Description
MAIN FUNCTION
The Head of HR is responsible for providing strategic leadership and direction across the
organisation’s human resources function. The role oversees the full employee lifecycle,
including workforce planning, talent acquisition, employee relations, performance
management, learning and development, compensation and benefits, HR operations, policy implementation, and compliance. The role partners with management and business leaders to ensure effective people strategies that support organisational objectives, employee engagement, productivity, and business growth.
TASKS AND RESPONSIBILITIES
• Develop and implement the organisation’s HR strategy in alignment with overall
business objectives.
• Lead and manage the HR function, ensuring effective delivery of HR services across
the organisation.
• Develop and implement HR policies, procedures, systems, and processes in line with
business needs and applicable employment legislation.
• Oversee workforce planning, manpower requirements, succession planning, and
organisational development initiatives.
• Lead the end-to-end talent acquisition process, ensuring timely recruitment and
placement of qualified personnel.
• Develop strategies for attracting, developing, engaging, and retaining highperforming
employees.
• Oversee employee onboarding, confirmation, transfers, promotions, career
development, and exit processes.
• Manage employee relations and provide guidance on disciplinary matters,
grievances, workplace conflicts, and other employee concerns.
• Ensure effective implementation of the organisation’s performance management
framework, including goal setting, appraisals, performance reviews, and performance
improvement plans.
• Identify organisational learning and development needs and oversee the
implementation of training and development programmes.
• Develop and maintain compensation and benefits structures that support employee
retention, internal equity, and organisational competitiveness.
• Ensure accurate and timely administration of payroll, employee benefits, leave,
attendance, and other HR-related processes.
• Monitor HR metrics and workforce data and provide management with insights to
support people-related decision-making.
• Develop and maintain effective employee engagement and organisational culture
initiatives.
• Ensure compliance with applicable labour laws, statutory requirements, company
policies, and employment best practices.
• Provide HR advisory support to management and department heads on people
management, organisational structure, employee relations, and employment
matters.
• Oversee the maintenance of accurate and confidential employee records and HR
information systems.
• Lead HR audits and ensure identified gaps and compliance issues are appropriately
addressed.
• Develop succession and talent management strategies for critical roles within the
organisation.
• Support organisational restructuring, change management, and other people-related
business transformation initiatives.
• Establish and monitor HR KPIs and continuously improve the effectiveness and
efficiency of HR processes.
• Manage the HR budget and ensure effective utilisation of HR resources.
• Lead, coach, and develop the HR team to deliver high-quality and responsive HR
services.
• Prepare and present periodic HR reports, workforce analytics, and management
updates to senior leadership.
• Perform other duties as assigned by management.
Job Requirement
SKILLS AND QUALIFICATIONS
• Bachelor’s degree in Human Resources, Business Administration, Industrial Relations,
Management, or a related discipline.
• Professional HR certification such as CIPM, SHRM, HRCI, or equivalent is highly
desirable.
• Minimum of 10 years of progressive HR experience, with at least 5 years in a senior
HR management or leadership role.
• Proven experience leading and managing a full-spectrum HR function.
• Strong experience in workforce planning, talent acquisition, employee relations,
performance management, compensation and benefits, and learning and
development.
• Strong knowledge of Nigerian employment and labour laws and HR best practices.
• Experience developing and implementing HR policies, systems, and processes.
• Strong leadership, strategic thinking, negotiation, communication, and stakeholder
management skills.
• Experience using HRIS and HR analytics tools.
• Strong business acumen and ability to translate business requirements into practical
people strategies.
• High level of integrity, discretion, professionalism, and confidentiality.