Closing: May 14, 2024
This position has expiredPublished: Apr 29, 2024 (20 days ago)
Job Requirements
Education:
Work experience:
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Job Summary
Contract Type:
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- Bachelor's Degree in Human Resources / Business Administration or related field.
- Minimum of 3 - 5 years experience is required and the ideal candidate should have experience in all HR key areas
- Candidate should have a professional membership / certification such as CIPM, PHRi, SPHRi or SHRM
- In-depth knowledge of Nigerian Labor Law and other employment laws
- Sound knowledge of HRIS
- Ability to manage a large workforce across multiple locations.
- High standards of accuracy & precision with excellent organizational skills
- In-depth knowledge of Talent management and employee life cycles
Responsibilities
- Bachelor's Degree in Human Resources / Business Administration or related field.
- Minimum of 3 - 5 years experience is required and the ideal candidate should have experience in all HR key areas
- Candidate should have a professional membership / certification such as CIPM, PHRi, SPHRi or SHRM
- In-depth knowledge of Nigerian Labor Law and other employment laws
- Sound knowledge of HRIS
- Ability to manage a large workforce across multiple locations.
- High standards of accuracy & precision with excellent organizational skills
- In-depth knowledge of Talent management and employee life cycles
Core Functions:
- Act as an internal HR Consultant to the business; championing and overseeing the end-to-end HR elements of organizational programs or projects.
- Implement and administer HR procedures and processes. Make suggestions aiming for continuous improvement and adding value to the HR services
Service Delivery:
- Guideon all HR-related issues and needs, including workforce planning, compensation, employee relations, performance management, talent management, change initiatives, organizational design, succession planning, and regulatory compliance.
- Support and advise line managers on the handling of disciplinary, grievance, capability, or performance issues
Change Management:
- Implement HR plans to achieve the required change / restructure.
- Working closely with management to provide strategic input on implementing change.
- Managing change communication with all employees and stakeholders.
Staff Onboarding:
- Support delivery of an effective employee onboarding process aiming to ensure a smooth and efficient employee induction and orientation.
- Ensure new hires have their induction materials and tools available before resumption
Benefit and Compensation:
- Work with the Head of Human Resourcesin overseeing and managing HR projects such as employee engagement and wellness programs
- Manage the development of the Benefits program and its adequate implementation and communication.
- Provide advice and guidance on employee leave benefits & entitlement such as maternity, paternity, annual, etc.
- Keep track of all HR transactions including salary payments, travel allowances, employee awards, and statutory payments
Learning & Development:
- Coordinate and track employee training and development programs, including e-learning platforms or specialized software.
Payroll Processing:
- Ensure details of new hires and existing staff are accurately inputted in the payroll input form for the month
Performance Management:
- Work with the HRBP to plan engagement activities and manage confirmation and quarterly performance appraisals within the business
- Collate performance data of site personnel and have them inputted into the Annual Appraisal tracker
- Manage the confirmation appraisal process for staff on probation
HR Data Management:
- Ensure accurate employee records in the HR Systems and database.
- Prepare and administer employment-related documents, such as employment contracts, annexes, orders for termination/severance payments, and others.
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