Head, People & Culture Job in Nigeria - Unified Payment Services Limited

Unified Payment Services Limitedis a group of companies with services including Banking, Payment Scheme, Financial Technology, Digital Commerce, Value Added Service, Payment Solutions, Software Solutions, etc. Unified Payments is a principal member or licensed acquirer of American Express, Mastercard, Visa and UnionPay; and has been instrumental in building the infrastructure that supports Nigeria’s modern payments ecosystem. 

We are recruiting to fill the position below:

Job Title: Head, People & Culture

Location: Lagos
Employment Type: Full-time

Job Objectives

  • The Head, People & Culture is responsible for driving the organization's people agenda by developing and implementing strategies that attract, engage, retain, and optimize talent while fostering a high-performance culture aligned with business objectives.

  • The role provides leadership in workforce planning, employee engagement, performance management, talent management, employee relations, compensation governance, organizational development, and HR analytics to enhance organizational effectiveness and employee experience.

Duties & Responsibilities
Talent Acquisition & Workforce Planning:

  • Develop and implement talent acquisition and workforce planning strategies that ensure the organization attracts, selects, and retains high-performing talent to meet current and future business needs.

Key Deliverables:

  • Maintain optimal staffing levels across the organization.
  • Reduce time-to-fill and recruitment costs.
  • Improve quality of hire.
  • Build talent pipelines for critical and hard-to-fill positions.

Employee Engagement & Culture Enhancement;

  • Drive initiatives that strengthen employee engagement, organizational culture, employee experience, and employer brand.

Key Deliverables:

  • Improve employee engagement and satisfaction scores.
  • Foster a positive, inclusive, and high-performance culture.
  • Implement employee recognition and wellness initiatives.
  • Promote organizational values and desired behaviors

Employee Retention & Talent Management:

  • Develop and execute talent management and retention strategies that enhance workforce stability and ensure the availability of talent for critical roles.

Key Deliverables:

  • Reduce voluntary employee turnover.
  • Increase retention of high-performing employees.
  • Lead succession planning for key and critical positions.
  • Support career mobility and talent development initiatives.

Performance Management & Organizational Effectiveness:

  • Drive a robust performance management framework that promotes accountability, productivity, and continuous improvement.

Key Deliverables:

  • Ensure timely completion of performance reviews.
  • Improve individual and team performance outcomes.
  • Align employee objectives with corporate goals.
  • Drive a culture of performance excellence and accountability.

Compensation, Benefits & Reward Management:

  • Ensure compensation and benefits programs are competitive, equitable, and aligned with organizational objectives.

Key Deliverables:

  • Maintain market competitiveness of remuneration structures.
  • Improve employee satisfaction with rewards and benefits.
  • Oversee annual salary review and incentive processes.
  • Ensure pay equity and reward governance.

Employee Relations & Workplace Climate:

  • Promote positive employee relations practices and foster a harmonious working environment that supports productivity and employee well-being.

Key Deliverables:

  • Effectively manage grievance and disciplinary processes.
  • Strengthen employer-employee relationships.
  • Resolve workplace conflicts in a timely manner.
  • Maintain a positive employee relations climate.

Organizational Development & Change Management:

  • Lead organizational development initiatives that improve efficiency, effectiveness, workforce alignment, and readiness for change.

Key Deliverables:

  • Support organizational restructuring and workforce optimization initiatives.
  • Drive change management programs.
  • Review and enhance organizational structures, policies, and processes.
  • Improve organizational effectiveness and agility.

HR Analytics & Workforce Productivity: 

  • Leverage people analytics and workforce insights to support strategic decision-making and improve organizational performance.

Key Deliverables:

  • Develop and maintain HR dashboards and scorecards.
  • Monitor workforce productivity and people metrics.
  • Generate actionable insights for business leaders.
  • Drive data-informed decision-making across the organization.

HR Operations, Governance & Compliance:

  • Ensure operational excellence in all HR processes while maintaining compliance with labour laws, regulations, and company policies.

Key Deliverables:

  • Maintain HR policy and governance frameworks.
  • Ensure compliance with statutory and regulatory requirements.
  • Strengthen HR processes and service delivery standards.
  • Manage risk and ensure effective HR controls.

Strategic HR Business Partnership:

  • Partner with business leaders to deliver people solutions that support organizational growth, business transformation, and operational excellence.

Key Deliverables:

  • Translate business strategy into people initiatives.
  • Support leadership in workforce and talent decisions.
  • Provide strategic HR advisory services to management.
  • Drive alignment between people strategy and business goals.

Key Performance Indicators (KPIs)

  • Employee Engagement Score
  • Voluntary Employee Turnover Rate
  • Quality of Hire Index
  • Time-to-Fill Critical Positions
  • High-Performer Retention Rate
  • Performance Review Completion & Goal Achievement Rate
  • Workforce Productivity Index
  • Compensation Competitiveness Ratio
  • Succession Coverage for Critical Roles
  • HR Compliance & Audit Score

Job Requirements
Education:

  • Bachelor's Degree in Human Resources, Industrial Relations, Psychology, Business Administration, or a related discipline.
  • Master's Degree in Human Resources, Business Administration, or a related field is an added advantage.

Professional Qualifications:

  • CIPM, SHRM-SCP, SHRM-CP, HRCI, CIPD, or equivalent professional certification.

Experience:

  • Minimum of 10 years' progressive HR experience, with at least 5 years in a senior HR leadership role.
  • Proven experience in talent management, employee engagement, organizational development, performance management, employee relations, compensation management, and HR strategy execution.
  • Strong experience in using people analytics and workforce data to drive business decisions.

Core Competencies:

  • Strategic HR Management
  • Talent Acquisition & Workforce Planning
  • Employee Engagement & Culture Building
  • Talent Management & Succession Planning
  • Performance Management
  • Compensation & Benefits Management
  • Employee Relations & Conflict Resolution
  • Organizational Development
  • Change Management
  • HR Analytics & Reporting
  • Business Acumen
  • Leadership & Stakeholder Management
  • Communication & Influencing Skills
  • Problem Solving & Decision Making
  • Emotional Intelligence.

Application Closing Date
Not Specified.

How to Apply
Interested and qualified candidates should:
Click here to apply online