People Pact

*📢 JOB OPENING: Field Sales Lead (Agent & Market Expansion)**
📍 **Location:** Lagos (Field-based)
🕘 **Type:** Full-time

Our Client is building the operating system for group savings (Ajo/Esusu) in Nigeria and is looking for a **street-smart, execution-driven Field Sales Lead** who understands Lagos field sales realities.

**This is NOT a desk job.**
70%+ of the role is on-ground: markets, cooperatives, POS clusters, unions, and community groups.

**Key Responsibilities:**
• Lead field sales & group onboarding across Lagos
• Drive adoption through cooperatives, savings groups & associations
• Recruit, train & manage 15+ Digital Sales Agents (DSAs)
• Ensure quality onboarding, user activation & target achievement
• Engage community leaders and high-value group clusters

Compensation:
₦400,000 monthly + commission on sales

*🔗 Mode of Application:*
Apply here: https://forms.gle/AaruQsVdC2fbhTJH8

Please share with qualified candidates

Seasons greetings ✨️

The first 90 days shape EVERYTHING. Employees decide whether to:
- Stay
- Commit
- Engage
- Or quietly disconnect

Effective onboarding isn’t orientation. It’s:
- Integrating the person
- Clarifying expectations
- Communicating and modeling culture
- Setting new hires up for quick wins

When onboarding is weak, engagement efforts often hit a brick wall. When onboarding is strong, retention becomes easier.

Onboarding is an Organisation's first chance to say: “We’re intentional about people.”

A bad hire is expensive.
A great hire is transformative.
Recruitment isn’t about speed; it’s about alignment.

Alignment with:
- Competence
- Culture
- Career aspirations
- Business direction

Organisations grow faster when they hire for fit, future and function.

Speed is good, but strategy is better.

HR is no longer the department that pushes forms, policies and procedures.

HR today is a value creator, a strategic partner, and the bridge between business goals and human potential.

When HR shifts from “What must we do?” to “What value does this create?”, everything changes....

- Recruitment becomes talent strategy
- Onboarding becomes experience
- Engagement becomes culture shaping
- Performance becomes growth
- Exit becomes alumni management

Value, not activity; that’s the HR of the future.

Artificial Intelligence is no longer “that thing tech people use.” It has become a new way of thinking about work, productivity, decision-making, and even our careers.

If your mindset remains the same, AI will frustrate you. But if your mindset shifts, AI becomes an accelerator.

For HR professionals, this means rethinking:

- How we hire
- How we measure performance
- How we develop teams
- How we build work cultures

AI doesn’t replace HR…
It elevates HR, but only for those willing to evolve their thinking.

A great HR strategy is like cooking a delicious meal- balance is everything.

Too much control? It burns initiative.
Too little structure? It tastes bland.
Too many policies without heart? It leaves a bitter aftertaste.

The art is in knowing how much to add and when.
HR isn’t just about following a recipe; it’s about sensing when the heat is too high, when the culture needs stirring, and when to let things simmer.
Because great HR, like great cooking, is equal parts skill, timing, and heart.

Every tasty meal has a secret sauce- that one thing that makes it stand out.

In HR, that sauce is employee experience.

You can have the best strategy, top talent, and the right tools; but without the right “flavour” of engagement, empathy, and inclusion, the result will still feel flat.

The best HR leaders don’t just cook up policies, they season them with empathy, communication and consistency.

Is your organisation serving a meal that nourishes people or just fills them up?

A successful organisation, like a good meal, depends on having the right ingredients and the right preparation.

A good meal isn’t just about ingredients- it’s about the recipe.

In HR, we often focus on hiring the “best people,” like buying premium ingredients. But even the best ingredients can turn out bland if the recipe is wrong.

The right recipe in HR means:
• Clear values and culture that guide behaviour
• Effective leadership that knows how to blend diverse talents
• Processes that allow each person’s strength to shine

When ingredients (people) and recipe (culture and leadership) work together, the result is a workplace that truly tastes of excellence.

If your organisation were a meal, would people come back for more?

We often assume performance problems are people problems; but more often, they are system problems.

When processes are unclear, communication loops are broken, or accountability is undefined, even your best employees start to struggle.

“Good people fail where structure is missing.”

If you want to build a high-performing team, start by auditing the environment they operate in; the systems, workflows, and leadership behaviours that shape how work gets done.

People do not need constant supervision; they need clarity, consistency, and systems that make excellence possible.

Business growth is not just about adding people, it’s about fixing the systems that drive people.

What’s one system in your business or workplace that needs rethinking?

Happy New Week!





*****on

Emotionally intelligent leaders consistently show evidence of 5 core traits, often linked to Daniel Goleman’s model:

🌱 1. Self Awareness

🧭 Example: You notice you’re tense before a big meeting and take a moment to breathe, rather than snapping at your team.

⚖️ 2. Self Regulation

🔥 Example: Instead of reacting harshly to a mistake, you use it as a learning moment for your team.

💬 3. Motivation

💡 Example: You keep your team motivated through a tough season by reminding them of the bigger vision.

💞 4. Empathy

👂 Example: You sense a team member’s burnout before they say anything and check in privately.

🤝 5. Social Skills

🌟 Example: Even when leading under stress, you maintain respectful relationships and create a positive team culture.

💭 Let's take a quick self-check Quiz (Answer Yes or No)
1. I can identify what I’m feeling in the moment.
2. I stay calm and think clearly under pressure.
3. I seek feedback and use it to grow.
4. I genuinely listen when others talk.
5. I can sense how my words or actions affect people.
6. I handle conflict without damaging relationships.
7. I motivate myself and others with purpose and optimism.

If you answered “yes” to 5 or more, you’re already practicing emotional intelligence, and can continue strengthening it through reflection, empathy, and feedback.