HR Openings at Moniepoint Inc.

Job Purpose

The Head of Talent & Performance Management leads the design, implementation, and continuous improvement of Moniepoint’s Talent and Performance Management strategies.

This role drives a high-performance culture through structured career frameworks, performance cycles, talent reviews, and succession planning.

They partner closely with the Learning & Development team, People Business Partners, and business leaders to ensure scalable, fair, and impactful talent practices that support both individual growth and organisational success.

Key Responsibilities

• Own the global Talent Management strategy, aligning it to business and people priorities
• Design and maintain job level rubrics and career frameworks across functions
• Oversee quarterly performance review processes, calibration, and feedback cycles
• Launch and evolve growth planning, development planning, and internal mobility initiatives
• Introduce and lead talent reviews, succession planning and people readiness practices
• Partner with PBPs, functional leaders and execs to embed performance and development mindset
• Manage a small team and collaborate with external providers where needed

Qualifications

• Proven experience building performance frameworks and career paths
• Background in tech companies and fast-growth environments
• Experience leading cross-functional talent initiatives
• Track record of leading teams to deliver results

Preferred Qualifications

• Experience implementing or managing performance/talent platforms
• Experience leading talent strategy across multiple geographies (especially Nigeria, UK, India)
• Experience working in regulated industries (e.g. fintech, payments, banking)
• Familiarity with succession planning or 9-box / readiness frameworks
• 7–10+ years in Talent Management, L&D, or Organisational Development

About you

• You thrive in ambiguity and turn rough ideas into scalable systems
• You value clarity, accountability, and fast learning cycles
• You build momentum without bureaucracy
• You are fueled by designing systems and solutions that allow people to reach their full potential

What Success Looks Like

• All core job families have published career rubrics by the end of 2026
• Talent reviews launched and used in team planning cycles by the end of 2026
• Managers feel equipped and supported to grow their teams 
• Engagement surveys show improvement on clarity around progression and current commitment
• The link between learning and progression is clearer as a result of established career paths.

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The Employee Relations Partner is a strategic advisor and subject matter expert responsible for maintaining a fair, compliant, and high-performance workplace culture. This role exists to ensure that employee relations (ER) practices not only mitigate risk but also strengthen trust, engagement, and organizational integrity across Moniepoint’s global operations.

Beyond case management, the Principal ER Partner acts as a trusted advisor to business leaders and HRBPs, providing thought leadership on policy interpretation, conflict resolution, and cultural alignment. The role balances business pragmatism with empathy and legal compliance, enabling leaders to make informed, people-centered decisions that reinforce Moniepoint’s values.

Duties & Responsibilities

• Partner with leaders, HRBPs, and Legal teams to resolve complex employee relations cases with fairness, consistency, and business alignment.
• Provide expert guidance on disciplinary actions, grievances, investigations, and terminations, ensuring compliance with local labor laws and internal policies.
• Act as a strategic consultant to leadership teams, identifying systemic issues and recommending proactive interventions to minimize ER risks.
• Analyze ER trends, patterns, and case data to identify root causes, drive preventive strategies, and inform policy updates.
• Partner with the Head of Employee Relations to design, review, and implement employee relations frameworks, policies, and toolkits across entities.
• Build ER capability across the People Team and business leaders through coaching, education, and practical toolkits.
• Support change management initiatives and culture programs that foster open communication, inclusion, and psychological safety.
• Lead or support sensitive investigations involving complex or high-risk matters, ensuring due process and confidentiality throughout.
• Serve as a trusted voice of objectivity, balancing employee advocacy and organizational needs in every decision.

Requirements:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 6–8 years of progressive HR or Employee Relations experience, including direct case management in a complex or regulated environment.
• Strong knowledge of labor laws and employment practices across multiple geographies (experience within Africa is an advantage).
• Proven experience managing investigations, conflict resolution, and policy enforcement.
• Excellent stakeholder management and influencing skills, with the ability to engage senior leaders confidently.

Preferred Qualifications:

• Professional certification (e.g., CIPM, SHRM, or relevant Legal/ER specialization).
• Experience in fintech, banking, or other high-growth, multi-entity organizations.
• Demonstrated success implementing ER frameworks or leading cross-functional risk mitigation initiatives.

About You:

• You’re calm, objective, and grounded — even in high-stakes situations.
• You balance empathy with fairness and have strong judgment on what’s “right” versus what’s “easy.”
• You communicate with clarity and confidence, building trust at every level.
• You think systemically — you see patterns behind cases and design solutions that prevent recurrence.
• You value compliance but see your role as enabling business success, not blocking it.

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The Lead, Employee Lifecycle Services owns the end-to-end experience of how employees join, transition, and exit Moniepoint.

