- To provide strategic leadership for the Group's human resources function by developing and implementing people strategies, policies, systems and practices that support business growth, operational excellence and a high-performance culture across all Group companies.
- The role is responsible for ensuring that the Group attracts, develops, engages and retains high-calibre talent while maintaining strong HR governance, regulatory compliance and effective workforce management.
Key Responsibilities
Group HR Strategy and Leadership:
- Develop and implement a Group-wide HR strategy aligned with the Group's business objectives and growth plans.
- Establish consistent HR policies, standards, processes and governance frameworks across all subsidiaries and business units.
- Advise the Group MD/CEO and senior leadership on workforce, organizational and people-related matters.
- Provide strategic HR support for business expansion, restructuring, mergers, acquisitions and new business initiatives.
- Drive a strong performance-oriented, ethical and collaborative organizational culture across the Group.
Workforce Planning and Organization Development:
- Lead Group-wide workforce planning and manpower budgeting.
- Assess current and future talent requirements and develop strategies to close workforce gaps.
- Support organizational design, restructuring, succession planning and leadership development.
- Review organizational structures, reporting lines and role responsibilities to ensure effectiveness and scalability.
- Develop workforce analytics and HR metrics to support management decision-making.
Talent Acquisition and Employer Branding:
- Establish Group-wide recruitment and selection standards to attract high-quality talent.
- Oversee recruitment for critical, senior and specialist positions across the Group.
- Develop talent pipelines and succession plans for key positions.
- Strengthen the Group's employer value proposition and employer brand.
- Ensure effective onboarding and integration of new employees.
- Develop and manage a robust Group-wide performance management framework.
- Ensure that employees have clear objectives, KPIs and performance expectations.
- Coordinate performance reviews, performance improvement plans and talent reviews.
- Promote a culture of accountability, meritocracy and continuous performance improvement.
- Support management in addressing underperformance fairly and consistently.
Compensation, Benefits and Rewards:
- Develop and maintain competitive compensation and benefits structures across the Group.
- Conduct salary benchmarking and periodic compensation reviews.
- Establish appropriate grading, salary bands and reward frameworks.
- Oversee payroll governance and ensure accurate and timely employee compensation.
- Develop incentive and recognition programs that support business performance and employee retention.
Learning, Development and Succession:
- Develop Group-wide learning and development strategies based on organizational and individual capability gaps.
- Establish leadership and management development program.
- Support professional development, certifications, coaching and mentoring initiatives.
- Develop succession plans for critical roles and high-potential employees.
- Measure the effectiveness and business impact of training program.
Employee Relations and Engagement:
- Provide leadership on employee relations, grievance management, disciplinary matters and workplace conflict resolution.
- Promote positive employee-management relationships and a healthy workplace culture.
- Develop employee engagement and retention initiatives.
- Monitor employee satisfaction, engagement trends and key workforce risks.
- Ensure consistent and fair application of HR policies across Group companies.
HR Policies, Compliance and Governance:
- Develop, review and maintain the Group's HR policies, procedures and employee handbook.
- Ensure compliance with applicable Nigerian employment laws, regulations and statutory requirements.
- Monitor HR practices across subsidiaries to ensure adherence to Group standards.
- Maintain appropriate HR documentation, records and controls.
- Identify and mitigate people-related legal, operational and reputational risks.
HR Systems, Analytics and Reporting:
- Lead the implementation and effective utilization of HRIS and other HR technology solutions across the Group.
- Establish reliable HR data and reporting systems.
- Prepare periodic HR reports and dashboards covering headcount, turnover, recruitment, compensation, performance, absenteeism, training and other key indicators.
- Use people analytics to identify trends, risks and opportunities and support evidence-based management decisions.
- Lead, coach and develop the Group HR team and HR personnel across business units.
- Establish clear objectives, performance expectations and accountability for the HR function.
- Build HR capability and promote consistent professional standards across the Group.
- Ensure HR teams provide responsive, commercially focused and employee-centred support to business leaders.
Strategic Business Partnership:
- Partner with business unit heads and senior management to translate business objectives into effective people strategies.
- Provide HR input into business planning, budgeting and strategic decision-making.
- Support leadership teams in managing organizational change and transformation.
- Serve as a trusted adviser to management on people, organizational and employment matters.
- Bachelor's Degree in Human Resources, Business Administration, Industrial Relations, Management, Psychology or a related discipline.
- A Master's degree in Human Resources, Business Administration, Management or a related field is an advantage.
- Professional membership/certification with CIPM, SHRM, HRCI or an equivalent professional body is required/preferred.
- 8 - 12 years' progressive HR experience, with significant experience in a managerial or strategic HR leadership role.
- Demonstrated experience managing HR across multiple business units, subsidiaries or locations.
- Strong knowledge of Nigerian employment legislation, HR best practices and contemporary people management.
- Experience in workforce planning, talent management, compensation, performance management, employee relations and HR governance.
- Strong HR analytics, reporting and HRIS capability.