Manager, People and Culture

Responsibilities:

People Strategy & Organizational Development:

Develop and execute a comprehensive People & Culture strategy aligned with the organization's business objectives and long-term growth plans. Partner with executive leadership to develop workforce strategies that enable organizational performance and scalability. Lead organizational design initiatives, workforce planning, succession planning, and

talent reviews. Drive organizational effectiveness through continuous improvement and people-focused transformation initiatives. Establish and monitor People & Culture KPIs and dashboards to measure organizational performance.

Talent Acquisition & Workforce Planning:

Develop strategic recruitment initiatives to attract, assess, and retain high-performing professionals. Lead employer branding initiatives to position Sankore as an employer of choice. Oversee workforce planning and succession management. Ensure an exceptional candidate and onboarding experience. Build strong talent pipelines for critical and leadership positions.

Performance Management & Talent Development:

Lead the organization's performance management framework. Design and implement leadership development programmes. Identify critical capability gaps and implement learning strategies. Drive career development, mentoring, coaching, and succession planning initiatives. Build a culture of continuous feedback and high performance.

Employee Experience & Culture:

Champion Sankore's values and foster a culture of accountability, collaboration, innovation, and inclusion. Lead employee engagement surveys and implement improvement initiatives. Develop employee wellness, recognition, and retention programmes. Drive initiatives that enhance employee satisfaction and organizational culture. Promote diversity, equity, and inclusion across the organization.

Compensation, Benefits & Total Rewards:

Develop competitive compensation and benefits strategies. Lead salary benchmarking exercises. Oversee payroll governance and employee benefits administration. Design reward and recognition programmes aligned with business performance. Monitor compensation trends to ensure market competitiveness.

Employee Relations & Compliance:

Provide strategic guidance on employee relations matters. Ensure compliance with Nigerian labour laws and employment regulations. Develop and maintain HR policies, procedures, and governance frameworks. Lead disciplinary processes, investigations, grievance management, and dispute resolution. Manage relationships with regulators and external HR partners where necessary.

HR Operations & Digital Transformation:

Oversee HR operations across recruitment, onboarding, payroll, benefits, performance management, and offboarding. Lead HR digital transformation initiatives. Ensure accurate employee records and HR data integrity. Optimize HR processes through automation and continuous improvement. Oversee HRIS administration and reporting.

Leadership Coaching & Change Management:

Coach senior leaders and managers on leadership effectiveness, performance management, and employee engagement. Lead organizational change initiatives. Support business transformation programmes through effective people strategies. Build leadership capability across all levels. Foster a culture of continuous learning and adaptability.

Governance, Risk & Reporting:

Develop governance frameworks for the People & Culture function. Identify and mitigate people-related risks. Prepare workforce analytics and executive reports for the Executive Committee and Board. Monitor compliance with internal policies and regulatory requirements. Ensure confidentiality and ethical handling of employee information.

Requirements:

Bachelor's Degree in Human Resources, Business Administration, Industrial Relations, Psychology, Law, Social Sciences, or a related discipline. MBA or Master's degree in Human Resource Management, Organizational Development, or Business Administration is highly desirable. Being a Chartered Member of the Chartered Institute of Personnel Management (MCIPM) is mandatory. Membership of SHRM, CIPD, HRCI, or other internationally recognized HR bodies is an advantage. A minimum of 8–10 years of progressive HR leadership experience, with at least 3 years leading a People & Culture function. Experience in financial services, investment management, consulting, fintech, or other professional services environments. Proven track record in organizational transformation, culture development, and talent management. Strong knowledge of Nigerian Labour Law and global HR best practices. Experience leading HR technology implementation and digital transformation initiatives.

Key Performance Indicators (KPIs):

Time-to-Hire and Quality-of-Hire Employee Engagement Score Voluntary Attrition Rate Leadership Bench Strength and Succession Coverage Performance Review Completion Rate Learning & Development Participation and Impact HR Service Level Agreement (SLA) Compliance Diversity and Inclusion Metrics Employee Retention Rate HR Budget Adherence HR Audit and Compliance Score Culture Index/Employee Net Promoter Score (eNPS)