Interswitch Group Job Recruitment (2 Openings)

Interswitch Group Job Recruitment



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. We started operations in 2002 as a transaction switching and electronic payments processing, and have progressively evolved into an integrated payment services company, building and managing payment infrastructure as well as delivering innovative payment products and transactional services throughout the African continent. At Interswitch, we offer unique career opportunities for individuals capable of playing key roles and adding value in an innovative and fun environment.




We are recruiting to fill the following positions below:

1.) Talent Management Specialist

2.) Performance and Learning Manager





1. Talent Management Specialist

Job Summary

  • The ideal candidate will be responsible for devising and executing strategies for attracting, retaining, and nurturing top talent, collaborating with HR, hiring managers, and department heads.
  • This role demands expertise in talent management, excellent communication, and a proactive approach to aligning initiatives with organizational objectives.





Job Responsibilities

Talent Acquisition:

  • Collaborate with hiring managers to define job requirements and develop effective recruitment strategies.
  • Source candidates through various channels, including job boards, social media, professional networks, and employee referrals.
  • Conduct interviews, assess candidates’ qualifications, and make recommendations for hiring decisions.
  • Manage the onboarding process for new hires, ensuring a smooth transition into the organization.

Employee Development:

  • Identify training and development needs across the organization through performance evaluations and skills assessments.
  • Design and implement training programs to enhance employee skills and competencies.
  • Provide coaching and support to employees and managers to facilitate career growth and development opportunities.
  • Monitor the effectiveness of training initiatives and adjust programs as needed to meet evolving needs.

Performance Management:

  • Establish performance management processes, including goal setting, regular feedback, and performance evaluations.
  • Work with managers to address performance issues and develop improvement plans when necessary.
  • Recognize and reward high-performing employees through performance incentives and recognition programs.
  • Analyze performance data to identify trends and areas for improvement in performance management practices.

Succession Planning:

  • Identify key positions within the organization and develop succession plans to ensure continuity of talent.
  • Assess internal talent pools and identify high-potential employees for future leadership roles.
  • Implement strategies to develop and groom successors through mentoring, training, and stretch assignments.
  • Monitor progress and adjust succession plans as organizational needs change.

HR Strategy – Strategic Planning:

  • Collaborate with HR leadership to define TM priorities that support HR’s strategic objectives.
  • Conduct comprehensive assessments of HR processes, policies, and programs to identify strengths, weaknesses, and opportunities for improvement.
  • Develop long-term HR strategies and roadmaps aligned with business goals, ensuring a proactive and future-focused approach to workforce management.







Educational Qualification(s) and Certification

  • University / Post Graduate Degree in Human Resource Management or a relevant discipline. A masters’ degree will be an advantage
  • A recognized professional certification will be an added advantage e.g. CIPM, SPHRi, SHRM, CIPD etc.









  • Minimum of 7 years experience in talent management, recruitment, and employee development, preferably in a corporate environment.
  • Minimum of 2 years of experience in leading and inspiring a team, fostering a positive and collaborative work environment within HR shared services.
  • Strong understanding of HR principles and best practices, including talent acquisition, performance management, and succession planning.
  • Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization.
  • Demonstrated ability to lead and execute talent management initiatives independently and collaboratively.
  • Proficiency in PowerPoint presentation and data analytics tools for reporting and analysis.
  • Certification in HR (e.g., PHR, SHRM-CP) is a plus.
  • Strong organizational skills and attention to detail.
  • Ability to thrive in a fast-paced, dynamic environment and adapt to changing priorities.
  • Commitment to maintaining confidentiality and professionalism in handling sensitive HR information.






Application Closing Date
Not Specified.








How to Apply

Interested and qualified candidate should:
Click here to apply online





2. Performance and Learning Manager

Job Summary

  • The ideal candidate will lead training initiatives and implement a Performance Management System aligned with business objectives, analyzing talent data to drive strategic decisions.







Job Responsibilities

Learning Design:

  • Design and manage the development of complex L&D programs to meet individual and organizational learning needs within specified timescales and resources; identify and incorporate appropriate L&D methodologies and delivery channels;
  • Oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.
  • Use the organization’s formal development framework to identify the team’s individual development needs.
  • Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities.
  • Provide informal training or coaching to others throughout the organization in their own area of expertise to enable others to improve performance and fulfill personal potential.

Learning Deployment:

  • Manage the delivery of complex L&D programs to ensure the engagement of learners and achievement of intended learning outcomes;
  • Engage with individual senior managers to deliver leadership development training or coaching and to support their personal development.

Performance Appraisal:

  • Collect, collate, and analyze data related to the key talent management matrices and develop reports and presentations for various stakeholders,
  • Identify trends and insights that will enable data-driven decision making
  • Identify the relevant sources of data across the organization required for the appraisal process, organize the data, and disseminate it as input into the appraisal process to ensure the use of a single source of truth and to simplify the process for employees.
  • Contribute to the management of partnering relationships with internal clients, building effective working relationships, and providing high-quality professional services to support in delivering business strategy and plans.

Stakeholder Engagement:

  • Engage with function senior line management to clarify organizational requirements, to set priorities for performance and Learning interventions, and define required learning outcomes; specify and manage the collection and analysis of data to inform learning needs analysis.
  • Develop and investigate multiple hypotheses, using a wide range of HR data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.
  • Specify, develop, and test HR data collection procedures and tools within an area of HR practice to meet defined key principles and ensure compliance with external requirements.
  • Develop functional or operational policies and help develop policy frameworks for areas of responsibility or departments. Take responsibility for creating underlying procedures and monitoring their implementation.
  • Communicate the actions needed to implement the function’s strategy and business plan within the team; explain the relationship to the broader organization’s mission, vision, and values; motivate people to commit to these and to doing extraordinary things to achieve local business goals.

Budgeting, Planning, and ROI Analysis:

  • Develop and/or deliver budget plans with guidance from CHRO and the Finance team.
  • Participate in the selection of external consultants or advisors to deliver key projects and/or ad hoc services; ensure that business objectives and requirements are clearly understood and monitor outcomes, taking appropriate remedial action where necessary.







Educational Qualification(s) and Certification

  • University / Postgraduate (Master’s Degree, MBA etc.)








  • At least 10 years of experience in managing and deploying developmental interventions across different industries.
  • At least 6 years experience in planning, managing, and organizing resources within short/medium timescales within the overall policy framework.




Application Closing Date
Not Specified.





How to Apply

Interested and qualified candidate should:


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