Human Resources Manager

Qualifications

• Bachelor's degree in human resources, Business Administration, Industrial Relations, or related field (master's degree or professional certification such as CIPM, SHRM is an advantage).
  
• Minimum of 8 - 10 years of progressive HR experience, with at least 3 –5 years in a supervisory or HR business partner role.
  
• Deep knowledge of Nigerian labour laws, regulatory requirements and HR best practices.
  
• Strong experience in employee relations, recruitment, and HR policy management.
  
• Proficiency in Microsoft 365 and HRIS platforms.
  
• Prior experience in the Oil & Gas, Energy, or a related technical/engineering services sector is highly preferred.
  
• Demonstrable experience in both strategic HR projects and hands-on operational HR/Administration.
  

• Serve as a strategic advisor to the leadership team on all people-related matters, including organizational design, talent management, succession planning, and change management.
  
• Translate business objectives into a clear and actionable People Plan aligned with the company’s growth strategy.
  
• Lead the implementation of HR policies, procedures, and initiatives in line with company goals, labour law requirements and Industry regulations.
  
• Lead, mentor, and develop the HR and Administrative support team to foster a culture of continuous improvement and excellent customer service to internal clients.
  
• Collaborate with hiring managers across departments (Engineering, Supply Chain, Business Development etc) to understand hiring needs and define job requirements
  
• Lead end-to-end recruitment for all levels, ensuring best-in-class candidate experience.
  
• Oversee onboarding and orientation programs to ensure smooth integration of new hires.
  
• Identify skills gaps and implement training programs to enhance workforce capabilities.
  
• Design leadership and succession development frameworks to foster a culture of continuous learning and career progression.
  
• Analyze people metrics (turnover, engagement, performance) to identify trends and recommend data-driven solutions to improve organizational health.
  
• Oversee conflict resolution, disciplinary actions, and grievance management with professionalism and Fairness.
  
• Promote a high-performance culture by supporting leadership in employee motivation, communication, and recognition programs.
  
• Act as a trusted coach and confidant to managers by empowering them to lead their teams effectively and handle complex employee relations issues.
  
• Implement and manage the annual performance cycle, guiding managers on goal setting (aligned with SMART objectives), constructive feedback, and development planning.