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Head, People & Culture at Unified Payment Services Limited
Unified Payment Services Limited
August 27, 2026
Full-time
On-site
Job Objectives
The Head, People & Culture is responsible for driving the organization's people agenda by developing and implementing strategies that attract, engage, retain, and optimize talent while fostering a high-performance culture aligned with business objectives.
The role provides leadership in workforce planning, employee engagement, performance management, talent management, employee relations, compensation governance, organizational development, and HR analytics to enhance organizational effectiveness and employee experience.
Duties & Responsibilities
Talent Acquisition & Workforce Planning:
Develop and implement talent acquisition and workforce planning strategies that ensure the organization attracts, selects, and retains high-performing talent to meet current and future business needs.
Key Deliverables:
Maintain optimal staffing levels across the organization.
Reduce time-to-fill and recruitment costs.
Improve quality of hire.
Build talent pipelines for critical and hard-to-fill positions.
Employee Engagement & Culture Enhancement;
Drive initiatives that strengthen employee engagement, organizational culture, employee experience, and employer brand.
Key Deliverables:
Improve employee engagement and satisfaction scores.
Foster a positive, inclusive, and high-performance culture.
Implement employee recognition and wellness initiatives.
Promote organizational values and desired behaviors
Employee Retention & Talent Management:
Develop and execute talent management and retention strategies that enhance workforce stability and ensure the availability of talent for critical roles.
Key Deliverables:
Reduce voluntary employee turnover.
Increase retention of high-performing employees.
Lead succession planning for key and critical positions.
Support career mobility and talent development initiatives.
Performance Management & Organizational Effectiveness:
Drive a robust performance management framework that promotes accountability, productivity, and continuous improvement.
Key Deliverables:
Ensure timely completion of performance reviews.
Improve individual and team performance outcomes.
Align employee objectives with corporate goals.
Drive a culture of performance excellence and accountability.
Compensation, Benefits & Reward Management:
Ensure compensation and benefits programs are competitive, equitable, and aligned with organizational objectives.
Key Deliverables:
Maintain market competitiveness of remuneration structures.
Improve employee satisfaction with rewards and benefits.
Oversee annual salary review and incentive processes.
Ensure pay equity and reward governance.
Employee Relations & Workplace Climate:
Promote positive employee relations practices and foster a harmonious working environment that supports productivity and employee well-being.
Key Deliverables:
Effectively manage grievance and disciplinary processes.
Strengthen employer-employee relationships.
Resolve workplace conflicts in a timely manner.
Maintain a positive employee relations climate.
Organizational Development & Change Management:
Lead organizational development initiatives that improve efficiency, effectiveness, workforce alignment, and readiness for change.
Key Deliverables:
Support organizational restructuring and workforce optimization initiatives.
Drive change management programs.
Review and enhance organizational structures, policies, and processes.
Improve organizational effectiveness and agility.
HR Analytics & Workforce Productivity:
Leverage people analytics and workforce insights to support strategic decision-making and improve organizational performance.
Key Deliverables:
Develop and maintain HR dashboards and scorecards.
Monitor workforce productivity and people metrics.
Generate actionable insights for business leaders.
Drive data-informed decision-making across the organization.
HR Operations, Governance & Compliance:
Ensure operational excellence in all HR processes while maintaining compliance with labour laws, regulations, and company policies.
Key Deliverables:
Maintain HR policy and governance frameworks.
Ensure compliance with statutory and regulatory requirements.
Strengthen HR processes and service delivery standards.
Manage risk and ensure effective HR controls.
Strategic HR Business Partnership:
Partner with business leaders to deliver people solutions that support organizational growth, business transformation, and operational excellence.
Key Deliverables:
Translate business strategy into people initiatives.
Support leadership in workforce and talent decisions.
Provide strategic HR advisory services to management.
Drive alignment between people strategy and business goals.
Key Performance Indicators (KPIs)
Employee Engagement Score
Voluntary Employee Turnover Rate
Quality of Hire Index
Time-to-Fill Critical Positions
High-Performer Retention Rate
Performance Review Completion & Goal Achievement Rate
Workforce Productivity Index
Compensation Competitiveness Ratio
Succession Coverage for Critical Roles
HR Compliance & Audit Score
Job Requirements
Education:
Bachelor's Degree in Human Resources, Industrial Relations, Psychology, Business Administration, or a related discipline.
Master's Degree in Human Resources, Business Administration, or a related field is an added advantage.
Professional Qualifications:
CIPM, SHRM-SCP, SHRM-CP, HRCI, CIPD, or equivalent professional certification.
Experience:
Minimum of 10 years' progressive HR experience, with at least 5 years in a senior HR leadership role.
Proven experience in talent management, employee engagement, organizational development, performance management, employee relations, compensation management, and HR strategy execution.
Strong experience in using people analytics and workforce data to drive business decisions.
Core Competencies:
Strategic HR Management
Talent Acquisition & Workforce Planning
Employee Engagement & Culture Building
Talent Management & Succession Planning
Performance Management
Compensation & Benefits Management
Employee Relations & Conflict Resolution
Organizational Development
Change Management
HR Analytics & Reporting
Business Acumen
Leadership & Stakeholder Management
Communication & Influencing Skills
Problem Solving & Decision Making
Emotional Intelligence.