You’ll design and manage processes that ensure every new hire is welcomed, equipped, and productive quickly, and every departing employee exits with clarity, respect, and compliance. You’ll collaborate closely with Talent Acquisition, IT, Finance, Compliance, and HRBPs to ensure that every onboarding and offboarding experience is consistent, efficient, and aligned with Moniepoint’s values and standards. Your work ensures operational discipline behind the scenes — but what people see is a frictionless, warm, and professional journey that defines what it means to work at Moniepoint.

Duties & Responsibilities

• Set the vision and roadmap for all Employee Lifecycle Services pillars — onboarding, offboarding, and transition management — ensuring seamless experiences across all Moniepoint entities
• Lead and develop a team responsible for delivering consistent, efficient, and compliant lifecycle processes across geographies
• Partner with the Head of People Operations, PBPs, centres of excellence and cross functional teams to ensure readiness, smooth transitions, and process alignment
• Standardize and scale onboarding and offboarding frameworks, leveraging technology and automation to reduce manual effort and improve accuracy.
• Oversee the design and continuous improvement of employee lifecycle workflows, templates, and documentation for efficiency, compliance, and scalability.
• Ensure all onboarding and offboarding activities comply with internal governance, data protection laws, and local labor regulations.
• Track and analyze lifecycle data to identify trends, measure operational performance, and inform improvements to the overall employee experience
• Act as a trusted operational advisor to People leaders on process design, service delivery standards, and experience optimization.
• Foster a culture of service excellence — ensuring employees feel welcomed, supported, and respected at every transition point.
• Experience in fintech, banking, or other regulated industries.
• Familiarity with employment compliance requirements across African or global markets.
• Demonstrated success implementing HR process automation or digitization initiatives.

Requirements:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Certification in People management, such as aPHRi or PHRI, is preferred.
• 5–7 years of HR or People Operations experience, with strong exposure to onboarding and offboarding processes.
• Proven ability to design, document, and optimize operational processes.
• Experience working across multiple countries or entities, preferably in a high-growth, fast-paced organization
• Working knowledge of HR systems and automation tools (e.g., BambooHR, Workday, SAP, Deel).
• Strong interpersonal and communication skills, including the ability to build relationships with a wide range of stakeholders.
• Excellent organizational and time management skills, with the ability to manage multiple priorities and deadlines.
• Knowledge of employment laws and regulations, 

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The Lead, People Business Partnership acts as a strategic connector between enterprise people strategy and business execution.

This role partners with senior business leaders to design and implement people initiatives that strengthen performance, engagement, and organizational capability.

Working closely with COEs and the broader People leadership team, the Lead ensures that workforce plans, leadership effectiveness, and change programs are delivered with consistency, insight, and measurable business impact.

Key Responsibilities

• Partner with business leaders to operationalize people plans, ensuring alignment with organizational goals and talent priorities.
• Manage day-to-day employee lifecycle matters in partnership with People Operations and Employee Relations.
• Coach line managers on performance management, feedback, and team engagement.
• Analyze people metrics (attrition, engagement, performance) to identify local trends and propose solutions.
• Support organizational design, workforce planning, and change initiatives.
• Collaborate with COEs (Talent Management, Total Rewards, Learning, ER) to deliver enterprise programs into business units.
• Act as a culture champion, driving inclusion and accountability through daily interactions.

Qualifications

• 5–7 years HR experience, including 3+ years in HRBP or advisory role.
• Proven capability managing multiple business units or teams.
• Sound understanding of HR processes and labor regulations.
• Analytical mindset with ability to interpret data trends.

Preferred Qualifications

• Experience in fintech, banking, or digital environments.
• Exposure to organization-wide HR transformation or scaling initiatives.

About You

• You’re a strategic operator who balances business acumen with people insight.
• You see patterns in data, behaviors, and structure — and use them to shape decisions that build capability and performance at scale.
• You’re confident in influencing senior leaders, framing complex people issues in business terms, and driving clarity where ambiguity exists.
• You’re a coach and connector — developing PBPs to think critically, partner strategically, and deliver with empathy and precision.
• You collaborate fluidly across COEs, ensuring that enterprise initiatives translate into meaningful impact on the ground.
• You’re known for your sound judgment, calm under pressure, and ability to hold leaders accountable while strengthening trust.
• Above all, you elevate the people function — turning strategy into measurable outcomes that advance both culture and commercial success.

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The Lead, People Helpdesk owns the first line of support for all employee People-related queries at Moniepoint. You are responsible for delivering a service experience that is accurate, timely, and human, ensuring employees receive clear answers, fast resolutions, and a consistent understanding of our policies, processes, and systems.

You bring structure and reliability to how questions flow through People Operations, partnering closely with Payroll, Contracts & HR Administration, Employee Lifecycle, CoE’s, and PBPs to resolve issues quickly and ensure employees feel heard and supported. Your work represents the People Team’s voice on the ground, dependable, empathetic, and solution-focused.

