The Future of Human Resources

Idris is an HR professional who genuinely cares about making workplaces better. With 5 years of experience in finance, FMCG, and logistics, he brings a unique perspective to his role at Chipper Cash as the African People Operations Specialist. Idris is passionate about helping companies find and keep great employees. This is his story and his insightful perspective on the future of human resources.

Can you share your journey and experiences that led you to your role as the People Operations Specialist at Chipper Cash?

My journey is quite interesting. Initially, I studied physics education at the University of Lagos and started teaching in schools after graduation. However, the salary was very low, around 20,000 Naira per month. A friend suggested I move to Lagos State for better opportunities, which I did. 

I started as an HR intern at Opay, this marked the beginning of my HR career. Within a month, due to hard work, I quickly advanced. Networking on LinkedIn played a crucial role in my career progression. I got certified with HRCI and posted about it on LinkedIn, which led to multiple companies reaching out to me. Although some opportunities didn’t work out, I kept building my LinkedIn profile.

Eventually, an outsourcing firm contacted me for a role as an office admin and people operations specialist. Given my experience in compensation and benefits at Opay for about 4,000 employees, I was well-prepared for the new role. After the interview process, they were impressed with my skills and offered me the position.

At Chipper Cash, I handle the entire employee lifecycle, from onboarding to offboarding, payroll management, benefits, insurance, policy creation, and HRIS management. Essentially, I manage all HR-related tasks for Chipper Nigeria. 

Given your extensive experience, what strategies have you found effective in attracting top talent?

1. Track Record of CEO/Company: 

One of the key strategies I find effective in attracting top talent is thoroughly assessing the company’s and its leadership’s track record. When top talents are considering new opportunities, they often look at past successes and the credibility of the company and its leaders. This provides assurance that the organization is stable and has a clear vision for the future. Highlighting the achievements of your founders and the strength of your investors can significantly boost your attractiveness to potential employees.

When I decided to join Chipper Cash, I evaluated several factors: the track record of the company, the investors, the CEO and the co-founders. Additionally, I considered the company’s mission and values.

Elite employees are driven by more than just a paycheck; they want to work for companies that have a purpose and make a positive impact on the world. Some sustainable development companies may offer lower salaries due to limited funding, but they attract passionate individuals driven by impact. Emphasizing your company’s mission and how employees contribute to it can be a powerful tool in your recruitment strategy.

2. Employer Branding: 

Companies like Google, Microsoft, and Meta are highly desirable workplaces largely because of how they brand themselves online. These tech giants have positioned themselves as organizations that offer the flexibility to work from anywhere in the world. 

The demand for remote jobs is especially high among women, who make up a significant portion of the global workforce. Many women are seeking remote work opportunities that provide better work-life balance. By promoting remote and hybrid work options, companies can attract a larger and more diverse pool of top talent.

3. Compensation and Benefits: 

Professional growth, career progression, and attractive compensation packages are key reasons why employees stay with or leave an organization. Companies that excel in providing these will have a higher retention rate.

What emerging trends do you see shaping the whole hiring and recruiting landscape?

AI will disrupt the workforce and change the way we hire and recruit. However, it’s important to recognize that AI will also enhance these processes. The impact of AI largely depends on how we use it, rather than focusing solely on potential negative effects. 

For example, candidates are now using AI co-pilots during interviews. These AI tools can transcribe conversations in real time and provide candidates with instant answers to interview questions. This raises new challenges, such as determining how to assess the authenticity and capabilities of candidates when AI assistance is involved. The key will be to develop strategies to hire the best talent, even in an AI-enhanced environment.

I support AI because it significantly improves productivity. Recruiters can also use AI to document and streamline the interview process.

As AI continues to evolve, it will create new job opportunities while transforming existing ones. We might also see new recruitment tools designed to detect and manage the use of AI by candidates. The long-term focus should be on continuous learning and adapting to new trends to improve productivity. 

How do you personally stay informed about the latest trends and best practices in HR? What resources would you recommend to others?

1. LinkedIn Engagement: I’m very active on LinkedIn. I follow thought leaders and read their articles daily. Engaging with their posts by commenting not only helps me stay updated but also builds connections for future interactions.

