Job Title: Human Resources Manager
Department: Management/human resource department
Reports To: Managing Director
Location: Lagos
Job Purpose
The HR manager would ensure the development and
implementation of an excellent HR management service to the organization. The
HR manager shall be responsible for fostering effective coordination and
implementation of HR business processes, functions and procedures. The HR
manager would also exercise administrative judgment on establishing
departmental operations, setting of goals, standards, policies and procedures
that relates to the organization.
Main Duties and Responsibilities
• Maintain organization staff by establishing a recruiting,
testing, and interviewing program; counseling managers on candidate selection;
conducting and analyzing exit interviews.
• Finalize the development and implementation of the HR
strategic plan to support the organization in achieving its objectives.
• Work hand in hand with the HR management team to lead the
development, implementation and maintenance of best practice HR polices.
• Leads the development of department goals, objectives, and
systems. Provides leadership for Human Resources strategic planning.
• Responsible for preparing, entering and monitoring the
department budget.
• Provide consistent interpretation/application of HR
policies and procedures across the organization.
• Ensure that employee information are collated, analyzed
and reported appropriately.
• Assist in the development of the department’s strategic
plan for all operational activity.
• Maintains organization staff by establishing a recruiting,
testing, and interviewing program; counseling managers on candidate selection;
conducting and analyzing exit interviews; recommending changes.
• Assess HR operational needs and change policies and
procedures in order to ensure efficiencies and seamless delivery of services in
the organization.
• Conducts a continuing study of all Human Resources
policies, programs, and practices to keep management informed of new
developments.
Resource Planning
• Develop and implement proposals to drive workforce
planning, performance management practices in the organization.
• Oversee the provision of management information to
optimize staff deployment.
• Design and implement a resource planning approach,
including succession planning that delivers the HR capability necessary for the
organization to attain its long-term goals and objectives.
• Propose and develop strategies to identify attract and
hire top or quality talents for the organization.
• Develop the effectiveness and competence of the
resourcing, HR service, workforce planning and change functions of the
organization delivering excellence in these key areas.
Training and Development
• Coordinates all Human Resources training programs, and
assigns the authority/responsibility of Human Resources and managers within
those programs.
• Assists managers with the selection and contracting of
external training programs and consultants.
• Provides necessary knowledge and materials to managers and
employees including workshops, manuals, employee handbooks, and standardized
reports.
• Maintains employee training records.
• Assists with the development of and monitors the spending
of the corporate training budget.
• Establishes an in-house employee training system that
addresses the organization’s training needs including training needs
assessment, new employee on-boarding or orientation, management development,
production cross-training, the measurement of training impact, and training
transfers.
• Provides necessary knowledge and materials to managers and
employees including workshops, manuals, employee handbooks, and standardized
reports.
Recruitment
• Ensure the organization meets its statutory employment,
health and safety obligations.
• Manage induction programs to enable new employees to
become familiar with the organization’s business, policy and culture.
• Interview management and executive position candidates;
serves as part of the interview team for position finalists.
• Work hand in hand with the organization’s recruitment
agency to ensure competent staffs are recruited.
• Take advisory and proactive role in the strategic
management of staffing to the MD/ Administrative Director.
• To be responsible for maintenance of up-to-date accurate
personnel rewards in accordance with statutory and audit requirements.
Employee Relation
• Formulates and recommends Human Resources policies and
objectives for the organization on any topic associated with employee relations
and employee rights.
• Ensure delivery of high quality employee relations
services.
• Conducts investigations when employee complaints or
concerns are brought forth.
• Partners with management to communicate Human Resources
policies, procedures, programs, and laws.
• Reviews, guides, and approves management recommendations
for employment terminations.
Compensation
• Leads competitive market research to establish pay
practices and pay bands that help to recruit and retain superior staff.
Organization Development
• Identify and monitor the organization's culture so that it
supports the attainment of the set goals and attains employee satisfaction.
• Participate in the development process to plan,
communicate, and integrate the results of strategic planning throughout the
organization.
• Manage employee communication and feedback through such
avenues as organization meetings, suggestion programs, employee satisfaction
surveys, newsletters, employee focus groups and one-on-one meetings.
• Keep the managing director and the executive team informed
of significant problems that negates the achievement of organization’s goals,
and those that are not being addressed adequately at the line management level.
• Lead and maintain procedures that prioritize the
well-being of employees.
Competency and Technical Skill Requirements
Working Experience
• Minimum of 10-15 years proven experience in Human
resources, ideally gained across a variety of organizations.
• Experience in a large and complex organization is expected
and previous employment in a unionized environment will be an added advantage.
• A successful track record of working with professional
employees would be an added advantage.
• A blend of experience across resource planning, organizational
design and development and change management activities.
Academic Qualification
• Minimum of a Bachelor's degree or equivalent in Human
Resources, Business, or Organization Development.
• Professional qualification in HR is an advantage
• Specialized training in employment law, compensation,
organizational planning, organization development, employee relations, safety,
training, and preventive labor relations, preferred.
Personal Skills and Competencies
• Excellent analytical skills including attention to details
combined with the skills to communicate concisely with senior colleagues and
figures both within and outside the school.
• An ability to innovate and apply HR best practices.
• A commitment to personal learning
• Excellent communication skills, both written and oral.
• Ability to work independently and proactively and respond
to changing demands that may arise in an ideal work environment.
• Strong organizational and privatization skills, with the
capability to manage multiple priorities with competing priorities/deadlines.
• Ability to establish and maintain effective working
relationships with persons within and outside the organization.
• Proficient in Microsoft office applications.
• Well-developed influencing skills, proven ability to relate
well to other people in a wide range of contexts and levels as well working
collaboratively with a range of stakeholders.
How to Apply
Interested persons should click here to apply
Good Luck!!!
