HEAD, PEOPLE AND CULTURE

Job Summary

JOB OBJECTIVE(S) 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.

Job Details

DUTIES AND RESPONSIBILITIES.

1. 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.

2. 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

3. 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.

4. 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.

5. 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.

6. 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.

7. 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.

8. 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.

9. 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.

10. 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.

Requirements

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.

About Company

UNIFIED PAYMENT SERVICES LIMITED

https://www.up-ng.com/

Unified Payment Services Limited (UP®) is Nigeria’s premier payments and financial technology group, providing shared infrastructure and services to the banking community and payment service providers within and outside Nigeria. At UP, we empower businesses by delivering secure and customer-focused solutions across the digital financial ecosystem. Guided by our Vision to be the trusted enabler of businesses and lifestyle and our Mission of building shared technology infrastructure and partnerships, UP® is committed to creating lasting value to its stakeholders through professionalism, respect, innovation & customer centricism, dependability and execution. UP® Group comprises: (i)  UP® - Nigeria's premier payment and financial technology service provider. (ii)  Hope PSBank - Nigeria's premier payment service bank. (iii)  Payattitude® - Digital-first payment scheme. (iv) UP Digital - Telecom value added service provider; and (v)  TM30 - Software Solutions provider.