2. Attending Industry Events: Whenever possible, I participate in these events to network and gain new perspectives from peers in the field. 

3. Online Communities:  Communities such as HR and tech groups, are great for collaboration and staying informed about new policy changes and industry updates. If I have questions or need advice, I can rely on these groups for support.

4. Global Channels: Being part of international Slack channels helps me understand HR practices on a global scale, which is essential as I work in a global organization. Knowing how things are done in different regions, such as the US, UK, and Canada, enables me to discuss various processes knowledgeably, even if I haven’t directly experienced them.

5. Upskilling: Pursuing certifications and additional training is also vital. These programs keep me informed about the latest developments and best practices in HR.

There’s this controversial question: “Is HR truly your friend?” What’s your take on that?

First, it’s important to understand that HR professionals are employees too. There’s a common misconception that HR always prioritizes the company’s best interests over the employees’. In reality, HR’s role is to mediate between the company and its employees. So, is HR your friend? Yes, in many ways, HR can be your friend.

From a corporate perspective, if you don’t have HR as an ally, you might make career mistakes that you could regret later. It’s beneficial to have either your company’s HR as a friend or to know HR professionals from other organizations. 

A few days ago, someone reached out to me because they didn’t receive their full salary after resigning on the 19th of the month. They sought my advice, and I explained the concept of notice periods and final salary payments. This situation highlighted how having an HR friend can help you navigate workplace complexities.

Throughout my career, I’ve assisted employees in advancing career-wise and connecting them with other HR professionals. Having HR friends will impact your career positively. They can provide insights, advice and opportunities that you might not have access to otherwise. 

However, it’s crucial to maintain a genuine and respectful relationship. While HR can help you navigate your career, they are also knowledgeable about company policies and can see through attempts to outsmart the system. So, yes, having HR as a friend is beneficial, both within and outside your organization, but ensure the relationship is built on mutual respect and trust.

Throughout your career, what are some key lessons that you’ve learned that have shaped your approach to people, especially considering your role in career coaching and daily interactions with people?

This is a very interesting question. 

1. One of the key lessons I’ve learned in my experience is to start from where you are and focus on your growth, rather than comparing yourself to others. When I began my career, I noticed people earning significantly more than I was, which could have been discouraging. However, a mentor advised me to focus on developing my skills and gaining certifications instead of comparing salaries. 

2. Recognize your own value and understand that there are organizations that will appreciate and reward your worth. Sometimes, you may encounter colleagues who earn significantly more but contribute less. It’s essential to know your value and seek out opportunities where your contributions are fully recognized and compensated.

3. Additionally, having strong communication skills is vital. It’s not just about the number of tasks you complete but the strategic impact of your work. Effective communication can set you apart, as it allows you to articulate your ideas clearly and position yourself as a valuable asset to the organization. There will always be people who are less knowledgeable but more outspoken their ability to communicate well often propels them to higher positions.

4. Don’t underestimate the power of networking and having advocates within your organization. Building relationships with colleagues who can vouch for your work can significantly impact your career progression. 

5. Finally, don’t be afraid to highlight your achievements. Many times, we downplay our successes, thinking they are not significant. However, it’s important to share your accomplishments confidently, as this helps others recognize your contributions and opens up more opportunities for you.

What advice would you give to HR professionals looking to improve their hiring practices and support employee growth?

My advice would be to conduct a thorough evaluation of your current practices. Understanding where you are now will help you use data to see where you’re headed. 

Additionally, it’s crucial to consult with professionals who have a broad client base and can provide you with valuable perspectives and strategies. Personally, when I face challenges, I reach out to mentors and colleagues who are more experienced. Learning from others can provide new solutions and accelerate problem-solving. So, my key advice is to seek different perspectives from consultants, coaches, mentors, or specialists in the field.

To support employee growth, utilize the vast resources available online. Engage with thought leaders, observe what other successful companies are doing, and implement similar strategies. Retaining talent is critical since the cost of replacing employees can be two to three times higher than investing in their development. Therefore, focus on keeping your talent within the organization by continuously improving your practices and learning from the best in the industry.

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