Latest Jobs at Concept Group

Responsibilities
Overall Strategic Leadership:

• Set the firm’s technical vision, develop and implement strategies to achieve business objectives
• Ensure that the firm’s technology and systems evolve at a pace that continues to exceed client and business expectations
• Lead the strategy for application delivery, technology platforms, partnerships, and external relationships
• Foster an agile and continuous improvement culture within the firm
• Demonstrate fidelity to the organization’s culture in words and deeds.

Strategic Management:

• Develop technical policies, processes, and procedures to achieve operational needs, and ensure adherence
• Oversee and scale the firm's technology in terms of people, systems, and processes
• Make decisions that impact the current and future operations of the company.
• People and Operations Management:
• Manage, mentor, and provide sound technical leadership to a high performing, worldclass and collaborative engineering team
• Lead the engineering team in the design, development, deployment, and maintenance of highquality products/features and business tools.
• Work with crossfunctional teams to understand and translate the business needs to sought after products by our clients
• Define the product road map in collaboration with the product management team
• Create and maintain excellent documentation of all specifications, systems, and procedures Automate operational delivery and management processes from build/test/deploy to monitoring, alerting and capacity management
• Ensure all technological practices comply with regulatory standards.

Requirements

• Bachelor's Degree in Computer Science or related fields
• At least 10 years working in a technological role
• At least 4 years of managerial experience leading diverse teams of engineers
• Experience building financial products is a plus
• Strong working knowledge of PHP, Python, Nodejs, React, JavaScript
• Demonstrated experience in using SQL, MySQL,
• Demonstrated experience with CI/CD deployment process
• Experience in server management, vulnerability assessment, security, etc.

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Job Summary

• This role will strategize, formulate and communicate risk policies and processes for the group.
• The Credit Risk Strategist will provide hands-on development of risk models involving market and credit risks, assure controls are operating effectively, and provide research and analytical support for the smooth operation of the department.

Duties and Responsibilities

• Work directly with top management, to evaluate their business models and financial statements and proffer necessary measures to mitigate risk.
• Performing risk assessments: Analyzing current risks and identifying potential risks that are affecting the company.
• Performing a risk evaluation: Evaluating the company’s previous handling of risks, and comparing potential risks with criteria set out by the company such as costs and legal requirements.
• Provide tailored credit risk recommendations that mitigate RFS’s exposure while facilitating partner company growth
• Help manage the portfolio by developing a deep understanding of risk across industries, geographies, and operating models.
• Preparing risk management and insurance budgets.
• Explaining the external risk posed by corporate governance to stakeholders.
• Creating business continuity plans to limit risks.

Requirements

• Bachelor's Degree in Economics, Accounting, Statistics, Finance, or a relative field.
• 8+ years of relevant experience with knowledge of commercial credit underwriting and risk strategies.
• Excellent written, verbal, and analytical skills.
• The ability to comfortably interact with the CFOs and CEOs of our top merchants.
• Experience with and in the use of IFRS9.
• Professional certifications and memberships.

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Job Summary

• The Human Resources Strategist is responsible for connecting different human resources visions and innovating current practices.
• He/she will employ tools such as employee satisfaction surveys to generate less empirical information, all of which is added to the empirical metrics, to give a clear view of the HR department’s performance, trends, and opportunities for improvement.
• The HR Strategist must know the strategic direction of the organization as a whole, particularly in relation to growth plans, which may affect staffing levels, management structures, remuneration models, or learning and development requirements.

Duties & Responsibilities

• Determine the best strategies for achieving the set goals while ensuring these are aligned with the organization’s vision.
• Lead HR Executive Team alignment sessions focused on designing and governing HRshort and long-term strategy
• Develop the tactical action plans using project planning and management skills to ensure all the tactics are aligned, achievable, and timed.
• Ability to lead HR’s strategic planning process and identify the highest priority divisional and enterprise HR focus areas.
• Work with the departmental plans in the organization to determine what implication they may have on HR requirements.
• Leverage innovative facilitation techniques to lead strategy execution activities, including prioritization, cross-HR information sharing and coordination, strategy progress oversight, and executive communication
• Partner with HR experts to identify short and long-term HR maturity opportunities used to inform future strategic priorities.
• Build credible relationships with senior stakeholders and influencing leaders to engage in cultural development as a critical component to accomplishing HR and business outcomes.
• Ensure innovative HR ideas and policies are been rolled out and reviewed constantly
• Ability to work with stakeholders in other to build a working and functioning business process.
• Ability to decompose the current HR strategy when it’s not feasible again and identify all HR elements required to succeed in the implementation.
• Ensure the HR vision is well projected and understood and map out metrics by which success can be measured.
• Implement the organization design plan on all levels with required stakeholders.
• Assess and identify digital technologies that can build new HR capabilities to establish HR as a partner and coach for businesses
• Develop metrics to measure the speed, accuracy, and efficiency of the tasks performed by the HR department and tracks these metrics continuously.
• Ensures the HR vision is clear, concise, understandable, and inspiring for all the HR team members.

Qualifications and Requirements

• A Bachelor’s Degree in Human Resources Management or any other related field.
• 3 - 5 years work experience.
• Additional years of relevant experience may be substituted in lieu of Degree.
• Additional qualification and recognized professional certification (e.g. CIPD, CIPM, SHRM, SPHRi) will be a plus
• Experience is desirable but not required
• Excellent consultative, relationship management and facilitation skills.
• Superb problem solving skills; logical and analytical thinker.
• In-depth knowledge of global HR developments

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Job Description

• The Head, Audit & Compliance is grossly responsible for ascertaining and assessing the soundness of accounting and financial controls and procedures.
• He/she assesses the accuracy, timeliness, and relevance of management information, appraising the efficiency of established policies and procedures, reviewing them in the light of changing circumstances, and ensuring that Internal Control checks are carried out on all pre-disbursement transactions.

