Job Offers at OnePort 365

Job Summary

• The Head of Finance provides strategic leadership and oversight of OnePort365's financial operations, ensuring strong financial planning, accurate reporting, effective cashflow management, and support for business growth.
• The role partners closely with functional leaders to drive profitability, strengthen financial processes, and enable data-driven decision-making. While collaborating with Internal Control, Audit, and Compliance teams, the Head of Finance focuses on strategic finance, budgeting, treasury, and team leadership to support the company's expansion and operational excellence.

Principal Duties and Responsibilities

Strategic Financial Leadership

• Develop and execute the company's financial strategy to support business growth and market expansion.
• Lead budgeting, financial forecasting, and long-term financial planning.
• Provide strategic financial insights to the CEO and leadership team to support decision-making.

Financial Reporting & Accounting Oversight

• Oversee the preparation of timely, accurate financial statements in line with IFRS.
• Ensure effective month-end and year-end close processes, working closely with Internal Control.
• Collaborate with the Audit team during internal and external audits by providing necessary financial documentation and information.

Treasury & Liquidity Management

• Manage cash flow, cash forecasting, liquidity planning, and banking relationships.
• Ensure effective working capital management (receivables, payables, inventory funding).
• Support investment decisions, capital planning, and funding strategies.

Cost Management & Business Partnering

• Monitor and manage company-wide costs to enhance operational efficiency.
• Partner with Operations, Sales, Product, and Tech teams to support pricing, margin analysis, and financial evaluations.
• Provide financial dashboards and insights to guide business performance.

Systems, Processes & Financial Operations

• Strengthen finance operations, processes, and systems to support business scaling.
• Lead improvements in ERP/financial tools and ensure accurate financial data
• Support the Internal Control team in implementing process enhancements (without directly owning the control function)
• Support the Internal Control team in implementing process enhancements (without directly owning the control function).

Team Leadership

• Lead, mentor, and develop the finance team.
• Build a high-performing function with strong analytical, reporting, and financial planning capabilities.
• Promote a culture of accuracy, accountability, and data-driven decision-making.

Competency and Skill Requirements

Job-Related Skills

• Strong financial planning, budgeting, and forecasting capability
• Excellent understanding of IFRS and financial reporting standards
• Solid expertise in treasury management, cashflow planning, and liquidity optimization
• Strong analytical and financial modelling skills
• Ability to interpret complex financial data and provide strategic insights
• Experience supporting business units with cost analysis, pricing, and profitability evaluation
• Strong knowledge of corporate finance, capital planning, and investment analysis
• Proficiency in creating and managing financial policies, processes, and frameworks
• Ability to work effectively with Internal Control, Audit, and Compliance teams

Digital Skills

• Proficiency in ERP systems and financial management software
• Strong Excel and financial modelling capability
• Ability to use financial dashboards, BI tools, and data visualization platforms
• Comfort working with digital tools that support automation, reporting, and accuracy
• Ability to evaluate and improve finance systems for scalability

Personal Qualities

• High integrity, accountability, and sound judgement
• Strong leadership and people-development ability
• Excellent communication and stakeholder management skills
• Strategic thinker with a problem-solving mindset
• Detail-oriented, structured, and organized
• Ability to work in a fast-paced, high-growth environment

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Job Summary

• The Talent and Reward Partner manage the full employee lifecycle, from attracting to designing competitive reward structures that drive performance, retention, and fairness. This position requires a proactive and analytical HR professional with expertise in talent acquisition, compensation and benefits, and workforce planning.
• The Talent & Reward Partner also leverages HR metrics, people analytics, and data visualization tools to drive evidence-based decisions across all employee lifecycle processes.

Principal Duties and Responsibilities

Talent Management:

• Manage the full employee lifecycle, including end-to-end recruitment, onboarding, offboarding and retention initiatives.
• Develop and implement innovative hiring strategies to attract top talent and strengthen employer brand.
• Lead succession planning, workforce forecasting, and skill-gap analysis to ensure business continuity and talent readiness.
• Collaborate with stakeholders to ensure recruitment strategies align with organizational priorities.
• Create and maintain a seamless, high-quality candidate experience.
• Implement retention initiatives to improve engagement and reduce turnover.
• Educate Hiring Managers on effective hiring practices and maintain recruitment standards.
• • Leverage HR metrics, people analytics, and data visualization to drive evidence-based decisions across talent and reward processes.
• Contribute to HR-related projects, talent pipeline development, and strategic partnerships.
• • Promote diversity, equity, and inclusion across all talent processes.

Reward (Compensation & Benefit):

• Develop, review, and maintain compensation structures, salary benchmarks, and job grading frameworks.
• • Administer compensation and benefits programs, including benchmarking, reward cycles, and performance-linked incentives.
• Conduct regular compensation analysis to ensure fairness, competitiveness, and alignment with industry trends.
• Manage benefit programs (HMO, insurance, leave benefits, allowances, welfare initiatives, etc.)
• Provide guidance to employees and managers on reward policies, entitlements, and compensation decisions
• Support the budgeting process by providing salary and workforce cost data.
• Manage annual performance-linked rewards in collaboration with the performance management team.
• Ensure all reward documentation, payroll inputs, and employee records are accurate and up to date.

Competency and Skill Requirements:

Job-Related Skills

• Recruitment Expertise: Skilled in sourcing, interviewing, and evaluating candidates.
• Talent Management: Strong knowledge of lifecycle processes — onboarding, development, engagement, and retention.
• Compensation & Benefits: Ability to design and administer salary structures, benefits, and reward programs.
• Workforce Planning: Expertise in forecasting, succession planning, and skill-gap analysis.
• Leadership Development: Experience with training design, career pathways, and feedback tools.
• Data Analysis: Strong ability to interpret HR and compensation metrics for decision-making.
• Employer Branding: Ability to maintain and enhance organizational talent reputation.

Digital Skills

• HRIS, ATS proficiency.
• Strong Excel and data visualization ((Power BI/Tableau desirable) skills.
• Familiarity with digital sourcing platforms and employer branding tools.
• Experience in automating HR processes

Personal Qualities

• Strong relationship-building and stakeholder management capability.
• Strategic thinking with ability to align talent and reward practices to business goals.
• Proactive, resourceful, and solution oriented.
• High emotional intelligence, professionalism, and composure under pressure.
• Detail-oriented with strong documentation and process accuracy.
• Team player who drives cross-functional collaboration.
• Strong Excel, HRIS, and data visualization (Power BI, Tableau) skills

Experience and Qualifications

• Bachelor's degree in HR, Business Administration, or related field.
• HR certification (CIPD, SHRM, HRCI, CIPM) is an advantage.
• Minimum 5 years' experience in talent acquisition, employee development, and compensation & benefits.
• Experience with job evaluation, salary benchmarking, and reward frameworks.
• Strong interpersonal, communication skills and ability to collaborate with stakeholder at all levels
• Proficiency in HR systems, data visualization and global HR processes.
• Analytical skills for workforce and compensation decisions.