People & Culture Lead
AI summary
Norrenberger Financial Group is hiring a People & Culture Lead to drive performance management, learning and development, and people operations across the Group. The role involves leading the performance management cycle, coordinating training and development programmes, and supporting core HR operations and employee lifecycle processes. This is a senior HR leadership position based in Nigeria.
- Senior HR leadership role covering performance management, L&D, and people operations
- Lead the Group's full performance management cycle including reviews and PIPs
- Coordinate learning and development plans, training programmes, and leadership initiatives
- Support core HR operations across the employee lifecycle from onboarding to exits
- Prepare reports, insights, and recommendations for management decision-making
AI job guide
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AI salary guide
Not enough public dataNot enough public salary data is available for this exact role. Before applying, prepare to ask about gross pay, benefits, contract length, probation period, transport and any allowances.
Can you qualify for this role?
- UnclearRelated work experienceThe text mentions experience, but the exact level should be confirmed at source.
- RequiredEducation or certification mentioned in the postThe captured text mentions education, a diploma, certificate, or licence.
- PreferredPractical evidence in internship, entregador, human resourcesThe tags and summary point to skills connected with this role.
- RequiredAvailability to work in Not specifiedThe vacancy is associated with this location.
Documents to prepare
- Likely requiredUpdated CV
- Role specificCover letter or short employer message
- OptionalProfessional references
- Role specificAcademic or professional certificates
- VerifyID or passport only after verifying the employer
Application tips for this job
- Place your strongest People & Culture Lead evidence in the first half of your CV.
- In your cover letter or employer message, connect your experience to Norrenberger Financial Group and the role in Not specified.
- Add concrete examples related to internship, entregador, human resources, ideally with measurable outcomes or clear responsibilities.
- Follow the instructions from MyJobMag Nigeria; avoid sending documents to unofficial contacts or copied links.
- Confirm the deadline, interview location and employer contact before sharing personal documents.
- Prepare a polite question about pay, benefits and contract terms for later interview stages.
Source and safety check
- MyJobMag Nigeria
- Original source link available
- Application method is clear
- Deadline not specified
- No major risk signal was detected in the captured text.
Never pay for interviews, shortlisting, medical checks, uniforms, or job placement. Confirm every application at the original source before sharing personal documents. Report suspicious listing.
Interview preparation
- What experience makes you a strong fit for this People & Culture Lead role in internship, entregador?
- How have you handled responsibilities similar to those in this job post?
- Are you available to work in Not specified under the listed contract or schedule?
- Prepare examples with clear responsibilities, tools used and measurable outcomes.
- Review the source and research Norrenberger Financial Group before the interview.
Ask what the first priorities will be in the role and how success will be measured.
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Original source description
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 Operations, Performance Management, Learning & Development, Recruitment, and Employee Engagement.
Demonstrated experience and strong competence in Performance Management and Learning & Development.
Strong understanding of performance management frameworks, goal-setting methodologies, performance reviews, and performance improvement processes.
Proven experience coordinating and implementing learning and development programmes.
Experience working with managers and business leaders to identify people, performance, and capability needs.
Good understanding of HR policies, processes, and employee lifecycle management.
Experience supporting recruitment and talent acquisition processes.
Strong analytical and reporting skills, with the ability to translate people data into actionable insights.
Proficiency in Microsoft Office, particularly Excel and PowerPoint.
Strong stakeholder management, communication, presentation, and interpersonal skills.
Ability to manage multiple priorities, projects, and stakeholders effectively in a fast-paced environment.
Strong coaching, facilitation, and problem-solving skills.
Professional HR certification such as CIPM, SHRM, HRCI, or equivalent is an added advantage.
Check how your CV matches this job
Method of Application
- Interested and qualified? Go to
- Norrenberger Financial Group on norrenberger.seamlesshiring.com
- to apply
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