Retail Non-Life Underwriting team is seeking to recruit a young, self-motivated, and talented staff to join the team as a Non-Life Underwriter. The successful candidate will assist the rest of the team to identify business' needs and implement plans to actualize the organization’s goals.

ROLE COMPLEXITY

• Candidate must be intuitive.
• Assessment of risk from end-to-end.
• Analytical and ability to pay attention to details.

ROLES AND RESPONSIBILITIES

• Preparation of quotations for customers/Agents.
• Processing of incoming mails as they come.
• Develop and maintain strong relationships and credibility with the sales force/agents/direct clients.
• Ensure that all underwriting records and files of clients are updated every time.
• Ensure issuance of certificates to clients as at within the SLA.
• Deliver policy documents within 48 hours.
• Prepare renewal notices 2 months before renewal and deliver to agents/clients within the assigned time.
• Ensure that any policy with a loss ratio above 70% is escalated to higher authorities.
• Ensure compliance with the KYC/CFT requirements of the company in respect of both new and renewal businesses.
• Ensure that Auto/Fire policies within the retail province are sent to survey/inspection team for pre-loss inspection /survey and follow-up until the survey is carried out and risk improvement recommendations communicated to the insured.
• Ensure debit notes are issued and a receipt obtained in respect of all transactions within 48 hours.
• Acknowledge all emails and diarize for follow-up within 2 hours.
• Deliver endorsements in respect of all policy alterations and renewals.
• Any other functions as deemed necessary by the team lead for the unit.

CORE COMPETENCIES

• Excellent verbal and written communication skills
• Must have eyes for details, and must be able to work with little or no supervision.
• Knowledgeable in excel skills.
• Must possess strong underwriting skill in non-life business.
• Excellent inter-personal relationship skill.

FUNCTIONAL COMPETENCIES

• Proficient in the use of Microsoft applications and spreadsheet, Particularly Word, Excel, PowerPoint, and Project and InfoPath.
• Must possess relationship management, analytical & problem-solving skills.

The Location cashier is responsible for collection of all instrument of premium payments, ensure confirmation of payments in Aiico collection account, processing of payments into receipt, manage daily cheque collection register, deposit daily collected cheques in Aiico premium collection account, submit daily location receipting call over, attends to all premium payment inquiries at the location.

ROLE COMPLEXITY

• The Cashier will be responsible for processing of payments receipts, providing excellent customer service to ensure clients have a pleasant experience with Aiico, ensuring all transactions are handled smoothly and accurately.

ROLES AND RESPONSIBILITIES

• The cashier is responsible for the collection of cheque payment.
• He/she is responsible for lodgment of all cheques payments.
• He/she is responsible for the maintenance of location daily cheque register.
• He/she ensure all EFT payment are confirmed before receipting same.
• He/she prepare and submit daily the call over for all POS and Cheques collections.
• He/she ensure daily reconciliation of location receipting general ledgers.
• He/she receipt and allocate premium payment on all debit note for the location.

CORE COMPETENCIES

• Ability to efficiently communicate and interact with clients.
• Ability to respond to basic customer service request and resolve premium payments complaint.
• Ability to work with other team members, providing support to other team members where needed.
• Ability to maintain all company related policies, ethically active.
• Very reliable and possess high integrity key trait.

FUNCTIONAL COMPETENCIES

• Possession of excellent and proficient skill in usage of Microsoft office.
• Possession of strong numerical skill, accuracy at figures.
• Ability to work in a busy environment, coping with extended working hours.
• Ability to multitask and possession of positive altitude to work.
• Excellent time management and proficient in service delivery.

EDUCATION AND EXPERIENCE

• EDUCATION:
  • Bsc/Hnd in Accounting, Business Administration or any Social studies.

