Job Objective
The pri ma ry purpose of the job
This position aims to develop and implement human resources strategies, manage employee relations, oversee talent acquisition and development, and ensure compliance with labour laws and company policies.
The Head of HR oversees the human resources and administration functions of the organisation and will ensure overall efficient and effective operations to strengthen business performance and support the attainment of corporate goals , also guides the HR team and collaborates with senior management to align HR practices with organisational goals.
Principal Accountabilities and Responsibilities
This job is expected to perform strategic and operational tasks and responsibilities, as well as the results to be achieved.
Responsibilities
Strategic Human Resource Management
Policy and Strategy – develop strategies, policies and processes for recruiting, retaining and managing staff to ensure diversity and equal opportunity for all.
Develop, implement and regularly update HR strategy and operation plan.
Formulate, implement and update human resource policies and procedures , including recruitment and selection, termination, salary structure and benefits, performance management, employee relations , etc ; and
Maintain awareness and knowledge of contemporary HR practices and provide suitable interpretation to management and staff.
Employee Resourcing : E nsure to recruit and retain a quality workforce that receives appropriate training and remains motivated to deliver high-quality services.
Analyse the need for new positions or review existing positions and plan recruitment on an annual and quarter ly basis for new / vacant positions.
Prepare job descriptions and personnel specifications and update them regular ly .
Lead the recruitment process and provide professional support and advice to line managers and departmental heads on best - practice recruitment and selection, interviewing , and contract negotiation techniques.
Provide professional support and advice to line managers on staff orientation and probation processes.
Keep c u rren t with employment legislation and ensure line managers are effectively briefed on relevant changes.
Anticipate future staffing requirements r e ga r ding numbers, skill levels and competencies, and formulate and implement short, medium and longer - term strategies to meet those requirements.
Prepare succession plan for critical positions
Monitor the age profile of the workforce and develop a n age strategy that recognises the contribution of older workers and encourages young people to enter and remain in employment , as they represent the organi s ation 's future .
Examine ways to market as an employer more effectively to young people by developing links with educational institutes and creating young professional training programs.
Human Resource Management Information System (HRMIS) - develop, implement and regularly update Human Resource Management Information System (HRMIS) for timely retrieval of employee information and regular analysis and reporting on :
Staff turnover and wastage analysis
Sickness absence
Recruitment M onitoring
Staff skills audits
Attendance
Human Resource Development (HRD) provi de s staff with learning, development , and training opportunities to improve individual, team , and organi s ational performance.
Identify training and development needs and ensure all training and development programs are based on an understanding of what needs to be done and why it needs to be done.
Develop competency frameworks w it h l i ne managers t h at can be used for management development.
In conjunction with the line manager, plan / prepare a strategy and supporting plan to meet ongoing training and development needs.
Organized training programmes to meet training and development needs; and identified , select ed and manage d external training and accreditation bodies, agencies and providers necessary to deliver required training to appropriate standards.
Performance Management – develop a consistent corporate approach to performance management and ensure that the organisation can drive maximum benefit from the process by working efficiently and effectively.
In consultation with line man a gers, define / set the purpose of each role, key result areas / principal accountabilities, required competencies, development of performance objectives, performance standards, performance measurement criteria, performance development plans (PDPs) and employee development programs.
Provide support and advice to line managers in conducting performance reviews.
Ensure the regular performance review of each employee and maintenance of performance review record.
Salary and Benefits – explore modern and flexible salary and conditions of employment to reflect market conditions and provide fair rewards to motivate and retain the qualif ied workforce.
Develop incentive / reward system s, both financial and non-financial , for employees to help make them more efficient, effective and motivated.
Establish a job evaluation system against agreed criteria and benchmark jobs bef or e determining a future approach t o assessing pay levels in line with the Company’s remuneration strategy.
Benchmarking the Company’s pay and benefits package with a range of other employers to ensure it remains competitive and
Periodically via staff surveys, seek employees ’ views on pay and conditions and other matters directly related to improving efficiency and service delivery.
Employee Relations : C reat e th e right workplace environment and maintain appropriate systems to address employee grievances and any litigation issues th a t may arise.
