People & Culture Lead

People & Culture Lead

Norrenberger is a leading, independent financial services group that provides bespoke financial solutions that add value to our individual and institutional clients. Our component companies are licensed and regulated either by the Central Bank of Nigeria (CBN) or the Securities & Exchange Commission (SEC) to provide Investment Banking, Fund Management, Financial Advisory, and Foreign Exchange services to our discerning clientele.

People & Culture Lead

• Job Type Full Time
• Qualification BA/BSc/HND
• Experience 6 - 7 years
• Location Abuja
• Job Field Human Resources / HR

Norrenberger Financial Group is seeking a People & Culture Lead to join our People & Culture team. The role will provide broad HR support across the Group, with core responsibility for Performance Management and Learning & Development, while also supporting People Operations, Recruitment, Employee Engagement, and other people initiatives. The ideal candidate will be a well-rounded HR professional with strong generalist experience and demonstrated competence in managing end-to-end HR processes. The successful candidate should be particularly strong in translating business and people needs into effective performance, learning, and development interventions, while partnering with managers and employees to build a high-performing and engaged workforce.

Deadline: Sep 29, 2026

Job Details

PERFORMANCE MANAGEMENT

• Lead and coordinate the Group's performance management cycle, including goal setting, mid-year reviews, year-end assessments, and performance conversations.
• Partner with managers and employees to establish clear, measurable, and business-aligned performance objectives.
• Provide guidance and support to managers on effective performance management and performance conversations.
• Monitor performance outcomes across the Group and identify trends, gaps, and areas requiring intervention.
• Support the development and implementation of Performance Improvement Plans (PIPs) where required.
• Analyse performance data and prepare reports and insights to support management decision-making.
• Review and continuously improve performance management processes, tools, and frameworks.
• Support initiatives that strengthen a culture of accountability, continuous feedback, and high performance.

LEARNING & DEVELOPMENT

• Lead the identification of learning and development needs across the Group through performance reviews, skills assessments, business requirements, and employee feedback.
• Develop and coordinate annual learning and development plans aligned with business and capability requirements.
• Coordinate training programmes, workshops, leadership development initiatives, and other learning interventions.
• Work with internal stakeholders and external training providers to design and deliver relevant development programmes.
• Track training participation, completion, feedback, and learning outcomes, and assess the effectiveness of learning interventions.
• Support the development of career development, competency-building, and employee development initiatives.
• Maintain accurate learning and development records and prepare periodic reports for management.
• Identify opportunities to strengthen continuous learning and knowledge-sharing across the organisation.

PEOPLE OPERATIONS

• Support the effective delivery of core HR operations and employee lifecycle processes, including onboarding, confirmation, transfers, promotions, exits, and other employee movements.
• Ensure HR policies, procedures, and processes are consistently implemented across the Group.
• Maintain accurate employee records and HR documentation and support the integrity of people data.
• Respond to employee and manager queries and provide timely guidance on HR policies and processes.
• Support HR reporting and provide people insights to inform management decisions.
• Identify opportunities to improve HR processes, employee experience, and operational efficiency.

RECRUITMENT & TALENT ACQUISITION

• Support end-to-end recruitment activities across assigned roles, from workforce requirements and job profiling through sourcing, screening, interviewing, selection, and onboarding.
• Partner with hiring managers to understand talent requirements and provide appropriate recruitment solutions.
• Support the development and implementation of effective sourcing and selection strategies.
• Coordinate recruitment processes and ensure a positive candidate experience.
• Monitor recruitment activities and provide reports on recruitment progress, hiring timelines, and workforce requirements.
• Support talent identification and workforce planning initiatives.

EMPLOYEE ENGAGEMENT & EXPERIENCE

• Support the development and implementation of employee engagement initiatives that promote a positive and high-performing workplace culture.
• Coordinate employee engagement activities, surveys, and feedback mechanisms.
• Analyse employee feedback and engagement data and recommend appropriate interventions.
• Support initiatives focused on employee wellbeing, recognition, communication, inclusion, and retention.
• Partner with managers and employees to address employee experience and workplace-related concerns.
• Develop and support internal people communications and initiatives that strengthen employee connection to the organisation.

TALENT & ORGANISATIONAL DEVELOPMENT

• Support talent identification, succession planning, career development, and employee development initiatives.
• Assist in identifying high-potential employees and critical talent and developing appropriate development interventions.
• Support competency development and capability-building initiatives across the Group.
• Partner with business leaders and HR teams to identify people and capability gaps and develop appropriate solutions.
• Support initiatives aimed at improving employee retention, internal mobility, and career growth.

KEY COMPETENCIES

• Performance Management
• Learning & Development
• HR Operations
• Recruitment & Talent Acquisition
• Employee Engagement & Experience
• Talent & Organisational Development
• Succession Planning
• HR Data Analysis & Reporting
• Stakeholder Management
• Project Management & Coordination
• Coaching & Facilitation
• HR Policy & Process Management
• Strong Communication & Presentation Skills
• Analytical & Problem-Solving Skills
• Business & People Acumen

Requirements

• Bachelor's degree in Human Resources, Business Administration, Psychology, Industrial Relations, or a related field.
• Minimum of 6-7 years' relevant experience in Human Resources, with broad HR Generalist experience across People Opera