RISK SURVEY AND INSPECTION OFFICER TO CARRY OUT PROMPT INSPECTION AND ANALYSIS OF VARIOUS LOW AND MEDIUM RISKS {PROPERTIES/VEHICLES/ASSETS/FIRE/BURGLARY AND OTHER PRODUCT LINES}

ROLE COMPLEXITY

• Prompt inspection of low and medium risks (properties/assets, Fire, engineering and other lines).
• Identify inherent hazards associated with such risks (Private dwellings, offices, shopping complexes and industry risks, etc.).
• Consider and evaluate key risk parameters such as location, construction, hazards, protection, human elements; housekeeping, etc.
• Identify risk and mitigating measures on site.
• Analyze the risks and proffer possible control measures (risk improvement recommendations).
• Determination of the EML of the risk is a key aspect of the assessment.
• Discuss risk improvement recommendations on site with insured’s representative.
• Follow up with implementation of risk improvement recommendations.
• Communicate risk improvement recommendations to the insured/broker.
• Schedule follow-up visits to monitor compliance with RIR.
• Preparing Monthly Pre-loss reports for audit use.
• Processing surveyors bills, Marine Superintending.
• Pre-loss Inspection of Motor Vehicles.
• Any other official job assigned to you.

ROLES AND RESPONSIBILITIES

• RISK SURVEY AND INSPECTION OFFICER THAT WILL CARRY OUT PROMPT INSPECTION AND ANALYSIS OF VARIOUS LOW AND MEDIUM RISKS {PROPERTIES AND VEHICLES}.

CORE COMPETENCIES

• MINIMUM OF HND IN ENGINEERING OR SCIENCE RELATED COURSES.
• MINIMUM OF TWO YEARS RELATED WORKING EXPERIENCES.
• MUST BE A MALE. BELOW 40YEARS.
• GOOD NEGOTIATION AND BARGAINING SKILLS WOULD BE A MAJOR ADVANTAGE
• PROBLEM SOLVING SKILLS AND ABILITY TO MANAGE DIFFICULT CLIENTS.

FUNCTIONAL COMPETENCIES

• MUST BE TECHNICALLY SOUND IN THE AREA OF REPORT WRITING AND ANALYSIS.
• MUST BE READY TO WORK UNDER PRESSURE AND EASILY ADAPT TO SITUATIONAL CHANGES.
• PRESENTABLE, GOOD LOOKING AND MUST BE ABLE TO COMMUNICATE FLUENTLY IN ENGLISH.
• MODERATE INSURANCE PRODUCT KNOWLEDGE.
• ABILITY TO USE BASIC COMPUTER PACKAGES SUCH AS MICROSOFT WORDS, EXCEL, POWERPOINT ETC.

EDUCATION AND EXPERIENCE

• EDUCATION:
  • MINIMUM OF HND.
• PROFESSIONAL QUALIFICATION:
  • ANY PROFESSIONAL CERTIFICATE WOULD BE AN ADDED ADVANTAGE {CIIN, COREN, NIESV, NSE…ETC}.
• EXPERIENCE:
  • MINIMUM OF TWO YEARS RELATED WORKING EXPERIENCE.

We are seeking an experienced IT Support Officer to join our team in Abuja. The successful candidate will provide technical support for our branch's IT systems, hardware, and software, while collaborating with other Departments

ROLES AND RESPONSIBILITIES

• Provide technical support for staff on IT-related issues.
• Install, configure, and maintain computer systems, hardware, and software.
• Monitor and troubleshoot system and network problems.
• Respond to technical queries from staff and provide timely solutions.
• Document incident resolutions and maintain a knowledge base.
• Assist in training employees in using software and hardware.
• Provide technical support for remote workers.
• Escalate issues timely, within the stipulated timeline.
• Send Weekly Reports on the locations.
• Quarterly visits to branches within the region.

CORE COMPETENCIES

• Business Awareness(a fair knowledge).
• Active Directory.
• Servers,Data Center,Storage Devices.
• Knowledge of Virtual Machines.
• IT Service Management.
• Familiarity with industry-specific regulations, such as HIPAA, PCI-DSS, and GDPR, and ensuring IT infrastructure compliance.

