Hr Operations Lead (real Estate) Outsource Nigeria - Omni Channel
Full-time
Outsource Nigeria is a full-service Human Resources agency, specializing in providing outsourced turnkey manpower solutions to growing companies. Our solution include HR Services, Recruiting, Accounting, IT Support, Business Intelligence, Developers, and Operations including management and field / phone / automated based resources. The core of Outsource Nigeria’s success is its people.
We are recruiting to fill the position below:
Job Title: HR Operations Lead (Real Estate)
Location: Lekki Aviation Town, Lekki-Epe - Lagos Employment Type: Full-time Department: Human Resources and Administration Reports To: Head of Operations / Managing Director Supervises: HR Officers, HR Assistants, and other designated HR support personnel, as applicable
Description
The HR Operations Lead will oversee the day-to-day human resources operations of the organisation, ensuring effective workforce management, compliance with applicable labour regulations, efficient HR processes, and alignment between people management and business objectives.
The successful candidate will be responsible for developing and implementing HR policies, managing employee relations, overseeing recruitment and onboarding, coordinating performance management, administering compensation and benefits, maintaining accurate employee records, and supporting organisational development.
The role requires a proactive and commercially minded HR professional who can establish effective HR systems, strengthen employee accountability, support business growth, and foster a productive and professional work environment within the real estate sector.
Key Responsibilities HR Operations and Policy Management:
Oversee daily HR operations and ensure the effective implementation of HR policies, procedures, and internal controls.
Develop, review, and update the employee handbook, HR policies, standard operating procedures, and other relevant documentation.
Ensure consistency in the application of HR policies across departments and business units.
Establish efficient HR workflows for employee documentation, approvals, attendance, leave administration, and personnel records.
Identify operational gaps and recommend improvements to enhance efficiency, accountability, and service delivery.
Recruitment, Selection and Onboarding:
Coordinate workforce planning and recruitment activities in collaboration with departmental heads.
Manage the end-to-end recruitment process, including job analysis, job descriptions, candidate sourcing, screening, interviews, selection, and offer administration.
Ensure that recruitment decisions align with approved manpower requirements and budgetary provisions.
Oversee employee onboarding, orientation, probation monitoring, confirmation, and integration into the organisation.
Develop strategies to improve recruitment turnaround time, candidate quality, and employee retention.
Maintain an updated recruitment pipeline and provide regular hiring reports to management.
Employee Relations and Engagement:
Serve as a point of escalation for employee relations matters, workplace concerns, grievances, and disciplinary issues.
Promote a professional, respectful, and performance-driven workplace culture.
Advise managers on employee conduct, conflict resolution, disciplinary procedures, and appropriate documentation.
Coordinate employee engagement initiatives, welfare programmes, and internal communication activities.
Support fair, consistent, and confidential handling of employee matters in line with company policy and applicable law.
Monitor employee satisfaction and recommend interventions to improve morale, engagement, and retention.
Performance Management and Workforce Productivity:
Coordinate the development and implementation of performance management systems, including KPIs, performance reviews, and performance improvement plans.
Ensure that employees have clear role expectations, measurable objectives, and regular performance feedback.
Support departmental managers in evaluating employee performance and addressing underperformance.
Monitor probation reviews, confirmation decisions, promotions, transfers, and succession planning.
Analyse workforce performance trends and recommend interventions that improve productivity and accountability.
Ensure performance records and management decisions are properly documented.
Compensation, Payroll and Benefits Administration:
Coordinate monthly payroll preparation and ensure timely submission of accurate employee information to the responsible payroll or finance team.
Review attendance, overtime, approved allowances, deductions, leave records, and other payroll inputs.
Work with Finance to ensure that salary payments, statutory deductions, pension contributions, and other applicable obligations are processed accurately and on time.
Administer employee benefits, HMO, insurance, leave entitlements, and other approved welfare provisions.
Maintain confidentiality and appropriate access controls over payroll and compensation information.
Investigate and resolve payroll discrepancies in collaboration with Finance.
Learning and Development:
Identify organisational training needs and coordinate the development of an annual learning and development plan.
Organise employee training, management development programmes, compliance training, and role-specific capacity-building initiatives.
Evaluate training effectiveness and recommend improvements based on employee performance and business needs.
Support career development, internal mobility, succession planning, and knowledge transfer.
Maintain accurate training records and monitor training expenditure against approved budgets.
HR Compliance, Risk Management and Documentation:
Ensure HR practices comply with applicable Nigerian labour laws, employment regulations, data protection requirements, and other relevant statutory obligations.
Maintain accurate, secure, and up-to-date employee records, employment contracts, personnel files, and HR documentation.
Monitor employment contract renewals, probation deadlines, confirmation dates, and other time-sensitive HR obligations.
Coordinate HR audits and implement corrective actions arising from identified gaps.
Support the management of employment-related risks, workplace misconduct, grievances, and disputes.
Ensure that employee information is handled lawfully, confidentially, and in accordance with approved retention and access policies.
HR Reporting, Analytics and Systems:
Maintain an effective HR information management system and ensure the accuracy of employee data.
Prepare monthly and quarterly HR reports covering headcount, recruitment, attrition, attendance, payroll inputs, employee performance, training, and employee relations.
Track HR budgets, workforce costs, and key operational indicators.
Use HR data to identify trends, operational risks, and opportunities for improvement.
Recommend appropriate HR technology, process automation, and reporting tools to improve operational efficiency.
Present relevant HR insights and recommendations to management to support informed decision-making.
Qualifications
Minimum of a Bachelor's Degree or HND in Human Resource Management, Business Administration, Industrial Relations, Management, Psychology, or another relevant discipline.
A relevant postgraduate qualification is an advantage.
Professional HR certification from a recognised body, such as CIPM Nigeria, SHRM, or CIPD, is an advantage.
Minimum of 5–8 years of progressive HR experience, with at least 2–3 years in a supervisory, managerial, or HR operations leadership role.
Experience in real estate, property development, construction, property management, or another commercially driven industry is preferred.
Demonstrable experience in recruitment, employee relations, performance management, payroll coordination, HR policy implementation, and compliance.
Experience developing HR reports, implementing HR systems, and improving operational processes.
Evidence of successfully managing employee issues and advising management on people-related decisions.
Core Competencies:
Strategic and operational HR management
Workforce planning and organisational development
Employee relations and conflict management
Recruitment and talent acquisition
Performance management and employee accountability
HR compliance and risk management
Compensation, benefits, and payroll coordination
HR data analysis and reporting
Leadership, collaboration, and stakeholder management
Process improvement and change management.
Salary and Benefits
Monthly Salary: 800,000 per month (Gross)
Pension and other applicable statutory benefits.
Annual leave and other approved leave entitlements.
Professional development and training opportunities.
Career growth and advancement opportunities.