<p><strong>Who we are</strong></p>
<p>Moniepoint Inc. is Africa’s all-in-one financial platform, helping 20 million businesses and individuals access seamless payments, banking, credit, cross-border, and business management tools each month. </p>
<p>As Nigeria’s largest merchant acquirer, we power most of the country’s point-of-sale (POS) transactions. Through our subsidiaries, Moniepoint Inc. processes over $250 billion in digital payment transaction value annually.</p>
<h3><strong>Job Purpose</strong></h3>
<p>The People Business Partner (PBP) serves as a strategic partner to business leaders, driving the alignment of people strategy with business priorities. This role exists to ensure that every people-related initiative, from performance enablement and workforce planning to leadership effectiveness is executed with precision, empathy, and measurable impact.</p>
<p>Beyond traditional HR delivery, the PBP acts as a trusted advisor, shaping organizational health and fostering a culture of accountability, engagement, and inclusion. The role bridges the gap between business needs and people solutions, ensuring that talent is positioned as a key enabler of growth and innovation.</p>
<h3><strong>Key Responsibilities</strong></h3>
<ul>
<li>Partner with business leaders to translate organizational goals into actionable people plans that drive capability, performance, and retention.</li>
<li>Lead workforce planning and organizational design discussions to ensure the right structure, roles, and talent are in place to meet current and future needs.</li>
<li>Coach and influence leaders on talent strategy, performance management, and employee engagement to strengthen leadership effectiveness and team culture.</li>
<li>Act as a trusted advisor on employee relations matters, ensuring fair, consistent, and business-aligned resolutions in collaboration with the Employee Relations COE.</li>
<li>Partner with the Talent Management and Total Rewards teams to implement talent programs, learning initiatives, and reward structures that support performance and growth.</li>
<li>Analyze people data and insights to identify trends, risks, and opportunities, presenting data-driven recommendations to business leaders.</li>
<li>Champion change management and communication strategies that support transformation, adoption, and continuous improvement within business units.</li>
<li>Ensure compliance with internal policies and local labor laws while promoting a positive, high-performance culture.</li>
</ul>
<h3><strong>Qualifications</strong></h3>
<ul>
<li>2–4 years of progressive HR experience, including at least 2 years in a Business Partnership or advisory capacity.</li>
<li>Demonstrated experience working in fast-paced, matrixed, or multinational environments.</li>
<li>Strong understanding of core HR functions — performance management, employee relations, organizational design, and workforce planning.</li>
<li>Proven ability to use HR data and analytics to inform decision-making</li>
</ul>
<h3><strong>Preferred Qualifications</strong></h3>
<ul>
<li>Experience supporting technical or commercial business units in a fintech, banking, or tech environment.</li>
<li>Demonstrated success influencing senior stakeholders and leading complex change initiatives.</li>
</ul>
<p><strong>About You</strong></p>
<ul>
<li>You’re a strategic thinker who sees the big picture but executes with precision.</li>
<li>You build trust quickly and communicate with empathy, clarity, and confidence.</li>
<li>You thrive in ambiguity and can balance multiple stakeholders with ease.</li>
<li>You’re data-driven — you make decisions grounded in insight, not intuition.</li>
<li>You’re committed to continuous improvement, always seeking better ways to drive business impact through people.</li>
</ul>
<h3><strong>What Success Looks Like </strong></h3>
<ul>
<li>You have established yourself as a trusted advisor to senior business leaders, influencing key people and organizational decisions.</li>
<li>Business units under your support demonstrate improved engagement, retention, and performance outcomes.</li>
<li>You’ve delivered a measurable improvement in workforce planning accuracy and performance management effectiveness.</li>
<li>Leaders actively seek your input on strategic and people-related matters, not just HR processes.</li>
<li>You’ve successfully embedded at least one COE-led initiative (e.g., new policy, performance framework, or ER process) within your business unit with strong adoption and feedback.</li>
</ul>
