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.
ResponsibilitiesKey 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.
Skills Required
- Bachelor's degree in Business Administration, Human Resources, or related field
- 8+ years of experience in human resources roles progressing to a strategic business partner position
- Proficiency in HRIS software
- Experience with Oracle
- Proficiency in Microsoft Office applications
- Certification in Human Resources (e.g., CIPD, SHRM, PHR, SPHR)
- Experience in recruiting, onboarding, and developing talent
- Change management proficiency
- Strong verbal and written communication skills
- Strong interpersonal skills, coaching, and conflict resolution ability
- Analytical skills to interpret HR data and identify trends
- Experience working in a matrixed organization and ability to work in a fast-paced environment
- Business acumen and ability to align HR strategies with organizational goals
Network International Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Network International and has not been reviewed or approved by Network International.
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Strong & Reliable Incentives — Pay is considered decent in some roles and is often paired with bonuses. Phrases like 'salary plus bonuses' indicate variable pay is a meaningful component for certain positions.
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Healthcare Strength — Medical coverage extends to employees, spouses, and up to three children, alongside life insurance. This breadth signals a robust healthcare baseline for the region.
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Retirement Support — Retirement and termination benefits align with UAE/GCC norms, including pension contributions for nationals and end‑of‑service gratuity for expatriates. Such provisions indicate structured, region‑appropriate retirement support.
Network International Insights
What We Do
Over the past 30 years, we have built a business based on long-standing and trusted relationships with many of the leading merchants, financial institutions and payment networks operating in the Middle East and Africa. Such relationships are based on our comprehensive capabilities, scale, local presence in the multiple markets in which we operate, alongside our trusted reputation. This gives us significant scale and leadership in the region, where we operate in more than 50 countries, serve over 130,000 merchants and 250 financial institutions and fintech customers, whilst managing more than 16 million customer credentials. We have a diversified business model and operate across the entire consumer payments value chain. We do this with a growth-focused strategy through two business lines: • That enables our merchant customers to ‘take payments’, by providing them with various payment acceptance methods, both online and offline. • Which supports our financial institution, fintech and other payment issuing institution customers in enabling consumers ‘make payments’, by managing and processing their consumer payment credentials and transactions.
