Main Function
The Head of HR is responsible for providing strategic leadership and direction across the organisation's human resources function.
The role oversees the full employee lifecycle, including workforce planning, talent acquisition, employee relations, performance management, learning and development, compensation and benefits, HR operations, policy implementation, and compliance.
The role partners with management and business leaders to ensure effective people strategies that support organisational objectives, employee engagement, productivity, and business growth.
Tasks and Responsibilities
Develop and implement the organisation's HR strategy in alignment with overall business objectives.
Lead and manage the HR function, ensuring effective delivery of HR services across the organisation.
Develop and implement HR policies, procedures, systems, and processes in line with business needs and applicable employment legislation.
Oversee workforce planning, manpower requirements, succession planning, and organisational development initiatives.
Lead the end-to-end talent acquisition process, ensuring timely recruitment and placement of qualified personnel.
Develop strategies for attracting, developing, engaging, and retaining highperforming employees.
Oversee employee onboarding, confirmation, transfers, promotions, career development, and exit processes.
Manage employee relations and provide guidance on disciplinary matters, grievances, workplace conflicts, and other employee concerns.
Ensure effective implementation of the organisation's performance management framework, including goal setting, appraisals, performance reviews, and performance improvement plans.
Identify organisational learning and development needs and oversee the implementation of training and development programmes.
Develop and maintain compensation and benefits structures that support employee retention, internal equity, and organisational competitiveness.
Ensure accurate and timely administration of payroll, employee benefits, leave, attendance, and other HR-related processes.
Monitor HR metrics and workforce data and provide management with insights to
support people-related decision-making.
Develop and maintain effective employee engagement and organisational culture initiatives.
Ensure compliance with applicable labour laws, statutory requirements, company policies, and employment best practices.
Provide HR advisory support to management and department heads on people management, organisational structure, employee relations, and employment matters.
Oversee the maintenance of accurate and confidential employee records and HR information systems.
Lead HR audits and ensure identified gaps and compliance issues are appropriately addressed.
Develop succession and talent management strategies for critical roles within the organisation.
Support organisational restructuring, change management, and other people-related business transformation initiatives.
Establish and monitor HR KPIs and continuously improve the effectiveness and efficiency of HR processes.
Manage the HR budget and ensure effective utilisation of HR resources.
Lead, coach, and develop the HR team to deliver high-quality and responsive HR services.
Prepare and present periodic HR reports, workforce analytics, and management updates to senior leadership.
Perform other duties as assigned by management.
Job Requirements
Bachelor's degree in Human Resources, Business Administration, Industrial Relations, Management, or a related discipline.
Professional HR certification such as CIPM, SHRM, HRCI, or equivalent is highly desirable.
Minimum of 10 years of progressive HR experience, with at least 5 years in a senior
HR management or leadership role.
Proven experience leading and managing a full-spectrum HR function.
Strong experience in workforce planning, talent acquisition, employee relations, performance management, compensation and benefits, and learning and development.
Strong knowledge of Nigerian employment and labour laws and HR best practices.
Experience developing and implementing HR policies, systems, and processes.
Strong leadership, strategic thinking, negotiation, communication, and stakeholder management skills.
Experience using HRIS and HR analytics tools.
Strong business acumen and ability to translate business requirements into practical people strategies.
High level of integrity, discretion, professionalism, and confidentiality.