Lead, Employee Relations needed at Ibadan Electricity Distribution Company Plc

Job Description

• The Lead of Employee Relations is responsible for leading and managing all employee relations functions to ensure a harmonious and productive workplace.

Job Responsibilities
Employee Discipline and Compliance:

• Develop, implement, and monitor disciplinary policies and procedures to ensure fairness, consistency, and compliance with Nigerian labour laws and internal policies.
• Advise managers and HRBPs on disciplinary issues, offering guidance on handling complex cases

Compensation and Benefits Management:

• Oversee the design and implementation of competitive compensation and benefits packages to attract and retain top talent.
• Conduct benchmarking and market analysis to ensure that IBEDC’s compensation structures remain competitive.
• Collaborate with the finance team to manage compensation budgets and benefits programs, including health insurance, pensions, and other employee perks.

HR Business Partner Leadershi

• Provide leadership and guidance to HR Business Partners to ensure HR initiatives align with business objectives.
• Support HRBPs in delivering strategic HR support to their assigned coverage areas
• Ensure HRBPs have the tools and training to effectively address HR/employee relations issues.

Employee Records Management:

• Oversee the maintenance of accurate and confidential employee records, ensuring compliance with legal requirements and company policies.
• Implement and manage an effective HR information system for tracking employee data, benefits, training, and other key information.
• Ensure timely and accurate reporting of HR metrics and data to senior management.

Industrial Relations:

• Act as the primary point of contact for unions and employee representatives, fostering positive working relationships and open communication.
• Negotiate collective bargaining agreements, resolve disputes, and manage any potential labour actions.
• Monitor industrial relations trends and provide strategic advice to senior leadership on managing union and employee relationships.

Policy Development and Implementation:

• Develop, update, and enforce employee relations policies that are legally compliant and aligned with the company’s culture and values.
• Conduct training sessions and workshops for managers and employees on HR policies, employment laws, and best practices in employee relations.

Employee Engagement and Retention:

• Develop and implement strategies to improve employee engagement, satisfaction, and retention.
• Organize feedback mechanisms, such as employee surveys and focus groups, to gather insights and identify areas for improvement.
• Implement recognition programs to reward high performance and boost employee morale.
• Planned, organized, and executed HR-related events, webinars, and workshops aimed at employee engagement, professional development, and company culture promotion. Evaluate the effectiveness of HR events and webinars, gathering feedback for continuous improvement.

Culture Change and Organizational Development:

• Lead culture change initiatives to align workplace behavior, attitudes, and practices with IBEDC’s mission, vision, and values.
• Develop and implement strategies to foster a culture of transparency, collaboration, accountability, and continuous improvement.
• Work closely with senior leadership to drive change management processes that enhance employee engagement and performance.
• Conduct employee feedback sessions and surveys to identify areas for cultural improvement and implement necessary changes
• Performs any other duties as requested by the Head of Department.

Job Requirements

• Bachelor’s Degree in Human Resources, Business Administration, Law, or a related field. A Master’s degree is an advantage.
• Minimum of 10 years of experience in Human Resources, with at least 5 years in a senior employee relations role.
• Experience in compensation and benefits, industrial relations, and employee records management.
• Proven track record of leading HRBP teams and handling complex negotiations with labor unions.
• Professional HR certifications (e.g., CIPM, SHRM) are highly desirable. 

Skills & Competencies:
Technical competencies:

• Leave & Medical Administration
• Labour Relations Administration
• Change Management
• Grievance & Disciplinary Management
• Employee Relations Management

Behavioral competencies:

• Communication and Interpersonal Relations
• Supervisory/Managerial Skills
• Problem Solving and Decision Making
• Managing Resources
• Business Focus