We are redirecting you to the source. If you are not redirected in 3 seconds, please click here.

Associate, People Business Partner (PBP) at Moniepoint. . Location: Remote, Nigeria. 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..