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Associate, People Business Partner (PBP)

June 15, 2026

<p><strong>Who we are</strong></p> <p>Moniepoint Inc. is Africa’s all-in-one financial platform, helping 20 million businesses and individuals access seamless payments, banking, credit, cross-border, and business management tools each month. </p> <p>As Nigeria’s largest merchant acquirer, we power most of the country’s point-of-sale (POS) transactions. Through our subsidiaries, Moniepoint Inc. processes over $250 billion in digital payment transaction value annually.</p> <h3><strong>Job Purpose</strong></h3> <p>The People Business Partner (PBP) serves as a strategic partner to business leaders, driving the alignment of people strategy with business priorities. This role exists to ensure that every people-related initiative, from performance enablement and workforce planning to leadership effectiveness is executed with precision, empathy, and measurable impact.</p> <p>Beyond traditional HR delivery, the PBP acts as a trusted advisor, shaping organizational health and fostering a culture of accountability, engagement, and inclusion. The role bridges the gap between business needs and people solutions, ensuring that talent is positioned as a key enabler of growth and innovation.</p> <h3><strong>Key Responsibilities</strong></h3> <ul> <li>Partner with business leaders to translate organizational goals into actionable people plans that drive capability, performance, and retention.</li> <li>Lead workforce planning and organizational design discussions to ensure the right structure, roles, and talent are in place to meet current and future needs.</li> <li>Coach and influence leaders on talent strategy, performance management, and employee engagement to strengthen leadership effectiveness and team culture.</li> <li>Act as a trusted advisor on employee relations matters, ensuring fair, consistent, and business-aligned resolutions in collaboration with the Employee Relations COE.</li> <li>Partner with the Talent Management and Total Rewards teams to implement talent programs, learning initiatives, and reward structures that support performance and growth.</li> <li>Analyze people data and insights to identify trends, risks, and opportunities, presenting data-driven recommendations to business leaders.</li> <li>Champion change management and communication strategies that support transformation, adoption, and continuous improvement within business units.</li> <li>Ensure compliance with internal policies and local labor laws while promoting a positive, high-performance culture.</li> </ul> <h3><strong>Qualifications</strong></h3> <ul> <li>2–4 years of progressive HR experience, including at least 2 years in a Business Partnership or advisory capacity.</li> <li>Demonstrated experience working in fast-paced, matrixed, or multinational environments.</li> <li>Strong understanding of core HR functions — performance management, employee relations, organizational design, and workforce planning.</li> <li>Proven ability to use HR data and analytics to inform decision-making</li> </ul> <h3><strong>Preferred Qualifications</strong></h3> <ul> <li>Experience supporting technical or commercial business units in a fintech, banking, or tech environment.</li> <li>Demonstrated success influencing senior stakeholders and leading complex change initiatives.</li> </ul> <p><strong>About You</strong></p> <ul> <li>You’re a strategic thinker who sees the big picture but executes with precision.</li> <li>You build trust quickly and communicate with empathy, clarity, and confidence.</li> <li>You thrive in ambiguity and can balance multiple stakeholders with ease.</li> <li>You’re data-driven — you make decisions grounded in insight, not intuition.</li> <li>You’re committed to continuous improvement, always seeking better ways to drive business impact through people.</li> </ul> <h3><strong>What Success Looks Like </strong></h3> <ul> <li>You have established yourself as a trusted advisor to senior business leaders, influencing key people and organizational decisions.</li> <li>Business units under your support demonstrate improved engagement, retention, and performance outcomes.</li> <li>You’ve delivered a measurable improvement in workforce planning accuracy and performance management effectiveness.</li> <li>Leaders actively seek your input on strategic and people-related matters, not just HR processes.</li> <li>You’ve successfully embedded at least one COE-led initiative (e.g., new policy, performance framework, or ER process) within your business unit with strong adoption and feedback.</li> </ul>

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...