Team Lead, Performance Management & Organisational Development (PM & OD) at Nigerian Exchange Group (NGX Group)

Nigerian Exchange Group (NGX Group) is a leading financial market infrastructure provider in Africa, connecting Nigeria, Africa and the world.

We are recruiting to fill the position below:

Job Title: Team Lead, Performance Management & Organisational Development (PM & OD)

Location: Lagos, Nigeria
Job type: Full-time

Job Summary

• The Team Lead PM &OD is a specialist role responsible for the development, implementation and management of the PM & OD strategy, practice, programmes and initiatives of the Nigerian Exchange Group Limited.
• This critical role within the HR function of the Group will sit at the centre of a number of moving parts directed at ensuring all organisational development, performance management, HR strategy, policy formulation and administration, HR change management, HR information systems as well as engagements across all staff cadre are effectively optimized.

Responsibilities
Organisational Development:

• Responsible for developing and designing OD strategy and related projects, such as position descriptions, organisational improvement, resources optimisations, job design/evaluation/pricing, OD/Change Management and compensation analyses;
• Design and deliver OD and change management strategies, processes and interventions that support The Group’s desire to be a high performing organisation; include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm;
• Responsible for the design and update of the Group organisational structure, advise HODs/DH on the appropriate structure and reporting hierarchy; 
• Operate as organisational functional leader, internal consultant to identify, develop and implement business processes and organisational effectiveness interventions, as and when required;

Performance Management:

• Responsible for the development, implementation of the Employee Performance Management Policy, facilitate and build awareness by providing training and on-going support to all levels of staff on the performance management process and systems;
• Oversee employee compliance with all performance management processes (annual performance review process, goal setting, probationary reviews, employee development planning);
• Oversees the development, planning, facilitation, coordination and implementation of an organisation-wide performance appraisal programme as well as provides advice and recommendations to management and employee as required;
• Identify opportunities for performance improvement by undertaking an internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas;

Career Management/Succession Planning:

• Design, develop and lead the implementation of the Career Development and Succession Planning strategy and framework and connect the career development business y and HR Strategy;
• Develop, implement, monitor and update employees’ career development plans, succession plan framework, and retention plans; define criteria to identify critical and key positions; select and identify “Successors” of the key/critical positions in coordination with concerned division/department heads, for example using the 9 Box Matrix/Model of Performance and Succession Management;
• Support various staffing needs to determine methods/strategy to address current and future conditions, including retention management, realignment and recruitment planning, in relation to career path planning and management;
• Collaborate with Learning and Development Unit to develop training plans, identifying educational opportunities for employee development and oversee development of processes, programmes and criteria for the identification of high potential employees;

HR Business Processes Development/Improvement/Analytics:

• Develop and implement an evaluation framework across all OD initiatives, monitoring quality in order to drive continuous improvement;
• Responsible for translating the HR related business requirements for a specific value stream into standardised business process designs and on-going business process management across the department;
• Lead, ensure compliance and manage HR business process standardisation and optimisation across the Group. Understand Business Drivers, Strategy and objectives, and process documentation and Key Performance Indicators/Metric Standards;
• Manage the process development framework including process integration with other processes as well as design reviews with Business and IT. Develop and manage project plans, schedules, and quality gates to track the progress of projects;

Research/Policy Development and Standard Operating Procedures:

• Responsible for the development, updating and documentation of all OD related policies and practices develop and promote adoption within the organization of HR Best Practices;
• Lead the design, development and implementation of programs, policies and strategies tailored to meet OD needs and program goals;
• Responsible for managing the Departments Standard Operating Procedural process. Coordinate the production and communication of Standard Operating Procedures to all stakeholders and manage multiple projects to ensure timely completion and accuracy;
• Input, validate and verify data into internal tracking tools (such as Excel, HRIS) and create forms, templates, and reports/dashboards for HR Analytics;

Job Design / Evaluation:

• Assess need for and develop job analysis instruments and materials, and oversee the overall process of evaluation, classification and rating/grading of job positions;
• Guide and support Departmental Heads/Line Managers in the development job descriptions for various positions and determine appropriate base pay and research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends;
• Analyse occupational data, such as physical, mental, education qualification, task complexity and training requirements of jobs and employees and develops written summaries, such as job descriptions, job specifications, and lines of career movement;

Human Resource Information System Management:

• Responsible for maintaining employee information and ensure accuracy on the Human Resources Information Systems (HRIS);
• HRIS Solution Monitoring and Assessment: Evaluation, analysis, designs and maintenance of the HRIS; 
• System Maintenance - review, testing and implementation of HRIS system upgrades or patches. Collaborate with functional and technical staff to coordinate application of upgrade or fix and document process and results;
• Propose alterations to existing programs to gather and report data as necessary. 

Person Specification & Required Qualification(s)

• HND/Bachelor's Degree in Social Management Science disciplines, preferably in the Human Resource Management;
• OD qualification, or equivalent professional knowledge gained through appropriate experience working as an OD specialist or as a HR Generalist with an OD focus and membership of a professional body- CIPM, CIPD, NITAD, PMI, SHRM, etc. 
• 10 years HR generalist or Specialist experience;
• Qualification or certification in Project Management Methodologies, is an advantage;
• Two years’ hands on Project Management experience;
• Experience and exposure to Organisational Structure Design, Project Scheduling and Process Mapping tools such as Visio, Excel, MS Project, Smart Arts, etc. is an added advantage;
• Flexible, adaptable and comfortable with ambiguity;
• Operational HR Experience: HR Analytics, Recruitment, Training, Performance management systems, Employee relations, internal consulting, etc and knowledge of HR Laws; HR dashboard - graphic representation and interpretation of information;
• Experience of, and commitment to, continuous organisational improvement and the ability to act as a change agent;
• Organisation development particularly around Change Management and developing Organisational Culture.

Application Closing Date
Not Specified.