FUNCTIONAL COMPETENCIES

• Ability to perform routine maintenance, troubleshooting, and repair of IT infrastructure components.
• Ability to monitor IT infrastructure performance, identify bottlenecks, and optimize resources for improved efficiency.
• Ability to install, configure, and deploy IT infrastructure components, such as servers, storage, and network devices.
• Ability to manage IT services, including incident management, problem management, and change management.
• Ability to maintain accurate documentation and provide reports on IT infrastructure performance and incidents.
• Ability to collaborate with other IT teams and communicate effectively with stakeholders.

EDUCATION AND EXPERIENCE

• EDUCATION:
  • HND or BSC in COmpuuter Science or related fields.
• PROFESSIONAL QUALIFICATION:
  • CompTIA A+ Certification, ITIL Foundation Certification, Cisco Certified Network Professional (CCNP), Microsoft Certified Solutions Expert (MCSE).
• EXPERIENCE:
  • 5 years.

The Senior HR Business Partner (HRBP) is a strategic partner to senior leadership, providing guidance and support in aligning HR strategy with business objectives. The role focuses on driving talent management, workforce planning, employee relations, and organizational development initiatives. As a trusted advisor, the Senior HRBP ensures that the business has the right people, structures, and processes in place to achieve its goals. The Senior HR Business Partner leads and manages the effective and efficient delivery of HR services with best practice and compliant with relevant policies and processes, including providing leadership, coaching and mentoring.

The role requires strategic, operational and project management skills ensuring HR remains an active contributor to the success and goals of your assigned Business segment, business unit and operating units. Utilizing functional experience, flexibility, creativity, and project management skills, assist on special projects and new program development as needed.

ROLES AND RESPONSIBILITIES

• HR STRATEGY AND PLANNING:
  • Partner with senior leadership to align HR transformation initiatives with business strategy and drive organizational success.
  • Provide insights and recommendations on workforce planning, talent acquisition, succession planning, and organizational design.
  • Define HR transformation goals, metrics, and KPIs to measure success.
• TALENT MANAGEMENT AND DEVELOPMENT:
  • Lead initiatives related to talent development, leadership training, coaching and performance management.
  • Support the creation of individual development plans (IDPs) for key talent and high-potential employees.
  • Partner with Learning and Development teams to design and implement programs that develop the leadership pipeline.
• PROCESS OPTIMIZATION AND CHANGE MANAGEMENT:
  • Analyze current HR processes and identify areas for improvement.
  • Design and implement streamlined HR processes, ensuring they are scalable and adaptable.
  • Lead change management efforts, including stakeholder engagement, communication, and training.
• TECHNOLOGY AND SYSTEMS INTEGRATION:
  • Lead the implementation and integration of HR technology platforms (e.g., HCM, ATS, payroll systems).
  • Collaborate with IT and external vendors to ensure smooth technology adoption and minimal disruption.
  • Oversee data migration and ensure data integrity across systems.
• PERFORMANCE MANAGEMENT AND LEADERSHIP COACHING:
  • Collaborate with Learning and Development teams to ensure training programs align with the transformed HR processes.
  • Implement talent management and performance review processes that support a high-performance culture.
  • Provide coaching and mentoring to managers on how to effectively manage performance, set goals, and provide feedback.
  • Work with leadership on succession planning, identifying critical roles and preparing future leaders.
  • Manage the implementation of leadership programs that prepare future leaders for key roles.
• PROJECT MANAGEMENT:
  • Lead cross-functional teams in executing transformation initiatives, ensuring projects are completed on time and within budget.
  • Develop project plans, timelines, and budgets while tracking milestones and deliverables.
• HR ANALYTICS AND REPORTING:
  • Leverage data and analytics to assess trends, identify potential HR issues, and provide actionable insights to the business.
  • Monitor key HR metrics (e.g., turnover, employee engagement, and diversity metrics) and report findings to leadership.
• EMPLOYEE EXPERIENCE ENHANCEMENT:
  • Design initiatives that improve the employee journey to foster an inclusive, diverse, and collaborative workplace culture..
  • Implement tools and practices that improve employee engagement, development, and retention.
• STAKEHOLDER MANAGEMENT:
  • Act as the main point of contact for HR transformation efforts, regularly updating executives and key stakeholders on progress.
  • Gather feedback from all levels of the organization to continuously refine transformation efforts.
• COMPLIANCE AND GOVERNANCE:
  • Ensure that all HR transformation efforts comply with local, national, and international labor laws and regulations.
  • Create and update HR policies and procedures to reflect changes in legislation or company strategy.
  • Implement governance frameworks for ongoing HR process management.

