About this role

Design and manage performance management programs that drive accountability and high performance.
Collaborate with leadership on compensation and rewards strategies to ensure internal equity and market competitiveness.
Provide transparency on people's decisions to enhance trust across the organisation.

Drive and scale culture initiatives, ensuring alignment with company values.
Lead first-class onboarding programs to ensure a seamless transition for new hires.
Develop and execute engagement programs that enhance employee satisfaction and retention.

Equip people managers with the skills to lead effectively through coaching and training programs.
Support managers in navigating and resolving employee relations issues.
Foster a culture of feedback and continuous improvement through structured development initiatives.

Partner with people managers and recruiting teams to drive diversity and inclusion initiatives.
Ensure fair and unbiased hiring, promotion, and performance evaluation processes.
Identify high-potential talent and develop succession plans to support long-term business growth.

Proactively address employee relations matters, ensuring fair and consistent resolutions.
Ensure People policies comply with local labour laws and industry best practices.
Maintain strong employee advocacy while balancing business needs.

Partner with leadership to develop and execute people strategies aligned with business goals.
Provide expertise in performance management, workforce planning, organisational design, and structure.
Act as a strategic thought partner to leaders on all people-related matters, including change management.

HR Technology & Analytics – Implement and optimise HR systems, track key people metrics (attrition, engagement), and leverage data for decision-making.

Bachelor’s degree in Human Resource, Law, Business Administration, or a related field.

3-6 years of experience as a people business partner or Human resources professional.
Experience in Fintech, banking, payments, or financial services is strongly preferred.
Ability to interpret HR data and provide insights to support business and people-related decisions.
Experience supporting recruitment, onboarding, talent development, succession planning, and retention initiatives.
Experience identifying employee training needs and coordinating learning and development programmes.

Strong interpersonal, relationship-building, and presentation skills, with the ability to engage effectively with employees, managers, and senior stakeholders.
Proactive, analytical, and critical-thinking abilities, with the capacity to understand business goals, identify people-related challenges, and recommend practical solutions.
Excellent organisational and time-management skills, with the ability to manage multiple priorities and support employees across different locations.
Strong written and verbal communication skills, including the ability to prepare reports, deliver presentations, and communicate HR policies effectively.
Strong problem-solving and conflict-resolution skills, with the ability to handle sensitive employee matters professionally and confidentially.
Good stakeholder management and influencing skills, with the ability to build trust and maintain effective working relationships across all levels of the organisation.
High level of emotional intelligence, empathy, discretion, and professionalism when handling employee-related matters.
Ability to interpret HR data, generate insights, and use evidence to support people-related decisions.
Adaptability and flexibility, with the ability to work effectively in a dynamic and changing business environment.
Proficiency in Google Workspace applications and familiarity with HR Information Systems (HRIS) is an added advantage.

Associate, People Business Partner