• 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

• 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.