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)