Duties & Responsibilities

• Own the daily operations of the People Helpdesk, ensuring all employee queries are triaged, responded to, and resolved within agreed SLAs.
• Maintain a clear routing and escalation framework across Payroll, HR Administration, Employee Lifecycle, Talent Acquisition, HRIS, and PBPs to ensure efficient issue handling.
• Deliver accurate, consistent guidance based on Moniepoint’s policies, processes, and People operations standards.
• Manage and update the FAQ library, knowledge base articles, and helpdesk templates to improve clarity and reduce repeated questions.
• Track, monitor, and analyse query trends to identify recurring issues, process gaps, or training needs across the People function.
• Work closely with HRIS & People Analytics to ensure helpdesk data is captured correctly and contributes to operational insights.
• Partner with the Head of People Operations to enhance service quality, reduce response times, and improve employee experience.
• Ensure all helpdesk interactions meet standards of confidentiality, accuracy, and professionalism.
• Support onboarding waves by helping new joiners navigate People systems, benefits, policies, and administrative processes.
• Contribute to documentation improvements, process updates, and system upgrades that reduce friction for employees and improve internal consistency.

Qualifications:

• 4–6 years of People Operations, HR service delivery, or employee support experience.
• Experience using helpdesk or ticketing systems, HR platforms, or case management tools.
• Strong understanding of People policies, HR operations processes, and employee lifecycle basics.
• Excellent communication skills with the ability to explain People processes in simple, clear terms.
• Comfortable working with data to identify trends, gaps, and opportunities for improvement.

Preferred Qualifications:

• Experience supporting employees across multiple countries or entities.
• Exposure to fintech, financial services, or other fast-paced, structured environments.
• Familiarity with HRIS platforms, internal knowledge bases, or digital support tools.

About You:

• You are calm, clear, and patient in every interaction, even when questions repeat.
• You bring empathy and accuracy to employee support, knowing the helpdesk shapes daily perception of the People Team.
• You’re structured and organised, able to manage volume without losing quality.
• You enjoy problem-solving and turning unclear situations into straightforward guidance.
• You operate with confidentiality, consistency, and a strong sense of service excellence.
• You care deeply about making People processes easy to navigate.

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The Director, People Business Partnership (Product & Channels) provides strategic leadership and partnership to the Product, Engineering, and Channels divisions of the bank.

This role ensures that people strategy within these high-impact, innovation-driven areas aligns with business priorities — enabling performance, growth, and organizational agility.

As a senior member of the People Business Partnership leadership team, the Director acts as the bridge between enterprise people strategy (defined with the VP, People Business Partnership and COEs) and functional business execution. They translate organizational ambitions into actionable people initiatives that strengthen leadership capability, workforce design, and employee experience across Product, Engineering, and Channel functions.

Key Responsibilities

• Partner with divisional executives and business heads within Product, Engineering, and Channels to design and implement people strategies that drive innovation, scalability, and customer impact.
• Lead and develop a team of senior PBPs and managers, ensuring consistent delivery quality, strategic advisory capability, and alignment of all people interventions within your portfolio.
• Collaborate with COEs to co-create and deploy enterprise people initiatives that address talent, performance, and culture needs specific to Product and Channel environments.
• Drive organizational design and workforce strategy for technical, commercial, and go-to-market teams — ensuring optimal structure, role clarity, and succession pipelines that support business growth.
• Leverage people analytics and workforce insights to anticipate skills shifts, retention risks, and performance trends — presenting actionable recommendations to divisional and executive leadership.
• Champion leadership effectiveness and cultural alignment, enabling Product and Channels leaders to build high-performing, collaborative, and customer-obsessed teams.
• Serve as a trusted advisor to the leadership of the People Business Partnership function, contributing thought leadership to the evolution of the bank’s Partnership model and the enterprise people strategy.

Qualifications

• 10+ years of progressive HR experience, with at least 5 years in a senior HRBP or leadership role supporting Product, Technology, or Commercial business lines.
• Proven experience leading People Business Partnership teams across complex, high-growth or innovation-driven environments (banking, fintech, or technology sectors preferred).
• Expertise in organization design, workforce planning, and leadership development.
• Demonstrated success collaborating with COEs and executive stakeholders to deliver integrated people solutions.
• Strong business acumen, analytical capability, and executive presence.

Preferred Qualifications

• Experience leading people partnership within product-led, technology-enabled organizations.
• Deep understanding of digital business models, agile structures, and cross-functional teaming dynamics.
• Professional certification (CIPM, CIPD, SHRM-SCP, SPHRi) or equivalent is an added advantage.

About You

• You’re a business-minded people leader who thrives where innovation meets structure.
• You understand how Product, Engineering, and Channel teams create value — and how to build the systems, capability, and culture that sustain that value.
• You’re a connector — linking strategy, people, and performance through clarity, empathy, and precision.
• You balance strategic foresight with operational discipline, ensuring people initiatives land effectively and deliver measurable impact.
• You lead through influence — building trust with executives, inspiring your team, and creating alignment across COEs and business functions.
• Above all, you are passionate about enabling growth through people — transforming leadership, culture, and capability into the bank’s competitive advantage.