communications within the sales function.

Reporting & Data Management

• Maintain accurate HR and recruitment data and prepare routine reports for the HRBP.
• Track key metrics such as headcount, attrition, recruitment progress, and probation outcomes.
• Professional Certification (Preferred)
• CIPM, SHRM-CP, or progress toward certification.
• Key Success Measures
• Timely and accurate support to recruitment and HR processes.
• Positive feedback from sales managers and employees.
• Accurate HR records and reliable reporting.

Qualifications

• Bachelor’s degree (or HND) in Human Resources, Business Administration, or a related field.
• 3–5 years of HR experience, preferably supporting sales or frontline teams within the banking/financial services industry.
• Hands-on experience in recruitment coordination or high-volume hiring is required.

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​​​​​​JOB SUMMARY

• The HR Business Partner, Zedvance (Salesforce) will partner with Sales leadership to drive rapid workforce scale through high-volume recruitment of sales executives, while ensuring strong people practices across performance, engagement, and employee relations across the business locations. The role is critical to enabling revenue growth by ensuring the right sales talent is hired, onboarded, and retained at speed and scale.

RESPONSIBILITIES

High-Volume Recruitment & Workforce Scaling 

• Lead and coordinate high-volume recruitment of sales executives across multiple states and business lines.
• Work closely with Sales leaders to understand manpower plans, headcount targets, and deployment timelines.
• Partner with the Talent Management team to design efficient sourcing strategies, assessment processes, and interview frameworks suited for sales roles.
• Drive recruitment SLAs including time-to-fill, quality of hire, and cost efficiency.
• Ensure recruitment processes support rapid scale without compromising quality, compliance, or employer brand.

Strategic HR Business Partnering

• Act as a trusted advisor to Sales leadership on people strategy aligned with aggressive growth and revenue targets.
• Support organisation design and workforce planning for sales expansion.
• Provide people insights and data to guide leadership decisions.

Onboarding & Early Productivity

• Own and continuously improve onboarding for sales hires to accelerate time-to-productivity.
• Partner with Sales and Learning teams to ensure new hires understand products, targets, incentives, values, and expected behaviours.

Performance Management

• Support the implementation of sales performance frameworks, including KPIs and incentive alignment.
• Coach managers on performance management, feedback, and managing underperformance.
• Support performance improvement plans and exits in line with policy and labour law.

Employee Relations & Compliance

• Manage employee relations issues within the salesforce, including disciplinary cases and grievances.
• Ensure consistent application of HR policies across field and office-based sales staff.
• Support compliance with labour laws across multiple locations.

Engagement, Culture & Retention

• Drive engagement and retention initiatives tailored to sales employees.
• Identify turnover drivers within the salesforce and implement targeted interventions.
• Champion company values, ethical sales practices, and desired culture.

Stakeholder & Vendor Management

• Build strong relationships with Sales leaders, regional managers, and external recruitment vendors.
• Monitor and manage recruitment partners where applicable.
• Professional Certification (Preferred)
• SHRM-CP / SHRM-SCP, CIPM, or equivalent.

Key Success Measures

• Achievement of sales hiring targets within agreed timelines.
• Reduced time-to-fill and improved quality of sales hires.
• Improved retention of sales employees within the first 6 - 12 months.
• Strong partnership with Sales leadership and shared services teams.

Qualifications

• Bachelor’s degree (or HND) in Human Resources, Business Administration, or a related discipline.
• 8–10 years of HR experience, with significant hands-on experience in high-volume recruitment, preferably for sales or frontline roles within the banking/financial services industry.
• Prior experience partnering with Sales or Commercial teams in a fast-paced, growth-driven financial services environment.
• Experience managing recruitment across multiple locations is essential.