Talent & Culture Business Partner

About Us:

Network International is the largest Financial Technology company in Middle East and Africa. Payments is our core business where we provide services in more than 50 countries – UAE, Jordan, South Africa, Egypt are some of our key markets. Apart from payments, we provide services on Data and Insights, Lending, Insurance, Risk Solutions, etc. Our core customers are businesses at every scale and segment, though recently we are growing in direct-to-consumer card segment as well.

Our EVP:

At Network International, we always stay ahead. . In the fast-paced world of financial services, we thrive on innovation, agility, and purposeful collaboration. We invest first in our people, empowering you to make bold decisions, learn fast, and grow your expertise alongside industry leaders. Here, solving complex problems means more than using cutting-edge technology; it’s about creating meaningful value for our customers, together. We foster a culture where trust, accountability, and achievement go hand in hand—because success isn’t just a goal; it’s how we work, every day, as one team.

About The Role:

The Talent and Culture Business Partner collaborates with assigned department/unit leaders to align HR strategies with business goals. Primary responsibilities involve the employee lifecycle; employee relations, talent management, workforce planning, and implementing HR programs to support organizational objectives. 

Your main customers are line managers ensuring HR practices enhance the overall performance and culture of the department/unit. As a Talent and Culture Business Partner, you play a crucial role in fostering a positive work environment. You are a strategic partner who collaborates with your assigned unit/departmental leaders to optimize the workforce, enhance employee engagement, and contribute to the achievement of organizational objectives. 

Key Responsibilities:

• Strategic Alignment: Aligning HR strategies with departmental and organizational goals to drive business success.
• Workforce Planning: Collaborating with department heads to assess current and future staffing needs, ensuring optimal workforce utilization.
• Talent Management: Overseeing recruitment, onboarding, and employee development to ensure the right talent is in place.
• Performance Management: Supporting performance appraisal processes, coaching managers on performance-related matters, and facilitating feedback.
• Change Management: Assisting in managing organizational change and ensuring effective communication during transitions.
• HR Programs Implementation: Designing and/or implementing HR initiatives and programs to address organizational needs and enhance employee experience in line with the global HR strategy and guidelines.
• Employee Relations: Managing relationships between employees and management, resolving conflicts, and promoting a positive workplace culture.
• Legal Compliance: Staying abreast of employment laws and regulations to ensure the department's adherence to legal requirements.
• Communication: Serving as a communication bridge between employees and management, ensuring clear and transparent information flow. 
• Data Analysis: Utilizing HR analytics to make informed decisions, identify trends, and enhance overall organizational effectiveness.

Key Requirements:

• Business Acumen: Understand the organization's goals, industry trends, and the broader business context to align HR strategies effectively.
• Excellent verbal and written communication skills to convey HR policies, address employee concerns, and collaborate with management.
• Strong interpersonal skills to build and maintain positive relationships with both employees and departmental leaders.
• Ability to analyze complex issues, provide creative solutions, and make informed decisions to resolve HR-related challenges. 
• Change Management: Proficiency in guiding organizations through change, whether it be structural, cultural, or procedural. 
• Experience in recruiting, onboarding, and developing talent to meet organizational needs.
• Analytical skills to interpret HR data, identify trends, and use insights for strategic decision-making.
• Coaching and Conflict Resolution: Ability to coach managers, provide constructive feedback, and effectively resolve conflicts within the workplace.
• Experience working in a matrixed organization - Ability to work effectively in a fast-paced, dynamic environment. 
• Proficiency in HRIS software (Experience with Oracle is an added advantage) and Microsoft Office applications. 
• A Bachelor's degree in Business Administration, Human Resources, or a related field.
• 8+ years of experience in human resources roles, progressing to a strategic business partner position Certification in Human Resources (e.g., CIPD, SHRM, PHR, SPHR) is a plus.