CORE COMPETENCIES

• STRATEGIC THINKING:
  • Ability to align HR transformation efforts with broader business goals.
  • Long-term planning to future-proof HR processes and systems.
• LEADERSHIP AND INFLUENCE:
  • Strong leadership skills to guide cross-functional teams and influence senior stakeholders.
  • Ability to manage and motivate teams through significant organizational change.
• CHANGE MANAGEMENT:
  • Expertise in managing change at all levels of the organization, with a focus on people-centric approaches.
  • High emotional intelligence to manage resistance to change.
• ANALYTICAL AND PROBLEM-SOLVING SKILLS:
  • Ability to analyze complex data, identify key insights, and develop actionable solutions.
  • Skilled in addressing challenges and solving issues related to process improvement.
• COMMUNICATION SKILLS:
  • Excellent verbal and written communication to present ideas, reports, and findings to various stakeholders.
  • Skilled in negotiation and diplomacy, ensuring buy-in from all levels of the organization.
• COLLABORATION AND TEAMWORK:
  • Strong collaboration with different business functions to ensure smooth HR transformation.
  • Ability to build strong relationships with key stakeholders and partners.

FUNCTIONAL COMPETENCIES

• HR EXPERTISE:
  • In-depth knowledge of HR functions such as talent acquisition, compensation and benefits, employee relations, performance management, and employee development.
  • Familiarity with HR compliance, employment law, and labor regulations.
  • Understanding of the HR lifecycle and ability to align HR programs with the business's needs.
• TALENT MANAGEMENT AND LEADERSHIP DEVELOPMENT:
  • Proven experience in leading talent review processes, succession planning, and leadership development programs.
  • Expertise in assessing organizational needs and designing tailored talent management initiatives.
• HR TECHNOLOGY AND SYSTEMS:
  • Strong knowledge of HR technology platforms like HCM, ATS, and payroll systems.
  • Experience in implementing or upgrading HR systems.
• PROJECT MANAGEMENT:
  • Expertise in project management methodologies (e.g., Agile, Waterfall) and tools (e.g., Jira, Asana, MS Project).
  • Strong understanding of resource management, risk mitigation, and issue resolution.
• DATA ANALYTICS AND REPORTING:
  • Ability to analyze HR data to inform decision-making and track performance metrics.
  • Proficiency with data visualization tools (e.g., Power BI, Tableau).
• BUSINESS ACUMEN:
  • Deep understanding of the business's operational and financial goals and how HR contributes to achieving them.
  • Ability to drive cost-effective transformation initiatives.
• CHANGE LEADERSHIP:
  • Skilled in leading organizational transformation through culture shifts and mindset changes.
  • Ability to implement and sustain long-term changes in HR practices.

EDUCATION AND EXPERIENCE

• EDUCATION:
  • Bachelor’s degree or Master's degree in HR, Business Administration, Organizational Development, or a related field.
• PROFESSIONAL QUALIFICATION:
  • Related Professional certification is mandatory.
• EXPERIENCE:
  • 7-10 years of experience in HR management, including HR transformation, HRBP or change management roles.
  • Proven experience in leading talent review processes, succession planning, and leadership development programs.