About the job 

RightCom has been revolutionizing customer experience in Africa for more than a decade. Creating innovative experiences that make customer journey seamless, personalized, simple and outstanding, RightCom empowers businesses in approximately 30 markets to join and thrive in the experience economy.

Our CX platform – RightCom XP – allows businesses to anticipate customer needs and identify upselling and cross-selling opportunities regardless of the touchpoint (mobile app, website, location, contact center, as well as agent network) while RightCom OS offers next-gen managed services (MS).

Our beliefs are the foundation for how we conduct business every day. We live each day guided by our core values of Creativity, Trust, and Customer Success. Together, our values ensure that we work together as one global team with our customers at the center of everything we do – and they push us to ensure we take care of ourselves, each other, and our communities.

We are embarking on an innovation agenda as an organization-wide transformation of people and technology capabilities to enable digital-first delivery for every product and service. Our ambition is to establish digital and data points that allow us to: attract, retain and develop customers; secure existing revenue streams; and innovate where we identify a competitive advantage.

We are hiring a new HR Business Partner Anglophone Africa (HRBP) who will serve as the strategic talent partner to our executive leaders, department heads, and operational teams across our English-speaking Operating Companies (OpCos). Based in Nigeria, you will align human resources strategies with overarching business objectives. You will own the entire employee lifecycle—spanning cross-border compliance, multi-jurisdictional labor relations, strategic workforce planning, and organizational culture—to support a scalable, high-performance hybrid delivery engine.

Responsibilities

1. Strategic Business Partnering & Workforce Planning

• Cross-Functional Alignment: Act as a trusted advisor to leadership (including Directors, Department Heads and Managers) to build talent strategies that directly support business expansion.
• Hybrid Model Resourcing: Design tailored acquisition and retention strategies matching our distinct revenue streams: high-efficiency staffing pipelines for Operate Services, and specialized retention frameworks for SaaS/Engineering talent.
• Organizational Design: Partner with managers on team design, succession planning, and performance management cycles to maintain organizational agility.

2. Multi-Jurisdictional Compliance & Labor Relations

• Regulatory Compliance: Maintain expert-level compliance with local labor frameworks, explicitly including the Ghana Labour Act, 2003 (Act 651) and the Nigerian Labour Act, while managing administrative parameters for our holding structure in Mauritius.
• Policy Harmonization: Implement and adapt internal regulations, employee handbooks, and IT security policies to ensure compliance across all active Anglophone jurisdictions.
• Risk Management: Mitigate employment risk by proactively managing employee relations, resolving grievances, and overseeing structured, lawful separations when necessary.

3. Compensation, Benefits & Total Rewards

• Local and Variable Compensation: Collaborate with the Finance Manager to administer payroll inputs, statutory remittances (e.g., SSNIT in Ghana, NHF in Nigeria), and monthly/quarterly KPI-driven variable bonus structures.
• Market Benchmarking: Conduct localized salary and benefits benchmarking to ensure the company remains competitive across diverse African technology and services sectors.

4. Performance, Culture & Talent Development

• KPI & Performance Management: Drive the implementation of clear performance metrics, ensuring departments use objective, measurable scorecards to evaluate execution.
• Learning & Development: Identify training gaps across software delivery, hardware distribution, and client services to deploy targeted professional growth programs.
• Culture Stewardship: Cultivate a unified, collaborative, and values-driven corporate culture across distributed, remote, and hybrid cross-border teams.

Qualifications

• BSc/BA in Human Resources, Business Administration, or Organizational Psychology. An MBA or post-graduate degree is a strong asset.
• Active professional HR membership or certification (e.g., CIHRM, SHRM-CP, PHRi).
• 5+ years of progressive HR experience, with a mandatory 2–3 years operating across multi-country frameworks in Africa (specifically Ghana and Nigeria).
• Direct experience working within B2B technology providers, fintech, SaaS organizations, or international professional services firms is highly preferred.
• Practical fluency in the Ghana Labour Act, 2003 (Act 651) and the Nigerian Labour Act, alongside an understanding of statutory compliance management.
• Absolute Discretion & Integrity: Capable of handling highly sensitive organizational data, executive variables, and employee grievances with total confidentiality.
• Cross-Cultural Competency & Active Listening: Deep situational awareness when interfacing with distributed, remote, and hybrid cross-border teams, ensuring all regional cultural nuances are respected and bridged.
• Transversal Leadership & Influence: Exceptional relationship management skills with the ability to influence senior business leaders and department heads without having direct functional authority over them.
• Critical Thinking & Decisiveness: The ability to evaluate complex, ambiguous talent and labor dilemmas objectively, making firm, compliance-backed decisions independently when regional leaders are unavailable.
• Ability and willingness to travel periodically to Ghana as required.