Qualifications

• Bachelor’s degree in Human Resources Management, Business Administration, Psychology, Law, or a related field. An MBA or a relevant Master’s degree (e.g., MSc in Strategic HR) is highly preferred.

• Professional certifications such as CIPM (Chartered Institute of Personnel Management of Nigeria) are mandatory. Additional international certifications like SPHRi, SHRM-SCP, or CIPD are strongly required.

• Minimum of 12–15 years of progressive experience in Human Resources management, with at least 5 years in a senior leadership capacity—preferably within the oil and gas, energy, or large-scale industrial sectors.

• Deep knowledge of the Nigerian labor and regulatory environment, including the Nigerian Labor Act, Petroleum Industry Act (PIA) 2021 provisions regarding human capital, and NUPRC/NMDPRA guidelines for personnel in the energy sector.

• Strong experience in strategic workforce planning, collective bargaining/industrial relations, organizational design, and high-level talent acquisition.

Talent Acquisition & Selection

• Oversee the full recruitment process for all senior and critical roles, ensuring every new hire raises the overall capability of the team.
  
• Develop and maintain relationships with recruitment partners, universities, and industry networks to source high-calibre candidates, both locally and internationally.
  
• Implement structured interview and assessment processes to ensure fair and rigorous selection.
  

Performance Management

• Design and run the annual performance review cycle, including setting clear objectives, regular feedback, and fair performance ratings.
  
• Train managers on how to give effective feedback and manage underperformance.
  
• Ensure that high performers are recognised and rewarded, and that underperformance is addressed quickly and professionally.
  

Compensation & Benefits

• Review and update compensation structures to ensure they are competitive and aligned with company values.
  
• Work with Finance to benchmark salaries and benefits against relevant markets.
  
• Ensure pay and reward decisions are transparent and based on performance.
  

Succession Planning & Leadership Development

• Identify key roles and high-potential employees, and create development plans to prepare them for future leadership positions.
  
• Organise mentoring, coaching, and job rotation opportunities for emerging leaders.
  
• Maintain up-to-date succession plans for all senior and business-critical positions.
  

Workforce Planning

• Work with business leaders to forecast staffing needs based on business plans and market changes.
  
• Monitor headcount, staff costs, and productivity metrics to ensure the organisation is efficient and fit for purpose.
  

Employee Engagement & Retention

• Run regular engagement surveys and focus groups to understand what motivates and frustrates employees.
  
• Develop targeted retention strategies for top performers, such as career development opportunities, recognition programmes, and flexible working arrangements.
  
• Address issues that cause unnecessary bureaucracy or slow down decision-making.
  

Data & Reporting

• Build simple dashboards and reports for the CEO and Board, showing key people metrics such as turnover, performance distribution, and time-to-fill vacancies.
  
• Use data to spot trends, risks, and opportunities in the workforce.
  

Culture & Ways of Working

• Promote a culture of accountability, openness, and continuous improvement.
  
• Ensure company values are reflected in everyday behaviours, not just in policies.
  
• Challenge and support leaders to maintain high standards and address issues directly.
  

Compliance & Risk

• Ensure all people practices comply with local labour laws and international standards.
  
• Identify and manage people-related risks, such as key person dependency or skills gaps.