Other Duties include:

• Give comprehensive reports on Audits and proffer immediate solutions.
• Conduct an Audit to identify business risk areas and give recommendations on weaknesses identified.
• Carry out pre/post transaction Audit through the Audit checklist on daily basis.
• Ensure timely processing of new transactions in accordance with policies
• Ensure timely completion of Audit plans
• Ensure conformance and compliance with Policies, Procedures, and Professional Standards, as well as a high delivery of operations in accordance with the approved budget, etc.

Requirements & Skills

• Master's in Accounting, Finance, or any other related field, with relevant certificates and professional membership
• Minimum of 8 years cognizant experience with other relevant professional certifications
• Demonstrated skills, knowledge, and experience in auditing; internal audit standards, ethics, and fraud awareness
• Strong analytical and documentation skills
• Experienced in recommending Results / Corrective Actions.

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Duties & Responsibilities

• Maintain culture of continuous learning and development of employees in line with business goals
• Perform training needs analysis in conjunction with line managers, identify skill gaps and create training interventions programs
• Evaluate learning and development activities to ensure transfer of learning and impact on individual, team and organizational performance.
• Develop and organize training manuals, multimedia visual aids, and other educational materials.
• Design training calendar ensuring full completion within targeted timescales
• Coordinate implementation of L & D plans against agreed timelines, budget and reporting against agreed performance measures.
• Manage the implementation of L & D plans; strategies by maximizing internal resources and contracting with external partners when required.
• Review L & D policies processes and provide recommendations for continuous improvement. Design induction programs for new hires, conduct orientation sessions and arrange on the job training where necessary.
• Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
• Monitoring and evaluating L & D activities, keeping up-to-date records of all training hours per employee
• Keep track of employee performance before and after training interventions
• Keep record of training attendance, post training evaluation surveys and feedback from employees
• Establish systems to produce regular reports on learning and development metrics.
• Any other tasks as may be assigned by management.

Qualifications / Requirements

• A Degree in Human Resource Management, Industrial Relations, Business Administration or a related field.
• Minimum of 2 years’ experience in Learning and Development, Organizational Development,
• Proficiency in training delivery
• Professional Certification/membership will be an added advantage
• Good understanding of industry laws and regulations
• A drive to reach service goals
• Excellent organizational and leadership skills

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Job Summary

• Business Operations Analyst is responsible for developing operational KPIs and ensuring all process and polices are understood and adhered to by all stakeholders.

Duties & Responsibiities

• Create and monitor Operational KPI’s of process owners.
• Effectively communicate newly developed process/policies to the necessary stakeholders
• Help drive the implementation of all process and policies across all sales related unit
• Work directly with stakeholders to create implementation plans and complete milestones
• Work with learning and development to organize trainings for staffs to help them better understand business processes and policies
• Independently implement, administer and evaluate day-to-day activities across all sales related departments
• Identify and execute given tasks and objectives, making recommendations that impact policies and processes
• Review analyzed data to explain trends; formulate and evaluate alternative solutions
• Analyze and interpret policies; review and implement procedures for program or function
• Give optimal reports and escalate when necessary

Qualifications / Requirements

• BSc / HND in any field
• 2 - 3 years of work experience.
• Experience in Operations is an advantage
• Job Knowledge onChange Management and Operational KPIs.

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Duties & Responsibilities

• Create consistent compensation guideline that matches our work and organizational culture.
• Create and analyze job descriptions evaluations and classifications.
• Prepares the compensation and benefits budget, including the regular monitoring, reporting and adjusting of the budget.
• Coordinates C&B processes like the salary planning, bonus planning, new benefits introduction, etc.
• Designs and develops compensation policies/packages based on business goals and strategy.
• Analyses different components of the remuneration scheme in the organization and prepares reports about the internal equity and external competitiveness.
• Designs and develops different schemes of the variable remuneration (incentive schemes for the Sales.
• Functions, bonus schemes for the Back Office and Enabling functions)
• Conduct salary and labor market research to define benchmarks.
• Closely cooperates and manages the relationship with the external compensation consulting company.
• Leads and manages compensation projects for the entire organization.
• Participates as the team member in the strategic projects and initiatives.
• Design policies to close gaps in the compensation of employees (introducing the internal equity at affordable costs).
• Trains line managers in the complex usage of different HR and Compensation policies.
• Advices top managers in taking difficult decisions in the area of compensation, benefits and motivation of employees.
• Conduct periodic audits, prepare and present reports.

Qualifications/Requirements

• Minimum a B.Sc. Human Resources, business administration, finance or a relevant field.
• The ideal candidate is expected to have 1-2 years of experience in data analysis.
• Professional certificates in Data Analysis, or Human Resources will give an edge to interested candidates.

Skills / Competencies:

• Ability to research, compile, and interpret data in a logical format.
• Solid understanding of compensation concepts, including job analysis, market pricing, and total rewards.
• Must be comfortable communicating with a range of internal stakeholders, including senior executives.
• Previous experience with organizational psychology and labour market surveys.
• Adequate knowledge of current labour rules and regulations.
• Familiarity with various types of incentives and benefits.
• Extensive knowledge of HRIS and MS Office.
• Strong quantitative and analytical skills.