Head of Human Resources

Title: Head of Human Resources

Reports to: Managing Director/CEO

Location: Ngor Okpala Imo State

Function/Division: Human Resources

Grade/Level: Senior Management

Employment Type: Full-time

COMPANY OVERVIEW

Our client is a wholly Nigerian-owned large-scale integrated agribusiness located in Imo State. The organisation operates an automated poultry and feed-milling complex supporting commercial feed production pullet rearing layer operations table-egg production and related poultry value-chain activities.

ROLE PURPOSE

The Head of Human Resources leads the organisations end-to-end people function across feed-milling poultry farm commercial and support operations. The role ensures the business has the workforce leadership capability performance discipline and employee-relations framework required to operate safely productively and sustainably.

The role builds practical HR systems for a mixed industrial workforce covering workforce planning recruitment payroll oversight reward performance learning succession employee and industrial relations compliance culture and welfare-service standards.

REPORTING STRUCTURE

Reports directly to the Managing Director/CEO and serves as the organisations principal adviser on people organisation and workforce matters.

Direct reports include HR Operations/Payroll Talent Acquisition/Learning and Employee Relations/Welfare personnel subject to the approved organisation structure.

Works with all business and functional heads. On employee welfare HR sets service standards and budgets for staff accommodation employee transport and canteen while Administration runs these services day-to-day. Facilities security and HSE sit with Administration and are outside this role. Payroll operates under clear segregation of duties: HR owns employee master data and payroll inputs Finance owns payroll funding payment and recording.

KEY ACCOUNTABILITIES

Workforce planning organisation design recruitment and timely mobilisation of critical talent

Accurate HR operations payroll oversight reward benefits employee records and statutory compliance

Performance management succession learning and leadership capability

Employee relations discipline grievance management and industrial-workforce stability

Culture engagement retention and welfare-service standards and oversight

HR policy analytics systems controls and management reporting

Leadership of a practical responsive and commercially grounded HR function

DETAILED RESPONSIBILITIES

Workforce Planning and Recruitment

• Translate business plans production shifts and expansion priorities into approved workforce plans and staffing budgets
• Lead recruitment for executive professional technical farm factory sales and support roles using consistent selection standards
• Maintain job descriptions organisation charts headcount controls onboarding probation and confirmation processes
• Manage contract and casual workforce requirements and local hiring expectations without compromising merit safety or control

HR Operations Payroll Reward and Compliance

• Maintain accurate contracts employee records attendance shifts leave transfers disciplinary records and exit documentation in the approved HR system
• Validate payroll inputs overtime allowances deductions and benefits with Finance preserving approvals and segregation of duties
• Develop practical job grades salary structures and benefits and support periodic market benchmarking and pay reviews
• Ensure compliance with applicable Nigerian labour pension tax employee-compensation and employment obligations

Performance Talent and Succession

• Run a clear performance-management cycle linking role objectives and KPIs to business results conduct and capability
• Coach managers on feedback performance improvement promotion confirmation and fair consequence management
• Identify critical roles and successors conduct talent reviews and maintain practical development and retention plans

Learning and Capability Development

• Identify role-critical skill gaps and deliver an annual learning plan covering technical supervisory safety quality and leadership needs
• Coordinate induction and mandatory training and maintain reliable completion and competency records
• Build internal coaching on-the-job learning and supervisor-development routines suited to factory and farm operations

Employee and Industrial Relations

• Maintain clear HR policies and handle grievances discipline investigations and terminations fairly promptly and with proper documentation
• Advise managers on shift-workforce contract-labour and employee-relations risks and engage employee representatives or unions where applicable
• Monitor workplace climate absenteeism misconduct and labour disputes and intervene before they disrupt operations

Culture Engagement and Welfare

• Build a performance safety accountability and respect culture through consistent leadership behaviour and employee communication
• Track engagement and turnover risks and implement targeted retention and workforce-stability actions
• Set and monitor service standards and budgets for staff accommodation employee transport and canteen while Administration operates these services day-to-day

