Who we are
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.
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.
Job Purpose
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.
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.
Key Responsibilities
- Partner with business leaders to translate organizational goals into actionable people plans that drive capability, performance, and retention.
- Lead workforce planning and organizational design discussions to ensure the right structure, roles, and talent are in place to meet current and future needs.
- Coach and influence leaders on talent strategy, performance management, and employee engagement to strengthen leadership effectiveness and team culture.
- Act as a trusted advisor on employee relations matters, ensuring fair, consistent, and business-aligned resolutions in collaboration with the Employee Relations COE.
- Partner with the Talent Management and Total Rewards teams to implement talent programs, learning initiatives, and reward structures that support performance and growth.
- Analyze people data and insights to identify trends, risks, and opportunities, presenting data-driven recommendations to business leaders.
- Champion change management and communication strategies that support transformation, adoption, and continuous improvement within business units.
- Ensure compliance with internal policies and local labor laws while promoting a positive, high-performance culture.
Qualifications
- 2–4 years of progressive HR experience, including at least 2 years in a Business Partnership or advisory capacity.
- Demonstrated experience working in fast-paced, matrixed, or multinational environments.
- Strong understanding of core HR functions — performance management, employee relations, organizational design, and workforce planning.
- Proven ability to use HR data and analytics to inform decision-making
Preferred Qualifications
- Experience supporting technical or commercial business units in a fintech, banking, or tech environment.
- Demonstrated success influencing senior stakeholders and leading complex change initiatives.
About You
- You’re a strategic thinker who sees the big picture but executes with precision.
- You build trust quickly and communicate with empathy, clarity, and confidence.
- You thrive in ambiguity and can balance multiple stakeholders with ease.
- You’re data-driven — you make decisions grounded in insight, not intuition.
- You’re committed to continuous improvement, always seeking better ways to drive business impact through people.
What Success Looks Like
- You have established yourself as a trusted advisor to senior business leaders, influencing key people and organizational decisions.
- Business units under your support demonstrate improved engagement, retention, and performance outcomes.
- You’ve delivered a measurable improvement in workforce planning accuracy and performance management effectiveness.
- Leaders actively seek your input on strategic and people-related matters, not just HR processes.
- 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.
