Head, Innovation Hubs

Moniepoint Inc. is Africa’s all-in-one financial platform, helping 20 million businesses and individuals access seamless payments, banking, credit, cross-border, and business management tools each month. 

As Nigeria’s largest merchant acquirer, we power most of the country’s point-of-sale (POS) transactions. Through our subsidiaries, Moniepoint Inc. processes over $250 billion in digital payment transaction value annually.

Moniepoint is building innovation hubs at three of Nigeria’s leading universities: Obafemi Awolowo University (OAU), University of Nigeria, Nsukka (UNN), and Ahmadu Bello University (ABU). Each hub is a cross-disciplinary platform, open to students from every faculty. The model is cohort-based, industry-connected, and built to produce technical talent ready for the job market, across software engineering, AI, product, data science, robotics, and design. The hubs train students in applied technical skills, connect them to working engineers, product leaders, and founders, and provide a path into industry at Moniepoint, at other technology companies, or through ventures of their own.

This is a building role. The hubs are entering their operating phase, and you will own the design of how they run and the teams that run them.

• →Programme design. You will design the operating model for all three hubs from the ground up: how cohorts are structured, how learning is sequenced, what “job market-ready” means at each level, and how graduates are assessed and certified. This is not adapting someone else’s playbook. It is writing one.
• →University relationships. You will be the primary relationship owner with the Vice-Chancellors, deans, faculty leads, and student bodies at OAU, UNN, and ABU. These are institutional relationships that require both strategic seniority and sustained presence.
• →Cross-faculty engagement. The hubs are not engineering faculty initiatives. They are open to students across every faculty: engineering, sciences, humanities, business, design. You will design the engagement model that brings students from across each university into the hub and keeps them in it through the full cohort.
• →Industry and mentorship pipeline. The hubs derive their value from the connection between classroom and industry. You will build and manage the network of engineers, product leaders, and founders, inside Moniepoint and beyond, who mentor, assess, and hire from the hubs.
• →Facilitators and standard.  You will design the facilitator model, recruit the people who teach and assess, and own the standard those facilitators hold the cohort to. A single standard across all three hubs is non-negotiable; how it's delivered locally is yours to design.
• →Infrastructure and operations. You will own the physical footprint of each hub, whether that means a buildout from scratch or working within an existing campus structure, and manage the timelines, vendor relationships, and hub-level budgets across three sites. You will define the staffing model for each hub and recruit the on-ground team that runs them day to day.
• →Outcomes and accountability. You will set and own the metrics: graduate output, job placement, programme completion, cohort quality, employer satisfaction.
• →Pipeline integration. The hubs are upstream of Moniepoint Academy and other talent programmes. You will design the connective tissue between hub graduates and Moniepoint’s internal pathways, so the strongest talent has a clear next step.

• 10+ years of experience overall, with at least 5 in leadership roles owning programmes, teams, and budgets end to end.
• You have built or led a technical training or workforce development programme at scale, ideally across multiple sites. You have taken something from zero to one - designed the model, hired the team, and held the standard yourself.
• You have held institutional relationships at senior level across universities, government bodies, and industry partners. You know how to navigate Nigerian university administration, or you have done it elsewhere and can credibly do it here. You have hired and managed technical educators, and you know what separates someone who can teach from someone who can teach to a standard.
• You understand what good engineering education looks like and what employers in software, AI, product, and data science actually hire for. You don't need to write code, but you need the technical fluency to design a programme that produces hireable engineers, not credentialed graduates.
• You are rigorous about outcomes and impatient with programmes that look good in announcements but cannot prove what they produce.
• Experience in edtech, developer education, university-industry partnerships, or workforce development is a strong signal. Building something from scratch and owning it through to measurable outcomes is essential.

• Year one. Operating model live across all three hubs. Cohorts running on a common standard. The facilitator team hired and held to the same expectations regardless of site. First graduate cohort exited, with a clear placement record into Moniepoint and into industry.
• Year two. The hubs are recognised within Nigeria as the most credible cross-disciplinary technical training environment available to undergraduates. Employers, including Moniepoint, actively hire from the hubs. Cohort demand outstrips supply.
• Year three. Hubs producing technical talent into Moniepoint at a cost-per-hire that justifies the investment, and into the wider industry at a scale and quality that defines what a corporate-funded university programme can look like in Nigeria. Model documented and ready to expand if leadership chooses.

• The opportunity to shape one of the most consequential talent infrastructure investments in Nigerian technology. 
• A dynamic, diverse, and collaborative environment where every team member's voice is recognised and valued. 
• Continuous learning and career growth opportunities. 
• Competitive salary, individual performance bonuses, and firmwide performance bonus.
• Company-covered health insurance plans. Pension plans.

• A preliminary conversation with one of our recruiters.
• An interview with the hiring manager, our Head of Corporate Affairs.
• A case study or written exercise on operating model design for the hubs.
• An interview with our Group COO.
• A final conversation with our CEO.