Role Summary

• To be responsible for HR functions such as Talent acquisition, Compensation & Benefits, Research & Policy development, Learning & Development Management, employee relationship management, preparation of correspondence and all HR administrative operations.

Key Responsibilities
Talent Acquisition

• Responsible for supporting the development and implementation of the talent management programs and initiatives.
• Lead the recruitment and on-boarding process aligned with on-going need and goals of the organization and best practices
• Develop and implement a recruitment strategy, job posting optimization, recruitment marketing, digital employment marketing and comprehensive recruitment campaign planning
• Work closely with job candidates, corporate recruiters, and external recruitment agencies and hiring managers to facilitate and support the recruitment and hiring process.
• Drive the recruitment process and lifecycle, including sourcing candidates, conducting initial assessments, line interviews and offers as well as coordinating the mobilization and onboarding process.
• Establish and report on talent management metrics including cost per hire, retention, success results as measured by position metrics
• Assist the Head, Human Resources in shaping the Human Resource Department as a centre of excellence for talent management design and process improvement. Actively participate in process improvement activities in meeting this goal.
• This includes open communication at all levels, providing feedback, and presenting new ideas for improving Talent Management processes and programs.
• Employee Engagement – Develop overall engagement strategy/plan using employee feedback (e.g. employee surveys, focus groups, etc. Lead complex employee relations issues.
• Undertake research in subject matter and develop applicable policies for the Talent Management Function

Performance Management

• Ensure employee compliance with all performance management processes (annual performance review process, goal setting, probationary reviews, employee development planning), working with the Head of HR to ensure consistency of quality in appraisal documentation.
• Collate and analyze results of performance evaluation exercises
• Track process of all administrative changes (transfers, promotions, terminations) processes involving the review and approval of management
• Provide on-going support to Line Managers in the implementation of Performance Improvement Plans.

Compensation and Benefits

• Prepare Monthly Payroll and other benefits such as leave allowance, passage, 13th month, retention bonus, medicals, performance incentives to employees as at when due
• Maintain employee confidence and protect payroll operations by keeping information confidential
• Implement and administer performance incentive plan programs
• Conduct periodic payroll reviews, and audits
• Update payroll records on the ERP by reviewing and rectifying changes in payroll, insurance coverage, savings deductions, job titles, and department/ division transfers etc.
• Oversee Employee Absence Management and leave administration

Learning and Development

• Develop and implement Learning and Development strategy and framework to guide the development and growth of employees
• Design an organization wide strategy and plans to meet learning and development needs, and manage training delivery, measurement and follow-up as necessary
• Design training courses and programmes necessary to meet training needs, where applicable manage this activity via external providers
• Gather and analyze data on pre- and post-training feedback/survey and prepare analytics for HR Reports
• Maintain Learning and Development spending against the HR Training budge
• Monitor and report on activities, costs, performance, etc. as required
• Develop, review and maintain Learning and Development policies, guidelines, procedures and Standard Operating Procedures (SOPs)
• Responsible for conducting regular research and liaising with professionals across various industries to ensure Learning and Development best practices in the organization

Other responsibilities

• Research, develop and review HR Polices and advise on best practices
• Support the development of a robust HR strategy in support of corporate objectives whilst embedding a continuous improvement culture around HR service delivery.
• Responsible for Disciplinary Management develop and design the policies, process and framework. Coordinate hearings, generate reports and communicate effectively with all key stakeholders.
• Program/Project Management – Understand and apply program/project management methods and processes to define, plan, cost, resource, track, and measure programs and projects designed to improve performance in support of business requirements.
• Perform other HR related duties as may be assigned from time to time

Competency and Skills Requirements

• Strong understanding of HR processes and data
• Knowledge of Nigerian Labor Laws and other statutory laws
• Ability to manage multiple projects in a fast paced and deadline driven environment
• Ability to maintain a high level of confidentiality in handling sensitive information
• Extensive knowledge of MS Office tools.
• Excellent problem-solving skills
• Open-minded with the ability to follow instructions and deliver quality results
• Ability to build and cultivate relationships with a wide variety of internal and external stakeholders
• Very good communication skills written, oral and interpersonal skill.
• Strong interpersonal and communication skills.
• Attention to details.
• Ability to work under pressure.
• Strong organizational skills
• HR Analytics, Dashboard Management, Strategic and high level data, trend analysis

Minimum Qualifications

• Bachelor’s Degree in Social Management Science disciplines or any related discipline.
• Minimum of 5-7 years of HR generalist experience
• Membership of a professional body – CIPM, CIPD, SHRM, etc is an advantage