HR Associate

HIRING – HR ASSOCIATE

Talent Acquisition & Onboarding

• Own end-to-end recruitment for all roles: intake with hiring managers, job description development, sourcing, screening, interview design, and offer management.

• Design and run structured interview processes —

• Conduct the People Operations interview stage for all shortlisted candidates, assessing learning agility, tolerance of ambiguity, values alignment, and ability to influence without authority.

• Maintain Rivy's job description library and ensure every open role has a current, accurate, and internally consistent JD before it goes to market.

• Run a structured onboarding programme covering pre-arrival documentation, Day 1 orientation, policy briefing, systems access.

HR Operations, Records & HRIS

• Administer Seamless HR as the single source of truth for employee biodata, leave, and reimbursements,holding admin-level access and approving all configuration changes.

• Ensure every employee record is complete and accurate before the first payroll cycle — statutory identifiers, pension and tax details, bank data, and emergency contacts.

• Reconcile payroll inputs with Finance monthly ahead of disbursement, and verify all salary, role, and banking changes against documented approval.

• Own leave administration across all leave types, monitoring balances, utilisation, and coverage risk.

• Oversee the reimbursement cycle: eligibility, receipt discipline, approval workflow, and timely settlement.

• Safeguard the confidentiality and integrity of all employee data, sharing on a need-to-know basis only.

Policy, Compliance & Employee Relations

• Develop, review, and maintain Rivy's HR policy suite and Employee Handbook, including the annual review cycle and version control.

• Ensure compliance with the Nigerian Labour Act, pension and tax obligations, and applicable regulatory norms for a venture-backed financial services company.

• Draft and issue internal communications on policy changes — memos, notices, and accompanying email communications — to the whole company or to specific populations such as team leads.

• Manage employee relations end to end: grievances, investigations, disciplinary procedure, and performance improvement, with full written documentation at each stage.

• Advise the C-suite and functional leads on employment risk, and escalate matters with legal or reputational exposure promptly.

• Prepare and maintain employment documentation: offer letters, contracts, handover documents, confirmation letters, and reference letters.

Performance Management & Development

• Own the performance review cycle: calendar, templates, calibration, and manager enablement.

• Design and administer performance improvement plans where required, ensuring fairness, documentation, and defensible outcomes.

• Identify capability gaps across the team and coordinate training and development interventions against them.

• Support functional leads in setting clear, measurable objectives for their teams.Employee Engagement & Culture

• Own the annual engagement calendar and run pulse surveys, acting on what they surface rather than merely reporting it.

• Serve as the trusted first point of contact for employee concerns, and maintain a functioning grievance channel.

• Protect and articulate Rivy's culture and employer brand, including candidate experience during recruitment.

• Design and run onboarding, recognition, and retention initiatives appropriate to a lean, fast-growing team.

Administration & Office Management

• Oversee the administrative functioning of the Lagos office, including facilities, supplies, and vendor management.

• Set procurement thresholds and approval discipline, and ensure spend is reconciled and documented.

• Supervise the People Operations / Admin Associate and the Office Assistant, defining scope, delegating clearly, and maintaining accountability.

Reporting & People Analytics

• Produce people reporting for the C-suite: headcount, hiring pipeline, attrition, leave utilisation

• Track and interpret people metrics — time-to-hire, offer acceptance, probation pass rate, regrettable attrition — and use them to inform decisions.

• Maintain institutional memory through documented standard operating procedures, so that processes survive changes in team capacity.

Requirements

• Must reside in Lagos

• Minimum of three years' HR generalist experience, with at least two in a role carrying full ownership of a people function or a substantial part of one.

• Demonstrable worki