Job Description

• Recruitment and Staffing: Coordinate the recruitment and hiring process, including posting job openings, reviewing resumes, conducting interviews, and extending job offers. Collaborate with hiring managers to identify staffing needs and develop effective recruitment strategies.
• Onboarding and Orientation: Facilitate the onboarding process for new employees, including conducting orientation sessions, explaining company policies and procedures, and assisting with paperwork completion. Ensure that new hires have a smooth transition into their roles.
• Employee Relations: Serve as a point of contact for employee inquiries, concerns, and grievances. Mediate conflicts and disputes between employees and managers, and provide guidance on conflict resolution and workplace issues.
• Performance Management: Develop and implement performance management processes, including goal setting, performance evaluations, and feedback sessions. Provide coaching and support to managers and employees to improve performance and achieve business objectives.
• Training and Development: Coordinate training and development initiatives to enhance employee skills and competencies. Identify training needs, develop training programs, and facilitate training sessions on topics such as leadership development, diversity and inclusion, and compliance training.
• Compensation and Benefits Administration: Administer employee compensation and benefits programs, including salary administration, incentive plans, and employee benefits enrollment. Ensure compliance with legal requirements and industry standards.
• Employee Engagement and Retention: Develop and implement initiatives to promote employee engagement, satisfaction, and retention. Conduct employee surveys, analyze feedback, and develop action plans to address areas of concern and improve employee morale.
• HR Policies and Compliance: Develop, implement, and enforce HR policies, procedures, and practices to ensure compliance with employment laws and regulations. Stay abreast of changes in employment legislation and advise management on legal requirements and best practices.
• HR Information Systems (HRIS): Maintain and update HRIS databases to ensure accuracy and completeness of employee records. Generate reports and analyze HR data to support decision-making and strategic planning.
• Workforce Planning and Talent Management: Partner with senior management to develop workforce plans and talent management strategies that align with organizational goals. Identify talent gaps, succession planning needs, and workforce trends to support long-term business objectives.
• Employee Wellness and Work-Life Balance: Implement initiatives to support employee wellness, work-life balance, and employee well-being. Offer resources and programs such as employee assistance programs, wellness seminars, and flexible work arrangements.
• HR Metrics and Analytics: Track and analyze HR metrics and key performance indicators (KPIs) to measure HR effectiveness and identify areas for improvement. Use data insights to drive decision-making and continuous improvement in HR processes and practices.
• Overall, HR professionals play a vital role in supporting the organization’s most valuable asset – its people. They must possess strong interpersonal skills, problem-solving abilities, and a solid understanding of HR principles and practices to effectively manage the diverse needs of employees and contribute to the overall success of the organization.

Job Requirements

• Candidates should possess minimum of HND / B.Sc Degrees with 2 – 6 years relevant work experience.