Lead Recruitment Human Resources Business Partner (HRBP) at Credit Direct Limited

Credit Direct Limited a leading innovation-driven financial services company based in Lagos, Nigeria with branches spread across the Country. We pioneered the unsecured micro-lending space in Nigeria and are positioned to be the dominant market leader in the Country and beyond. Our services are hinged on a partnership with employers and our customers to provide friendly innovative loan and investment products while our various repayment options give our customers the freedom, flexibility, and confidence to enjoy their lives.

Our services are trusted by over 300,000 active customers, the largest endorsement in the Nigerian public and private sectors; and this has inspired us to remain the leader in Nigeria’s micro-lending space. We pride ourselves with providing quick turnaround loans with little documentation, efficient processes and top of the range customer service.

We are recruiting to fill the position below:

Job Title: Lead Recruitment Human Resources Business Partner (HRBP)

Location: Lagos
Employment Type: Full-time
Department / Division: People Management
Reports to: Div. Head, People Management
Supervises: Recruitment Analyst

Job Objective

• Design, develop and support the implementation of recruitments strategy to ensure effective manning in the company.
• To develop and implement an effective people strategy, ensuring the alignment of HR systems with business priorities to increase productivity and overall profitability of the organization.

Job Responsibilities
Recruitment & Selection:

• Participate in continuous review in conjunction with all Departments/Units, effective manpower plan/manning levels for the company.
• Assist in the development and implementation of recruitment plans.
• Assist in ensuring that all recruitments are compliant with the rules, procedures, and policies of the company.
• Implement all redeployment of staff to other roles.
• Determine applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
• Maintain accurate information database: selection test, new hires.
• Ensure the proper assimilation of new hires: on-boarding of new hires.
• Initiate and close confirmation process for all new hires – 3months & 6months while tracking employment contract renewal as they fall due.
• Design, Develop and Implement annual staffing plans for the organization in line with expected strategic business outcomes.
• Design, develop and manage strategies to attract top talents for the workforce.
• Build applicant sources by researching and contacting colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
• Improve organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks. • Manage intern program by conducting orientations; scheduling rotations and assignments; monitoring intern job contributions; coaching interns; advising managers on training and coaching.
• Avoid legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training.

HR Business Partner:

• Drive employee engagement initiatives
• Handle Employee Request and Correspondence
• Conduct ENPS survey and develop initiative to measure employee engagement periodically.
• Manage exit process ensuring strict adherence to process and policy.
• Conduct monthly appraisal for staff on performance-based pay – ERM, Sales, Tele sales, CAU etc
• Manage and treat disciplinary issues in line with policy.
• Provide monthly payroll updates to People Operations team on all changes affecting salaries e.g new hire recruitment, exit, suspension, performance score etc.
• Drive quarterly engagement session plan across the organisation; drawing up templates, agenda, reporting and ultimately tracking to ensure reported issues are closed.
• Evaluate issues, patterns, and trends to provide proactive insights for HR solution and program designs.

Key Performance Indicators

• TAT on recruitment process
• Compliance with recruitment policies
• Quality of Hire - % confirmed 
• TAT on on-boarding new hires
• Quality of onboarding new hires (survey)
• Quality of Candidate Pool
• % Recruiting Expense to Total HR Expense
• Zero exception of recruitment documentation/reports.
• TAT on Employee Confirmation • Timeliness & Adequacy of Reporting
• Zero Policy/Process Deviation • Employee Turnover – Retention (Regrettable Loss)
• Employee Productivity (Revenue/Employee in segment)
• Improvement in ENPS
• TAT on handling employee request/correspondences
• % Training Evaluation
• Internal Customer Experience.

Educational Qualification

•  A First Degree is required Professional Qualification
• CIPM.

Desired Experience / Knowledge:

• At least 5 years’ experience
• Experience in Financial Services industry is preferred.

Competence Requirements Applications & Technology:
Functional:

• Critical Thinking, Problem Solving and Analytical Skills
• Financial Acumen
• Strategy Development and Execution
• Attention to Details
• Knowledge of Employment & Labour Law
• Results focused
• Research
• Reporting
• Documents & Records Management
• Database Management.

Behavioral:

• Continuous Learning & Improvement
• Self-Assured, Confident and Assertive
• Relationship Management
• Effective Communication Skills
• Conflict management
• Reliable
• Time Management
• Sensitive
• Listening Skills
• Empathy
• Microsoft Word, Excel and PowerPoint
• HR Flex
• Microsoft Navision.

Work Conditions:

• A typical work environment in financial services.
• Requires periodic travel out of station.

Application Closing Date
Not Specified.