Maintaining appropriate procedures for handling disciplinary grievances, harassment and discrimination issues and disputes and ensur ing that the management and staff involved in applying these procedures have received prop e r training and mentoring.
Ensure policies, procedures, practices , and processes comply with employment legislation and national and provincial agreements.
Facilitate mechanisms to enable staff from disadvantaged and minority groups to fully contribute to, influence and inform the policy and procedures; and
Create the right workplace environment free of inappropriate or offensive use of language or display of material and protect staff from discrimination and abuse (verbal and physical).
Health and Safety D evelop, implement , and audit the company’s health and safety programs, standards , and procedures and raise awareness among staff.
Admin and Logistics - manage general admin and logistic responsibilities covering both Company and staff.
Manage all general administration activities :
Keeping updates on licenses, certificates , and other renewable documents.
Insurance registration, renewals, cancellations, claims, etc.
Planning, preparation and arrangement of meetings, conferences , etc.
Refurbishment maintenance of office premises and buildings
Office supplies and consumables
Legal / Police matters or issues
Staff-related matters, such as employment offers, contracts, Labour law procedures, and new employee needs (office space, Company-issued assets, employee cards, etc.)
Mainta i n staff records such as leave, performance, training , etc.
Official correspondence / letters, certificates, memoranda
Expense sheet claims / loan applications and other employee requests
Develop and agree with Directors and Managers on the performance indicators, time-bound targets with staff and performance evaluation of staff against agreed targets.
Development of the c ompany’s vehicle administration standards and vehicle operating policies;
Implement and supervise the security arrangements for all property, personnel and premises;
Preparation of annual budgets and periodic reports on operating costs, purchase or lease of vehicles and review purchase requests for new and replacement vehicles;
Oversee and approve the maintenance and general repairs of vehicles and maintain record s ;
Control and supervision of the fuel consumption, vehicle allotment and use of vehicles; and
Perform other related duties as required.
Inventory - Develop and implement the inventory management processes to help increase operational efficiency across the organisation .
Develop, implement and maintain an up - to - date inventory management systems and supervise inventory record keeping;
Provide logistic, administration and inventory management of both expendable and non-expendable items;
Introduction of systems / measures towards improvement in logistics & assets control;
Monitor the logistic functioning through regular feedback and liaison and introduce measures to enhance efficiency / cost cutting;
Ensure the economy in utili s ation of assets and monitor any unusual ly high expenditure / utili s ation;
Security and safety of the assets and maintaining all inventory records .
Others
Perform other related duties as required.
KPIs
Employee retention and turnover rate
Employee engagement and satisfaction
T urnaround time (recruitment, performance management, payroll, learning & development)
Training Effectiveness
Self and Team Development – competency development; skills improvement.
Compliance with Labor Laws and Regulations
Qualifications & Experience
Experience, education, and certification required of the employee performing the job)
Bachelor’s degree in human resources management, Public Administration or other related fields
10 years of relevant post-qualification experience in HR / Admin , including 5 years in a mid-level management position.
Master’s in business administration (MBA) / Human Resource Management (HRM) / Public Administration (MPA)
Membership in a recognised industry or professional organisation, e.g. CIPMN certification, is essential .
Demonstrated proficiency in HR planning, developing and implementing effective HR policies and procedures.
Proven experience in designing and implementing HR and Admin tools.
Proven experience in full cycle recruitment, proven ability to create and deliver successful resourcing strategies.
Expert in employment law and employee relations and communication .
Competencies Required
Indicate essential functional skills, knowledge, and behaviours required for performing the job.
Behavioural Competencies
Strategic thinking and leadership
Conflict Resolution
Communication and Interpersonal
Attention to textual details
Financial and business acumen
Negotiation Skill
Critical thinking
Analytical Skill
Emotional Intelligence
Planning and Organising skills
Functional Competenc ies
Human Resource Management Expertise and Practice
Good knowledge of Nigerian employment laws and legislation
Administration : sound knowledge of office administration practices and procedures
Attention to details
Effective Communication (written and verbal)
Negotiation skills and Vendor Management
Strategic and Critical thinking
Analytical Skill
Knowledge of performance management
Problem Solving and Analysis
Head Of • Nigeria, Nigeria