Senior Manager, People Business Partner

Who we are

Moniepoint Group is the fastest growing Fintech in Africa, as just ranked by Financial Times in 2024. Our mission is to drive financial inclusion and bring happiness to hundreds of millions of small businesses and individuals in Africa, by building Africa's all-in-one financial ecosystem, empowering businesses and their customers with seamless payment, banking, credit, and management tools.

We are Nigeria’s biggest merchant acquirer, and one of the biggest digital banks, with over 15 million customers, and 3,500+ team members. We are on an exciting journey of growth, and we are now looking for a passionate, experienced people leader to build and drive our global talent and performance management strategy across the entire company.

Job Purpose

The Senior Manager, People Business Partnership, plays a critical leadership role in aligning enterprise people strategy with business direction across multiple portfolios or divisions.

This role leads a team of PBPs and works closely with senior executives and COE heads to shape, operationalize, and measure strategic people initiatives that enable growth, performance, and organizational transformation.

Acting as both a business strategist and People function integrator, the Senior Manager ensures that people insights, structure, and capability decisions directly enhance business agility, leadership effectiveness, and cultural consistency.

Key Responsibilities

• Lead strategic partnership with business and functional heads, shaping people strategies that drive organizational performance, leadership capability, and long-term workforce resilience.
• Oversee and coach a team of PBPs, ensuring consistent quality, insight, and delivery across all business portfolios and fostering a consultative, data-led partnership culture.
• Collaborate with COE leaders (Talent, Total Rewards, Learning, Employee Relations, People Analytics) to co-design and execute enterprise-wide initiatives that improve leadership effectiveness, performance, and engagement.
• Drive enterprise workforce planning and organization design efforts, ensuring structures, roles, and talent pipelines are aligned with future business strategy and operational efficiency.
• Use advanced people analytics and insights to identify organizational risks, performance gaps, and opportunities — translating them into actionable business recommendations and measurable outcomes.
• Lead complex change and transformation programs, Partnership with business leadership and COEs to ensure smooth transitions, strong adoption, and cultural alignment.

Qualifications

• 8+ years progressive HR experience, with at least 4 years in a senior business Partnership or HR leadership capacity.
• Demonstrated success leading HRBP teams across multiple functions or geographies.
• Strong command of organizational design, workforce planning, and talent strategy.
• Proven ability to collaborate with COEs and business executives to deliver measurable people outcomes.

Preferred Qualifications

• Experience leading people strategy in fast-scaling, complex, or matrixed organizations (fintech, banking, or technology preferred).
• Exposure to enterprise-level transformation or post-merger integration projects.

About You

• You’re a systems thinker who connects strategy, people, and structure seamlessly.
• You thrive at the intersection of business and HR — balancing commercial priorities with a deep understanding of organizational dynamics.
• You’re a coach and multiplier, developing other PBPs to operate with confidence, judgment, and strategic clarity.
• You use data not just for reporting, but for storytelling — uncovering patterns and framing insights that shape executive decisions.
• You’re comfortable navigating scale, ambiguity, and influence — driving alignment between COEs, business leaders, and People Operations with credibility and empathy.
• Above all, you elevate the People function’s impact, ensuring the business sees People strategy as a competitive advantage, not a back-office function.

What Success Looks Like

• You are recognized as a strategic business enabler by the Executive Leadership Team, with measurable impact on organizational design, leadership performance, and workforce outcomes.
• Enterprise-level people initiatives (from multiple COEs) are successfully executed across your portfolios, with strong adoption, feedback, and measurable ROI.
• Your PBP team operates with confidence and consistency — trusted by business leaders and valued for insight-driven delivery.
• Workforce and succession planning processes within your scope are future-fit, data-informed, and embedded in quarterly business planning cycles.