The People Business Partner (PBP) is responsible for translating UL's people strategy into impactful people initiatives and workforce solutions across assigned functions.
The role will partner closely with managers to strengthen workforce capability, improve employee engagement, drive culture adoption, support leadership effectiveness and ensure operational excellence in people practices. The incumbent will act as a trusted advisor to functional leaders and employees while ensuring alignment with company values, policies and business objectives.
KEY JOB ROLES & RESPONSIBILITIES
Strategic Business Partnership
- Partner with functional leaders to align UL people strategies with functional priorities and operational goals.
- Provide strategic HR guidance on organizational effectiveness, workforce capability, manager effectiveness and culture.
- Support managers in driving accountability, performance improvement and people-related decision making.
- Act as a trusted advisor to managers on employee relations, team dynamics and organizational challenges.
- Lead people interventions that improve productivity, engagement and business performance.
Talent Management & Workforce Capability
- Support manpower planning and recruitment activities for assigned business functions.
- Ensure effective onboarding and integration of new employees into Ulimum and its culture.
- Drive implementation of performance management processes including goal setting, reviews and development planning.
- Identify capability gaps and coordinate learning and development interventions with relevant stakeholders.
- Support talent review, succession planning and retention initiatives for key roles.
- Facilitate career development discussions and internal mobility initiatives within assigned functions.
- Promote adoption of the company employer brand and employee value proposition initiatives.
Organizational Development & Culture
- Champion a high-performance, values-driven and inclusive workplace culture.
- Drive employee engagement initiatives and action planning from employee engagement / pulse surveys.
- Lead culture transformation and change management initiatives across assigned functions.
- Support leadership teams in improving collaboration, communication and employee experience.
- Promote diversity, inclusion, wellbeing and recognition initiatives.
- Drive initiatives that strengthen mutual respect innovation, collaboration and accountability culture.
Total Rewards & Employee Experience
- Support implementation of compensation, benefits and recognition programs aligned with company philosophy.
- Provide guidance on job grading, organizational structure and position management.
- Partner with managers on reward and recognition strategies that drive performance and retention.
- Ensure fair, consistent and compliant application of reward practices and People policies.
- Drive workplace experience improvements that enhance employee satisfaction and productivity.
Systems, Governance & Compliance
- Ensure compliance with company policies, labour laws and people governance standards.
- Drive effective People processes, controls and operational discipline across assigned functions.
- Utilize People analytics and people insights to support strategic decision-making.
- Support organizational structure reviews and workforce optimization initiatives.
- Participate in P&C audits, risk management and continuous improvement initiatives.
- Ensure integrity, accuracy and confidentiality of employee and organizational data.
Employee Relations & Change Leadership
- Lead employee relations management including conflict resolution, disciplinary matters and workplace investigations.
- Coach managers on effective leadership practices and employee management.
- Support implementation of organizational change initiatives and change adoption plans.
- Drive proactive engagement strategies that strengthen trust and positive employee relations.
- Facilitate resolution of complex people issues with professionalism and fairness.
Industrial Relations & Labour Union Management
- Support and maintain positive relationships with employee representatives, unions and shop-floor employees.
- Partner with business leaders to promote industrial harmony and proactive employee relations practices.
- Support administration and implementation of collective bargaining agreements and agreed labour practices.
- Coordinate grievance handling, disciplinary processes and dispute resolution in line with company policy and labour regulations.
- Monitor industrial relations climate and escalate potential labour risks proactively.
- Support union engagement meetings, negotiations preparation and workforce communication activities as required.
- Ensure compliance with labour laws, collective agreements and statutory employment obligations.
- Drive fair, respectful and consistent treatment of employees across operational environments.
EXPERIENCE & ACADEMIC REQUIREMENTS
- Bachelor's Degree in Human Resources, Business Administration, Industrial Relations, Psychology or related discipline.
- Master's Degree or MBA is an advantage.
- Professional HR certification is preferred (e.g., Chartered Institute of Personnel Management of Nigeria, SHRM, CIPD, HrRCI).
- Minimum of 7 - 10 years progressive HR experience with at least 3 years in an HR Business Partnering or strategic HR role.
- Experience supporting Manufacturing, FMCG, Supply Chain or Commercial operations is strongly preferred.
- Proven experience in organizational development, talent management, employee relations and culture transformation.
- Experience partnering with senior leaders and managing complex people issues.
- Strong exposure to performance management, workforce planning and change management.
- Experience working with HR systems, analytics and reporting tools.
- Demonstrable industrial relations experience in a Food /Beverages manufacturing environment.
- Experience with HRIS and ATS programs.
KEY SKILLS & COMPETENCY REQUIREMENTS
Strategic & Leadership Competencies
- Strategic thinking and business acumen
- HR business partnering capability
- Organizational development and change leadership
- Talent and performance management
- Leadership coaching and influencing
- Stakeholder management and relationship building
- Culture transformation capability
- Decision making and problem solving
- Workforce planning and organizational design
- Employee relations and labour law knowledge
- Compensation and rewards understanding
- HR analytics and data interpretation
- Policy development and governance
- Performance management systems
- HR process improvement and operational excellence
- High integrity and professionalism
- Strong ownership and accountability mindset
- Resilient and adaptable
- Collaborative and approachable
- Strong communication and interpersonal skills
- Results-oriented with strong execution discipline
- Ability to operate effectively in fast-paced operational environments