HR Openings at Moniepoint Inc.

The Head of Talent & Performance Management leads the design, implementation, and continuous improvement of Moniepoint’s Talent and Performance Management strategies.

This role drives a high-performance culture through structured career frameworks, performance cycles, talent reviews, and succession planning.

They partner closely with the Learning & Development team, People Business Partners, and business leaders to ensure scalable, fair, and impactful talent practices that support both individual growth and organisational success.

• Own the global Talent Management strategy, aligning it to business and people priorities
• Design and maintain job level rubrics and career frameworks across functions
• Oversee quarterly performance review processes, calibration, and feedback cycles
• Launch and evolve growth planning, development planning, and internal mobility initiatives
• Introduce and lead talent reviews, succession planning and people readiness practices
• Partner with PBPs, functional leaders and execs to embed performance and development mindset
• Manage a small team and collaborate with external providers where needed

• Proven experience building performance frameworks and career paths
• Background in tech companies and fast-growth environments
• Experience leading cross-functional talent initiatives
• Track record of leading teams to deliver results

• Experience implementing or managing performance/talent platforms
• Experience leading talent strategy across multiple geographies (especially Nigeria, UK, India)
• Experience working in regulated industries (e.g. fintech, payments, banking)
• Familiarity with succession planning or 9-box / readiness frameworks
• 7–10+ years in Talent Management, L&D, or Organisational Development

• You thrive in ambiguity and turn rough ideas into scalable systems
• You value clarity, accountability, and fast learning cycles
• You build momentum without bureaucracy
• You are fueled by designing systems and solutions that allow people to reach their full potential

• All core job families have published career rubrics by the end of 2026
• Talent reviews launched and used in team planning cycles by the end of 2026
• Managers feel equipped and supported to grow their teams 
• Engagement surveys show improvement on clarity around progression and current commitment
• The link between learning and progression is clearer as a result of established career paths.

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