Human Resources Vacancy in a Leading B2B Chemical and Allied Services Organisations in Nigeria
Our client is one of the leading B2B chemical and allied services
organisations in Nigeria whose operations include manufacturing,
distribution, logistics and services. Our client is based in Lagos and
has regional offices covering key centres in Nigeria such as Abuja,
Kano, Aba and Onitsha.
They also have offices in India, China, Dubai
(UAE) and South Korea.
We are currently looking to help our client fill the role of HR Director.
Job Title: HR Director
Job Ref – PNHRD 01
Job Description
The successful candidate will be responsible for the smooth and
profitable operation of the human resources departments across the
Group. He/she will supervise and provide consultation to management on
strategic staffing plans, compensation, benefits, training and
development and budget.
Job Purpose
The HR director is required to lead performance management, talent
assessment and effective labour relations including negotiating and
administering labour agreements. He/she is expected to take leadership
in developing and evaluating human resource-related initiatives and a
culture that enables employees to perform in accordance to a firm’s
objectives. Supports key business initiatives to recruit and develop
talented professionals, grow performance capability, provide best
practices in talent management and contribute to higher levels of
employee engagement.
The HR director will oversee the management of four divisions;
- Client Services,
- HR Shared Services,
- Programmes, Policy and Strategy
- Employee Relations and Welfare
Key Roles and Responsibilities
- Formulate and recommend human resources policies and programmes in
line with company’s strategies and priorities, in the different areas
related to Human resources, including institutional capacity building;
career development; staff mobility; performance management, compensation
and benefits management, and employee health and wellbeing.
- Plan, organize, direct and coordinate the Human Resources
Department's work plan and related resource planning and utilization;
assign projects and programmatic responsibilities; review and evaluate
work methods and procedures; meet with staff to prevent and/or identify
and resolve problems.
- Manage and supervise HR Managers, supporting them to achieve strategic and operational targets.
- Promote a focused and team based culture, to ensure consistent service across the department.
- Plan, organize, direct and supervise human resources planning,
recruitment, placement, performance management, career development,
compensation and benefits, and health and well-being of employees, and
determine the appropriate organizational structure of the department.
- Ensure appropriate systems of performance management and
development, communications, quality measures, monitoring and review are
in place to support organizational change, culture and values.
- Provide leadership and direction to management in the implementation
of institutional and HR reforms by establishing appropriate linkages to
the operational strategy of the organisation.
- Advise senior management on the vision and strategic framework for
the management of its human resources and the supporting policies and
practices in order to make the most effective use of company staff
- Drive change management programs and effective culture changes that are required to ensure the success of the organization.
- Create, implement and revise HR strategy that is aligned with the
organisation’s vision, mission, strategic objectives, as well as
operations;
- Provide leadership in the development of the organisation’s human
resources policies, rules, regulations, norms and standards; ensuring
their successful dissemination across the company and alignment to
international practice and legal requirements.
Key Performance Indicators
- Percentage of successful programs deployed, for maximizing productivity in the workplace.
- Performance of HR Managers
- Percentage of successful implementations of change management programs to increase organizations success and productivity
- Training Return on Investment (ROI)
- Employee satisfaction index
- Employee engagement level
- Employee Value Add
- Implementation of HR strategy in line with organizational goals
- Time taken to resolve conflicts among employees
- Efficiency of investment into employee career development
- Percentage of reduction in recruiting costs per year
- Recruitment source ratio; internal- external applicants
Qualifications & Experience
- Minimum Education Qualification- A Master’s degree in Human Resources or related disciplines
- At least fifteen (15) years of extensive and progressive experience
in Human Resource Management of which seven (7) years should have been
at a managerial level.
- Working experience in a multilateral development organization is an asset
- Demonstrate experience of working in a client-centric, business partnering environment.
- Strong generalist HR experience, especially in; (i) supporting
managers and staff in planning and implementing change (ii) employee
relations, well-being and work life balance, (iii) people search,
selection and retention, (iv) compensation design, implementation, and
management, (v) equal opportunities and employment policies,
(v)management of HR information systems and processes, (vi) performance
management and assessment, (vii)people planning, career planning, career
planning and succession management
- Proven record of building and managing teams and creating an
enabling environment, including the ability to effectively lead,
supervise, mentor and develop and evaluate staff
- Must be result autonomous, result oriented, self-motivated and
possess the ability to combine both “hands on,” strategy and policy
issues.
- Advanced ability to plan and organize, and deliver under pressure
and good problem- solving, people management skills as well as the
ability to prioritize and multi-task.
- Strong oral and written communication skills and the ability to deal
with all levels of the organization effectively and diplomatically.
- Proven interpersonal skills demonstrated by the ability to work in
multi-cultural, multiethnic environment, with sensitivity and respect
for diversity and the ability and the ability to build trust and provide
consultancy to different stakeholders
- Demonstrable experience executing organizational transformational change and improvement of processes.
- Sound understanding of the business and operational needs with
proven capacity to innovate, promote and direct change initiatives in
corporate human resource policies and services in large organization
- Proven experience in HR Management theories and principles, policy
and strategy development, employee relations, personnel administration
and different functional areas of Human Resources.
Key Relationships:
- Group C.E.O
- Senior Management and
- HR Department
The ideal candidate for this role will be responsible for the smooth
and profitable operation of the human resources departments across the
group. He/she will supervise and provide consultation to management on
strategic staffing plans, compensation, benefits, training and
development and budget. The successful individual will have no less than
at least fifteen (15) years of extensive and progressive experience in
Human Resource Management of which seven (7) years should have been at a
managerial level.
How to Apply
All interested candidates should send in their CVs and application letter to
[email protected] quoting the job title and reference above as subject.