Fresh Jobs at Interswitch

Job Summary

• To develop the total reward strategy for the organization, taking into account the generational, industry and function and in line with the overall HR and business objectives to enable the attraction, motivation, and retention of employees across Interswitch.
• To develop and drive the implementation of efficient systems and People Operations processes to enable the timely and accurate processing of all HR transactions while ensuring a consistent high level of customer service

Key Responsibilities:

• Formulate a clear vision for the Rewards and the People Operations practices and map out a clear and measurable roadmap to move the organization from the current state to the desired future state.
• Develop and continuously review and update a comprehensive, multi faceted reward strategy for the organization to enable the attraction and retention of various segments of talent across business. Research and gather insights from local and global Industry trends on total reward and use these to shape the reward strategy for Interswitch to position Interswitch as an industry leader and a great place to work
• Identify requirements for HR frameworks and tools within the Reward and People Operations space to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader HR policy framework.
• Develop procedures and interprets and applies policy within the Reward and People Operations space to achieve specified business outputs then monitor implementation of the procedures within the organization. Review all HR Policies and Processes and propose updates based on changes in the internal and external environment.
• Communicate the actions needed to implement the function's strategy and business plan within the Reward and People Operations team. Lead, motivate, and coach the Reward and HRSS team, manage their performance and identify opportunities to develop team members to increase the engagement and productivity of the team
• Evaluate systems and processes, identify opportunities for improvement, plan and implement improvement initiatives to ensure that People Operations is continuously evolving to providing a world class HR service to employees.
• Manage projects or substantial workstreams within a transformational change program, ensuring integration with related projects; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors.
• Specify, develop, and test HR data collection procedures to meet defined key principles and ensure compliance with external requirements
• Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities. Provide informal training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.
• Manage and report on team performance; set appropriate performance objectives for direct reports or project / account team members and hold them accountable for achieving these, taking appropriate corrective action where necessary to ensure the achievement of team / personal objectives.
• Support the design and delivery of annual and long-term executive compensation programs, delivering elements of the technical design and drafting remuneration committee papers and disclosure statements
• Monitor and review performance against Wellness, Health, and Environment KPIs, and patterns of behavior within the area of responsibility; Take action improve performance and to resolve non-compliance with the organization's Wellness, Health, and Environment policies, procedures and mandatory instructions.

Academic Qualification(s)

• Bachelor’s Degree / HND in any social science, humanities, Business Administration, Mathematics, Statistics or related field(s)

Professional Qualification(s)

• Professional certification from reputable HR bodies (e.g., CIPM, CIPD, HRCI) will be an advantage.

Experience

• At least 10 years of experience in Reward Strategy development and implementation, and comprehensive experience within the People Operations environment
• Over 3 years experience of planning and managing resources to deliver predetermined objectives as specified by more senior managers

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Job Summary

• To plan, direct and coordinate strategy to drive training and capability development activities for employees of Interswitch.
• To develop, deploy and drive the implementation of a Performance Management System for Interswitch, that is linked to HR Strategy and the strategic objections of the business while driving high performance and enabling the business to meet and exceed its objectives.
• To collect, collate, prepare and present reports on the key talent matrices to support HR and the business in identifying trends and to drive data-driven conversations and talent decisions.

Key Responsibilities:

Learning Design

• Design and manage the development of complex L&D programs to meet individual and organizational learning needs within specified timescales and resources; identify and incorporate appropriate L&D methodologies and delivery channels; oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.
• Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities. Provide informal training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.

Learning Deployment

• Manage the delivery of complex L&D programs to ensure the engagement of learners and achievement of intended learning outcomes; engage with individual senior managers to deliver leadership development training or coaching and to support their personal development.

Performance Appraisal

• Collect, collate and analyze data related to the key talent management metrices and develop reports and presentations for various stakeholders, identify trends and insights that will enable data driven decision making
• Identify the relevant sources of data across the organization required for the appraisal process, organize the data and disseminate it as an input into the appraisal process to ensure the use of a single source of truth and to simplify the process for employees.
• Contribute to the management of partnering relationships with internal clients, building effective working relationships and providing high-quality professional services to support in delivering business strategy and plans.

Stakeholder Engagement

• Engage with function senior line management to clarify organizational requirements, to set priorities for performance and Learning interventions, and to define required learning outcomes; specify and manage the collection and analysis of data to inform learning needs analysis.
• Develop and investigate multiple hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.
• Specify, develop, and test HR data collection procedures and tools within an area of HR practice to meet defined key principles and ensure compliance with external requirements. Develop functional or operational policies and help develop policy frameworks for area of responsibility or department. Take responsibility for creating underlying procedures and monitoring their implementation. Communicate the actions needed to implement the function's strategy and business plan within the team; explain the relationship to the broader organization's mission, vision, and values; motivate people to commit to these and to doing extraordinary things to achieve local business goals.

Budgeting, Planning and ROI Analysis

• Develop and/or deliver budget plans with guidance from CHRO and Finance team. Participate in the selection of external consultants or advisors to deliver key projects and/or ad hoc services; ensure that business objectives and requirements are clearly understood and monitor outcomes, taking appropriate remedial action where necessary.

Academic Qualification(s)

• A First Degree

Professional Qualification(s)

• Professional certification from reputable HR bodies (e.g., CIPM, CIPD, HRCI) will be an advantage.

General Experience

• At least 10 years' experience of managing and deploying developmental interventions across different industries.

Managerial Experience

• At least 6 years' experience of planning, managing, and organizing resources within short/medium timescales within the overall policy framework.