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Interswitch is an Africa-focused integrated digital payments and commerce company that facilitates the electronic circulation of money as well as the exchange of value between individuals and organisations on a timely and consistent basis.
The company started operations in 2002 as a transaction switching and electronic payments processing company that bui...
Job Purpose: Drives implementation of approved HR strategy and proactively delivers HR Services to staff and line managers in designated business area to support the achievement of the overall corporate objective.
KEY RESPONSIBILITIES
- Implements and ensures compliance with approved HR policies, processes and procedures within assigned business group
- Develop HR plans and budget for assigned Division
- Develops effective working relationships and ensures the implementation of approved HR plans to support the achievement of the business objective
- Delivers transactional HR services to assigned business groups with emphasis on pay and benefits administration, global mobility assistance, absence management, employee relations and engagement, employee wellbeing, discipline & grievances etc.
- Engages with business unit leaders to implement approved HR programs and/or initiatives in the aforementioned areas
- Supports the Resourcing and Talent Manager in managing the full recruitment life cycle ensuring assigned business group is adequately staffed to deliver on its objective
- Manages employee probation and identification of eligible staff for confirmation
- Supports the Capability Development Manager in the implementation of the performance evaluation process by providing guidance to line managers on policies and processes, ensuring that evaluations and recommendations are completed on time and within set guidelines
- Collates information on recommended performance evaluation outcomes for all performance appraisals and ensures timely submission to Capability Development Manager  Drive the completion of training needs analysis by line managers for employees in assigned business group
- Drives implementation of developmental interventions within assigned business group and ensures implementation of approved training plans
- Assists in the development and implementation of initiatives that will drive increased employee satisfaction and engagement levels
- Works with Heads/Line Managers to ensure that they define the manpower requirements for their departments and promptly submit these to the Resourcing and Talent Manager
- Provides guidance to line managers / heads of Business Units in the investigation of disciplinary issues and violations of company policies
- Coordinates the management of authorised absences or leave administration
- Provides relevant data (e.g. payroll adjustments) to Finance & Accounts department to ensure prompt processing of payroll, salary deductions and other payments.
- Maintains an up-to-date human resource information database for assigned group and generates scheduled or requested reports to assist decision-making.
- Maintains an effective level of literacy about the assigned business group, mid-range plans, customer value proposition, competition through engagement with business heads and active participation in business meetings
- Prepares and submits periodic reports to Supervisor on HR activities and performance against set targets and identifies any areas of improvement
- Advises line managers on people management issues
- Serves as an accessible, responsive and credible advocate for all employees
- Consistently and actively identifies ways to improve service delivery and strengthen employee capability towards overall improvement of the Business Group.
KEY PERFORMANCE METRICS Performance Area Performance Indicators Business Partnering
- Accuracy and timely preparation of Business HR plan and budget
- Timely submission of HR reports using defined HR metrics
- Percentage Implementation of HR plan Organisational culture
- Level of culture awareness among staff in assigned Group
- Success rate: New joiner culture orientation
- Number of disciplinary cases for non-compliance with company culture HR information Management
- Accuracy and completeness of staff information
- Ease of tracking and retrieving up to date staff information Recruitment
- Average time to recruit in assigned business group
- Adequacy and timeliness of manpower plan developed Training
- Timely and accurate collation of training needs Performance Management
- Effectiveness in monitoring staff performance
- Timely completion of appraisal cycle
- Average performance of staff in assigned Business Group Welfare / Customer Service
- Average response time to employee inquiries and request
- Level of satisfaction of HR service received by staff
- Staff satisfaction and engagement level
EDUCATION AND EXPERIENCE
Academic Qualification(s):
- Bachelor’s Degree/HND in any social science, humanities, business Administration or Law discipline. Professional Qualification(s): Professional certification from reputable HR bodies such as
- IHRM practicing cert
- Minimum of 7 years cognate experience in a similar function. KEY SKILLS AND
COMPETENCIES 1
1 Training & development
2 Manpower planning & Recruitment
3 Performance management
4 Employee Relations
5 Employee Engagement
6 Culture & Change Management
Competencies
1 Communication (Written, Verbal, Presentation)
2 Analytical
3 Attention to detail
4 Relationship Management
5 Coaching & Counselling
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Job Purpose
- To drive the business growth and expansion of the switching and processing business by the acquisition of new customers and the retention of existing customers for the business’ products and services.
