- Bachelor’s Degree in Human Resources Management, Business Administration or related field with a post graduate degree.
- Membership of a HR professional body (CIPM, CIPD, SHRM) is essential
- A minimum of 10 years’ progressive practical work experience in Human Resource. Background as a HR generalist will be an added advantage
- Experience working with medium to large sized donor funded INGOs. Experience working with USAID funded organisations will be an added advantage.
- In depth knowledge of Nigerian employment practices.
- Ability to demonstrate diplomacy, sensitivity, and respect for confidentiality.
- Effective organizational skills, attention to details and ability to handle a large volume of work in an efficient and timely manner.
- Highly motivated, energetic, independent self-starter with strong team orientation.
- Demonstrated use of initiative and ability to make appropriate linkages in work requirements and anticipate next steps.
- Strong presentation and communications skills, oral and written.
- Proficiency in computer applications to include MS Office: Word, Excel and PowerPoint.
- Knowledge of Donors policies and procedures.
- The Senior Human Resources Manager (SHRM) leads and directs the HR operations for the Jhpiego Nigeria country office.
- The SHRM provides leadership and guidance in HR matters to the Country Director and Senior Management Team (SMT). The position oversees all HR function result areas.
- S/he takes the lead in developing organizational HR strategies and ensures that HR policies/procedures and standards are met and the country office is compliant with local labor laws, Jhpiego requirements, and international NGO community best practices.
- S/he will lead and supervise the activities of the HR team while liaising with the Regional Human Resources Business Partner (RHRBP) as required.
Human Resources Administration:
- With the SMT and HR team, lead efforts to implement a compensation, recognition and reward strategy that keeps the country program competitive and enhances retention
- Ensure job and salary grading works effectively to balance principles of motivation, equity and fairness
- Oversee the management of the Jhpiego Pension policy in compliance with Nigeria’s Penson Reform Act
- Lead the development of standards and procedures for recruitment and selection, make recommendations for streamlining hiring processes and ensure transparency in all hiring decisions
- Ensure recruiting and hiring practices are compliant with government regulations and organizational policies, and advise on optimal workforce hiring and placement, recommending hiring options including of new staff, short-term or temporary staff, consultancy, promotion, internal transfer, etc.;
- Ensure that the HR recruitment team complies with safe recruitment practices and compliance inclusive of sentinel / reference /background checks.
- Lead in the evaluation and benchmarking of new jobs to place them appropriately in the organization’s salary scale
- Lead and promote maintenance of employee–employer relationships that contribute to high productivity, motivation, and morale through regular communication of policies, procedures, expectations.
- Coordinate the on-boarding of staff and follow-up with new staff to ensure adaptation and identify problem areas; work closely with supervisors to support their staff
- Consult and advise SMT on highly confidential and complex human resources and employee relations issues, including supporting supervisors to deal effectively with performance issues
- Represent Jhpiego Nigeria in fora related to HR management practices, policies, and processes to stay abreast of local labor regulations and industry best practices
- Advise supervisors and the SMT on disciplinary and grievance issues, and mediate in staff conflict situations
- Administer Jhpiego's Enterprise Management System (JEMS), and oversee that all employee information are entered/updated and maintained in iCMS, and relevant copies are maintained, while ensuring confidentiality at all times
- Ensure job descriptions are up to date and responsibilities and performance expectations are clearly communicated
- Ensure effective and efficient processing and authorization of timesheets/ leave by those responsible
- Ensure completeness of personnel files as per Jhpiego, donor, and local labor law requirements
- Ensure all HR Audit topics are covered and lead the closing of any HR Audit findings
- Ensure proper management and communication of HR important HR analytics including exit interview data etc. as appropriate
Strategic Human Resources:
- Develops and implements the HR Country strategy and ensures alignment with the Jhpiego Global HR Strategy
- Develops and maintains a comprehensive, integrated and effective Human Resource Management Framework (systems, policies, procedures and periodic plans)
- Drives efforts to build a high performing team of leaders with an appreciation of country strategy, programme operations, execution excellence, performance management and people development requirements
- Oversees staff planning and employee cost budgeting processes to ensure all resource requirements are based on periodic strategic/program plans and are justified vis-à-vis income and spend estimates
- Develops a well-formulated and effective succession planning framework (to include e.g. career growth opportunity identification, as well as the targeted development, mentoring, career counselling at all levels)
- Monitors industry salary, benefit levels and movements and recommend adjustments to ensure fair and equitable rewards package that is in line with the Jhpiego Reward Principles working in collaboration with the CD and Global Human Resources(GHR) team.
- Identifies, builds and manages relationships with high-value external HR Management support organisations, to share knowledge and practices that add value to Learning and Development, Employee Relations, Compensation Strategy and Culture change
- Nurture relationship with staff to ensure workplace harmony and peace, as well as effective partnership in the identification of attendant employee issues; conduct periodic office climate assessments and advise management as appropriate on appropriate solutions and achievement of high levels of employee morale, commitment and performance
- Monitors the national and local context and labour environment and advise on how the Country Program can remain relevant, compliant and competitive.
- Identify gaps in country office policies or procedures that could expose the organization and make it vulnerable to legal action;
- Lead efforts to institutionalize a culture of zero tolerance for harassment in the workplace and ensure staff are trained, educated, sensitized on behaviors that are considered unacceptable