Business Development Officer

Sipranda Capital is a CBK regulated financial technology company committed to advancing financial inclusion through innovative earned wage access and financial wellness solutions. We empower employees with greater financial flexibility while helping employers improve workforce well-being and productivity.

Our flagship financial wellness product, Jilipe Sasa, lets employees draw on wages they have already earned before payday. The employee pays an access fee calculated on the amount drawn down, plus a standard processing fee.

Jilipe Sasa reaches employees through their employer. We provide our patented clock-in and clock-out tool, which gives the employer a working time and attendance system and, read against payroll, converts each shift into a daily earnings balance. Employees can draw up to 40% of what they have earned so far in the pay cycle ,instantly disbursed to mobile money.

Role Purpose

The Business Development Officer grows the Jilipe Sasa employer base and builds the partner channels that put the product in front of more employers. You will carry a quarterly target and own your pipeline from first contact to signature: sourcing, qualifying, pitching, negotiating and closing.

Your involvement does not end at the contract. You stay with each account through integration and launch, until employees are registered and using the product.

The role suits someone who can generate their own leads, hold a meeting with an HR Director or a Finance Manager, and keep an honest pipeline. Expect regular travel to client sites around Nairobi and occasional trips in the outskirts.

Key Responsibilities

1. Employer partnerships and new business

1. Build and work a qualified pipeline of employers in our priority segments: manufacturing, retail, BPO, logistics, hospitality, healthcare, agri-processing, SACCOs and mid-sized SMEs.
2. Generate your own leads through direct outreach, industry associations, HR networks, referrals and events. Inbound will not fill your pipeline.
3. Run discovery with HR, Finance and Operations decision-makers, covering payroll cycles, workforce composition, the time and attendance system in use, how staff advances are handled today, and any financial wellness benefit already in place.
4. Write proposals and build commercial models that put a number on the employer's benefit: lower turnover, reduced absenteeism, and payroll admin time recovered from processing ad hoc advances.
5. Present to management teams and, where relevant, to union representatives, who will want to understand why this is a better alternative .
6. Negotiate commercial terms and take contracts through legal review to signature, working with Legal and Compliance on anything non-standard.
7. Hand over to Onboarding with a complete brief on the payroll and attendance integration, and stay accountable for the account until it reaches agreed activation levels.

2. Channel and distribution partnerships

1. Identify and sign partners who can put Jilipe Sasa in front of employers at scale: HR and payroll software vendors, outsourced payroll bureaus, banks, SACCO umbrella bodies, mobile money and telco partners, insurers and employer associations.
2. Build the commercial case for each partnership, including referral or revenue-share structures, and model the employer and employee volumes it should deliver.
3. Scope integration requirements with Product and Engineering, translating what a partner's payroll or attendance platform can and cannot do into requirements the team can act on.
4. Keep signed partners productive: brief and train their sales teams, supply co-branded material, run joint campaigns, and track partner-sourced pipeline against what was agreed.
5. Represent Sipranda Capital at HR and payroll conferences, employer forums, SACCO gatherings and fintech events.

3. Pipeline and commercial management

1. Keep the CRM current. Every account, contact, opportunity and interaction should be recorded well enough that a colleague could pick up the deal tomorrow.
2. Give the Head of Business Development a weekly pipeline update and a monthly forecast showing stage, value, expected close date and what is blocking each deal.
3. Report against monthly and quarterly targets for employers signed, employees onboarded, disbursement volume and revenue.
4. Bring evidence from live deals into pricing, packaging and go-to-market decisions.

4. Market intelligence and product feedback

1. Track what competitors in earned wage access, salary advance and payroll lending are doing on price, positioning and employer terms.
2. Log objections and lost-deal reasons in a form Product and Marketing can act on.
3. Help build case studies, sector-specific collateral, and a set of employers willing to act as references.

5. Compliance and responsible selling

1. Describe Jilipe Sasa accurately. The access fee, the processing fee, the 40% drawdown limit, eligibility and terms are stated plainly in every pitch and every document.
2. Handle employer and employee data in line with the Data Protection Act, 2019 and Sipranda Capital's internal data protection policy.
3. Complete customer due diligence and onboarding documentation to AML and KYC standards.
4. Escalate compliance, conduct or reputational concerns rather than working around them.

Essential

1. A bachelor's degree in business, commerce, marketing, economics, finance or a related field.
2. Three to five years in business development, B2B sales or partnerships, with a record of hitting revenue targets that you can talk through deal by deal.
3. Experience selling to, or working alongside, HR, Finance or payroll decision-makers.
4. A background in financial services, fintech, payments, insurance, SaaS or another consultative B2B environment.
5. Proposals, pitch decks and business cases you wrote yourself and can show us.
6. Practical CRM discipline. You know what a clean pipeline looks like and you maintain one.
7. Fluency in English and Kiswahili.

Desirable

1. Direct experience of earned wage access, salary advance, payroll lending, employee benefits or financial wellness products.
2. Familiarity with Kenyan payroll and HRIS systems, and with mobile money disbursement flows.
3. An existing network among HR practitioners, SACCO leadership or employer associations.
4. Working knowledge of consumer finance rules in Kenya, including the Data Protection Act, 2019.
5. A professional qualification such as CIM, or membership of a relevant professional body.