Senior Human Resource Business Partner at AIICO Insurance Plc

AIICO Insurance Plc is an insurance, pensions management, and asset management Group in Nigeria, with market-leading positions in life assurance, annuity, general insurance, special risks, pension management, health insurance, and asset management. Established in 1963, AIICO Insurance Plc has a strong retail distribution network and is listed on the Nigerian Stock Exchange.

We are recruiting to fill the position below:

Job Title: Senior Human Resource Business Partner

Location: Lagos
Employment Type: Full Time

Job Description

• The Senior HR Business Partner (HRBP) is a strategic partner to senior leadership, providing guidance and support in aligning HR strategy with business objectives. The role focuses on driving talent management, workforce planning, employee relations, and organizational development initiatives.
• As a trusted advisor, the Senior HRBP ensures that the business has the right people, structures, and processes in place to achieve its goals.
• The Senior HR Business Partner leads and manages the effective and efficient delivery of HR services with best practice and compliant with relevant policies and processes, including providing leadership, coaching and mentoring.
• The role requires strategic, operational and project management skills ensuring HR remains an active contributor to the success and goals of your assigned Business segment, business unit and operating units. Utilizing functional experience, flexibility, creativity, and project management skills, assist on special projects and new program development as needed.

Roles and Responsibilities
HR Strategy and Planning:

• Partner with senior leadership to align HR transformation initiatives with business strategy and drive organizational success.
• Provide insights and recommendations on workforce planning, talent acquisition, succession planning, and organizational design.
• Define HR transformation goals, metrics, and KPIs to measure success.

Talent Management and Development:

• Lead initiatives related to talent development, leadership training, coaching and performance management.
• Support the creation of individual development plans (IDPs) for key talent and high-potential employees.
• Partner with Learning and Development teams to design and implement programs that develop the leadership pipeline.

Process Optimization and Change Management:

• Analyze current HR processes and identify areas for improvement.
• Design and implement streamlined HR processes, ensuring they are scalable and adaptable.
• Lead change management efforts, including stakeholder engagement, communication, and training.

Technology and Systems Integration:

• Lead the implementation and integration of HR technology platforms (e.g., HCM, ATS, payroll systems).
• Collaborate with IT and external vendors to ensure smooth technology adoption and minimal disruption.
• Oversee data migration and ensure data integrity across systems.

Performance Management and Leadership Coaching:

• Collaborate with Learning and Development teams to ensure training programs align with the transformed HR processes.
• Implement talent management and performance review processes that support a high-performance culture.
• Provide coaching and mentoring to managers on how to effectively manage performance, set goals, and provide feedback.
• Work with leadership on succession planning, identifying critical roles and preparing future leaders.
• Manage the implementation of leadership programs that prepare future leaders for key roles.

Project Management:

• Lead cross-functional teams in executing transformation initiatives, ensuring projects are completed on time and within budget.
• Develop project plans, timelines, and budgets while tracking milestones and deliverables.

HR Analytics and Reporting:

• Leverage data and analytics to assess trends, identify potential HR issues, and provide actionable insights to the business.
• Monitor key HR metrics (e.g., turnover, employee engagement, and diversity metrics) and report findings to leadership.

Employee Experience Enhancement:

• Design initiatives that improve the employee journey to foster an inclusive, diverse, and collaborative workplace culture..
• Implement tools and practices that improve employee engagement, development, and retention.

Stakeholder Management:

• Act as the main point of contact for HR transformation efforts, regularly updating executives and key stakeholders on progress.
• Gather feedback from all levels of the organization to continuously refine transformation efforts.

Compliance and Governance:

• Ensure that all HR transformation efforts comply with local, national, and international labor laws and regulations.
• Create and update HR policies and procedures to reflect changes in legislation or company strategy.
• Implement governance frameworks for ongoing HR process management.

Qualifications
Education:

• Bachelor’s or Master's Degree in HR, Business Administration, Organizational Development, or a related field.

Professional Qualification:

• Related Professional certification is mandatory.

Experience:

• 7-10 years of experience in HR management, including HR transformation, HRBP or change management roles.
• Proven experience in leading talent review processes, succession planning, and leadership development programs.

Core Competencies:
Strategic Thinking:

• Ability to align HR transformation efforts with broader business goals.
• Long-term planning to future-proof HR processes and systems.

Leadership and Influence:

• Strong leadership skills to guide cross-functional teams and influence senior stakeholders.
• Ability to manage and motivate teams through significant organizational change.

Change Management:

• Expertise in managing change at all levels of the organization, with a focus on people-centric approaches.
• High emotional intelligence to manage resistance to change.

Analytical and Problem-solving Skills:

• Ability to analyze complex data, identify key insights, and develop actionable solutions.
• Skilled in addressing challenges and solving issues related to process improvement.

Communication Skills:

• Excellent verbal and written communication to present ideas, reports, and findings to various stakeholders.
• Skilled in negotiation and diplomacy, ensuring buy-in from all levels of the organization.

Collaboration and Teamwork:

• Strong collaboration with different business functions to ensure smooth HR transformation.
• Ability to build strong relationships with key stakeholders and partners.

Functional Competencies:
HR Expertise:

• In-depth knowledge of HR functions such as talent acquisition, compensation and benefits, employee relations, performance management, and employee development.
• Familiarity with HR compliance, employment law, and labor regulations.
• Understanding of the HR lifecycle and ability to align HR programs with the business's needs.

Talent Management and Leadership Development:

• Proven experience in leading talent review processes, succession planning, and leadership development programs.
• Expertise in assessing organizational needs and designing tailored talent management initiatives.

HR Technology and Systems:

• Strong knowledge of HR technology platforms like HCM, ATS, and payroll systems.
• Experience in implementing or upgrading HR systems.

Project Management:

• Expertise in project management methodologies (e.g., Agile, Waterfall) and tools (e.g., Jira, Asana, MS Project).
• Strong understanding of resource management, risk mitigation, and issue resolution.

Data Analytics and Reporting:

• Ability to analyze HR data to inform decision-making and track performance metrics.
• Proficiency with data visualization tools (e.g., Power BI, Tableau).

Business Acumen:

• Deep understanding of the business's operational and financial goals and how HR contributes to achieving them.
• Ability to drive cost-effective transformation initiatives.

Change Leadership:

• Skilled in leading organizational transformation through culture shifts and mindset changes.
• Ability to implement and sustain long-term changes in HR practices.

Application Closing Date
Not Specified.