- Drives penetration of Interswitch consumer services by identifying and selling solutions that meets customer needs in various consumer segments
Job Responsibilities
Strategy Development and Direction
- Develops the division’s sales, account management and business development strategy and ensure alignment with corporate strategy and business goals
- Articulates and seeks approval for the relevant structure for team success (process, people and systems) to support the goals and objectives defined
· Team Leadership and Development
- Provides guidance, support and direction to the team in carrying out their functions
- Reviews team performance
- Responsible for career development of team including evaluation and career planning.
- Guiding and mentoring team members on professional issues
Sales & Business Development
- Identifies strategies, objectives and action plans to improve short and long term sales earnings
- Communicates the sales strategy, direction and objectives to team members
- Identifies opportunities for business from new and existing customers and converts to sales
- Sells new or existing products into new or existing markets
- Works out strategies to win customers from competition
- Deepens customer relationships
- Generates demand for our services by creating awareness at potential customers
- Leads efforts to identify new needs that can be developed into new products or services depending on the client’s needs.
- Ensures the active usage of the CRM tool for managing the sales process
- Monitors and analyzes customer information to facilitate and validate our sales plans
- Follows up on leads and opportunities
- Develops proposals; reviews and approves team members proposals
- Presentation preparation and delivery
- Analyzes sales performance results and develops initiatives to bridge any possible gaps
- Actively oversees the communication and interaction with end-customers
- Delivers company strategic objective by influencing customer behaviour through communication and direct engagement
Market Research
- Conducts periodic research on market trends
- Evaluates market penetration of switching and processing products and services
- Keeps abreast of market and industry trends
- Makes use of insights from market research to inform strategy and direction and also strengthen decision making process.
Account Management
- Receives feedback from customers for improvement of products and services
- Carries out post-sales engagement: visits customers to discuss on how to improve services
- Builds relationships that are of value with the customers
- Learns what the competition is doing in terms of positioning, customer experience, pricing, their alliances, credibility, etc.
Operational/ Admin Responsibilities
- Reviews weekly reports submitted by the Team Leads for onward submission to the CEO
- Analyses Financial performance against the budget
- Assists Finance in monitoring financial receivables
- Responds to correspondence
- Handles customer or partner inquiries
People Management
- Participates in interviews for the selection of suitable staff for the department
- Coaches, advises and evaluates the performance of staff ensuring strict adherence to disciplines procedures
- Reviews / evaluates staff commendations provided by customers for inclusion in their performance feedback reports
- Provides guidance to staff in resolving complex or sensitive problems
- Maintains and promotes positive employee relations in the work environment
KEY PERFORMANCE METRICS
Performance Area
Performance Indicators
Financial Perspective
- Sales Revenue (Revenue Vs. Budget)
- New Project Sales
- Revenue from Switching & processing
- Gross Margin on Project Sales
- Transaction Revenue from New Sales
- Receivables Management (days sales receipt outstanding)
Customer Perspective
- Number of customers won per product and service line
- Number of new products and services sold
- Number of cross-sales into existing customer account [multiple products]
- Number of up-sales into existing customer account [additional card programs]
- Number of successful sales into new market
- Retention of customer base
- Contracts executed with all customers for all services
Internal Process Perspective
- Quality and availability of a sales pipeline
- Effective utilisation of a professional sales framework
- Effective Utilisation of CRM (opportunity visibility)
- Have up to date competitive analysis
- Availability of up to date revenue & product tracker documents
- Service improvement based on received customer feedback
Learning & Growth Perspective
- Adherence to IDP (individual Development Plan)
- Job Enrichment initiatives achieved
- Staff satisfaction within team
EDUCATION AND EXPERIENCE
Academic Qualification(s):
- A good degree in Sales & marketing or Sciences from an accredited University
- MBA is an advantage
Professional Qualification(s):
Experience (Number of relevant years):
- 5 years relevant experience
KEY SKILLS AND COMPETENCIES
1. Understanding and application of the Miller Heiman’s sales process and methodology
2.Business / Sales presentation preparation and delivery
3.Proposal/Business Case Development
4. Strong knowledge and appreciation of ICT and the e-commerce/payment industry
5.In- depth knowledge of all Switching & Processing products and services
6.Knowledge of Interswitch’s’ products and services
7.Market & Customer Understanding
8.Strategic and consultative selling
9.Business Modeling
10.Investment & Financial Analysis
11.Business Analysis
12.Market Analysis
13.Business writing skills
Competencies
1.Leadership and people management skills
2.Customer Relationship Management
3.Information Gathering & Analysis
4.Influencing/Negotiation
5.Budgeting
6.Business acumen
7.Teamwork and collaboration
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