The Head, People & Culture is responsible for driving the organization's people agenda by developing and implementing strategies that attract, engage, retain, and optimize talent while fostering a high-performance culture aligned with business objectives.
The role provides leadership in workforce planning, employee engagement, performance management, talent management, employee relations, compensation governance, organizational development, and HR analytics to enhance organizational effectiveness and employee experience.
Duties & Responsibilities
Talent Acquisition & Workforce Planning:
Develop and implement talent acquisition and workforce planning strategies that ensure the organization attracts, selects, and retains high-performing talent to meet current and future business needs.
Key Deliverables:
Maintain optimal staffing levels across the organization.
Reduce time-to-fill and recruitment costs.
Improve quality of hire.
Build talent pipelines for critical and hard-to-fill positions.
Employee Engagement & Culture Enhancement;
Drive initiatives that strengthen employee engagement, organizational culture, employee experience, and employer brand.
Key Deliverables:
Improve employee engagement and satisfaction scores.
Foster a positive, inclusive, and high-performance culture.
Implement employee recognition and wellness initiatives.
Promote organizational values and desired behaviors
Employee Retention & Talent Management:
Develop and execute talent management and retention strategies that enhance workforce stability and ensure the availability of talent for critical roles.
Key Deliverables:
Reduce voluntary employee turnover.
Increase retention of high-performing employees.
Lead succession planning for key and critical positions.
Support career mobility and talent development initiatives.
Performance Management & Organizational Effectiveness:
Drive a robust performance management framework that promotes accountability, productivity, and continuous improvement.
Key Deliverables:
Ensure timely completion of performance reviews.
Improve individual and team performance outcomes.
Align employee objectives with corporate goals.
Drive a culture of performance excellence and accountability.
Compensation, Benefits & Reward Management:
Ensure compensation and benefits programs are competitive, equitable, and aligned with organizational objectives.
Key Deliverables:
Maintain market competitiveness of remuneration structures.
Improve employee satisfaction with rewards and benefits.
Oversee annual salary review and incentive processes.
Ensure pay equity and reward governance.
Employee Relations & Workplace Climate:
Promote positive employee relations practices and foster a harmonious working environment that supports productivity and employee well-being.
Key Deliverables:
Effectively manage grievance and disciplinary processes.
Strengthen employer-employee relationships.
Resolve workplace conflicts in a timely manner.
Maintain a positive employee relations climate.
Organizational Development & Change Management:
Lead organizational development initiatives that improve efficiency, effectiveness, workforce alignment, and readiness for change.
Key Deliverables:
Support organizational restructuring and workforce optimization initiatives.
Drive change management programs.
Review and enhance organizational structures, policies, and processes.
Improve organizational effectiveness and agility.
HR Analytics & Workforce Productivity:
Leverage people analytics and workforce insights to support strategic decision-making and improve organizational performance.
Key Deliverables:
Develop and maintain HR dashboards and scorecards.
Monitor workforce productivity and people metrics.
Generate actionable insights for business leaders.
Drive data-informed decision-making across the organization.
HR Operations, Governance & Compliance:
Ensure operational excellence in all HR processes while maintaining compliance with labour laws, regulations, and company policies.
Key Deliverables:
Maintain HR policy and governance frameworks.
Ensure compliance with statutory and regulatory requirements.
Strengthen HR processes and service delivery standards.
Manage risk and ensure effective HR controls.
Strategic HR Business Partnership:
Partner with business leaders to deliver people solutions that support organizational growth, business transformation, and operational excellence.
Key Deliverables:
Translate business strategy into people initiatives.
Support leadership in workforce and talent decisions.
Provide strategic HR advisory services to management.
Drive alignment between people strategy and business goals.
Key Performance Indicators (KPIs)
Employee Engagement Score
Voluntary Employee Turnover Rate
Quality of Hire Index
Time-to-Fill Critical Positions
High-Performer Retention Rate
Performance Review Completion & Goal Achievement Rate
Workforce Productivity Index
Compensation Competitiveness Ratio
Succession Coverage for Critical Roles
HR Compliance & Audit Score
Job Requirements
Education:
Bachelor's Degree in Human Resources, Industrial Relations, Psychology, Business Administration, or a related discipline.
Master's Degree in Human Resources, Business Administration, or a related field is an added advantage.
Professional Qualifications:
CIPM, SHRM-SCP, SHRM-CP, HRCI, CIPD, or equivalent professional certification.
Experience:
Minimum of 10 years' progressive HR experience, with at least 5 years in a senior HR leadership role.
Proven experience in talent management, employee engagement, organizational development, performance management, employee relations, compensation management, and HR strategy execution.
Strong experience in using people analytics and workforce data to drive business decisions.
Core Competencies:
Strategic HR Management
Talent Acquisition & Workforce Planning
Employee Engagement & Culture Building
Talent Management & Succession Planning
Performance Management
Compensation & Benefits Management
Employee Relations & Conflict Resolution
Organizational Development
Change Management
HR Analytics & Reporting
Business Acumen
Leadership & Stakeholder Management
Communication & Influencing Skills
Problem Solving & Decision Making
Emotional Intelligence.