Head, Talent Management & Administration at Solina Group

Solina Centre for International Development and Research (SCIDaR) is an indigenous nonprofit institution that works to accelerate positive health, social and economic reforms through high quality program design and implementation, capacity building, implementation science research and knowledge generation, as well as agenda setting and stakeholder convening across human development sectors. Our work seeks to benefit primarily disadvantaged and under-served populations. We implement transformation programs in Nigeria and are currently expanding our footprint to several West and Central African countries. We are building a competent world class management team to enable us achieve our strategic growth objectives in a sustainable way.

We are recruiting to fill the position below:

Job Title: Head, Talent Management & Administration

Location: Abuja

Description and Objectives

• The Head, Talent Management and Administration will provide overall leadership to the human resource management and general administration functions.
• She/he will be ultimately responsible for developing and sustaining a superior and productive workforce, as well as developing and leading a best in class administrative function that will enable the achievement of the organizational strategic goals.

Institutional leadership responsibilities
As an institutional leader and a core part of the Executive Management Team, the incumbent will be required to contribute substantially to organizational strategy and management in ways including, but not limited to:

• Identification and execution of institutional strategic priorities for SCIDaR that align with the mission and values, and that are responsive to the evolving trends in the human capital development sectors;
• Support for executive management as needed with institutional representation; business development and brand management; planning and budgeting; people development, and general leadership and oversight for the organization.

Also as a department head, he/she will be required to provide effective leadership for the department in ways including, but not limited to:

• Working with executive management to achieve a fit-for-purpose but efficient department, including a revised organogram and staffing / capability requirements;
• Identification of strategic priorities for each function in the department, and development of costed annual departmental implementation plans;
• Custody of departmental policies, processes and tools, including periodic updates and revisions as necessary to meet institutional needs. These include SCIDaR’s HR policy and employee manual; performance review policy and procedures; office dress code; employee code of conduct; travel policy and procedures; ICT equipment usage policy and procedures; procurement policy; office and field security policies and protocols, etc.;
• Management and supervision of departmental staff, including supporting recruitment and retention, assignment of job functions and KPIs, learning and capacity building, and performance management.

Technical Responsibilities – Talent Management
Talent management strategy and planning:

• Development and execution of a robust and measurable talent management strategy;
• Short, medium and long term strategic human resource planning and budgeting in sync with organizational growth and expansion plans, ensuring the right talent is ready at the right time, to meet current and future staffing needs.

Employee life cycle management:

• Sourcing and Recruiting: Developing and implementing creative but cost-efficient strategies to identify, source, assess and hire the best local and international talent to meet changing and evolving organizational needs;

Learning and Development: Revamping and improving staff L&D initiatives, including:

• Implementing a comprehensive in-house professional development program that includes periodic training needs assessment; new staff onboarding and orientation; revamping the in-house Leadership Development Program (LDP); staff mentoring program; etc.;
• Identification of and implementation of appropriate internal and external training opportunities for all cadres of staff;
• Working with Program Directors to anticipate project staffing requirements and planning staff placements to satisfy both employee professional development needs and project needs;
• Working with Knowledge Management and Learning Department to measure the impact of every L&D initiative to guide management decision making;

Performance Management:

• Review of current SCIDaR staff performance evaluation framework for appropriateness for different cadres of staff and, if needed, revision as appropriate;
• Creating a standardized system of team management tools and processes for SCIDaR program and operations teams, such as standardized and enforced templates for team and individual staff objectives;
• Working with Unit Managers, Program Managers and Program Directors to ensure timely and objective performance evaluations for every staff;
• Ensuring and tracking follow through of review recommendations for all staff;
• Flagging and ensuring key professional development actions when due, such as promotions, internal or external trainings, probations or disciplinary actions.

Employee retention: Designing and executing management strategies aimed at increasing staff retention and minimizing middle management turnover, including but not limited to:

• Establishing and implementing a system to systematically gauge the pulse of employees at every level to identify and address any employee satisfaction issues (e.g., team barometers);
• Periodic systematic reviews of SCIDaR remuneration and benefits packages for competitiveness and appropriateness, and administration of all employee benefits;
• Working with all of Executive Management Team to ensure consistent role modeling and frequent messaging of the organizational culture, values and objectives;
• Institution and management of appropriate inclusive, gender-sensitive and family-friendly organizational culture and lifestyle enhancing initiatives, such as flex-schedule, flex-travel, work-from-home, office happy hours and other social/team building events;
• Strengthening organizational value proposition to all cadres or employees and building a ‘great place to work’ brand for SCIDaR.

Employee exit / off-boarding:

• Proactively managing employee exit from SCIDaR to enhance organizational image and learning:
• Working with KML to conduct detailed exit interviews for all departing staff;
• Maintaining a comprehensive and up to date database of alumni including contact information; and organizing of periodic alumni engagement initiatives.

Talent / HRM data management for EMT decision support:

• Establishment and maintenance of a comprehensive electronic talent / HR database, to include a wide array of relevant records on staff such as up-to-date personal records, demographics, tenure, academic and on-the-job training, performance, project experience, etc.;
• Regular analysis and presentation of talent/HR data to support EMT decision-making and organizational planning, and incorporation of relevant electronic dashboards/summaries into ERP.

