HR and People - RASCI View¶
The HR and People function at Simpaisa supports organisational growth, talent acquisition, and workforce planning across all operating markets. HR does not hold a primary Accountable designation in the core RASCI process matrices (which focus on payment operations, compliance, and technology), but plays a critical Supportive role in new market entry and a direct Responsible role in local team hiring.
The COO is Accountable for people decisions in new market entry. Country Heads (CH-PK, CH-BDNP) are Responsible for local hiring in their markets. HR and People functions enable these processes by managing recruitment pipelines, employment contracts, visa and work permit requirements, and onboarding programmes.
Primary Processes¶
7.12 New Market Entry - Local Team Hiring¶
The COO is Accountable for hiring the local leadership team when entering a new market. Country Heads are Responsible for identifying and recruiting local talent. HR supports this process with recruitment processes, employment law compliance, and compensation benchmarking.
Process Flow
Role Key
| Abbreviation | Full Role |
|---|---|
| CEO | Chief Executive Officer |
| COO | Chief Operating Officer |
| CPO | Chief Product Officer |
| CFO | Chief Financial Officer |
| CRO | Chief Revenue Officer |
| CISO | Chief Information Security Officer |
| GH-RA | Global Head Regulatory Affairs |
| CH-PK | Country Head Pakistan |
| CH-BDNP | Country Head Bangladesh/Nepal |
| H-Legal | Head of Legal |
| H-Treas | Head of Treasury |
| Comp.An | Compliance/Regulatory Analyst |
| PCP | Payment Channel Partnerships |
| PMO | PMO Manager |
| Int.Lead | Integration Lead |
| Process Step | CEO | COO | CPO | CFO | CRO | CISO | GH-RA | CH-PK | CH-BDNP | H-Legal | H-Treas | Comp.An | PCP | PMO | Int.Lead |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 1. Market assessment | A | C | R | C | C | - | R | C | C | - | C | S | S | S | - |
| 2. Entity incorporation | C | C | - | C | - | - | S | - | - | A | S | - | - | S | - |
| 3. Licence application preparation | C | C | I | C | C | - | A | S | S | R | S | R | - | S | - |
| 4. Regulatory submission | I | I | - | I | C | - | A | S | S | R | - | R | - | S | - |
| 5. Local team hiring | C | A | - | C | - | - | C | R | R | C | - | - | - | S | - |
| 6. Banking relationships | C | C | - | A | C | - | C | S | S | C | R | - | - | S | - |
| 7. Payment channel integration | - | C | C | - | - | C | I | S | S | - | - | - | R | S | A |
| 8. Compliance setup | - | C | - | - | C | C | A | R | R | S | - | R | - | S | - |
| 9. Go-live | A | R | R | C | C | C | C | R | R | C | C | C | S | S | S |
Scope of HR and People Responsibilities¶
While HR does not appear as a named role in the RASCI matrices (which focus on operational and regulatory processes), the function is responsible for enabling every process through:
Workforce Planning¶
| Activity | Frequency | Accountable |
|---|---|---|
| Headcount planning by function | Annual (Q4 for next FY) | COO |
| Role design and job description sign-off | As required | Functional Head |
| Compensation benchmarking | Annual | CFO / COO |
| Succession planning for critical roles | Bi-annual | CEO / COO |
Talent Acquisition¶
Process Flow
| Activity | Frequency | Accountable |
|---|---|---|
| Recruitment for technical roles (Engineering, DevOps, SQA) | Ongoing | CTO |
| Recruitment for compliance and regulatory roles | Ongoing | GH-RA |
| Recruitment for country-level operations | New market entry | COO / CH |
| Contractor and vendor staffing (outside 7.15) | As required | COO |
Employee Lifecycle¶
Process Flow
| Activity | Frequency | Accountable |
|---|---|---|
| Onboarding programme delivery | Each new hire | COO |
| Performance review cycle | Annual (bi-annual for new joiners) | Functional Heads |
| Learning and development planning | Annual | COO |
| Offboarding and exit management | As required | COO |
Compliance and Regulatory¶
| Activity | Frequency | Accountable |
|---|---|---|
| Employment law compliance (per market) | Ongoing | COO / H-Legal |
| Work permit and visa management (UAE, PK, BD, NP) | As required | COO |
| Data protection training (GDPR / PDPA alignment) | Annual | CISO / COO |
| Background screening for regulated roles | Each hire | CISO / Comp.An |
Supporting Role Summary¶
HR and People support the following RASCI-governed processes:
| Process | Domain Owner | HR and People Role |
|---|---|---|
| 7.2 Merchant Onboarding | Payments | Indirect: Integration Leads and PMs who execute onboarding are HR-resourced |
| 7.7 White-Label Wallet Provisioning | Product | Client success and integration team resourcing |
| 7.12 New Market Entry | CEO / Regulatory | S on local team hiring (COO-led); provides employment law advice and recruitment support |
| 7.13 Product Development | Product | Resources the PM, Princ.Arch, Int.Lead, DevOps.L, and SQA roles that appear in the RASCI |
| 7.16 Technology Change Management | Technology | Ensures adequate staffing for CAB, SQA, and DevOps roles at release time |