Group Human Resource Manager at Box & Cedar

Box & Cedar is recruiting on behalf of its client to fill the position of:

Job Title: Group Human Resource Manager

Location: Lagos
Job Type: Full Time

Job Description

• To ensure that the organisation employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to achieve the organisation's objectives.

Primary Objectives

• Safety of the workforce.
• Development of a superior workforce.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
• Ongoing personal development.

Job Duties/ Responsibilities/ Accountabilities
HR Strategic Planning:

• Develop the organizational human resources strategy in compliance with the corporate group strategy
• Design the group human resources department structure, positions and process system in compliance with its strategic mandate
• Review, amend and draft job description and qualifications required for the staff of the group human resources department
• Formulate HR Plans, Policies & procedures according to organizational objectives.

HR Administration:

• Prepare HR budget and ensure the activities within budget.
• Provide technical & Professional Advice to Legal Representative for legal proceedings related to HR.

Man Power Planning:

• Organize meetings with Management, plans for manpower as per requirements.
• Set up the working methodology for succession planning, analysis, implementation and monitoring

Recruitment Management:

• Develop the recruitment and selection process to include:
• Appointment /Confirmation / Termination / Resignation /Procedures/Process
• Decide recruitment channels.
• Compensations Schemes & Benefits Management
• Review and analyze the group subsidiaries:
• Jobs / roles Salaries, Ranking and benefit system.

Performance Appraisals and Management:

• Formulate effective Performance Appraisal Policy, Procedures and ensure its compliance.
• Review and analyze the performance appraisal management process

Employees Relations Management:

• Set up policies and procedures for the treatment of employees horizontal and vertical inter-organizational conflicts
• Enhance Organization communications
• Encourage and develop employee communications
• Ensure proper management of Staff amenities and occupational and health safety

Training and staff Development:

• Identify the areas for development
• Explore the new skills to enhance productivity
• Administer the Training Policy.

Human Resources Management Information Systems:

• Review and assess the HR module of the current ERP system
• Propose potential customization, if needed, on ERP HR module
• Follow up, guide, and monitor the implementation of ERP HR module at group level
• Skills
• Academic & Trades Qualifications

Key Performance Indicators/ Performance Goals
Recruitment:

• New employee satisfaction rate with recruiting process
• Percentage of new employee retention after x time
• Percentage job offer acceptance rate
• Percentage of vacancies filled within x time
• Average Number of Interviews from Submitted applications/ CVs
• Recruitment source ratio internal -vexternal applicants
• Performance evaluation scores in hiring candidates after, a given period.
• The average time that transpires from the moment a candidate is submitted to a hiring manager to receiving initial feedback from the hiring manager.
• The Average cost to recruit per job position
• Average open time of job positions
• Average number of responses for open job positions
• Average number of interviewees for open job positions within a given measurement period.
• Average time to recruit

Employee Development:

• Percentage of employees receiving regular performance and career development reviews.
• Average time employees are in the same job or function.
• Percentage of new hire retention after a given period
• Ratio of internal versus external training (hours or cost)
• Employee satisfaction with training.
• ROI of training
• Percentage of Human Resources budget spent on training.
• Percentage of employees gone through training in a given period
• Average number of training hours per employee
• Average training costs per employee

At the Strategic level:

• New Hire Quality
• Skills Inventory
• Base & Incentive Comp
• Succession

At the Operational Level:

• Salary Benchmarks
• Rewards & recognition
• Diversity

At the Tactical Level:

• Training hrs vs. plan
• Overtime as a % of salary
• Productivity (however measured, incl. Revenue per FTE)
• Resource allocation (bench time, for example)

Minimum Qualification

• A good University Degree.
• CIPM / CIPD/SHRM/PHR
• Six years experience in human resources at a professional level

Knowledge & Skills:

• Supervisory skills
• Computer skills, including the ability to operate spreadsheets and word-processing programs at a highly proficient level
• Effective written communication
• Skills including the ability to prepare reports, proposals, policies and procedures
• Effective public relations and public speaking skills
• Research and program
• Development skills
• Interviewing skills
• Time management skills
• Team building skills
• Problem solving skills
• Negotiation skills
• Effective verbal and listening communication skills
• Basic counseling skills
• Stress management skills

Application Closing Date
30th March, 2015

Method of Application
Interested and qualified candidates should:
Click here to apply online