Technical Responsibilities – General Administration
As the Head Office Manager, the incumbent will support SCIDaR operations by delivering efficient office administrative functions, including but not limited to:

Facilities management:

• Space planning and assignment: Ensures organized, efficient and aesthetically appropriate seating, storage, and meeting space for all staff, projects and guests; responsible for the look and feel of all SCIDaR facilities;
• Maintenance: Ensuring that all office spaces, work stations, common areas, bathrooms, meeting rooms, etc., are maintained in a clean and tidy state at all times by enforcing responsible use of facilities by all staff, closely supervising cleaning and maintenance staff, ensuring appropriate and timely maintenance of all infrastructure with minimum downtime during maintenance or repairs;
• Utilities management: Includes receipt and processing of bills for payment, and execution of procedures and initiatives to ensure efficient utilities consumption;
• Emergency procedures management: Development of emergency office procedures and routines for all offices, and ensuring all SCIDaR employees are familiar with emergency procedures, routines and drills.

Inventory and stores management:

• Asset register: Maintaining a routinely (quarterly) updated register of all fixed assets in the organization and their employee custodians; maintaining an orderly system of goods and equipment storage, registration and inventory reconciliation within the office, including use of goods received/dispatched notes, bin cards, goods movement forms, consistent inventory tagging system, etc., as appropriate;
• Inventory and stores management: Managing inventory of office supplies by forecasting, ordering and verifying receipts; ensuring availability and distribution of office supplies to the different offices; tagging all items delivered to SCIDaR including all deliveries to field offices, sub-grantees and supported facilities; managing all dispatch authorizations to in-house as well as field personnel, field offices, supported facilities and other approved locations.

Procurement and vendor management:

• Ensuring that SCIDaR purchasing policy and practices reflect best practices and maximize benefit to the organization.
• Compliance and policy: Understands, documents and enforces up to date procurement regulations relevant to SCIDaR;
• Tendering and vendor selection: Coordinates tendering, evaluation, selection and monitoring of a portfolio of corporate contracts and purchasing activities in ways that are sustainable, ethical and minimize whole life costs; participates in negotiation of contract terms on a range of central contracts and monitors performance of vendors against these contracts;
• Vendor management: Supervise vendors and service providers to ensure they routinely meet expectations for their contract.

Travel and logistics management:

• Ensures that SCIDaR purchasing policy and practices reflect best practices and maximize benefit to the organization.
• Travel policy and planning: Understands, documents and enforces up to date travel policies and protocols relevant to SCIDaR; anticipates all road and air travel needs and ensures adequate support is provided for timely, safe and efficient travel for all staff;
• Travel and logistics management: Manages drivers and vehicle fleet, including ensuring that lead driver tracks maintenance and inspection of vehicles regularly; maintaining travel logs and fuel usage for periodic analysis; ensuring that drivers are trained and comply with all relevant road transport regulations; performance management for drivers to ensure achievement of their role objectives, including disciplinary action in accordance with Firm rules; receipt and processing of vehicle accident and damage reports.

Information and Communication Technology:

• ICT policy: Updates ICT usage policy and protocols for SCIDaR, and ensures employees are familiar with the policy;
• Fit-for-purpose IT infrastructure: Recommends investments in appropriate ICT infrastructure and maintenance that ensures smooth running of the organization and its programs;
• Staff ICT support: Coordinates allocation and maintenance of CUG lines, email accounts to employees, and ensures appropriate use.
• Data and information management: Maintain physical and electronic filing systems for all program documentations in accordance with SCIDaR policies and regulations

Executive Assistance and External Liaison:

• Executive Assistance: Manages calendar of Managing Partner and/or other assigned Principals to ensure efficient use of time and no missed appointments, including ensuring adequate preparation for meetings where necessary;
• External liaison: Serves as the administrative point of contact for SCIDaR for external stakeholders; maintains functional contact phone for the office and ensures prompt responses to calls; receives and signs for all office delivered mail and distributes appropriately.

Required competencies
Core requirements:

• Compelling evidence of interest in and commitment to the mission of SCIDaR;
• Commitment to helping build the organization for a minimum of two years in the role;
• Demonstrated strong strategic thinking, problem solving and thought leadership abilities;
• Advanced computer usage skills with proficiency in Microsoft® Word, Excel, PowerPoint;
• Experience with Human Resources Information Systems (HRIS) and Enterprise Resource Planning (ERP) platforms;
• Solid people manager, able to manage and promote inclusive and diverse teams within the organization;
• Fast learner, open to learning from peers, subordinates and supervisors collaboratively and at a rapid pace;
• Results oriented performer, experienced in developing and tracking self and team with clear KPIs;
• Strong verbal and written communications skills.
• Evidence of ability to deliver on all institutional and technical requirements above.

Education and Experience:

• Academic training: Minimum of Masters’ degree in management, human resource management, organizational psychology, business or similarly relevant field;
• Professional credentialing: Appropriate national and international professional qualifications in human resource management;
• Experience: Minimum of 10 years progressive experience in varied aspects of human resource or talent management in verifiable and reputable establishments (e.g., employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development); some of the recent experience must be at a senior or strategic level;
• Consulting experience: in strategy, HR or organizational psychology in major consulting firm a major plus.

Equal employment opportunity statement

• SCIDaR is an equal employment employer. We do not engage in practices that discriminate against any person employed or seeking employment based on race, color, religion, gender, national or ethnic origin, age, marital status, genetic information or any other status or characteristic protected under applicable laws.

Application Closing Date
Monday 22nd July, 2019.

How to Apply
Interested and qualified candidates should send an up-to-date CV and Cover Letter to: careers@solinagroup.com the CV / Cover Letter must include email addresses and phone numbers of three (3) professional referees who can speak to the candidate’s work ethics and capabilities;

Note

• The email should be formatted as such: Application: Role to which applied_first name last name_date of submission. Example: Application: Head, Knowledge Management, Research & Training_John Doe_June 12, 2019
• Candidates are encouraged to only apply for positions for which they meet the eligibility criteria specified above.