ABOUT HUGO

Hugo Technologies, Inc. (“Hugo”) is committed to nurturing the best of Africa’s young talent. We build and manage remote teams across Africa for some of the world’s largest technology and media companies. We specialize in omnichannel customer support, digital and AI operations, and trust and safety solutions.

Our “Why?” is simple. Outsourcing generates billions in income and opportunities globally, but less than 2% reaches African communities. We’re changing that. By winning a share of the multi-billion dollar global BPO market for Africa, we are investing in a brighter future for the continent.

As a company, we’re obsessed with excellence. We ask smart questions to build a thorough understanding of our client's needs; then pour ourselves into delivering not just great work, but also a perfect user experience so that we stand out in what is a very crowded market.

The only commitment greater than the one we have to our clients is the one we have to our community. We are dedicated to carving out a place in the digital economy for young Africans, and we work tirelessly to equip them with the skills needed to build meaningful careers.

WHAT YOU’LL BE DOING

This role is critical to stabilizing and scaling Hugo’s Corporate compensation and people decision-making. You will own Total Rewards governance and People Analytics for the Corporate organization, ensuring we have clear rules, strong data, and consistent processes for offers, pay decisions, and progression.

You will reduce compensation exceptions, improve internal equity, and create simple, defensible frameworks that help leaders make fast, fair decisions.

This is a hands-on role with high visibility and strong cross-functional partnerships with Talent Acquisition, Finance, and the People Operations team.

RESPONSIBILITIES

TOTAL REWARDS GOVERNANCE (OFFERS, PAY, EQUITY)

• Own and maintain compensation governance for Corporate roles, including pay bands usage, offer guardrails, and exception handling.

• Partner with Talent Acquisition to implement a structured offer process, including compensation checks prior to sending offers and clear approval paths for exceptions.

• Build and manage an “exceptions log” with root-cause analysis, trends, and remediation actions to reduce repeat exceptions.

• Conduct internal equity and compression reviews, flagging risks and proposing adjustment approaches with clear rationale and prioritization.

• Support leadership decisions on salary adjustments, promotions, progression changes, and COLA processes with consistent rules and documentation.

• Create and maintain compensation documentation, templates, and decision records that are audit-ready and easy to understand.
  

JOB LEVELING AND PROGRESSION SUPPORT

• Maintain alignment between job levels, bands, and progression decisions in partnership with the People Lead and People Partners.

• Support the evolution of job architecture and role leveling by ensuring it is operationally usable, measurable, and consistently applied.

• Define and manage the mechanics of promotions and pay changes (inputs, review process, approvals, communication templates).

PEOPLE ANALYTICS AND REPORTING

• Build and maintain core People dashboards for Corporate, including headcount, attrition, comp distribution, range penetration, equity flags, and exceptions.

• Ensure clean, reliable People data across systems (Zoho and shared trackers), partnering with People Ops on data hygiene and process adherence.

• Provide monthly insights to leadership on compensation health, budget impact, and key workforce trends.

CROSS-FUNCTIONAL PARTNERSHIPS (FINANCE, TA, PEOPLE OPS)

• Partner with Finance to strengthen payroll inputs governance, ensuring People decisions are accurate, documented, and executed correctly.

• Partner with TA to standardize offer letters inputs, approval workflows, and turnaround times.

• Collaborate with People Operations to embed compensation workflows into Zoho Helpdesk and operating routines.

WHAT QUALIFICATIONS YOU’LL NEED

• Bachelor’s degree in Human Resources, Finance, Economics, Business Administration, Statistics, or a related field.

• 5-8 years of experience in Total Rewards, Compensation, People Analytics, HR Operations, or a closely related role, with clear ownership of compensation processes.

• Strong Excel/Google Sheets capability, including building structured trackers, audit trails, and dashboards.

• Demonstrated experience implementing compensation governance such as bands usage, approvals, and exception management.

• Strong analytical skills with the ability to translate data into clear decisions and recommendations.

• Confidence working with senior stakeholders and influencing decisions with clarity and structure.

• High discretion and strong judgment when handling confidential compensation information.

• Strong written and verbal communication skills with the ability to simplify complex topics for non-HR audiences.

Preferred Background:

• Experience supporting compensation decisions in a fast-paced, high-growth environment with frequent hiring.

• Familiarity with Nigerian payroll inputs, statutory deductions, and how HR decisions translate into payroll execution (partnership with Finance).

• Experience with HRIS and ticketing/helpdesk workflows (Zoho People is a plus).

• Exposure to job leveling frameworks and progression systems.

• Comfortable operating in ambiguity and creating structure where processes are not yet mature.

WHAT WE PROVIDE

Hugo offers a hybrid work environment that balances employee flexibility with a collegial, fun office culture. We pride ourselves on offering a dynamic environment where ambitious professionals can make a measurable impact and accelerate their career. Our compensation and benefits are highly competitive.

PRIVACY STATEMENT

Any information you submit to Hugo as part of your application will be processed in accordance with Hugo’s Privacy Policy.

EQUAL OPPORTUNITY STATEMENT

Diversity, equity and inclusion are part of our DNA. Promoting and, where possible, improving diversity, equity and inclusion are a value-based and commercial necessity. We are an equal opportunity employer and welcome applications from all qualified individuals, regardless of race, sex, gender identify, sexual orientation, neurodiversity, disability, or any other legally protected status