HR Leadership Governance and Analytics

• Set the HR strategy annual plan budget service standards and team accountabilities in line with business priorities
• Advise the CEO and leadership team on organisation design restructuring change workforce cost and people risk
• Provide accurate HR dashboards covering headcount labour cost vacancies turnover attendance performance learning and employee relations
• Protect employee data support audits and close control or compliance actions promptly

KPIS AND PERFORMANCE MEASURES

• Critical-role vacancy fill and workforce-plan attainment
• Time to fill quality of hire and probation pass rate
• Critical-talent retention and regrettable turnover
• Absenteeism overtime and labour cost against plan
• Payroll accuracy and on-time completion
• Performance-cycle completion and underperformance resolution
• Mandatory training compliance and closure of critical skill gaps
• Grievance and disciplinary-case resolution time
• Industrial-relations incidents and lost time from labour disruption
• HR data accuracy employee-record completeness and audit-action closure
• Employee engagement and priority retention-action completion
• Reliability of staff transport accommodation and canteen services

KEY STAKEHOLDERS

• Internal: Board and MD/CEO; General Managers and functional heads; Feed Mill Poultry Sales Procurement Quality Finance Engineering Warehouse Internal Audit HSE and all employees.
• External: Recruitment and training partners; labour and pension authorities; professional bodies; medical insurance and benefit providers; outsourced labour providers; employee representatives or unions; host-community representatives on employment matters.

QUALIFICATIONS AND EXPERIENCE

• Bachelors degree in Human Resources Industrial Relations Psychology Business Administration or a related discipline
• Minimum 10 years progressive broad-based HR experience including at least four years leading a substantial HR function or operating as a senior HR Manager/HR Business Partner ready for full functional leadership
• Substantial HR experience in agribusiness or industrial manufacturing is essential (non-negotiable); direct feed-milling poultry or integrated-farm experience is strongly preferred
• Demonstrable end-to-end capability across workforce planning recruitment payroll and reward performance learning employee relations compliance HR systems and analytics
• Experience managing a mixed workforce of managers technical employees shift workers factory or farm operatives contract staff and casual labour
• Strong employee-relations experience in an industrial setting; formal union or employee-representative experience is an advantage
• Track record of building or strengthening HR systems in a growing greenfield or operationally demanding organisation
• CIPM membership or another recognised HR professional qualification is strongly preferred; a relevant postgraduate qualification is an advantage
• Willingness to be based in Ngor Okpala and to work regularly across mills farms and other operating locations

TECHNICAL COMPETENCIES

• Workforce planning organisation design and job architecture
• Recruitment selection onboarding and manpower control
• Payroll governance compensation benefits and job grading
• Performance talent succession and retention management
• Learning-needs analysis and industrial capability development
• Employee relations discipline industrial relations and Nigerian labour compliance
• HR operations HRIS employee data and people analytics
• Change management and employee-welfare administration

BEHAVIOURAL AND LEADERSHIP COMPETENCIES

• Commercial judgement and understanding of industrial operations
• Practical execution and willingness to work close to the factory and farm workforce
• Fairness firmness and sound judgement in difficult people decisions
• Credibility and influence with executives managers and frontline employees
• Integrity confidentiality and control consciousness
• Clear communication negotiation and conflict resolution
• Analytical thinking and evidence-based problem-solving
• Resilience ownership and disciplined follow-through

IDEAL CANDIDATE PROFILE

A broad-based HR leader with more than 10 years experience in agribusiness or industrial manufacturing ideally feed milling or poultry. The candidate may already lead an HR function or be a high-performing HR Manager/Senior HR Business Partner ready to step into functional leadership. The individual must move confidently between CEO advice workforce planning payroll controls factory-floor employee relations and capability building while creating practical systems for a newly operational business. A narrow HR specialist policy-only practitioner or corporate generalist without industrial-workforce depth would not be suitable.

FIRST 12 MONTHS: PRIORITY OUTCOMES

• Payroll controls in place and validated with Finance
• Workforce plan and staffing budget approved
• Employee-relations and disciplinary framework established
• Critical-role hiring delivered

Experience: years
Vacancy: 1